This document provides an overview of ManufacturingWorks, an organization that helps connect job seekers to manufacturing jobs in the Chicagoland area. It details ManufacturingWorks' history since 2003 of placing hundreds of candidates in manufacturing jobs. It describes their recruitment, assessment, and referral processes for both job seekers and employers. It also outlines various funding sources and partnerships that allow ManufacturingWorks to provide services like training and job placement incentives.

1. 
Seeks to bethePreferredsourceofSeeks to bethePreferredsourceof
CustomizedBusiness Solutions forHighCustomizedBusiness Solutions forHigh
RoadChicagolandManufacturingRoadChicagolandManufacturing
Companies.Companies.

2. TimelineTimeline
2003 - Instituto was selected out of 15 different community based organizations, workforce
agencies and private employment services to work on the Ford Motor Company Tier 1
Supplier Park hiring project
2004- Out of the 600 candidates’ placed into direct full-time employment amongst 10 Supplier
Park companies, Instituto placed nearly 450
2005- Based on the hiring success of the Ford Supplier Park project; the following Chicago
groups came together to support the formation and implementation of a Sector Center dedicated
specifically to Manufacturing workforce development Business Services
• Chicago Workforce Investment Council
• Mayor’s Office of Workforce Development
• Chicago Manufacturing Renaissance Council
• Instituto
2005-2012
After continuous benchmark achievements with both employer business satisfaction and
contractual programmatic goals, Instituto has successfully operated ManufacturingWorks
since the inception of the sectoral programs here in the Chicago land region
2013-Present
With the consolidation of the local Workforce Investment Acts(WIA) areas into one,
ManufacturingWorks is now funded in part by the Chicago Cook Workforce Partnership,
Department of Commerce and Economic Opportunity(DCEO) and World Business Chicago

3. Detailed Outcome BreakdownDetailed Outcome Breakdown
July 2013 – March 2014July 2013 – March 2014
Below are detailed outcomes from ManufacturingWorks’ placements during
July 2013 – March 2014 Total Hires = 187
Total Employers Outreach (unduplicated) = 44
Gender
• Male = 146 (78%)
• Female = 41 (22%)
Location
• Chicago residents = 135 (72%)
• Suburban Cook residents = 45 (24%)
• Indiana residents = 7 (4%)
Race
• African American = 99 (53%)
• Hispanic = 73 (39%)
• Caucasian = 15 (8%)
Ex-Offenders = 26
Veterans = 11 OJT = 20
WIA = 29 Average Wage = $11.68 Interview to hire ratio = 1.87:1
Employer Data(% of 187 placements)
• Chicago Employers = 60%
• Suburban Cook Employers = 40%
• Small/Medium Sized = 77%
• Large Sized = 23%
Sub-Industries Employers
• Metals = 53%
• Foods = 5%
• Plastics = 30%
• Paper = 12%

4. ManufacturingWorks ReferralManufacturingWorks Referral
Process for EmployersProcess for Employers
• Facilitate Candidate Packet of all data
• Schedule Interviews with HR
• Activate all available funding
• Follow Up Retention Service
• One on One Assessment by MW
Account Executive(soft skills)
• Employer Specific Test(Technical
Skills)
• WIA Funding Availability(On-the-
Job-Training dollars)
• Drug Test (Mouth Swab)
• Work Opportunity Tax Credits
• Anyone who applies
directly at the Employer
can be “Reverse Referred”
to MFGWorks to begin
same process
Manufacturing
Employer
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Cook County
Partnership
Agencies(WIA)
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Technical
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Internet
Sources/IL
Job Link
Industry
Groups
Veteran
Groups
High Schools

5. Performance Testing Platform(How we makePerformance Testing Platform(How we make
our referral decisions)our referral decisions)
)
Level 1 Level 2 Level 3
Skill Performance (Technical) Written Soft Skills (Mental Wellness) Incentive Eligibility
To ensure the candidate possess the required To ensure the candidate possess the appropriate Based upon a candidate’s background
technical position specific knowledge, experience level of professional, job readiness and soft skills there may be available support for both
and abilities the employer & job seeker
Employer Customized Position Test
By working with the Employer’s decision making
team, The ManufacturingWorks Account Executive
will create a customized test validated by the
Employer and given to each respective candidate
and facilities to Employer for review
Add On Written Test
ManufacturingWorks has access to various industry
related exams that upon the Employer’s request can
be administered to all respective candidates. Some
examples of exam to be used:
• TABE – provides Grade level equivalency in
areas of Math, Reading and Language
Comprehension
• Work Keys – Provides appropriate
competency levels in various areas(Reading
for Information, Locating Information,
Teamwork, etc.
• Prove It – Online testing system to identify
technical skill knowledge in various subject
areas(manufacturing, office, computers,
etc.)
Industry Skill Standard Certifications
ManufacturingWorks, whenever applicable,
identifies if any respective candidate possess
industry recognized certification(s) they have
acquired through work and/or training. Examples;
• OSHA
• National Institute of Metalworking Skills
• Manufacturing Skill Standard Council
1on1 Account Executive/Interview
Assessment
ManufacturingWorks meets individually with each
respective candidate to completely understand the
following areas:
• Work History
• Position Awareness
• Overall Attitude
• Background trends
Core Skills Evidence Based Assessment
Certain skills are transferable but past evidence can
predict how well any given candidate can transition
to your shop floor
Professional References
Gain pre-insight into a candidate’s particular
working background
Work Opportunity Tax Credits
Identify if a candidate is eligible for an employer to
receive tax credits
Candidate Drug Screen
• Mouth Swab – Six Panel
ManufacturingWorks blends a
for profit approach towards
all business and employer
relationships. We are also
experts at simplifying and
streamlining the best of local,
state and federal government
has to offer employers for
candidates that are eligible
for your workforce
development initiatives
Workforce Investment Act &
Department of Commerce and
Economic Opportunity
On-The-Job-Training (OJT)
ManufacturingWorks can readily identify
and effort to secure the specific materials
from candidates that have been
• Laid off within the last two years that
have collected unemployment
benefits
• An adult that currently receives some
type of public aide or support
Take full advantage of dollars
available to your business

6. MW Recruitment ProcessMW Recruitment Process
MW BluePrint Analysis – When a position is
difficult to fill or company does not have a current
job description. MW utilizes this analysis to detail all
the tasks required for any particular position
MW Job Order – Once MW receives the details
of the position, the staff writes up the job order
to be “blasted” to all recruitment pipelines for
qualified candidate referrals

7. MW Recruitment ProcessMW Recruitment Process
MW Reverse Referral – Companies are
encouraged to hang this flyer on their doors(or
pass out) to job seekers. This directs them to
MW offices to begin the process for the
Employer
MW Screening Materials
Soft Skill Evaluation Tool – This is
used to identify a candidate’s Soft
Skills and Job Readiness
MW Employer Specific Test –
Developed by MW & the Production
Manager specific to the
requirements of a particular position
DATE:______________________ AE_______________
NAME:____________________________________________
REFERRAL ORGANIZATION:_____________________________________
PROGRAM NAME:________________________________________
FUNDING STATUS: WIA - CDBG - TAA - Financial Aid - Other___________________________
FUNDING AREA: Cook - Will - McHenry - Lake - DuPage - Kane - DeKalb
PROGRAM INTRO EVALUATION ASSESSMENT
TECHNICAL SKILLS OVERVIEW
Top 3 position areas of career focus •_______________ •_______________ •_______________
Overall experience knowledge and understanding of their daily roles and responsibilities 1 2 3 4
Overall ability to describe machinery and/or equipment used 1 2 3 4
Level of safety knowledge conveyed 1 2 3 4
Level of computer experience and data integration into various software systems 1 2 3 4
Currently working but interested in better opportunity YES / NO
Currently in training and looking for a specific opportunity in that particular career pathway YES / NO
Currently in training and looking for any open opportunity within the industry YES / NO
Ever held an OSHA safety certification YES / NO Ever attended an OSHA safety course YES / NO
Ever have been fired YES / NO Ever have been laid off YES / NO
Technical Skill overall comments:_________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
SOFT SKILLS OVERVIEW
Date of last face to face employer interview __________________________
Appearance 1 2 3 4
Conversation skills 1 2 3 4
Professionalism 1 2 3 4
Interview Red-Flags Ex-offender • do not have own trans • salary • family issues • medical issues
Shift issues • no HS / GED • language • Other___________________________
Resume Good to go • needs improvement • Needs updating
Needs job readiness courses YES / NO
Needs interview readiness courses YES / NO
Soft Skill overall comments:______________________________________________________________
_____________________________________________________________________________________
AE SCREENING OVERALL ASSESSMENT
Ability to be placed 1 2 3 4
Additional job readiness counseling is required YES / NO Is recommended YES / NO

8. Innovative ApproachesInnovative Approaches
STANDARD MANUFACTURINGWORKS PROTOCOL
• Never just take a job order – Account Executive(AE) must walk shop floor with the company’s
Subject Matter Expert(SME)
• Act as “Hybrid-Consultants” to actually understand the company’s true need, their realities and
their timeline – Never approach a company in order to “sell”
• Pre-Employment Training Provider Advisors – Educate the company on what is available,
consult and link
• Incumbent Customized Training Advisors – Understand the training needs of the company,
conduct initial needs assessment, consult and educate on available trainers
• Hands-on Test Analysis – Look deeper into a candidate’s skill set by going beyond the resume
and developing customized position testing to evaluate “Performance”
• City, State and Federal Grant – Company’s link to available funding for various activities.
Communicated and delivered in a language and manner manufacturing business understands
• Drug Testing
• BluePrint Analysis development – Pin point the specific skill it takes to perform any particular job
at a company. Document the gaps for each employee to identify training
• Align the workforce system delivery – Job orders, job fairs, industry seminars, advisory groups,
committee members, project manage, offsite training, tours, internships

9. Employer Return On InvestmentEmployer Return On Investment
• EMPLOYER TIME SAVED
- MW acting as a “clearing house” of data and industry information. Saves the company time
and effort by directing them to resources and resource options
• UNDERSTAND AND EXPEDITE THEIR NEEDS UNDER THEIR TIMELINE
- MW staff holds certifications(OSHA, MSSC, NIMS) to identify and consult about
processes, systems, equipment, career lattices, trainings, products, etc
• COMMUNICATION COORDINATORS
- MW holds numerous MOU’s and has many working relationships partnering with a network
of over 100 workforce entities across the Chicago land region . Not competing but
complimenting one another’s services streamlined for the need of the employer
• ONE POINT OF CONTACT
- Direct and constant communication to and from employer filtered through MW to the rest
of the system. As necessary, bring in 3rd
parties - through proper introductions, which leads to
faster data return
• EXTRACTION
- Pulling pertinent data from employers and disseminating to workforce system allows for
innovative partnerships and customized programs based specifically on direct employer
needs customized under their timeline
• RETENTION FOLLOW-UP
- The work really begins post hire for case management and support services, supporting
the new hires with all of their questions, problems, issues and next steps. Then working with the
employer to resolve these items before actions take place

10. Leveraging Our Funding-Employer ResourcesLeveraging Our Funding-Employer Resources
Chicago – Cook Workforce Partnership (WIA Adult & Dislocated)
•Utilize these dollars to support our efforts with case management, support services, ITA’s and
OJTs for our employer partners
•Since MW years ago assisted in the identification of “Shared Placements” through the local
WIA area. We have made it our mission to partner with all WIA agencies to screen and assess
their clients skill set for placement with our Employers. As well as write OJT’s
•MW also works with manufacturing technical training provider programs to register new
students into WIA to receive funds to attend such trainings, as well as gain industry recognized
skill certifications. Shortening the industry skills gap
National Institute of Metalworking Skills(NIMS) H1-B Grant
•Utilize these dollars for our Employers for OJT reimbursable dollars for hiring candidates that
holds NIMS certifications
•Augments our ability to deliver OJTs even if candidate is not WIA eligible
•Promotes industry recognized skill standards in an effort to institute career pathways internally
for our Employers
Safer Foundation Ex-Offender Re-Entry Program
•Performance based contract for student selection into CNC machining training. Where they
will achieve five NIMS credentials
•Upon training completion, placement into MW Employers
•All Safer Foundation students’ in this program are currently still incarcerated, living within a
halfway house

11. Leveraging Our Funding-Employer ResourcesLeveraging Our Funding-Employer Resources
State of Illinois Department of Commerce and Economic Opportunity(DCEO)
•ManufacturingWorks has funds available for employers under DCEO’s Rapid Response grant
to directly assist employers with their costs for hiring on new staff (OJT) as well as customized
skill training for incumbent employees. At minimum 50%!
World Business Chicago “1,000 Jobs Campaign”
•ManufacturingWorks was selected as one of five workforce entities to receive funding to
increase our capacity for increased services to area manufacturing employers

12. Maria Hibbs – Chicago Workforce Investment Council, Interim CEO
Joanna Green – Chicago Workforce Investment Council, Program Manager WIA Services
Evelyn Diaz – Department of Family & Support Services, Commissioner
Amy Santacaterina – DFSS, Deputy Commissioner of Workforce Services
Anne Ladky – Women Employed, Executive Director
Paul O’Conner – Skidmore, Owings, and Merrill, LLP
Dan Swinney – Chicago Manufacturing Renaissance Council, Director
Dr. Ricardo Estrada – Instituto del Progreso Latino, Vice-President
Tom DuBois – Instituto, Director of New Initiatives
Tony Garritano – ManufacturingWorks, Director
United States Government AccountabilityUnited States Government Accountability
Office Visit – June 8Office Visit – June 8thth
, 2011, 2011
Chicago’s ManufacturingWorks program is selected asChicago’s ManufacturingWorks program is selected as
Nation Wide Finalist for “Best Practices”Nation Wide Finalist for “Best Practices”

13. Chicagoland Workforce Funder Alliance Awards First Grant to
New Collaboration Between Illinois Manufacturing Excellence
Center and ManufacturingWorks
The Chicagoland Workforce Funder Alliance announced
this month that it will award its first industry-workforce
partnership grant to the newly-aligned Illinois
Manufacturing Excellence Center (IMEC) and
ManufacturingWorks. The Alliance is a collaborative of 11
workforce development funders working with employers
and other workforce stakeholders to increase employment
and earnings for underprepared workers in the Chicago
region. The grant and partnership were presented to
funders, manufacturers and community leaders at
WaterSaver’s manufacturing plant in Chicago, in
conjunction with World Business Chicago (WBC).
“Strategic collaboration among organizations is critical to ensure the success of our region’s
manufacturers,” said Chicago Mayor Rahm Emanuel. “We must continue to bring together key
parties to advance industry and bring jobs to Chicago, particularly in areas like manufacturing, which
are critical to the future of economic development in Chicago and the surrounding area.”
The Alliance announced it chose to award its first industry-workforce partnership grant to the IMEC-
ManufacturingWorks partnership due to the partnership’s focus on building a platform that will drive
additional value to both manufacturers and underprepared workers across the city and the region.
The grant provides $300,000 - $400,000 annually for two to three years, beginning this fall.
The new partnership connects IMEC’s federally supported hands-on advisory services to help
manufacturers become more productive and globally competitive with ManufacturingWorks’ local
expertise in revitalizing and strengthening manufacturing workforce development to meet employer
needs. The collaboration, which also includes the Chicago Manufacturing Renaissance Council, is
expected to grow to incorporate a wide array of services and partner organizations.
“This new collaboration proves the power of what can happen when we, as a region, work
together,” said Jeff Malehorn, president & CEO of World Business Chicago.

14. THANK YOU FOR YOUR TIMETHANK YOU FOR YOUR TIME
2800 South Western Ave (Office 1314 & 1309)
Chicago, IL 60608
773-890-8055
www.chicagomfgworks.org