HI-TEC Conference
July 23, 2009
Scottsdale, AZ
PRE-EMPLOYMENT PROGRAMS:
BENEFITS TO EMPLOYERS, EMPLOYEES AND
COLLEGES
Ashok Agrawal
Dean of Mathematics, Science, Engineering & Technology
Director of The Emerson Center for Engineering and
Manufacturing
Becky Epps
Project Manager
Workforce & Community Development/Center for
Business Industry and Labor
Amy Sonderman
Project Assistant
Emerson Center for Engineering and Manufacturing
ST. LOUIS COMMUNITY COLLEGE
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Largest Community College District in Missouri
4 campuses:
 Florissant Valley
 Forest Park
 Meramec
 Wildwood
3 education centers:
 Downtown Education Center
 South County Education Center
 Harrison Northside Education Center
Over 100,000 credit and non-credit students attending in 2008
ST. LOUIS COMMUNITY COLLEGE PARTNERS
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The Emerson Center for
Engineering and Manufacturing
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Workforce and Community
Development
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Engineering and Technology
Department
INDUSTRY PARTNERS
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Boeing Corporation
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AmerenUE
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AT&T
THE EMERSON CENTER FOR ENGINEERING
AND MANUFACTURING
Located on the Florissant
Valley campus of St. Louis
Community College
PLANNING THE EMERSON CENTER
Began in 1996
 Missouri’s RTEC Initiative
 Centers of Excellence
 Gap Analysis, Needs Assessment
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PUBLIC-PRIVATE PARTNERSHIP
2.1 million from the state of Missouri
 $1.5 million in donations from Emerson,
Boeing, AT&T, Patriot Machines, UGS,
Carr Lane and individuals
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WHAT MAKES THE EMERSON CENTER
FOR ENGINEERING AND
MANUFACTURING UNIQUE?
 Transforming the
Engineering and Technology
Department
 Partnering with WCD
 Outreach to K-12 students
and teachers
 Competing for state and
federal grants
 Connecting with regional
and national institutions
 Globalizing our activities
 Fostering innovations and
entrepreneurship
 Serving Professional and
Community Organizations
The “Go-to” Place for the Community
TRANSFORMING THE ENGINEERING AND
TECHNOLOGY DEPARTMENT
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Day, Evening and Weekend Classes
Credit and Non-credit Classes
Sixteen-week and short-term courses
On-campus and Off-site
Standard and Customized Classes
Experiential Credit
Credits for Apprenticeship Training
Limited only by: Needs, Critical mass of students &
Our Expertise
GRANTS AND DONATIONS
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League for Innovation —one of 15 original CCTI
“Exemplary” sites
NSF—ATE grant for $800,000
DOL—President’s High Growth Grant for $1M+
DOL—Community Based Grant for $1.2 M
AT&T—Aspire (math) Grant for $85,000
Ameren UE–$130,000 scholarship grant
Numerous $10K to $20K grants for small
projects
“SHOW ME JOBS”
PARTNERING WITH WCD
Boeing — SMAR Pre-employment Training
Ameren UE— Linemen Pre-apprentice
Training Program
Chrysler/GM/UAW— Incumbent Worker Training
Program for Skills Upgrade
AT&T— Training Office Workers for Higher
Paying Technical Positions
Industrial Maintenance Technology—Training for
Unemployed and Skills Upgrade
St. Louis Community College
Workforce and Community Development
“Leadership and Responsiveness in Workforce Development”
WCD’S MISSION
Workforce and Community Development (WCD), a division
of St. Louis Community College, collaborates with
business, civic and community-based organizations to
provide economic opportunity through workforce
education and training designed to maximize individual
and organizational performance. WCD provides access to
services beyond the traditional college setting by
engaging students and workers in the workplace and in
the community
WCD’S COMPONENTS
Employment &
Training
Center (1980)
Center for
Business,
Industry &
Labor (1984)
Community
Workforce
Partnerships
(1997)
Workforce and Community
Development
BOEING PRE-EMPLOYMENT PARTNERSHIP
History
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McDonnell Douglas Outplacement Center
(1989-1999)
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Voluntary Improvement Program
(1992-2001)
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New Jobs Training Project
(1992-1998)
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Missouri Customized Training
(1989-current)
BOEING INTEGRATED DEFENSE SYSTEMS
(BOEING ST. LOUIS)
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Based in St. Louis
$32.4 Billion in annual revenues
16,000 employees in Missouri (over 70,000 worldwide)
2nd largest employer in Missouri
(Source: St. Louis Business Journal Book of Lists 2006)
KEY PRODUCTS PRODUCED IN PART AND/OR
ASSEMBLED IN ST. LOUIS
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C-17 Globemaster III
F/A – 18 E/F Super Hornet
F-15 E Eagle
Future Global Systems (FCS)
Munitions
T-45 Goshawk
SHEET METAL ASSEMBLER RIVETER (SMAR)
Typically work with:
 Electronic and written information such as work
instructions and reference material (blueprints, sketches,
or drawings)
 Measuring devices and instruments
 Materials such as metals, composites, plastics, and
sealants
 Hand tools such as files, wrenches, and power
screwdrivers
 Hand held power tools such as rivet guns and drill motors
 Component parts with close tolerance fits
TRAINING PROGRAM DEVELOPMENT
Identify key skills (SMAR position)
 Recruit and identify participants
 Facility set-up
 Develop curriculum
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IDENTIFY KEY SKILLS
Profile SMAR position
With the assistance of the local WorkKeys®
Service Center the position was profiled to
determine the necessary skills required to
perform the job
RECRUIT AND IDENTIFY PARTICIPANTS
All candidates funneled through the St. Louis
City/County Missouri Career Centers
 Resumes reviewed and candidates interviewed
 WorkKeys® testing sessions held, participants
must obtain the pre-determined scores:
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Applied Math (4) Locating Information (5)
Reading for information (5) Observation (5)
Teamwork (3)
FACILITY SET UP
Space allocated for classroom and lab at
STLCC-FV (Emerson Center)
 Startup equipment and portable tools
donated by Boeing
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CURRICULUM CHANGES
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STLCC instructional designers developed
simulations of Boeing on-line systems:
 Work instructions
 Blueprints
 Reference documents
STLCC developed and delivered team building
module
SHEET METAL ASSEMBLER RIVETER
(SMAR) TRAINING
208 Hours of classroom training covering:
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Basic Math
Hand Tools
Measuring Devices
Blueprint Reading
Process Specifications
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Abbreviations & Aircraft Terminology
Rivets
Screws – Bolts – Fasteners
Aircraft Sealing Power Tools
Team Dynamics
Participants must maintain 80% scoring throughout for successful
completion
SMAR TRAINING
TRAINING
Boeing conducts Train-the-Trainer service
 Boeing / SLCC to conduct the training
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Trainers employed by STLCC
Boeing defines exit criteria:
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Competency mastery of each component,
attendance, mastery within acceptable time
limits
STLCC
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Grants Certificate of Completion
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Maintains Candidate Pool and Database
BOEING PRE-EMPLOYMENT OUTCOMES
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10 courses completed (as of March 30, 2009)
823 tested/assessed (356 took all 5)
153 attained min. levels for all 5 WorkKeys
assessments
102 started training
90 completed training
59 hired
THE NEXT STEPS
$1.2 Million Community Based Job Training Grant
St. Louis Aerospace Institute
ST. LOUIS AEROSPACE INSTITUTE
Community Based Job Training Grant - Initial Partners
 St. Louis Community College
 Industry (Boeing, GKN)
 Local WIBs
 - St. Louis Agency on Training & Employment
- St. Louis County Workforce Development
 Local School Districts
 Community Based Organization (Better FamilyLife)
AEROSPACE INSTITUTE PATHWAYS
Aircraft Assembly
Metal Structures
Aerospace
Industry
Fundamentals
Aircraft Assembly
Composites
Composite
Fabrication
Aircraft Assembly
Electrical
Aircraft Assembly
Mechanical
AMEREN PRE-EMPLOYMENT PARTNERSHIP
AmerenUE is the St. Louis metro area’s electric
utility. They also provide electric and natural gas
service to other areas of Missouri.
Ameren’s challenges:
 Ongoing shortage of line workers nationwide
 Retirements outpacing apprentices
 Retaining journeymen in the metro area
 Less diversity in younger line workers than in older
line workers
 Less than 50% pass rate for pre-employment test
 Less than 50% pass rate for Physical Evaluations
STLCC SOLUTIONS
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Create a pre-employment program to provide pole
climbing basics and refresh key concepts on
Ameren’s pre-employment CAST test
Find competent climbers without Ameren incurring
hiring costs
Focus recruitment on St. Louis city/county
residents through the Missouri Career Centers
TRAINING PROGRAM DEVELOPMENT
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Identify key skills for
successful line worker
applicants
Recruit and identify
participants
Facility set-up
Develop curriculum
IDENTIFY KEY SKILLS
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Pre-employment Construction and Skilled Trades
Test (CAST) already mapped to WorkKeys® to level 5
Reading for Information, Locating Information and
Applied Math
Successful applicants must enjoy physical
challenges, have no fear of heights
Be willing to work in any weather
RECRUIT AND IDENTIFY PARTICIPANTS
Missouri Career Centers:
 Work with dislocated workers, underemployed
 Work with community based organizations
 Collect and screen resumes
 Hold information sessions, screening interviews
 Administer WorkKeys® testing
 Select 30 candidates and 10 alternates
RECRUIT AND IDENTIFY PARTICIPANTS
More than 1200 resumes screened for June 2009
program offering.
More than 200 invited to information sessions.
WorkKeys® testing for 117 participants.
FACILITY SET-UP
Ameren provided:
 15 utility poles and replacement as needed
 15 fall restraints and safety straps
 20 sets of belts and climbing hooks
 20 safety harnesses
 Hard hats, glasses, gloves, ankle guards, etc. as
needed.
 Ropes, cross arms, hand lines, etc.
CURRICULUM DEVELOPMENT
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STLCC developed pole climbing instruction with
Ameren’s cooperation.
STLCC instructors developed reading comprehension,
test taking skills, graphic arithmetic, basic math
review, mechanical concepts and stamina curriculum.
STLCC hired Ameren retirees to teach pole climbing,
instructors for remediation and for stamina training.
HIRING
Ameren retains all decision-making and control
over hiring process.
 Successful participants take the CAST test
upon completion.
 Passing
the CAST tests leads to an interview with
Ameren
 Successful
interview leads to a five day physical
evaluation at Ameren’s training facility
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Passing EV’s with high rating leads to background check and
drug screening.
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Successful screening leads to a job offer from Ameren.
OUTCOMES FROM PILOT PROGRAM
27 began the program
21 finished the program
14 passed the CAST test
13 attended Physical Evaluations
6 successfully completed EV’s
4 offered linemen positions (2 others chose not to
be linemen)
8 considered for other entry level positions with
the company
LESSONS LEARNED FROM PILOT PROGRAM
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Use a video to provide a realistic job preview at
information sessions
Reading score is best predictor of success
Stamina is a problem at EV’s
Instructors need instructing
Guessing is detrimental on the CAST test
Participants need lots of timed tasks to prepare for
the CAST test.
AT&T CUSTOMIZED PROGRAM
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A series of 7 electronics courses over 14 months for
current employees who wish to transfer to higher
paying technical fields
Paid for by AT&T and billed by contact hours
regardless of enrollment numbers
In progress for more than 15 years
More than 1000 employees have been enrolled
OTHER CUSTOMIZED COURSES 2008-2009
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GKN Aerospace Solid Modeling
Ameren Three Phase Power
Industrial Maintenance Technology Series for
Hussmann and Pepsi
Machine Operation (CNC and manual) and Welding for
The Manufacturing Training Alliance
310 individuals served
BENEFITS TO EMPLOYERS
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Assistance with recruiting and screening
applicants
Pool of qualified applicants for hard to fill
positions
No hiring costs incurred until competency has
been established
BENEFITS TO POTENTIAL EMPLOYEES
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Career counseling
Preparation for hiring process
Skills for high-paying, high-demand careers
No cost to participants
BENEFITS TO COMMUNITY COLLEGES
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Recognition and publicity
Opportunity to promote other college programs and
degrees to applicant pool
Fulfillment of mission statement
Team building across many college units
QUESTIONS, IDEAS AND SUGGESTIONS
THANK YOU FOR ATTENDING
Contact information:
Ashok Agrawal: [email protected]
Becky Epps: [email protected]
Amy Sonderman: [email protected]