Fast Start

Objective

To train workers for currently available manufacturing jobs in the Great Lakes Bay Region of Michigan, while building a local talent pipeline to meet future needs.

Overview and Main Activities

The programme’s various tracks are driven by employers’ hiring demands and provide an accelerated learning environment. For a time period of 5 -12 weeks, depending on the technical training course, participants commit to 40 hours per week of classroom experience plus an additional 10 hours per week outside the classroom. The latter portion of time is reserved for reading and studying for assessments as well as project work in teams. Training courses are offered in four areas: business processes, chemical processing, advanced lithium battery manufacturing and solar manufacturing. Courses allow participants to acquire skills for currently available jobs in chemical processing, manufacturing operations, customer service, installers and technicians, among other areas.

After the end of the training programme, participants receive a “certificate of completion”. 89 percent of candidates are successfully placed with local manufacturers.

Programme partners include:

1. Regional businesses that identify local skills gaps and help to create the “Fast Start” training programme. Dow provided input on the qualifications and content of the programme, which was tailored to Dow’s new employee training and is designed to ensure graduates have enhanced knowledge of Dow manufacturing systems and are prepared to go through additional training specific to the plants they work in.
2. Delta College, a local community college that delivers the training. Dow worked with Delta College on the types of classes and subjects that were critical to continued success on Dow’s internal training programmes.
3. Michigan Works!, a local association focused on workforce development and local unemployment recruits potential trainees, screens them per industry entry requirements, provides background training to help them meet requirements, refers qualified individuals for Delta College training and helps fund the training.
4. Local employment office, which recommends qualified candidates to apply for the programme.

Success Factors and Challenges

Most critical success factors:

• Placement rate upon qualification
• Sufficient numbers of workers are accepted and retrained to supply local needs
• Alignment of training with businesses hiring needs

Main challenges:

• Employer level of commitment to hiring graduates of the programme
• Employer ability to project their needs well ensuring placement rates stay high

Recommendations for Others

To ensure that hiring rates remain high, involve as many employers as possible at the outset. Upfront agreement on minimum requirements for participation, such as the level of previous experience or education, is also critical. Finally, suitable screening of participants against the minimum hiring criteria for participating employers is key to better hiring potential upon completion.

Replicability and Scalability

How easily could other organizations implement this initiative?
Difficult: All parties — employers, colleges and states — must show long-term commitment so that much of the materials can be leveraged and shared.

How easily can this initiative be expanded to include a larger number of participants?
Easy: Programme expands and shrinks annually based on employer needs.

About the Organization

Website: www.dow.com
Sector: Chemicals
Size (number of employees): 10,000-50,000
Headquarters: Midland, United States

For Further Engagement

Contact name: Marcela Guerra
Contact position: Bahía Blanca Site Public Affairs Manager
Email: [email protected]