Detroit Regional Chamber s Work on TDL Talent January 17, 2013

Transcription

1 Detroit Regional Chamber s Work on TDL Talent January 17, 2013 Greg Handel/Robert Troutman Detroit Regional Chamber

2 Goal: Background Create a workforce development hub in the TDL sector that connects employers, education and training providers and workers in order to facilitate the efficient training and placement of workers with career track jobs

3 Objectives 1. Gather TDL labor market information in order to develop appropriate workforce solutions 2. Analyze current TDL workforce needs 3. Benchmark TDL talent programs in other regions with a well developed TDL industry 4. Benchmark existing TDL training and education programs in Michigan 5. Identify gaps in TDL workforce needs and develop recommendations for education and training

4 Initial Employer Assessment 2010: Conducted phone/internet survey of 92 TDL employers Mostly transportation companies Most said: They were unable to find truck drivers They needed drivers with 2 years of experience They provide their own on-the-job training They don t utilize state training programs They compete with other companies for talented workers

5 Benchmarking Education and Training Programs Michigan has strong undergraduate, Master s and Ph.D. level TDL programs Average of undergrads currently enrolled in each school s TDL programs Nearly 100% of graduates are placed Strong company involvement in curriculum advisory boards Major Gaps: Lack of community college programming in TDL field Lack of articulation agreements with community colleges Programs that do exist need marketing on K-12 level

6 Private Sector Engagement

7 Comprehensive Analysis of TDL Employer Needs Top workforce issues facing TDL companies: Emerging from recession Aging workforce (impending retirements) Fierce competition for talent Lack of pipeline for talent and leaders Lack of transferable skills (business acumen, communication, leadership) Retaining talent Entitlement mentality (pay, promotions, job security) Legislative changes (healthcare, safety, etc.)

8 TDL Employer Skill Needs Technical Skills logistics, engineering, I.T., project planning, analytical thinking Personal Skills communication, flexibility, dependability, teamwork Leadership Skills Coaching and performance management, team building, talent selections

9 Challenges & Recommendations School Counselors Need active outreach to career counselors, from high schools to universities Perceptions of TDL Industry Need to remove perceived negative stigma of vocational careers and position MI as destination for high paying jobs K-12 Educational System Need to spark interest in kids at an early age around innovation, critical thinking, and STEM Post-Secondary Education System Need partnerships with schools with technical curriculum, including logistics and freight forwarding, as well as soft skills and apprenticeships Finding Talent Need to build local and regional TDL sourcing and recruiting strategies

10 Addressing These Challenges Local College Action Network (LCAN) Working to provide students tours to job sites in emerging sectors Southwest Solutions Earn + Learn Program Working to place candidates into part-time TDL positions during an initial wagesubsidized phase, with the goal of full-time employment thereafter WIN and SMC3 Private Sector Partnership Coordinating with community colleges to create short-term training programs MEDC Partnership Working to feature TDL jobs on the Career Inspiration Job Blog Coordinating short-term TDL training programs appropriate for returning vets Public Workforce System Working with our workforce development system to address TDL assessment needs by looking at new training opportunities

11 Area of Focus: Talent Statewide TDL Strategy Assess and develop talent for industry needs Collaborate with universities, community colleges and training centers to create and support training programs to support industry Leverage our existing professional experience in industry Leverage existing knowledge within universities to expand programming for industry

12 Area of Focus: Talent Statewide TDL Strategy Assess and develop talent for industry needs Collaborate with universities, community colleges and training centers to create and support training programs to support industry Leverage our existing professional experience in industry Leverage existing knowledge within universities to expand programming for industry

13 Columbus Benchmarking other TDL Hubs Strong pilot program, LogisticsART, funded by DOL grant Partnership between Columbus Logistics Council (Chamber) and Columbus State Community College Atlanta Very strong TDL industry presence with no coordinated TDL workforce efforts Fragmented community colleges have own separate programs CSCMP chapter in Atlanta is largest in country Florida Program, Banner Center for Global Logistics, funded by DOL grant Coordinated among community colleges with curriculum for certificate and Associate s programs

14 Benchmarking other TDL Hubs Dallas/Fort Worth, Texas Partnership at the Alliance Opportunity Center (AOC) - Hillwood Development Corporation - Three local workforce boards - AOC director - Terell Community College - Detroit Chamber counterpart the Fort Worth Chamber

15 Partners: Logistics Training Southwest Solutions Earn + Learn Program Michigan Institute of Aviation & Technology (MIAT) ACCESS and Focus 4 week training program, 2 certifications Certified Logistics Associate (CLA) and Certified Logistics Technician (CTL) Detroit Chamber connecting candidates to employers

16 Targeted Industry Clusters TDL Sector