The Monthly Workforce Newsletter of the Council of Industry
April 11, 2024
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Council of Industry’s Collaborative Recruiting Program Now “Hudson Valley Manufacturing Career Hub”
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In 2018, in response to our member’s need to recruit qualified candidates, The Council of Industry launched the Collaborative Recruiting Initiative (CRI). The CRI utilized the iCIMS Applicant Tracking System (ATS) platform as well and the HVMfgJobs.com jobs board to create a single place where member manufacturers could post jobs and track candidates. The CRI created an economy of scale that made access to these services accessible and affordable and for many members this is still the case as the platform continues to add value to their recruiting strategies.
In the ensuing 6 years, however, while technology and the labor market have evolved, so has the CRI. In 2024, the CRI and the jobs posted on HVMfgJobs.com have become a focal point for Hudson valley manufacturing workforce development, providing not only a place to find and fill jobs in the manufacturing sector, but also a place to find information about career opportunities, apprenticeships, internships, wages, training opportunities and more. In short it has become a “hub” for Hudson Valley Manufacturing Careers.
To embrace this evolution, we are rebranding the CRI to the “Hudson Valley Manufacturing Career Hub.” Key to the success of “the Hub” will be a critical mass of jobs on the site. With that goal in mind we will be offering a entry level subscription where members will have unlimited job postings for manufacturing jobs, internships, and apprenticeships, access to searchable resumes, digital marketing and community outreach to promote your opportunities, wide dissemination of job postings to 100+ popular job boards and more – all for $295.
And - until May 15th – we will post your jobs for free!
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Manufacturing Champion Awards Breakfast and Expo – Last Chance to Register
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The April 26th Council of Industry Manufacturing Champions Award Breakfast and Workforce Developers’ Expo is near capacity! This year’s event is at The Villa in Middletown. If you are interested in attending or participating in the Expo please email info@councilofindustry.org. The Council of Industry's Manufacturing Champions Award is presented annually to individuals and/or organizations that “Through vision, dedication and tireless involvement have worked to overcome some of the many obstacles faced by manufacturers in the Hudson Valley and in so doing they have made it possible for manufacturers and their employees to prosper.”
The Council of Industry Board of Directors is pleased to announce this year’s Champions:
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Barbara Reer - Assistant Dean for Workforce, Career Development, and Apprenticeship Initiatives at SUNY Ulster. Barbara has patiently and persistently built SUNY Ulster’s Advanced manufacturing training programs over the past decade in support of manufacturing businesses across the region, not just Ulster County. The programs she has built have been key to the growth of the MIAP apprentice program.
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Ron Hicks - Dutchess County Assistant County Executive for Strategic Planning and Economic Development. Ron has been a fixture in the world of economic development for more that 2 decades. His recent commitment to getting the Mechatronics Lab built at Dutchess Community College’s Fishkill campus is but one example of his vision and commitment to Dutchess County and Hudson Valley manufacturing.
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Frank Falatyn - President, Fala Technologies and STEPs Industry Pre-apprenticeship – Founder / Executive Director. Frank’s commitment to workforce development in the Hudson Valley is unmatched. He helped launch the Hudson Valley Pathways Academy P-TECH School. His support of apprenticeships and pre-apprenticeships programs was instrumental to the success of the MIAP program and has helped countless individuals find meaningful careers in manufacturing at his firm, Fala Technologies, and in many others throughout the region. His championing of manufacturing opportunities for neurodiverse individuals has been inspirational and transformative.
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This year’s event is sponsored by JP Morgan Chase, Central Hudson, Rhinebeck Bank, Allendale Machinery, Ulster Savings Bank, Ashworth Creative, and Hudson Valley Investment Advisors with Orange Bank & Trust.
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Maintenance Mechanic (Automatic Equipment) Trade Is Among the Most in Demand MIAP Apprentice Trade
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What does every manufacturing facility in the Hudson Valley have in common? Machines. Machines that cut, stamp, feed, convey, lift, and more. And all these machines need to be maintained and repaired. That is why so many Council members are using the Maintenance Mechanic Trade to develop skilled workers.
Industrial maintenance mechanics keep machines in working order. Many of these machines are increasingly run by computers. They use technical manuals, their understanding of industrial equipment, and observation to determine the cause of a problem. Examples of machines they may work with are robotic welding arms, automobile assembly line conveyor belts, and hydraulic lifts.
- Preliminary Machine Familiarization: 600 hours
- Basic Maintenance: 1,000 hours
- Preventative and Predictive Maintenance: 1000 hours
- Machine Shop: 250 hours
- Troubleshooting: 3,000 hours
- Welding and Fabrication: 250 hours
- Rigging and Installing: 250 hours
- Electrical: 1,150 hours
- Fluid Systems and Piping: 500 hours
- Total Hours: 8,000
Minimum of 144 Hours of Related Instruction (Classroom Learning) Required for Each Apprentice for Each Year:
- General Workplace Safety
- Blueprint Reading and Drawing
- Mathematics
- Fundamentals of Electronics and Computer Programming
- Sexual Harassment Prevention Training
- Trade Theory and Science
- Welding (certification as required)
- Cutting, Die, Jig and Fixture Design
- Layout and Production Methods
- Computer Software
- Communications
- Other Related Courses as Necessary
If you want to know more about this trade and if it might be right you’re your company contact Johnnieanne Hansen.
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High Schools Partner to Host Corrugated Boat Competition - Marlboro & Valley Central High Schools Compete
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The pool at Marlboro High School will be the site of the first ever Mid-Hudson Corrugated Boat Race on May 31, 11:25 – 2:25. Teams from Marlboro and Valley Central will design and build boats to compete in a variety of categories including a slalom course, drag race and maximum boat capacity. Teachers Tom Fassell (Marlboro), Nick Longo (Valley Central), and Dillon Johnson (Goshen) partnered to create the inaugural event.
Council of Industry member, President Container Group is donating corrugated boards, box cutters, and safety equipment to the schools. Council members are invited to join the fun (wear a bathing suit if you want to test one of the boats.)
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Summer Session of the Certificate In Manufacturing Leadership Program Has Been Scheduled - Registration Now Open
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The Spring Session of the Council of Industry’s Certificate in Manufacturing Leadership program filled to capacity and left a handful of members asking if the Council would consider adding another in-person session. We have now made plans to hold the program on dates from July through October in Fishkill. (A remote version of the program is planned to start in November.)
- Fundamentals of Leadership (2 sessions) - July 17 & 24
- Problem Solving & Decision Making - August 7
- Effective Business Communication - August 21
- Human Resources Management Issues - TBD
- Risk Management Environmental Health & Safety Essential - September 11
- Making a Profit in Manufacturing - TBD
- Best Practices & Continuous Improvement - October 9
- Positive Discipline & Motivation - October 23
To register or learn more about the Summer session click here
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Welcome New Apprentice!
The following individual enrolled in the Council of Industry's MIAP Apprentice Program last month.
Craig B. – Industrial Manufacturing Technician, Elna Magnetics
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Periodically the Council of Industry will share profiles of individuals who have applied for, or expressed an interest in, a job in Hudson Valley manufacturing.
Other Council members can contact Johnnieanne Hansen directly for additional candidate details or to learn more about the recruiting initiative.
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Position Interest: Chemical Engineering (Summer Position / Internship) or Related Field
Education: Bachelor’s Degree in Chemical Engineering (Anticipated 2025)
Level: Entry-Level
Summary: This candidate is an intelligent & eager college student looking to expand their knowledge within the field of chemical engineering. They are expected to graduate in 2025 and has gotten involved within a variety of extra-circular clubs & activities. They are seeking either a summer position or an internship to grow within their prospective field. If you are looking for interns or summer college students within the chemical engineer or a related field, please do not hesitate to reach out.
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Position Interest: Welding / Electrical
Education: Bachelor of Science – Business Administration, Attending Welding Classes – SW BOCES
Level: Entry-Level
Summary: This candidate is eyeing entry-level hands-on roles in welding backed by a Bachelor of Science in Business Administration as well as current classes in welding at Southern Westchester BOCES. With a well-rounded background and a handful of years in hands-on electrician work, this candidate is eager to work in a field that utilizes their potential. Currently residing in Westchester, this candidate is looking for opportunities in the manufacturing sector. Open to commuting and actively seeking employment opportunities. Please feel free to reach out.
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Position Interest: Design Engineer / CNC Machinist Internship
Education: SUNY Ulster Advanced Manufacturing - Currently Enrolled
Level: Entry-level
Summary: This candidate is currently enrolled in the SUNY Ulster Advanced Manufacturing program and is looking for an internship or part-time role to utilize their talents in CNC / AutoCAD. With a handful of certificates in production and CNC Milling, this candidate is looking for an opportunity to grow their skills and develop their talents. Currently residing in Highland NY, they are open to commuting and are available for interviews. If you have roles open and are searching for an eager individual excited to display their talents, please feel free to reach out.
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Position Interest: Admin / Office
Level: Mid-level
Summary: This candidate is an experienced customer service professional looking for a role in the surrounding Poughkeepsie area. With over 10 years of experience in the customer service field across a wide variety of fields (such as trucking, healthcare, nonprofit) they are looking to expand their knowledge in the manufacturing sector. Currently residing in the Poughkeepsie area, they are open to commuting and an immediate start. If you are looking for an individual with a strong background in office management, please feel free to reach out.
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News for HR and Workforce Professionals
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Healthy Conflict - 3 Ways to Get a Handle on Friction in the Workplace
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Almost every conflict that escalates, from EEOC complaints, unwanted turnover and lack of engagement all the way to a toxic work environment, can be traced back to this: A conversation that should have happened but didn’t. The result is a culture of avoidance. Conflict avoidance stems from believing conflict is a problem. But conflict is not a problem. Mismanagement is the problem. Here are three common reasons leaders mismanage conflict and how to make the shift.
Consider examining and changing your definition of conflict. I suggest seeing conflict as opposing drives, desires and demands. Visualize arrows going in opposite directions, realizing that your boss, colleague or employee has a different drive, demand or desire than you. This new definition allows space for curiosity. What drives them? What desires are in competition with your demands? For example, most front-line employees don’t understand the demands of their leaders or the organizational goals. By opening dialogue about the various demands, drives and desires, you create understanding, collaboration and alignment.
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Do Your Company's Growth Plans Consider the Employees?
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Sustainable growth can be elusive. Research has shown that only about 15% of the companies in the top growth quartile in 1985 were able to sustain their top-quartile performance for at least 30 years. While factors such as operating systems, financial health, and internal processes are all critical in determining whether growth can continue, studies show that of all the resources a company has, human capital is the most important. In other words, consistent and profitable growth is never easy, but it’s nearly impossible without “the quality, talent, and mindset of its people.”
Take Nvidia as a recent poster child for growth. Over five years, its compound annual growth rate (CAGR) was 27% compared to the average semiconductor rate of 9.2%. Its dominance in the AI chip market, at 61% market share, is noteworthy. But what might be most enviable to their competitors is their top 10 ranking as a place employees want to work. In 2023, they ranked #6 on Fortune’s Best Companies to Work For and #2 on Glassdoor’s Best Places to Work 2024 list with a culture described as “collaborative, team-oriented, genuine, [and] inclusive.”
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Building a Strong Bench - Leader Succession Planning Strategies
by Matthew Zinzer, Insperity
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Everyone needs a backup plan, and Council of Industry members are no different. Succession planning is essential to ensure the continuation of business, even after its current leadership has moved on. When key positions at the managerial and suite level are left vacant, the leadership vacuum can have hurt the business’s ability to perform.
The first step in preparing a succession plan for an organization is to identify potential leaders internally who are interested in taking on a leadership role in the future. It is important to remember that not all employees aspire to a leadership role within your organization. For those who are interested, you need to assess their skill level and determine what resources they need to develop into a leader. Managers are a great resource to identify potential leaders by holding performance reviews and one-on-one conversations to confirm their interest.
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Employee Tardiness Costs U.S. Businesses Nearly $61 Billion a Year, Study Finds
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Arriving at work a few minutes late each day may not seem like a big deal, but the cost adds up quickly for U.S. employers. The average employee loses 35 minutes to lateness each week, which costs employers $166 per worker each year. That is among the findings of a survey from luxury watch company The Savvy Wrist. The company's survey of 3,000 employees found significant regional differences regarding tardiness. Montana and North Dakota workers are the most punctual, tallying just 10 minutes of lateness a week. On the other end of the scale, those in Maine are leisurely strolling into the office 15 minutes late each day (or 75 minutes per week), followed by New Hampshire workers, who are 70 minutes late each week. Because of California's size, it is unsurprising that its employees cost the most to the state economy. Lateness costs the Golden State's economy in excess of $10 billion each year.
Among the other findings:
On average, employees are tardy once a week, either physically arriving at work late or logging on from home behind schedule.
Three-fourths of respondents viewed the idea of using a smartwatch for monitoring punctuality as overly intrusive. However, 63% said they likely would be more punctual if their employer gifted them a luxury watch.
Six in 10 believe that wearing a particular brand or type of luxury watch could influence perceptions of a wearer's professional demeanor in a work environment.
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Acting USDOL Chief Su Previews the DOL’s Agenda in 2024
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With less than nine months left in President Joe Biden’s term, Acting Labor Secretary Julie Su says the agency will be busy shepherding several high-profile rulemakings. It’s hard to keep up with all the recent changes to labor and employment law, especially since the law always seems to evolve at a rapid pace. In order to ensure you stay on top of the latest changes and have an action plan for compliance, here is a quick review of some critical developments JD Supra tracked in March and a checklist of the essential items you should consider addressing in April and beyond.
Developments to watch in labor and employment law include the Department of Labor's overtime rule, a new OSHA regulation on union representation during inspections and the National Labor Relations Board's halted joint-employer rule, according to the law firm Fisher Phillips. Other issues to watch include indoor heat illness regulation in California and potential state-level rules related to the use of AI.
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Final Rule Issued on Employee Representation at OSHA Inspections
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On March 29, the Department of Labor announced a final rule clarifying the rights of employees to authorize a representative to accompany an OSHA compliance officer during an inspection of their workplace will be published in the Federal Register on April 1. The Occupational Safety and Health Act gives the employer and employees the right to authorize a representative to accompany OSHA officials during a workplace inspection. The final rule clarifies that, consistent with the law, workers may authorize another employee to serve as their representative or select a non-employee.
Following OSHA’s release, National Association of Manufacturers Chief Legal Officer Linda Kelly released a statement which reads in part: “By unlawfully expanding third-party access to manufacturers’ worksites, this proposal clearly violates OSHA’s statutory mandate to conduct inspections within ‘reasonable limits and in a reasonable manner’ with ‘minimum burden’ on employers, and potentially violates manufacturers’ constitutional rights. And, for the first time, OSHA would determine who qualifies as an ‘authorized representative’ of employees, which until now has been exclusively recognized as the jurisdiction of the National Labor Relations Board.
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5 Ways to Refresh a Stale Performance Review Process
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The traditional performance review process has become increasingly scrutinized in the evolving landscape of the modern workplace. While once regarded as a best practice for employee evaluation and development, a growing body of evidence suggests that this time-honored practice may be more of a hindrance than a help. It’s time to rethink our approach to performance feedback since the current system has reached its limits. While author Tammy Perkins has always believed in the value and importance of performance feedback, her experience has taught her to reevaluate our approach to performance reviews and explore new methods to help our employees thrive.
Ongoing performance management is far more effective and motivating for employees than the traditional once-a-year review cycle, which is simply out of sync with the pace of today’s business world. With that in mind, here are five core areas leaders can focus on to improve or evolve the performance review process while still rewarding, recognizing, and compensating people for great work.
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Growing Number of Firms are Offering Child Care
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Restaurants, warehouse operators, and manufacturers are stepping up subsidies for employees, contracting with backup-care providers, and finding ways to bring care close to employees. Executives see it as a way to reduce churn because the cost of searching for and retraining replacements has skyrocketed. The average child-care payment per household has risen over 30% since 2019, according to Bank of America Institute. Parents of children aged 14 or younger are spending roughly a quarter of their income on child care, and a third of parents dip into savings to pay for child care, according to a recent survey by Care.com.
In 2023, 32% of companies surveyed said they offered backup child care, up from 26% in 2019, according to an employee-benefits survey of 4,217 companies conducted by the Society for Human Resource Management. Many economists and employers contend that the high cost of child care is part of the reason workers are staying on the sidelines. Some businesses may bristle at the price of subsidizing care for employees, and offering on-site care comes with its own costs and challenges, including those associated with licensing and finding staff. Companies with a workforce spread across the country also have to grapple with a patchwork of state and local regulations governing employer-provided child care.
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Why Upskilling is the Answer to Many of Today’s Greatest HR Challenges
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The labor market is expected to continue adding jobs through the first half of 2024, but job growth is anticipated to slow and the unemployment rate to gradually increase. If unemployment remains under the 4% range, then a tight labor supply would mean a strong market for job seekers and, consequently, a continued challenge for employers in recruiting the necessary workforce. This need for workers with essential technical skills will drive organizations to invest in the development of their current employees, particularly in critical areas. Identifying the skills required to achieve organizational goals, assessing existing skills, and strategizing to bridge this gap will be vital. Fortunately, these sought-after skills can often be developed through upskilling programs.
Moreover, to retain their workforce, businesses need to prioritize employee experience, offering competitive compensation and benefits in addition to cultivating a culture of trust and inclusion. Upskilling existing staff not only caters to the organization’s need for skills but also benefits employees by equipping them to thrive alongside new technologies and the opportunities they create.
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People Leaders Prefer Skills-Based Hiring, Report Finds
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A majority of people leaders across the world are starting to evaluate employees based on skill, citing its impact on retention and diversity, according to a new report. Salesforce data revealed that 82% of people leaders believe that skills-based experience is highly important when evaluating candidates. Skills-based hiring is a growing workplace trend that experts say could widen employers' talent pools and help fill job vacancies.
According to the report, two in five people leaders name digital skills as the most important candidate attribute, saying that it has a positive impact on: Increasing productivity (47%) Better team performance (43%) Improved problem-solving skills (40%) They added that in the wake of AI and automation, the following skills will grow more important in the workplace: Data security skills (60%) Ethical AI and automation skills (58%) Programming skills (57%) Soft skills will also be more important, such as imaginative skills (56%), customer relationship skills (53%), and leadership skills (51%).
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48 States Have A Manufacturing Labor Shortage, With the Worst Facing A Nearly 90% Job Deficit
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Nearly all states across the US are grappling with a shortage of manufacturing labor, with one state facing a nearly 90% deficit between available jobs and demand, new research shows. Manufacturing software provider, ECI Software Solutions, created the ‘manufacturing jobs deficit index’ to reveal which states across the US are struggling the most to fill vacant roles. The study searched for 20 of the most popular jobs within the manufacturing sector, before cross-referencing LinkedIn data on the jobs available for the roles in each state, with the number of people searching to apply for these jobs.
Wyoming had the biggest shortage in demand, with an 89.47% deficit between jobs on the market and worker demand, while on the other side of the country, New Jersey was just behind with an 85.93% deficit. New York is the state most equally matched with demand for jobs and obtainability, with 1600 job searches and 1610 available jobs - a 0.62% deficit.
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iCIMS March Labor Market Insights – Applications Fall 11%
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Activity across all iCIMS platform indicators in February really felt like the movie Groundhog Day — it all just felt so familiar. Despite a dip, applications continue to flow with the same enthusiasm candidates displayed at the start of last year. And while employer activity lacked that same zeal, job openings and hires held relatively steady.
Applications fell 11% month over month in February but still remain 2% higher than the big surge we saw at the start of 2023. Both candidates and employers seem to agree on one thing — moving internally within a company is preferable to looking and hiring externally. Internal applications and hires were higher than their external counterparts and up from February 2023. Despite accounting for fewer of the applications submitted for $100k+ jobs, women are just as likely to get hired for them as men.
Learn more about the Council of Industry’s Manufacturing Career Hub
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Manufacturing Matters Podcast
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In this episode, Dr. Daggett shares insights from his extensive background in education and discusses the urgent need for schools to adapt their curriculum to prepare students for success in an AI-driven world. Dr. Daggett highlights the need for agile adaptation in both education and business to remain competitive in the face of technological advancements. Dr. Daggett predicts a significant transformation in the education landscape, where personalized learning and AI-driven curricula revolutionize the way students are taught and assessed.
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