The Bi-Weekly Workforce Newsletter of the Council of Industry
February 2, 2023
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Hiring Summer Interns? Post Your Employment Ad for Free on HVMfgJobs.com
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Internships aren’t just about grunt work anymore. With the right program and the right candidates, you can develop young talent and lay a foundation for recruiting brilliant young minds to work for your company. Smaller companies especially have an opportunity to edge out larger competitors by providing interns with the possibility to develop and stay in touch after graduation. Small businesses have a big opportunity when it comes to interns. By developing and working with interns, you can foster growth in an inexperienced individual who could one day become a major player for your company.
The Council of Industry is leveraging its job board, www.HVMfgJobs.com, to assist our members in attracting candidates to their summer internships. First, for current Collaborative Recruiting subscribers, we will be posting your jobs to key college jobs boards where some of the best students can see your jobs. For members who are not current subscribers, we will post your internship jobs at no cost for 90 days (a $250 value).
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Lean Six Sigma’s Project Based Learning Can Give your Employees the Tools They Need For Breakthrough Performances
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Lean Six Sigma is the integration of Lean and Six Sigma methodologies to reduce waste, defects (variation), and increase effectiveness and results. Lean focuses on efficiency, and Six Sigma focuses on how effectiveness can lead to faster results. Take together LSS provides a comprehensive set of methods and tools that enable organizations to improve quality and reduce costs; all for the ultimate goal of continuous value creation for the customer.
Lean Six Sigma originated from the Juran Trilogy; an approach to planning, controlling and improving performance in an organization. The Trilogy utilizes projects to focus on achieving breakthroughs in current levels of performance through design or improvement methods. Breakthroughs do not just happen, they require a systematic change process, one that can be achieved with the “project-by-project” approach. For an organization to continue making breakthroughs and meet the needs of their stakeholders, they must master the skills to plan, control, and improve quality. To do this they must use Yellow Belts, Green Belts, Black Belts, and Master Black Belts who follow the Lean Six Sigma methodology.
To help our members on this journey, the Council of Industry has, for the better part of the last 2 decades, partnered with local community colleges and the RIT Center for Quality and Applied Statistics (CQAS) to deliver Yellow Belt and Greet Belt training in a convenient and cost-effective way. Their project-based training has proven to be transformative for our members and their employees. The spring, we will be partnering to deliver Yellow Belt on 3 consecutive days: March 22 through March 24 at Dutchess Community College’s convenient new campus in Fishkill. Green Belt will be offered on Mondays beginning February 27, to Monday, June 12. Green Belt will be held Remotely.
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Certificate in Manufacturing Leadership Series
Begins 3/1
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The Certificate in Manufacturing Leadership program provides participants a range of leadership skills through a series of topical courses focused on the manufacturing workplace. Participants who complete the required courses are presented with the Certificate in Manufacturing Leadership by the Council of Industry.
The Spring Session begins March 1st
Certificate in Manufacturing Leadership Schedule:
- Fundamentals of Leadership including DiSC Profile (2 Sessions) - Rebecca Mazin
- Human Resources Management Issues - Jackson Lewis
- Problem Solving & Decision Making- Ben Kujawinski
- Effective Business Communication - Rebecca Mazin
- Making a Profit in Manufacturing- Steve Howell
- Environmental Health and Safety Essentials - Ron Coons
- Best Practices & Continuous Improvement - Joe Guarneri
- Positive Discipline & Motivation - Rebecca Mazin
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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: Assembler, Fabrication, Manufacturing
Education: Mid – Senior Level
Summary: This candidate is a seasoned professional in the manufacturing and assembly industry with 13 years of hands-on experience and a strong understanding of the industry. This expertise has been honed through hands-on experience, leading teams, and executing projects with precision and efficiency.
In addition to their manufacturing background, the candidate also brings 30 years of sales and management experience to the table. This experience, combined with their in-depth knowledge of the industry, makes them a well-rounded and versatile candidate who can bring value to a variety of roles.
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Position Interest: Warehouse, Shipping & Receiving, Material Handling
Education: Associate of Science | A.A.S : Civil Engineering Technology ( In Progress )
Summary: This individual brings 8 years of extensive warehouse experience, specializing in shipping & receiving, inventory management, and material handling. They have hands-on experience in managing day-to-day operations in fast-paced environments, with a strong understanding of logistics and supply chain management. This candidate is experienced with operating pallet jacks, forklifts, and working with 3PL (Third-Party Logistics) companies, making them a well-rounded asset to any warehouse operations team.
They have a strong understanding of logistics and supply chain management and know how to use this knowledge to optimize the flow of goods within the warehouse. They have also proven themselves to be adept at problem-solving, and are not afraid to take on challenges in order to find the best solution.
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Position Interest: Human Resources Business Partner / Director
Education: Bachelors
Summary: This professional candidate brings a wealth of experience and a diverse background to the table. With 15 years in the field of Human Resources, they have honed their skills in several key areas, including employee development and relations, talent acquisition, and employment law. What sets this candidate apart is their ability to adapt and thrive in different environments. They have worked across multiple industries, including manufacturing, construction, healthcare, and food production, giving them a unique perspective on HR management and a broad understanding of the diverse needs of different types of organizations. Overall, this candidate's extensive HR background and versatility make them an asset to any organization. Their commitment to employee development and relations, combined with their expertise in talent acquisition and employment law, make them a strong candidate for any senior level HR role.
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Position Interest: IT
Education: Bachelor of Science: Information Technology (In Progress)
Summary: This individual has a strong background in Information Technology, with a total of 15 years of experience. They possess in-depth knowledge in server hosting and are skilled in managing SQL database servers, which are essential for organizing and storing large amounts of data. Furthermore, they have experience in setting up and maintaining Linux-based email servers, vital to large organization email management.
In addition to their IT background, the candidate also has 5 years of experience working in a manufacturing setting. This exposure to a different industry provides them with a unique perspective and a well-rounded skill set. The combination of their IT and manufacturing experience makes this candidate a valuable asset to any organization looking to bridge the gap between technology and operations.
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News for HR and Workforce Professionals
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Report: Fastest-Growing Careers in US Include HR Jobs
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A LinkedIn report indicates 24% of the 25 fastest-growing careers in the US are related to HR. HR analytics manager (2) , diversity and inclusion manager (3) , employee experience manager (5) chief people officer (15), benefits manager (19) and head of rewards (21 are among the careers, according to the report.
Each listing includes a description of what they do, skills required, top locations for the job, salary range and, interestingly enough, “top roles transitioned from.”
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ChatGPT: Experts Advise HR Leaders to Learn About the New AI Tool—and Fast
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HR strategists experimenting with the much-hyped ChatGPT—the new AI search tool that can answer complex questions with instant, easily understandable responses—say people managers have no idea what’s about to hit them. And they need to get ready quickly. How is ChatGPT different from the AI-powered tools HR has started growing accustomed to using? For one, it’s been trained with an extensive data set and has the ability to produce detailed, human-like responses—influenced by its recall of the entire conversation—to both simple and complex requests.
Experts compare ChatGPT to the Industrial Revolution and predict that the new platform will “transform work as we know it.” That’s because ChatGPT’s generative ability to give conversational answers and produce instant essays has the potential to free up HR staff from mundane writing or data tasks that now consume much of their workday.
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OSHA Follows White House’s Pro Labor Lead in 2023
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Federal agencies throughout the government, including OSHA have dedicated themselves to promoting organized labor’s interests following a unified effort mounted early in 2022 after Biden appointed a cabinet-level task force. This included formal agreements for agencies to work jointly on a range of issues that encourage union organizing efforts. OSHA has made a major target of the logistics industry in the form of targeting warehousing and distribution centers, deploying inspectors to search for safety violations of all sorts, but with a special focus on forklift truck safety.
Although OSHA points to an increasing number of accidents in these work environments, it also doesn’t seem to be just a coincidence that a union drive to organize Amazon’s vast distribution network also reignited around the time Biden took office. A decades-long effort by the unions to organize all sorts of warehouse operations also led to a new OSHA heat regulation that is expected to be finalized in 2023.
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OSHA Announces New Enforcement Guidance
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On January 26, OSHA announced new enforcement guidance changes which can "save lives and hold employers to greater account for safety and health failures." The announcement said these changes will "target employers who put profit over safety." It will do this by making the penalties " more effective in stopping employers from repeatedly exposing workers to life-threatening hazards or failing to comply with certain workplace safety and health requirements."
OSHA Regional Administrators and Area Office Directors now have the authority to cite certain types of violations as “instance-by-instance citations” for cases where the agency identifies “high-gravity” serious violations of OSHA standards specific to certain conditions where the language of the rule supports a citation for each instance of non-compliance. The guidance mentions conditions that include lockout/tagout, machine guarding, permit-required confined space, respiratory protection, falls, trenching and for cases with other-than-serious violations specific to recordkeeping.
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Amid a persistent labor shortage, NAM President and CEO and Board Chair of the Manufacturing Institute Jay Timmons, and Mike Rowe of “Dirty Jobs” fame, talk about the workforce challenge in manufacturing in the United States--and some of the barriers to recruiting talent in a segment on the CBS Morning Show.
The key numbers to think about – 779,000 job openings in manufacturing nationally, 1.5:1 the ratio of manufacturing jobs to the number of manufacturing workers, and $31.44 which is the average hourly wage of a manufacturing worker.
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Employers Paying Hidden Costs for Recruitment in Tight Labor Market
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A new report from Bluecrew called, The True Cost of Recruitment and Employment, shows the real-life mark-up on recruiting and employing one $15/hour employee for a year is around 63%. Employers spend nearly $19,400 on taxes, insurance, benefits, recruiting, and ongoing management in one year. Also, to hire a 50-person workforce and stay fully staffed, an employer would have to conservatively hire 90 workers over the course of a year; the total cost of which could be upward of $603,000.
The report also shows that a vacancy for a single worker earning $15/hour costs businesses at least $5,832 annually in missed revenue and underutilized resources alone, and the cost of a bad hiring decision can be as high as 30% of the worker’s annual wage. Every $15/hour employee hired has to work for approximately six months to break even on recruiting cost alone.
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Emerging Pay Transparency and its Impact on Total Rewards
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Pay transparency is trending upward, as California and New York recently joined Colorado and Washington in requiring employers to post salary ranges with job descriptions. “With that change, if an employee wants to compare their salary to what they might make at the same level at other companies the information is a quick Google search away,” says Brandon Weber, CEO at Nava Benefits.
Weber notes that, in addition to being upfront about salary with current and potential employees, the legislative push for transparency means that employers also should be open about all details of a compensation package with workers. After all, he says, everyone knows what their salary is, but many have no idea of the true dollar value of their employee benefits. Weber recommends three steps every employer should take when reviewing total compensation with their employees.
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4 in 5 Workers Say They’re Unlikely to Apply for a Job Without Salary Range
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According to a recent survey from ResumeLab, 80% of respondents said they likely wouldn’t apply for a job if salary range information was lacking, 77% said it should be illegal to not include a salary in job postings and 80% said employers should always explain how pay is determined. For employers, there are some obvious — and not-so-obvious — benefits to pay transparency. Those that embrace the practice may find themselves moving more quickly in the direction of pay parity, for example, which is a prime DEI goal for many companies.
Among its lesser-known benefits, research indicates including pay ranges in job postings can reduce recruiting costs, as applicants are more likely to pay attention to such postings — perhaps reiterating ResumeLab’s findings. But salary transparency has certain drawbacks as well. An October panel on the topic hosted by Cornell University’s School of Industrial and Labor Relations noted that transparency can sometimes increase worker envy and cause employers to compress pay and focus instead on employee benefits.
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iCIMS December Insights Report: Mixed Signals
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2022 closed with job openings and hires below January 2022 activity levels. A downturn is not unusual this time of year, but given the macroeconomic situation, there could be more than meets the eye here. Job applications are trending downward as well but remain up1% since the start of the year. Nearly one-third of people say they are currently looking for a new job, noting salary as the primary reason. On average, employers receive 20applications per open role and positions take six weeks to fill.
Attracting and retaining workers is one of the sector’s biggest ongoing challenges. According to the National Association of Manufacturers, there could be 2.1 million open manufacturing jobs by 2030. On average, manufacturing positions receive 24 applicants per opening and take 48 days to fill — up 3 days from 2021.
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Upcoming Programs, Training and Events
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Clarkson University: Spring Semester Career Fair
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Virtual Fair - Tuesday, February 7
In Person Fair - Wednesday, February 8
Interview Day (optional) - Thursday, February 9
This highly anticipated event is a great way to show your support of our students while networking with others who attend. Our students look forward to connecting with you as they search for employment opportunities; whether part time, full time, Co-ops or Internships.
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Cybersecurity -- New York SHIELD Act Enforcement
Date: Thursday, February 9, 2023
1:00 PM - 2:15 PM (EST)
Location: Stewart Airport
New York's SHIELD Act, which became effective on March 21, 2020, requires persons and organizations that own or license electronic data that includes New York resident’s private information to maintain reasonable administrative, technical and physical data security safeguards. The New York Attorney General (NYAG), is authorized to enforce the SHIELD Act by enjoining violations and obtaining civil penalties.
A flurry of recent activity indicates the NYAG office intends to rigorously enforce the SHIELD Act. Understanding the recent enforcement actions issued by the NYAG is critical for organizations because maintaining data security safeguards will continue to be a focus for the NYAG’s office going forward.
In the past year alone, the NYAG has sent warning letters and secured monetary settlements and consent agreements from organizations that failed to comply with the SHIELD Act.
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The Manufacturing Matters Podcast
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Manufacturing Matters Podcast: Steve Casa, Workplace Learning Coordinator at Ulster BOCES
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Steve has worn many hats through the years. He began his career in finance but quickly realized he was more interested in helping young people to grow and learn so he turned to a career in education. Working for the National Career Academy Coalition he traveled the nation building public private partnerships to enhance the learning experiences of high school students. In his role at Ulster BOCES he is focused on enhancing the already robust workplace learning program at the Hudson Valley Pathways Academy and building better relationships with all the industry sectors that are part of the School’s vocational education programs including construction, graphic design and culinary arts.
Harold talks with Steve about his career path, what he’s learned working for the National Career Academy Coalition, what it takes for educators to develop individuals who are curious, independent life-long learners, and what we can take away from the remote learning that has taken place since the pandemic began.
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