The Monthly Workforce Newsletter of the Council of Industry
July 11, 2024
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HV MFG Career Hub – Strengthening the Manufacturing Workforce Today and Into the Future
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How do we get people, young and not-so-young alike, interested in careers in manufacturing? The answer to that question is critical to the success of the sector both in the near term and for decades to come.
There are many answers to the question but one somewhat simple solution is to make information about jobs and career opportunities in our sector available to as many people as possible. Employers need candidates to apply for jobs, and candidates need to know there are jobs to apply for. We know there are great career opportunities in manufacturing but many people still think the sector is fading and the jobs are mundane. We know we have competitive wages and excellent benefits but the general public isn’t so sure. We know that retirements will lead to more openings in the next 5 years, but most are unaware of the demographic cliff we face. We know that the Hudson Valley is rich in training and educational opportunities for careers in manufacturing – form career and technical education programs to community colleges and four-year programs too, but still, many people are unaware of these programs.
One solution to this misalignment, as we see it, is to gather – in one online location – as many Hudson Valley Manfuacturing jobs as possible. By sharing the hundreds of openings in our sector – from entry level production to skilled trades, engineering, research & development, marketing, sales, quality, management, finance, human resources, and the like, we can better market and promote careers in manufacturing to a potential candidates, parents, educators, policy makers, and the general public. This same online location can connect people to training and educational programs where they can gain the needed skills for success in our sector. In short we have created an online ‘Hub’ for careers with Hudson Valley Manufacturers.
The key to the success of ‘The Hub’ is having a critical mass of jobs with Hudson Valley Manufacturers on the site. ‘The Hub’ utilizes 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. To build that critical mass we are offering a basic subscription for Council members. For $295/year members can have a basic subscription that includes unlimited 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 (premium subscriptions that include a company branded career portal are also available for $1,500).
To learn more and post your job(s) and support Hudson Valley manufacturing workforce development – email us at jobs@councilofindustry.org
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Next Cohort of the Certificate In Manufacturing Leadership Begins Next Week - Just a Few Seats Remain
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The Council of Industry's Certificate in Manufacturing Leadership program has offered attendees a range of leadership skills through concentrations of courses. Participants who complete the required courses are presented with the Certificate in Manufacturing Leadership by the Council of Industry. All courses are interactive full day sessions (8:30 am to 4:00 pm) with lunch, scheduled breaks, networking, and group discussions.
The classes will be held at the Center of Excellence for Industry & Innovation at DCC Fishkill. Though participants are encouraged to complete the course series for the most comprehensive supervisory education, the Council welcomes individual course registration as well.
Full Program Cost:
Individual Attendee: $1,975
Two or More Attendees: $1,875
Class Schedule:
- Fundamentals of Leadership (Day 1): July 17th - Rebecca Mazin, Recruit Right.
- Fundamentals of Leadership (Day 2): July 24th - Rebecca Mazin, Recruit Right.
- Problem-Solving & Decision Making: August 7th Ben Kujawinski, Ignition.
- Effective Business Communications: August 21st - Rebecca Mazin, Recruit Right.
- Environment, Health, & Safety Risk Management: September 11th - Ron Coons, Reis Group Insurance.
- Human Resource Management: September 18th - Tom McDonough & Rob Guidotti, Jackson Lewis.
- Making a Profit in Manufacturing: October 2nd - Steve Howell, RBT CPAs.
- Best Practices & Continuous Improvement: October 9th - Joe Guarneri, Crossix LLC.
- Positive Motivation & Discipline: October 23rd - Rebecca Mazin, Recruit Right.
To Register For The Certificate in Manufacturing Leadership Click Here
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Manufacturing Intermediary Apprentice Program (MIAP) - What Trades are Available for Your Employees?
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One of the first steps in the process of enrolling your employees into the Council of Industry’s apprentice program is matching those employees to the appropriate trade. The Council of Industry Directly offers 6 trades, however, through our MIAP partners we can easily access additional trades on your behalf. Further, because we are a program sponsor with the Department of Labor, we have the option to add any of the dozens of manufacturing related trades they have approved.
The Council of Industry sponsored trades are:
- Machinist (CNC)
- Electro-Mechanical Technician
- Maintenance Mechanic (Industrial Equipment)
- Toolmaker
- Quality Assurance Auditor
- Industrial Manufacturing Technician
For the most part these trades are time based, lasting between 18 months and 4 years of full-time employment (though previous credit for candidates who have on the job experience can shorten that time).
If you want to know more about these trades and if it might be right for your company contact Johnnieanne Hansen
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Golf Outing August 26th SOLD OUT! Tee Signs Other Sponsorships Still Available
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The Council of Industry will hold its Annual Golf Outing on Monday, August 26th at the Powelton Club in Newburgh. This year’s event is *sold out* with more than 100 golfers from member firms throughout the Hudson Valley ready to play for the coveted ‘Council Cup’. Registration and lunch will begin at 11:30 followed by a shotgun start at 12:30. Cocktails and a light dinner will follow at approximately 5:00 p.m.
Sponsors help make this event possible and one of the most enjoyable of the golfing season. Please support the Council of Industry and Hudson Valley manufacturing by becoming a sponsor.
Shirt Sponsor – Thank you NRG Lunch Sponsor – AVAILABLE, $2,600 (includes the last foursome available)
Scramble Prize Sponsor – AVAILABLE, $1,050
Tee Sign Sponsor MORE AVAILABLE – $335 (AMI Services Inc, Allendale Machinery, Bank of America, Charles IT, Eastern Alloys Inc, Elna Magnetics, Fair-Rite Products Corp, GTI Graphic Technology, Harmon Printing, ITC Communications, Lakeland Bank, Metallized Carbon Corporation, NBT Bank, Orange Die Cutting Corp, President Container Group, Pursuit Lending, Putnam Precision, & Ralph W. Earl)
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Welcome New Apprentices!
The following individuals enrolled in the Council of Industry's MIAP Apprentice Program last month.
Ashley M. – Industrial Manufacturing Technician – Onsemi
Graciela B. - Electro-Mechanical Technician – Onsemi
Robert V. - Electro-Mechanical Technician – Onsemi
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Subscribers to the Manufacturing Career Hub can view candidate resumes and contact information by searching the Candidate ID Number in the iCIMS platform. Not yet a participant of the Career Hub? Contact Johnnieanne Hansen directly for additional candidate details or to learn more about the recruiting initiative.
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Candidate ID: 31192
Position Interest: Looking for internship/shadowing for Mechanical Engineering
Education: Marlboro Central High School (Anticipated June 2025)
Level: Entry-Level
Location / Commute: Open to commuting. Resides in Marlboro, NY.
Skills: Computers, Math, Writing, Reading, Gym, Leadership, Teamwork, Communication, Problem Solving, Creative Thinking, Building
Summary: This candidate is an eager student looking for a shadowing/internship opportunity in Mechanical engineering or related field. They are recognized in many spaces, such as the National Honor Society. This candidate is a fast learner, with a willingness to learn new skills. If your company is seeking interns interested in Mechanical Engineering or a related field, please feel free to contact us.
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Candidate ID: 31198
Position Interest: Looking for internship/shadowing for Robotics Engineering
Education: Orange-Ulster BOCES Career and Technical Education Center Engineering Academy
High School Regents Diploma
Level: Entry-Level
Location / Commute: Open to commuting. Resides in Marlboro, NY.
Skills: Hydraulics Relays, Relay Logic Breadboarding, Soldering
Summary: This candidate is a motivated learner seeking a shadowing or internship opportunity in Robotics engineering or a related field. They are enrolled in the Orange-Ulster BOCES career program and have successfully undertaken several projects, including the development of a robotic car and a Vandergrab generator. If your company is seeking interns interested in Robotics Engineering or a related field, please feel free to contact us.
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Candidate ID: 31190
Position Interest: Looking for internship/shadowing for Mechanical Engineering
Education: Marlboro Central High School (Anticipated June 2025)
Level: Entry-Level
Location / Commute: Open to commuting. Resides in Poughkeepsie, NY.
Skills: Cooperative, Teamwork, Communication, Hardworking
Summary: This enthusiastic high school student is eager to broaden their knowledge in HVAC. Expected to graduate in June 2025, they are actively seeking a summer position or internship to further their career in this field. If your company is seeking interns interested in HVAC or a related field, please feel free to contact us.
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News for HR and Workforce Professionals
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To Hold Onto Talent, Invest in These 3 Critical Moments
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Talent management can benefit from an emphasis on moments of truth for employees, the company’s internal customers. The current focus on the employee experience often highlights the importance of creating positive impressions of key events across the employee lifecycle. Those could include the first day on the job, being promoted, passing a service milestone or leaving the organization. We believe, however, that organizations would be well served by taking lessons from the way consumer product and service companies think about and manage customer connections more broadly.
There are clear parallels between these moments of truth and an organization’s talent management processes, given that the organization’s most important internal customers are its employees. Winning the war for talent consists of an organization’s successful attraction of talent, the engagement and retention of talent, and the belief that the organization is an employer of choice in the market. Here are the critical moments talent leaders need to win.
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SpaceX Wins Block on NLRB Case Over Severance Agreements
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A federal judge in Texas said on Wednesday he would block the National Labor Relations Board from pursuing claims that Elon Musk's SpaceX forced workers to sign illegal severance agreements, pending the outcome of the rocket maker's challenge to the agency's structure. U.S. District Judge Alan Albright in Waco, Texas, at the end of a 40-minute hearing said he would grant a temporary block on the NLRB's administrative case after SpaceX argued it would be "irreparably harmed" by having to face an unconstitutional proceeding and cover the legal costs of defending itself. In an April lawsuit, SpaceX said the NLRB's in-house enforcement proceedings violate the U.S. Constitution because its administrative judges and five board members appointed by the president cannot be removed without cause. To issue a preliminary injunction as Albright said he would on Wednesday, a judge has to find that a plaintiff is likely to succeed in their case.
A lawyer for the board argued at Wednesday's hearing that under decades of U.S. Supreme Court precedent, officials at agencies such as the NLRB that were designed to be independent from political influence can be insulated from at-will removal by the president. But two lawyers for SpaceX countered that more recent rulings, including a pair of cases involving the U.S. Securities and Exchange Commission, have made clear that officials with the power to enforce federal laws must be accountable to the White House.
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FTC Noncompete Ban Partially Blocked by Texas Judge
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A Texas federal judge on Wednesday granted a tax services firm’s motion for a preliminary injunction of the Federal Trade Commission’s nationwide ban on noncompete agreements in employment contracts and has stayed its effective date for the plaintiffs. Judge Ada E. Brown of the U.S. District Court for the Northern District of Texas held that FTC violated the Administrative Procedure Act and exceeded its statutory authority by issuing the ban, which she said has a “substantial likelihood” of being found arbitrary and capricious.
Brown said the injunction is limited in scope to the plaintiffs and plaintiff-intervenors named in the suit; it is not a nationwide injunction. She added that the court would rule on the merits of the agency’s action on or before Aug. 30, 2024. The FTC voted along party lines to approve the ban in April, and several lawsuits against the agency followed. Aside from Ryan, the U.S. Chamber of Commerce also sued FTC shortly after it announced the ban, but a judge placed a hold on that suit last month because Ryan was the first filed.
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The Council of Industry Holds a 401k Informational Webinar With JPMorgan Chase
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The Council of Industry recently hosted an informative webinar in collaboration with JPMorgan Chase focused on the complexities and opportunities surrounding 401(k) retirement plans. The session highlighted J.P. Morgan's Everyday 401(k) platform tailored for small businesses. The webinar addressed critical topics including New York State's retirement mandate under the NY Secure Choice Savings Program, designed for businesses with 10 or more employees without existing retirement plans, and recent updates under the SECURE Act 2.0. Attendees gained insights into maximizing benefits and accelerating savings through strategic planning and utilizing innovative retirement plan options like Profit Sharing and Cash Balance plans. The event highlighted the importance of understanding costs and leveraging tax credits to support businesses in providing robust retirement benefits to their employees.
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How to Improve the Hiring Process for Disabled Candidates
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Despite recent record employment gains for disabled employees in the U.S., the hiring of disabled people continues to be a pain point for both candidates and companies. Disabled job candidates want to know where to work and whom to trust, but they must also manage concerns about bias and when to disclose the need for accommodations. They are advised to “control the narrative” and build trust by sharing their stories and needs, but at the same time to withhold any information that might be used against them until employment is secured and firmer legal protections are in place.
Companies want to do better, but there is the steep challenge of attracting candidates and convincing them that they truly are an equitable employer, from the owners of the smallest businesses on up. Our research over the past five years has looked at both sides of this equation and offers some insights on how to move forward.
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How Tractor Supply Decided to End DEI, and Fast
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The beginning of the end of Tractor Supply’s diversity efforts started on June 6. That afternoon, Robby Starbuck, a former Hollywood director turned conservative activist, posted a message on the social-media platform X saying, “It’s time to expose Tractor Supply.” The company has conservative shoppers who don’t agree, he said. “Let’s start buying what we can at other places,” said Starbuck, who has about half a million followers on X. The company concluded he wasn’t going away, said one person familiar with the matter.
Three weeks later, Tractor Supply delivered its decision: Diversity, equity and inclusion at the rural chain were over, including related job roles, and so were some of its environmental initiatives and other causes frequently championed by social progressives. Because of the chain’s customer base, they decided to be more definitive in their tone than companies that have responded to similar controversies. Tractor Supply didn’t want to “fire” its shoppers’” said one of the people. “We have heard from customers that we have disappointed them,” Tractor Supply said in a statement that was also posted on the social-media platform X last week.
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OSHA Announces Funding for Safety Training
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In an effort to support initiatives designed to create safer workplaces and align with the Department of Labor's Good Jobs efforts, OSHA announced on June 27, that it will provide $12.7 million in training grants. Administered by the agency’s Susan Harwood Training Grant Program, the grants aim to advance job quality for the U.S. workforce by providing instructor-led training for workers, supervisors and employers in small businesses; industries with high injury, illness, and fatality rates; and vulnerable, underserved workers, many of whom have limited English proficiency or are employed in temporary jobs.
Grants will be awarded in the following categories:
- Targeted Topic Training: For programs that identify and prevent workplace hazards. Applicants must conduct training on OSHA-designated workplace safety and health hazards.
- Training and Educational Materials Development: For the development of quality, classroom-ready training and educational materials in which workplace hazards and prevention methods are identified.
- Capacity Building: For assessing needs and formulating plans to create full-scale safety and health education programs, expand capacity to provide existing occupational safety and health training, education and related assistance to workers and employers.
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NFIB: Small Businesses Continue to Struggle to Find Qualified Workers
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NFIB’s June jobs report found solid employment hiring plans among small business owners, but overall unsuccessful attempts to hire additional workers. A seasonally adjusted 37% of all small business owners reported job openings they could not fill in their current period, down five points from May. “This summer, small business owners continue to try to hire and find qualified employees for their open positions,” said NFIB Chief Economist Bill Dunkelberg. “The number of small businesses with one or more job openings they can’t fill remains at exceptionally high levels. However, owners are raising compensation at historically high levels to attract and retain employees.”
- Overall, 60% of owners reported hiring or trying to hire in June.
- Of those hiring or trying to hire, 85% reported few or no qualified applicants for the positions they were trying to fill.
- Seasonally adjusted, a net 38% reported raising compensation, up one point from May and historically very high.
- A net 22% (seasonally adjusted) plan to raise compensation in the next three months, up four points from May.
- Job openings were the highest in the construction, transportation, and retail sectors, and the lowest in the agriculture and finance sectors.
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'Extra' Benefits, Fewer Quits? Top Workplace Trends to Watch in 2024
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What do employees want? American employees are feeling somewhat more optimistic for their financial future than they were a year ago, although there is still great concern over debt and cost-of-living expenses, according to Bank of America' 14th annual "Workplace Benefits Report: the Resurging Workforce." Bank of America surveyed 955 employees who are working full-time and participate in 401(k) plans and 804 employers who offer a 401(k) plan. What employees say they want seems to fluctuate with trends in the economy and culture. Also, women expressed significantly lower financial wellness scores than men: More than half (53%) of men reported good financial wellness, while only a third (36%) of women said so.
Financial wellness resources that employees want the most include online financial tools and calculators, retirement education, education to develop financial skills and good financial habits and a platform with all employees' information in one place with clear steps to help identify and reach their goals.
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Paid Time Off a "Must Have" for Employees, Poll Finds
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Paid time off and competitive pay have emerged as the top "must-haves" in workplaces across the world, according to employees and students. Kellanova's poll among 3,500 respondents from six countries revealed that at least three in five of them want paid time off (64%), as well as competitive pay (60%) to be offered by their employers. Other "must-haves" for employees include the opportunity to grow and develop (58%), equity, diversity, and inclusion (58%), and being able to bring their best selves to work (51%).
"Job seekers universally view attributes that benefit their individual careers and wellbeing as most appealing when it comes to work experience," the report read. Jobseekers also pay attention to an organization's legacy and brand, according to the report. Four in 10 respondents said they consider a company's history of philanthropy and commitment to sustainability as differentiators. Another 39% said they consider if an organization is "beloved," and if has a hybrid office environment (37%).
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iCIMS June Labor Market Insights – Openings and Hires Up, New Grads’ Expectations Moderate
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Both employers and job seekers appear to be embracing a less volatile approach to the job market this spring. The seesaw that the market rode last year, with numbers up and down each month, has leveled off, and activity has remained consistent. Top takeaways this month:
- Employers showed continued confidence, with hires and openings up in May for the third month in a row.
- The competition for entry-level roles is on the rise — applications per opening (APO) grew 13% since last May.
- New grads say they expect to make $62,656 at their first full-time job and yet 12% of entry-level applications this year were for jobs with salaries $100,000 and higher.
- The flashy benefits that may have wowed entry-level talent in the past are no longer dominating recent graduates’ employer wish lists.
- Stability and opportunities for growth in their career are now the biggest drivers in application decisions for graduates.
- Top 3 drivers for applying to a role for Gen Z include company stability and job security, opportunities for growth or advancement, and a sense of purpose in their role.
This is good news for employers, who have a growing pipeline of candidates, but frustrating for the Class of 2024 who are up against more competition than last year’s crop of graduates.
Learn more about the Council of Industry’s Manufacturing Career Hub
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Manufacturing Matters Podcast
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We take a deep dive into the creation of the Hudson Valley Manufacturing Career Hub, exploring its origins, purpose, and the exciting opportunities it presents for both job seekers and employers alike. From high school students exploring career paths to seasoned professionals seeking new opportunities, the Hudson Valley Manufacturing Career Hub is revolutionizing the way job seekers and employers connect. Discover how this innovative platform is not only filling current job openings but also paving the way for future generations of manufacturing talent. Tune in to learn how you can be part of this exciting initiative and unlock the possibilities within the Hudson Valley manufacturing community.
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