CI Workforce Newsletter | June 6, 2024

Posted By: Harold King Workforce News,

The Monthly Workforce Newsletter of the Council of Industry

June 6, 2024

HV MFG Career Hub - Free Job Posting Opportunity Extended
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 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 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 June 30th – we will post your jobs for free!    
To learn more and post your job(s) – contact Johnnieanne Hansen
Summer Session of the Certificate In Manufacturing Leadership Begins July 17th in Fishkill
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 (2 sessions)  - July 17th & 24th
  • Problem Solving & Decision Making - August 7th
  • Effective Business Communication - August 21th
  • Risk Management Environmental Health & Safety Essential  - September 11th
  • Making a Profit in Manufacturing - September 18th
  • Human Resources Management Issues - October 2nd
  • Best Practices & Continuous Improvement  - October 9th
  • Positive Discipline & Motivation - October 16th
To register or learn more about the Summer session: Click Here
Quality Assurance Auditor – An Often Overlooked but Very Valuable Apprentice Trade 
When we think about manufacturing trades our minds quickly go to Machinist, Toolmaker or Mechanic. Seldom do we think about quality assurance but this trade, that is available through the Council of Industry’s’ MIAP apprentice program, has proven to be extremely valuable to the companies who use the Quality Assurance Auditor to upskill employees in their quality departments.  
A Quality Assurance Auditor is responsible for ensuring that products, services, or processes meet established quality standards and regulatory requirements. They conduct thorough evaluations, inspections, and audits to identify areas of improvement, implement corrective actions, and maintain compliance with industry-specific guidelines. You may give them a different title, but if you need to train and individual to have the skills listed below you might consider this apprenticeship for them.  
Work Processes (Skills learned on the Job) Approximate Hours for Quality Assurance Auditor (2000 per year): 
  • Workplace Orientation: 300 hours 
  • Workplace Fundamentals: 400 hours 
  • Quality Assurance Fundamentals: 700 hours 
  • Auditing: 2,000 Hours 
  • Maintenance and Record Keeping: 600 Hours 
  • Total Hours: 4,000 
Minimum of 144 Hours of Related Instruction (Classroom Learning) Required for Each Apprentice for Each Year: 
  • Safety & Health 
  • Engineering Drawings 
  • Mathematics 
  • Trade Theory and Science 
  • Computer Fundamentals 
  • Welding (if performed on-the-job) 
  • Working on High-Voltage Manufacturing Equipment 
  • Interpersonal Communications: oral and written 
  • Sexual Harassment Prevention 
If you want to know more about this trade and if it might be right you’re your company contact Johnnieanne Hansen 
Marlboro High School’s Corrugated Boat Competition Makes a Big Splash 
The pool at Marlboro High School was the site of the first ever Mid-Hudson Corrugated Boat Race on May 31st. Teams from Marlboro and Valley Central floated and raced in boats designed and build by students 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) partnered to create the inaugural event. 
Middletown’s President Container Group had donated corrugated board, box cutters and safety equipment to the schools. The schools plan to hold the event again in 2025 and hope to open it up to more schools to participate. 
To watch the recording of the competition: Click Here
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.
Subscribers to the Manufacturing Career Hub can view candidate resumes and contact information by searching the candidate ID number in iCIMS platform.
Other Council members can contact Johnnieanne Hansen directly for additional candidate details or to learn more about the recruiting initiative.
Candidate ID: 30208
Position Interest: QA / QC – Biomedical / Pharmacy Field Related
Education: Bachelor’s Degree – Molecular Biology / Biochemistry
Level: Entry-Level 
Summary: The candidate is an entry-level professional with a bachelor’s degree in molecular biology/Biochemistry, bringing experience from roles such as Research Assistant, QC Microbiology Intern, and positions in pharmaceutical manufacturing. They have developed a strong foundation in quality control, GMP manufacturing, and analytical testing techniques (HPLC, GC, FTIR), coupled with knowledge of FDA/DEA regulations and hazardous material handling. Open to commuting or relocating, the candidate is based in Gardiner, NY, and is ready for interviews.
Candidate ID: 30479
Position Interest: Coordinator, Bookkeeper, Apprenticeship
Education: Master’s Degree – Education
Bachelor of Arts – Italian Language and Civilization
Level: Entry-Level 
Summary: This candidate is searching for roles that offer strong growth potential where they can apply their years of experience within the teaching industry They are proficient in Microsoft Office and multilingual in Spanish, Italian, and Brazilian Portuguese. Their background includes strong customer service, communication, attention to detail, and event planning skills. They have volunteered with the SUNY Orange Foundation and EducationUSA, hold a Master's in Education and a Bachelor's in Italian Language and Civilization, and have teaching experience from 2017 to 2022. 
Candidate ID: 30179
Position Interest: Software Engineering, Mechanical / Electrical Engineering
Education: Bachelors – Electrical Engineering
Diploma – Software Engineering
Level: Mid-Level 
Summary: This mid-level candidate is passionate about pursuing roles in Software Engineering and Mechanical/Electrical Engineering. With a strong foundation in both fields, they bring a diverse skill set that includes proficiency in various programming languages and tools such as JavaScript, HTML, CSS, Node, React, Python, Java, and MATLAB, among others. They hold a bachelor’s degree in electrical engineering and a Diploma in Software Engineering. Their professional journey includes serving as a Teaching Assistant for software courses, working as an Electrical Engineer, and gaining hands-on experience as a Mechanical Field Technician. They are open to commuting from Goshen, NY, and are eager for new opportunities
Candidate ID: 30480
Position Interest: Apprentice Programs, HVAC, Manufacturing
Education: HVAC Program – PNW Boces
Regents Diploma – Senior Award for HVAC
Level: Entry-Level 
Summary: An EPA 608 Universal Certified HVAC student, they are known for their cooperative attitude and eagerness to learn. With a strong foundation in electrical wiring, diagnosing and repairing HVAC systems, and proficiency in PLTW software, Microsoft Word, and PowerPoint, they are well-prepared for an entry-level HVAC position. They have work experience as a pizza delivery driver, ensuring order accuracy and customer satisfaction, and as summer custodial help, preparing classrooms. They hold a Regents Diploma and received a Senior Award for HVAC. Residing in Carmel, NY, they are available for interviews and ready to commute.
Candidate ID: 30452
Position Interest: Software Engineering / IT
Education: Bachelor’s Degree – Computer Science
Level: Entry-Level 
Summary: They are a dedicated Software Engineer with a strong background in Computer Science and a passion for data, web development, and cloud technologies. They hold a BS in Computer Science from the State University of New York at 
New Paltz and are AWS Certified Cloud Practitioner, with an AWS Solutions Architect certification in progress. They have worked on several projects, including an online platform for SUNY reviews, a printer management system, and a recipe suggestion app using GPT-4 Vision.
For information on advertising in this and other CI publications contact Harold King (

News for HR and Workforce Professionals

Why Employees Aren't Coming Through Your "Open Door"
When we’re trying to attract, motivate, and retain a diverse workforce with varying styles of conflict or decision-making, is it the leader’s or the employee’s job to meet the other person in the middle? The short answer is that flexing is a mutual responsibility. However, in their desire to treat people equally or because of time constraints, leaders often miss out on the individual needs and cultural preferences of their workers.  
Since managers tend to have a better handle on the dynamics of the organization, it is helpful when they take the initiative and set the tone. It’s simple to state but this adaptive competency takes practice and intention to implement. It helps to understand there are many styles of communication and that one is not better than another. All leaders need to maintain an adaptive mindset, especially with workers who are different from themselves. Here are three tips for meeting your employee in the middle. 
From the Great Resignation to the Great Reskilling: Balancing Personal Employee Fulfillment with Professional Productivity. 
Even though the Great Resignation is fading from headlines, the monthly numbers of workers quitting are still high relative to the past two decades. Resignations at the end of 2023 were similar to levels just before the pandemic—around 3.5 million—but that is still elevated compared to the period going back to December 2000, when the Bureau of Labor Statistics started tracking “quits.”  
The pandemic reshaped what employees expect from their workplaces, propelling demand for jobs that deliver satisfaction on multiple levels. The Great Resignation also offered a chance to redesign the workforce, with employees more encouraged to acquire skills needed to climb the corporate ladder. On the other hand, organizations eager to fill the recently vacated jobs were offered the chance to train existing employees. This new dynamic has clarified that companies must balance personal employee fulfillment with professional productivity. As a result, innovative talent-nurturing strategies are imperative to reduce turnover costs and foster a culture of growth and innovation. 
Why Employers Should Invest in their Employees' Mental Health
As employers think about the future of work, the topic of employee mental health is becoming a business imperative. Considering industry research shows that half of employees "strongly" or "somewhat agree" that their mental health and wellbeing can negatively impact their work performance, making mental health a priority among workplace policies is more important than ever. 
Stressors — including finances, shifts in workplace culture exacerbated by the pandemic, politics and even the weather — are having a real impact on employee mental health. There is no time like the present for employers to rethink and optimize their workplace mental health offerings. Here are a few considerations to keep in mind including increasing awareness to reduce stigma, understanding the connection between financial stress and mental health, and providing easy access to support. 
EEOC Guidance Addresses Telework, Shields LGBTQ+ Workers 
The U.S. Equal Employment Opportunity Commission on Monday said employers refusing to use transgender workers' preferred pronouns and barring them from using bathrooms that match their gender identity amounts to unlawful workplace harassment under federal anti-discrimination law. The EEOC updated its enforcement guidance on workplace harassment for the first time in 25 years, including to reflect a landmark U.S. Supreme Court ruling that anti-bias laws cover LGBTQ+ workers, after an earlier attempt stalled during the Trump administration. 
The commission in the new guidance also addressed the rise of remote work and said that discriminating against employees based on their decisions to have abortions or use contraception is a form of sex discrimination. The guidance is not legally binding, but lays out a blueprint for how the EEOC will enforce anti-bias laws and can be cited in court to back up legal arguments. 
Biden Taps NLRB Chair for New Term, Seeking to Lock in Democratic Majority 
President Joe Biden has nominated National Labor Relations Board Chair Lauren McFerran for a third term, a move that could cement Democratic control of the agency even if Biden is unseated by Republican challenger Donald Trump in November. The White House announced the nomination on Thursday even though McFerran's current five-year term does not expire until December. If McFerran is confirmed by the Democratic-controlled Senate, the five-member board would continue to have a Democratic majority until August 2026 when the term of Biden appointee David Prouty expires. 
Under McFerran, the NLRB has issued a series of rulings criticized by Republicans and business groups that have made it easier for unions to organize workers and have expanded the type of concerted activity protected by federal labor law. Kristen Swearingen, chair of the Coalition for a Democratic Workplace, an umbrella group of business organizations, accused Biden of "trying to hijack the NLRB" and cement the decisions issued since he took office. 
A Closer Partnership Between OSHA and NLRB Will Have Implications for Employers 
The Biden Administration is trying to make it easier for employees to voice their health and safety concerns on the job. To that end, two agencies that oversee workplace safety and health will be working more closely together—creating potential implications for employers. This partnership between the National Labor Relations Board (NLRB) and the Occupational Safety and Health Administration (OSHA) is laid out in the Memorandum of Understanding (MOU) the agencies entered into last fall. 
The purpose of this partnership is to establish a process for information sharing, referrals, training and outreach between the agencies. On March 29, OSHA published a Final Rule addressing the right of employees to have a third-party accompany an OSHA officer during an inspection. This rule will go into effect May 31 and clarifies that employees may authorize another employee or a non-employee to serve as their representative. Employers need to be aware that such union participation during inspections could lead to increased disruption at their worksite. Furthermore, allowing a union representative to participate in inspections may open the door for individuals with hidden agendas to gain access to the worksite and attempt to obtain confidential information or raise unrelated environmental concerns. Employers should start preparing their management and supervisors for the changes to come. 
A 'Ted Lasso' Self-Audit for Your HR Department 
In the four years since it arrived like a ray of sunshine during the pandemic’s darkest days, “Ted Lasso” has been more than a TV show for many people. 
In the three-season Apple TV+ comedy about an American college football coach hired to lead an English professional soccer team has become a cultural touchstone—and an unlikely source for lessons in business leadership, management, and team building. On June 23, the Emmy-winning star of the show, Jason Sudeikis, will discuss “The Ted Lasso Effect” on the Main Stage of the SHRM Annual Conference & Expo 2024 in Chicago. Sudeikis will explore the show’s core themes of positive leadership and personal empowerment, drawing from the perspectives of characters he’s played on screen and his personal life. 
In anticipation of the event, Jeff Harry, an international trainer and co-host of the “What Would Ted Lasso Do?” podcast, joined SHRM’s Honest HR podcast to discuss the show’s lessons on relationship building, leadership styles, and more. From that discussion, here are five “Ted Lasso” self-audit questions that HR leaders can ask to determine whether their organization is following Lasso’s leadership principles.
SUNY Orange Plus is Expanding Workforce Opportunities in the Hudson Valley 
SUNY Orange has recently rebranded its Continuing and Professional Education (CAPE) programming as “SUNY Orange Plus.” SUNY Orange Plus encompasses the College’s workforce training and certification programming along with educational services (English as a Second Language and High School Equivalency), community education (short enrichment courses) and Orange County FoodTEC. “Whether you are looking for a two-year degree or want to enhance your skills in any number of areas with quick and accessible courses, you can find what you are looking for at SUNY Orange,” says Dr. Jean Leandre, SUNY Orange vice president for workforce, strategy and innovation. 
Earlier this Spring, eight students graduated from the College’s new Manufacturing Machine Operator program delivered at Pine Bush High School in collaboration with the district and HAAS Automation with the support of the Council of Industry. Presently, SUNY Orange Plus’ first course in Commercial Driver’s License (CDL) training is ongoing in Middletown to address the growing logistics and transportation sector in the Hudson Valley. 
Defense-Focused Program to Boost Manufacturing Workforce 
A new initiative formed by some federal agencies and academia seeks to address “critical workforce shortages” for U.S. manufacturers – specifically for metal casting and forging operations. METAL, the Metallurgical Engineering Trades Apprenticeship and Learning program, will serve as a “strategic countermeasure to fortify national defense through workforce empowerment and technological sovereignty,” according to the sponsors. Specifically, the U.S. Dept. of Defense has determined that at least 122,000 more manufacturing workers are needed to support its national defense objectives by 2028. 
The METAL initiative is supported by the DoD’s IBAS program, which aims to strengthen the U.S. industrial base in response to national security threats and to promote workforce development initiatives. IBAS also seeks to cultivate a domestic workforce strong enough to sustain and advance U.S. casting and forging capabilities through 2050. "The shrinking supply chain and shortage of skilled labor demands an immediate response,” stated Dr. Matthew Draper, technical director of Metallurgy and Manufacturing for the Office of the Assistant Secretary of Defense for Industrial Base Policy. Pennsylvania will be a “testbed” for the METAL project. Curriculum will be collaboratively developed and students will participate in a pilot program in casting and forging. 
CoorsTek and Deloitte Make STEM Education Anything but Boring
It’s been a resounding workforce message of the past decade: Jobs in STEM fields are growing at a rapid rate, and we aren’t developing enough talent to meet the projected need. According to the Bureau of Labor Statistics, STEM occupations are projected to grow 10.8% between 2022 and 2032, compared to just 2.3% for non-STEM occupations. A STEM talent deficit would mean trouble for manufacturing. To remedy the dilemma, a prominent push for more young people to enter STEM fields is underway. But what is the best strategy to foster enthusiasm for STEM and manufacturing careers? And when is the optimal time to promote these industry jobs to future professionals? 
Two initiatives take a direct approach, putting students in the driver’s seat of their own education and creating learning opportunities where they may not exist otherwise. Ceramics manufacturer CoorsTek is no stranger to youth education initiatives. From science day tours at its R&D centers, to a mobile learning exhibit, to donations and sponsorships at the college level, the company looks for STEM outreach opportunities all around the world, says CoorsTek CTO Randel Mercer.  
With a specific focus on underserved communities, Deloitte’s Smart Factory Believers program delivers math and science curriculum, teacher training, student guides and video modules to Title I-eligible middle and high schools. But perhaps the most eye-catching element of the program is the Smart Rover kit. The kits bring educational skills to life through demonstration and experience as opposed to traditional teaching styles. In other words, the materials are showing, not telling, Gretczko says. 
iCIMS May Labor Market Insights – ‘Uncertainty Abounds’ 
The headlines suggest the strong job market is beginning to ease, but according to iCIMS data, hiring did not slow down last month. In fact, April saw more job openings through iCIMS than any month since January 2023. In this month’s report, we highlight key insights from The iCIMS 2024 CHRO Report which surveyed 1,000+ CHROs and chief people officers to better understand their priorities and challenges in the year ahead. The report also surveyed 1,000 employed US adults to see whether their expectations align with HR leaders’ business goals. and use our platform data to show how HR leader and employee sentiments are playing out right now in the labor market.
Top takeaways this month:  
  • April saw more job openings through iCIMS than any month since January 2023.  
  • Candidates in the 18–24-year-old age range made up 44% of the applicant pool in April.  
  • Only 20% of workers said they would look for a new job this year. This is down from last January, when one-third said they would change jobs in 2023.  
  • Internal mobility is a priority for 86% of CHROs, and iCIMS data shows that internal applications and hires were up 18% and 11%, respectively, from April 2023. 
  • Bottom line – uncertainty abounds for both employers and job seekers.  
Learn more about the Council of Industry’s Manufacturing Career Hub  

HR Briefs

Manufacturing Matters Podcast

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.
Listen Here!