GROWING THE TRUCKING WORKFORCE IN WISCONSIN Kathy Heady Bruce Palzkill SandySchmit.
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Transcript of GROWING THE TRUCKING WORKFORCE IN WISCONSIN Kathy Heady Bruce Palzkill SandySchmit.
GROWING THE TRUCKING WORKFORCE IN WISCONSIN Kathy Heady Bruce Palzkill Sandy Schmit
Partners
State Agency Partners– Wisconsin Department of
Workforce Development (DWD)
– Wisconsin Economic Development Corporation (WEDC)
– Wisconsin Technical College System (WTCS)
Industry Partners– Schneider National, Green
Bay
– Roehl Transport, Marshfield
– WEL Companies, De Pere
– Truck Country, Appleton
– Marten Transport, Mondovi
Wisconsin Motor Carriers Association
Wisconsin Transportation Consortium• Economic development tied to transportation
– Infrastructure, trained professionals, and industry capital investments
• Transportation jobs for people in Wisconsin – 1 in 15 workers tied to “trucking,” $41,000 average salary, $6.6B
annual payroll
• Transportation industry workforce needs: common challenges, equally unsuccessful results– Lack of interested/qualified/trained workforce and spiraling cost
of filling needs
Consortium – Original Objectives and Goals• Build public/private partnership through collaborative
efforts with WI based transportation employers and State agencies
• Initial focus was industry-led effort to source, train, and place WI residents in stable, well-paying transportation jobs
• Primary initiatives included:– Integrated marketing effort to increase awareness of need and
opportunities– Building levels of training capacity in the state to meet the
industry’s needs– Identify and secure funding opportunities that help meet collective
objectives
Mutual Needs – Jobs and Job Creation• WI Motor Carriers Association members started
working together to fill vital industry workforce needs: CDL drivers and diesel technicians
– Marten Transport, Mondovi– Roehl Transport, Marshfield– Schneider National, Green Bay– Truck Country, Appleton– WEL Companies, De Pere
Common challenges and opportunities • Lack of interested, qualified, and trained CDL drivers and diesel
techs, yet many in WI are out of work
• Shortages today will become more severe at a higher rate than other industries
– Aging transportation workers retiring and younger workers not backfilling them – Increased regulatory requirements and liability exposure increasing standards– Widening gap could limit economic expansion (manufacturing) in the state
• Collective efforts can yield better results for all
– Statewide marketing and recruiting actions– Expansion of in-state training capacity for diesel techs and CDL drivers– Fill transportation jobs, employ WI residents, optimize funding
resources
WEDC Business & Industry Development Division
Leveraging industry leadership to accelerate growth and high quality jobs by advancing targeted, high impact initiatives
in Wisconsin.
Qualifying Investment Criteria
• Industry-Led• High Job Creation• High Economic
Impact
• Sustainable• High Return• Low Managed Risk
Collaboration
Trucking Consortium
WEDC
DWD
WTCS
• Workforce Development Boards (WDBs)
• Technical Colleges
• Department of Transportation (DOT)
• National Guard
• Veteran’s Services
3 Goals
• Increasing awareness / visibility
• Increasing training capacity
• Reduction in training costs
INCREASING AWARENESS
Wisconsin Economic Development Corporation
• Visibility– Outreach to veterans
• Military CDL waivers formalization with Department of Transportation
– http://www.dot.wisconsin.gov/drivers/drivers/apply/types/cdl-military.htm
– Youth Apprenticeship• Creation of curriculum for Diesel Mechanics
– http://dwd.wisconsin.gov/youthapprenticeship/programs.htm
Department of Workforce Development
• Web-page– Trucking was first industry sector included on
the Job Center of Wisconsin (JCW) Website– Initial focus: increase awareness of Diesel
Mechanic/Technician and CDL/Over-the-road truck driver career opportunities
– Direct link for training opportunities
DWD (Cont’d)
• Web-page (cont’d)– Worked with Trucking Consortium to identify
relevant industry reports/trends– Incorporated current State and Federal labor
market information pertinent to these careers– Increased awareness by having trucking
company logos prevalent on this page.
DWD (Cont’d)
• Email outreach– Have done several rounds of email blasts to
job seekers to raise awareness of career opportunities
– Separate email blasts to veterans
DWD (Cont’d)
• Next steps– 1) Increasing the number of trucking firms
participating in this website– 2) Implementing the web-site as an entry
portal to CDL training program
Web-site Hits
• Hits, 1/1/2012 – 12/31/2012:
16,545
• Hits to date for 2013:
37,720
INCREASING CAPACITY
Supply Chain/Logistics
Diesel Technician Programs
Truck Driving Technician Programs
Training Capacity
• Start of consortium– Diesel Technician - 200 annually, however
100 graduate– Truck Drivers-Class A CDL - 350 annually
• Today– Diesel Technician - 250, TBD on the number
of graduates– Truck Drivers-Class A CDL - 1200 annual
Projects• Brainstorming sessions with Deans/Faculty• Meetings with industry to make connections
with colleges and to raise awareness• Made connections between industry and
career prep college staff• Developed online hybrid curriculum for
several diesel courses
New Programs• Milwaukee Area Technical College has added a
CDL program• FVTC and CVTC have expanded diesel program
capacity• FVTC has expanded truck driver training capacity• All colleges have or will offer a 4 week CDL
contract training program• 2 Colleges are exploring or expressed interest in
Diesel Programming
Challenges
• Program Cost– Low instructor to student ratio in truck driver
training– Equipment and facility needs for both
programs
• Attracting students to programs, especially employable students for truck driving
• Time to develop skills-difficult to “accelerate” or shorten programs
REDUCING TRAINING COSTS
High Cost of Training
• Potential Opportunities Identified– CDL Training program– Funding avenues– Existing Resources
• Financial aids from schools• Veterans Benefits
CDL Training Program
Select
•Job Service-prequalify individuals•Identify
funding for individuals in partnership with Workforce Development Boards
•Complete screening including Job Behaviors, drug and background checks
•Participant secures Learning Permit
Train
•Technical College System•Coordina
te training, develop sections
Employ
•Companies guaranty employment based on identified qualifications and successful completion of training
•Driver finishing training
•Coordination of placement
Key to Approach
• Industry-led • Identification of commonalities
– Assists all companies– “…take off your competitive hats and leave them at
the door.”– Understanding of the mutual interest of working
together
• Clearly articulated goals• Industry-Agency collaboration• Multi-pronged approach to solutions
Q&A
Agency Contacts
Kathleen Heady, Sector Manager
Bruce Palzkill, Bureau Director
Sandra Schmit, Education Director-Transportation and Electronics