SHOP
TALK # 8:
Still More Promising Practices
Published July
19, 2006
The South Central GREAT Center, ESC Region XX,
Adult Education and Literacy Programs within the South Central region,
Alamo WorkSource, and the City of San Antonio recently hosted their second annual Adult Education and
Workforce Conference, with employer participation at an impressive all-time
high.
Charting the Course Toward Success featured a panel of employers
from the area. The two sessions gave participants the opportunity
to hear directly from employers about the issues they face when hiring
individuals for jobs, the major challenges they face when looking for
qualified workers, and the employment requirements of the industry/businesses
they represent. Representatives of Sino Swearingen Aircraft Corporation,
DPT Laboratories (pharmaceutical), the city of Wharton, Family Dollar
(sales and service), and York International (commercial air conditioning
equipment) answered questions about hiring requirements and practices,
academic and skill requirements, and training/education links to employment.
Employers voiced concerns about the shortage of individuals trained
in the craft trades (welders, electricians, technicians, etc.) at a time
when global competitiveness, cost effectiveness, and safety are critical. While
education and training requirements range from minimal (less than a high
school diploma) to postsecondary, a common concern is that potential
employees possess the work readiness skills (attitude, aptitude, work
ethic, motivation, an appreciation for the culture of the workplace,
and stability to mention a few) needed not only to get a job but to survive
and qualify for career advancement opportunities and employer-sponsored
training opportunities.
In another session, Vulcan Materials (300 facilities in twenty-two states,
with twenty plants in Texas) described its onsite ESL program
from inception to the completion of its first round of classes. True
to its mission statement, which articulates a commitment to safety and
health as well as the development of company talent and individual advancement
within the company, Vulcan identified the need for its employees to improve
their English language skills in order to succeed on the job. The
HR supervisor cited the need for employees to communicate accurately
by radio, to follow safety codes when operating/shutting down machinery
and equipment, and to understand the importance of appropriate use of
safety attire.
Vulcan’s ESL program was a year in the planning. Critical
time was devoted to ensuring that both management and employees – including
frontline supervisors and co-workers not participating in the ESL program – invested
in the program. In addition, the company made a number of other
contributions to ensure program success:
- Understanding the nature of language learning, management had to
make a long term commitment to ESL instruction for its employees.
- Classes had to be offered onsite due to long work shifts and so that
employees would not lose wages to attend.
- The company gave participants release time to clean up and prepare
for classes.
- The company paid for and provided backpacks, instructional materials,
instructor salaries, and facilities.
- Management paid regular visits to observe classes and reinforcement
of instructional activities and applications.
- Vulcan provided work-related terminology, forms, safety materials,
and environmental print.
- The company created a website for participants, publicity in the
company newsletter and at safety meetings, and recognition of employees’ success.
The bottom line: the return on the company’s investment
includes better educated employees able to participate in company meetings
and other employer-sponsored training, the discovery of hidden assets
among a group of employees, happier heads of household, immediate and
long term payoffs (increased productivity, quality control). Most
encouraging: Vulcan views its commitment not as a cost but as an
investment.
Another unique session worth noting because it provided information
new to many of the participants: Goodwill Industries’ Director
of Workforce provided an overview of Goodwill’s Learn
While You Earn model that prepares, places, and retains its clients while providing
opportunities for advancement and building effective, long lasting communication
collaborations. Goodwill’s mission: to change lives
through the power of work. Locally, Goodwill employs over one
thousand employees. Ninety cents of every dollar goes into local
workforce development. In addition, Goodwill handles approximately
$12 million in annual contracts (maintains all HVAC work at Fort Sam;
processes records for Randolph Air Force Base, and maintains critical
immigration data for Homeland Security). Goodwill provides Job
Help Centers (similar to one stops) that are employment focused and designed
to give clients the tools needed to stay on the job and advance to the
second rung of the career ladder.
Keynote speakers included the HR manager of Logistics and Operations
at Valero LLC and the chief financial officer of Hill Country Bakery. Both
stressed the importance of reading, writing, communication, and math
skills related to the workplace, basic computer skills, and safety awareness. For
some jobs, hand-to-eye coordination, attention to detail, and physical
fitness are essential job skills, as are an appreciation for production
flow and quality control. Teamwork was cited as critical to almost
every job described by employers. Other critical work readiness
skills include: the ability to reason, problem solve, and communicate
with both peers and supervisors; the ability to teach and lead
others as well as learn from mentors; and the ability to give and follow
oral and written direction.
Luncheon speaker Joanie Rethlake, Director of Texas LEARNS, provided
an overview of adult education’s response to Education Rider 82
and the development of curricular responses to industry-related needs. Her
presentation was amplified in an afternoon session presented by Seguin
ISD, an adult education provider engaged in the development of industry-related
curricula for healthcare services and manufacturing. In this session,
program staff shared with participants the discovery process involved
in developing curricular modules and then piloting them in a “soft
launch” process. Alan Miller, Executive Director of Alamo
WorkSource, also speaking to participants over lunch, voiced concern
over San Antonio’s shrinking skilled labor force and the education
and training needs of a large unskilled labor pool, noting that growth
is outpacing the region’s ability to provide skilled, employable
workers.
Additional sessions addressed issues such as education and training
programs offered in correctional facilities by Windham School District; Randolph-Brooks
financial literacy program for adults developed in response to House
Bill 900 and requiring local workforce development boards to provide
financial literacy training; adult education assessment and performance
measures; health literacy; and Project RIO transitional services
provided by the Department of Criminal Justice to assist the reintegration
of ex-offenders into their communities and the workforce. The Alamo
Community College featured its Career and Technology Centers designed
to provide links between communities and community college campuses. Alamo
WorkSource provided a session featuring an online tour of web-based tools
and resources partners can access to learn more about the region’s
evolving job market and connecting their customers to quality career
opportunities.
Interested in learning about the process of planning such an event? Contact
Olga Escamilla at ESC Region XX, olga.escamilla@esc20.net.
