Page 21 - MetalForming December 2011

Pridgeon & Clay\Workforce Development
www.metalformingmagazine.com MetalForming/December 2011
Michigan’s manufacturing sector is expected to add 64,600 jobs in 2011 and another 61,500 in 2012, says the article. It goes on to quote a Grand Rapids-based skilled-labor recruit- ing specialist Brian Paavola, presi- dent of Workbox Staffing, who notes that “the demand is such that employers must act quickly on hires or risk having someone else grab their applicant.” All the more reason to focus on incumbent training and retention initiatives. Church Krafft’s input to the article:
“We’re experiencing an increas- ing need for technical talent, from engineers to enhance our produc- tion processes, to hands-on techni- cians for our automatic presses and weld cells. Those with solid math and computer skills, mechanical apti- tude, a great work ethic, a positive outlook on wellness and an interest in higher education are the types of
employees we’re looking to add to our team.”
Several Pridgeon & Clay employ- ees boast exactly the traits cited by Church Krafft. For example, consider setup technician Bryan VanTim- meren, hired at Pridgeon & Clay in December 2009 as an automatic press operator (APO) trainee, promoted to APO just 3 months later, to setup technician in April 2011 and to an engineering position in September 2011. In fact, of the firm’s 33 setup technicians, 28 were promoted from within via the job-posting process.
Since his hiring, VanTimmeren has completed an associate’s degree in engineering from Ferris State Uni- versity, paid for by Pridgeon & Clay.
“Now I’ve got my eyes focused on further opportunities to move up at the company,” he says. “Within 5 years I’d like to be a project manager. This is a solid company that has been
there for me, allowed me to learn a lot and progress quickly. The path is there, it’s available to anyone that wants to take it.”
The Employee Open Job Process
Pridgeon & Clay’s open job process requires that notifications be sent to all employees any time an open position becomes available (that hasn’t been posted within the previous 6 months). Notifications are via e-mail, fliers posted on bulletin boards and electronic posting via the company’s intranet site, accessible to all employees via computers placed in public areas throughout the plant. Open job postings stay active for internal employees for three business days.
All employees are eligible to apply unless they fail to meet minimum requirements for the posted position;
Workers Profiles, APOs in Action
Meet two of Pridgeon
and Clay’s most recent
graduates of its inhouse
APO (automatic press
operator) training pro-
gram: Chris Jordan and
Donna Carrothers. Jordan
joined the company late
in 2009 as a machine
operator, became an APO
trainee in March 2010
and a year later complet-
ed his training and
became an APO. During his short stay, his wages have increased by nearly 40 percent. Carrothers joined the compa- ny in 1999 as a utility, stacking parts and helping the press operators. In 2001 she applied for and was awarded a machine-operator job and later became a lift-truck driver. In February 2007 she was awarded an APO trainee position and by the end of the year had become an APO. Carrothers has enjoyed a boost in wages of nearly 70 percent.
Carrothers, in addition to enjoying having personal responsibility for her work, also relishes opportunities to work on project teams, to lend the perspective of a press operator to help improve productivity and quality on the floor. “I appre- ciate the opportunity provided to add my thoughts. I may not consider myself an expert yet, but I’m getting there.”
Says Church Krafft: “What Donna is doing on the floor and in project teams is preparing her for the next step, when she’s ready to take it, which is to become a setup technician. And we sure hope she pursues that, because we can’t find good setup techs...we have to grow them.”
Jordan’s move to APO came after his team leader recom- mended him to Church Krafft immediately after she had posted
an open position for APO trainee. Says Church Krafft: “When we hire out- side people, we’re also looking at their next possi- ble moves...hiring for the next job as well. That’s what happened with Chris.”
“That’s what I love about this company,” says Jordan, “that they seek to train their employees and
promote from within. Then, in my opinion, the employees are more likely to share their ideas to better the company.”
And, like Carrothers (and which seems to be the status quo at Pridgeon & Clay), Jordan says he is always looking to try new tasks. “I just finished my associate’s degree,” he says (paid for by Pridgeon & Clay) “and will go back this fall (2011) for a bachelor’s degree.”
APO Track
Training
Avg. wage (or % gain)
Initial general hire
Screen, orient, hire
$9.30/hr
APO trainee
Post, screen, promote
50.53% inc.
APO certified
Complete training, pass test
7% inc.
APO setup tech.
Extended training
13.3% inc.
Team leaders from APO
Extended training
41.17% inc.