Page 42 - MetalForming-Mar-2018-issue

Pioneer Award Winners
a second-shift temporary worker at Ajax, and both he and Wellman bene- fitted from that commitment. “We have used the same training program for 25 years now, and we continue building upon it on a daily basis.”
At Ajax, as is typical throughout the industry, workforce development has become more challenging in the past few years. To meet that challenge, the company has undertaken a host of inhouse and partner programs, spear- headed by Curt Jasper, human resources and operations director. Right off the bat, potential employees are given a mechanical-aptitude test with only those testing above 70 per- cent given a follow-up interview. Train- ing begins on day one of employment, with safety and other basic work topics covered via PMA’s OnboardingME training system, introduced in 2016. Within the first 90 days of employment, rather than focusing strictly on pro- ductivity, employees are closely mon- itored on safety and to make sure they ‘learn the ropes’ at Ajax.
From there, training combines inhouse tracks as well as learning opportunities via outside sources.
“One-hundred percent of our inhouse training is documented on our training matrix, a color-coded Excel spreadsheet listing each piece of our production equipment and each employee,” explains Brandon Holmes, Ajax plant manager, noting that color- coding is based on an employee’s skill
level—from entry level to proficient— on a particular machine. “Each skill level derives from a checklist filled out by leads and supervisors that ensures the proper skill sets attained for that training level.”
For the large majority of cross-train- ing, Ajax teams up a trainee with a Class A operator, who helps to build the trainee’s skills to a proficient level on a particular operation.
“Employees almost never train on a single machine straight through to the proficient level,” Holmes says. “They bounce across various machines based on demand because we are a job shop and must stay flexible. So an employee may take six months to become proficient on one machine.”
Outside Partnerships Increase Learning Opportunities
Beyond inhouse efforts, Ajax receives support from local technical schools, including partnerships with Hennepin Technical College and Anoka Technical College, which pro- vide entry-level manufacturing cours- es, and Manufacturers Alliance, a Min- nesota peer-to-peer education and training resource. State-sanctioned apprenticeships provide another vital learning avenue, as Ajax currently has nine apprentices. Online college cours- es via Pine Technical & Community College and other schools also find heavy use as do Dale Carnegie courses. The company tries to make outside learning as convenient as possible via
Success: Tiffany Schluter, Class A Machinist
Tiffany Schluter formerly toiled in the retail world, but grew tired of that type of work. Joining Ajax, she took an M-Powered fast-track manufacturing-training course at nearby Hennepin Technical College, then was accepted into the company’s State of Minnesota-registered Journey Worker apprenticeship program. Completing the three-year program this past fall, Schluter, now a Cass A machinist, is still taking classes, recognizing the benefits of continuing education. Running numerous machines on Ajax’
shop floor, she provides an ideal example of the company’s cross-training efforts and commitment to employee education and betterment.
Success: Brandon Holmes, Plant Manager
Nearly 11 years ago, Brandon Holmes
began his Ajax career performing single-
hit stamping, at the time a $10/hr. job.
Looking to grow, he enrolled in the
Hennepin Technical College M-
Powerment fast-track manufacturing-
training program and later would return to
instruct some of those courses. He also
attended Manufacturers Alliance lean-
training courses. As time went on, Holmes
transferred into Ajax’ fabrication depart-
ment and participated in the Anoka
Technical College sheetmetal program. He became well-versed in fabrication, learning to operate various machines as part of Ajax’ cross-training efforts. Holmes continued leadership training at Manufacturers Alliance after shifting to the company’s logistics team. He then would return to the shop floor as fabrication supervisor and assistant supervisor in press-room production.
Eventually taking over as fabrication and production supervisor, within the last year Holmes has earned a promotion to plant manager. Along the way he also benefitted from University of Minnesota lean-management courses as well as Dale Carnegie courses. Most recently he earned Certified Professional Project Manager certification through the University of St. Thomas.
Company officials recognize Holmes as a natural leader with a willingness to train others and pass along his knowledge and experience.
“There are career ladders here, and I’ve benefited from that,” says Holmes. “The company really believes in lifelong learning and cross-training.”
40 MetalForming/March 2018
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