Transcription
Peter Pardoel, ChairmanLisa Arato, ZeppelinMike Day, Banner -DayGary Ellington, Kwik LokMike Pierce, The Austin CompanyClive Tolson, Baker ThermalRobert Benton, Flowers FoodsJeff Dearduff, Aryzta NADave Hipenbecker, KrogerJack Lewis III, Lewis BakeriesJeff Teasdale, Pepperidge FarmBEMAKerwin BrownGay PoteetABARobb MacKieChuck Wellard
The WHATThe WHOThe HOW
The Problem Mike Pierce, with The Austin Company willdescribe the results of the recent survey onemployee training and retention.From Battlefield to Bakery !
Baking Industry ForumSurvey Results
Background 2013 BIF Panel identified employee trainingand retention as a critical issue facing theindustry How do you find and retain employees whowill follow in our collective footsteps- both asbakers and suppliers to the industry? BIF conducted a survey of ABA and BEMAmembers to define where problems existtoday.
Age Distribution of EmployeesABA – shipping, sanitation,maintenance, packagingproduction45% 45 and older,55% less than 45 yrs oldBEMA- engineering, servicetechnicians, and others38% 45 and older,62% less than 45,But only 15% less than 35%
Annual TurnoverABABEMATurnoverOther Key TrainingService TechniciansEngineering0%Turnover in Maintenance andSanitation is significant10%20%30%40%Turnover in Service Technicians andEngineering is a real concernRetainage of critical employees is a significant issue, especially for those whoprovide training to Bakers50%
Shortage of Technical Skill Sets in Five YearsABABEMASkill Sets in Short SupplyOtherService TechniciansEngineering0%For Bakers- its your plant maintenancestaff10%20%30%40%50%60%For Suppliers- it’s the people out thereworking with your customersproduction and maintenance staff
Training Sources and EffectivenessABABakers use external consultants,vocational schools and then vendorsBEMAAnd Vendors use internal seminars,vocational, then AIB for their training.
Training Sources and EffectivenessABABEMABut of the service technician andothers doing training of BakeryEmployees, only a quarter receivedtraining as a trainer.
Employment Needs Next Twelve MonthsABAPackaging and Production lead the wayBEMAService Technicians and other keytraining positions
RecruitingABABakers rely on traditional methods fornearly 2/3s of job openingsBEMABEMA members rely on traditionalmethods for 60% of job openings
Summary Skill positions will be in higher demand. Small percentage of current employees under 35 years old. Plant maintenance and service technicians will have thegreatest shortage in five years. Packaging, Production and Service techs will have the mostimmediate demands. To fill those demands, most will rely on post newspaper andthe internet to post jobs. Few rely on vocational schools and Hire the Vets programs.
Next Steps Determine more specific requirements forpositions in demand. Determine strengths and deficiencies oftraining sources. Develop recommendations for sources oftalent and training to be more effective.
The People Retired Command Chief Master Sargent ScottDearduff will talk about the type of peoplecoming out of the military, their dedication,their loyalty, their training.From Battlefield to Bakery !
Veteran ProfilePresented by Scott H. DearduffDearduff Consulting Agency, LLCVeteran, U. S. Air Force
Rumor Control We’re Not all Soldiers– Soldiers, Sailors, Airmen, Marines and CoastGuardsman We Don’t all Drive Tanks or Fly Airplanes– More than 500 Career Fields Across Services We’re Not all Trained Killers– Talent Pool is WideAgencyProperty of Dearduff Consulting Agency LLCConsultingDearduff
Who We Are Service Veteran– Less Than 20 Years Honorable Service Military Retiree– More than 20 Years Honorable Service Disabled Veteran– Medically Retired Due to Illness or InjuryAgencyProperty of Dearduff Consulting Agency LLCConsultingDearduff
How Do You Know DD Form 214– Characterization of Service Type of Discharge– Length of Service– Foreign Service– Awards and DecorationsAgencyProperty of Dearduff Consulting Agency LLCConsultingDearduff
What You Get Core Value Based Worker– Honesty, Loyalty, Integrity, Service Technically Capable Experts– Adaptable to New Systems and Equipment Disciplined Team Players– Subordinate Individual Goals for the Team Mission Dedication & Reliability– Work Through Illness and InjuryProperty of Dearduff Consulting Agency LLCAgencyConsultingDearduff
What We Expect Clear ExpectationsOpportunities to ContributeChallenging JobsSense of BelongingAgencyProperty of Dearduff Consulting Agency LLCConsultingDearduff
What We Can/Will Do Follow and LeadLearn and GrowSolve ProblemsWork Hard for Good Pay and BenefitsAgencyProperty of Dearduff Consulting Agency LLCConsultingDearduff
The Process Marady Leary with the US Chamber ofCommerce will discuss the Hiring a Heroprogram. Incentives, processes and helpful websites areoutlined in the handout on your tables.From Battlefield to Bakery !
Hiring Fairs in First Year
Hiring Fairs Through the End of 2012
Hiring FairsCompletedYear 1Goal: 100101Year 2Goal: 400Scheduled314020086400
Hiring 500,000 Heroes CampaignHiresCommitments0250000500000
Heroes Heroes40,00020,000014,100
Hiring Our Heroes Website 730,000 page views &560,000 unique visitorsin 2012 1 in 4 visitors to theChamber website visitthe Hiring Our Heroeswebsite Most visited website onthe Chamber’s website
Hiring Our Heroes on Facebook January 2012:1,000 “Likes” Today: More than122,000 “Likes”
HOH Schedule for 2013 200 Hiring Fairs Major markets and Fast Track cities (100) On or near military installations (60) Guard and Reserve (10) VEAC (30)
Expansion of Hiring Our Heroes – “3-2-5” 3 Populations - Difficult transition from military to civilianlife Biggest challenges reside with post 9-11 veterans, 24and under, and military spouses 2 Main Challenges: Marketing themselves to prospective employers Making informed decisions about education andemployment prior to their transitions
Expansion of Hiring Our Heroes – “3-2-5” 5 New HOH Programs Employment Workshops Personal Branding Initiative VetNet on Google Fast Track Military Spouse Program Expansion
Employment Workshops Training on private sector job skills Resume building and writing Interviewing techniques Networking Mentoring Information on veteran programs and services On-site at local hiring fairs, including on militarybases
Personal Branding Dakota Meyer - spokesman Development of a Personal Branding toolkit Holistic Military Skills Translator Veteran eMentor platform www.mentorheroes.org LinkedIn Establishing profiles and joiningindustry-specific groups
Fast TrackPhase IPhase II
VetNet Coordinated effort between Hiring Our Heroes,HireHeroes USA, and the Institute for Veterans andMilitary Families – powered by Google Four tracks Basic Training Career Connections Entrepreneur Mandatory Fun Utilizing Google Hangouts for industry panels,training, etc.
VetNetStand alone websiteGoogle PageHangouts
Military Spouse Program 2012 Highlights 20 premium hiring fairs for military spouses on installations –first of its kind program Established relationships with all major service branches tooperate on installations, in partnership with installationmanagement and staff Integrated partnership with DoD’s Military Spouse EmploymentPartnership Strong support of senior spouses Resume, networking and personal branding workshops forspouses at every hiring fair Estimated 7500 spouses attended fairs Establishment of the Military Spouse Business Alliance
The Military Spouse Business Alliance
Military Spouse Program Creation of Military Spouse Employment AdvisoryCouncil 6 core areas of focus Building a nationwide network Resume writing focused on unique strengths Certification and licensing Entrepreneurship Quality remote/flex/temporary work Government and Contracting
2013 Goals 15-20 hiring fairs oninstallations in 2013 (15already scheduled) Workshops and presentationsat every fair 5-10 networking events toestablish 10 regional networksfor military spouses 10,000 resumes reviewed Get coaching and support to100 military spouse-ownedbusinesses
Mentorship & Networking for MilitarySpouses eMentor: Online Mentorship Programfor working military spouses Free and flexible – no minimum timecommitment makes it usable forvirtually anyone In Gear to establish regional networksfor spouses with local chambers,MSEP ambassadors Blue Star Families to establishnational networks of spouses by mostpopular industries 2013 Goal: 100,000 military spousesmentored through eMentor, networksand live events
The Next Steps Dave Hipenbecker will give you a quickglimpse of the presentation BIF is designingfor June!From Battlefield to Bakery !
Integrated partnership with DoD's Military Spouse Employment Partnership Strong support of senior spouses Resume, networking and personal branding workshops for . MSEP ambassadors Blue Star Families to establish national networks of spouses by most popular industries 2013 Goal: 100,000 military spouses .
