Post: Apr. 10, 2019
Family-owned companies have been the backbone of the Hudson Valley for decades; helping to provide economic growth to many communities. Pawling Corporation in Wassaic, New York is no exception. HV MFG sat down with President and CEO Jason Smith to discuss the company. Pawling cooperation which was formally known as Pawling Rubber, was founded in 1945 by Smith’s grandfather. He had returned home from serving in the Navy and got an idea to start making rubber gaskets. Smith explains how his grandfather began selling compression seals for military ammunition cases. By the 1950’s the company had acquired Presray Corporation which specialized in making technical lifting devices that used inflatable rubber seals.
Smith’s father became the second generation to work in the company. By the 1970’s, Pawling had four main businesses which comprised of extrusion, mixing, architectural products, and Presray. Smith gives a lot of credit to his farther and uncle who helped the businesses achieve around $60 million in sales by the late 1990’s. Smith became the third generation to take on the family business and oversaw the split of Pawling into two separate companies; Pawling Engineered Products and Pawling Corporation. The former of which is overseen by is cousin Craig Busby and his brother-in-law John Rickert. They specialize in making gaskets and various other seals for the nuclear, aerospace, and life sciences sectors. Smith currently runs Pawling Corporation which took over the old Borden Condensed Milk Factory in the town of Wassaic. Pawling Corporation is split into two divisions with one focusing on architectural products such as impact protection systems and another (Presray) focusing on constructing water/air tight doors and barriers.
Smith knows that being a leader means having the ability to look ahead and predict how the company will evolve in the future. He earned a Bachelor’s degree in history at Boston University and later got his MBA at Pace University. Smith mentioned to HV MFG that concentrating on Marketing was extremely useful as he was able to apply it to the business. Data and facts help Smith make informed decisions about where to take the company next. In fact, some decisions have led to positive results including the decision to focus on customer service and an inside sales program to market new products. In addition, Smith emphasized how he tried to gather as much information as possible before making any important company decisions while also taking responsibility when things don’t go as planned. These strong leadership qualities, have helped Pawling continue to grow into the successful business it is today. Going forward, Smith hopes to spread the word about manufacturing and the crucial role it plays in the local Hudson Valley Economy.
Click here to read the full interview between Pawling Corporation CEO Jason Smith and HV MFG.
Post: Apr. 9, 2019
When Johnnieanne Hansen began her role as Director of Workforce Development and Apprentice Coordinator for the Council of Industry her first priority was to recruit companies to participate in the newly formed Intermediary Apprentice Program. Her first order of business was to visit with member CEO’s and HR professionals to pitch the idea. What she heard from them, while not completely surprising, did raise some alarm bells in her head and prompted her to rethink her priorities.
“They loved the apprentice idea, they really did. They recognized that it was one solution to finding the skilled workers they needed.” Ms. Hansen remembers. “But they also said that they did not have the time to think about apprentices or to take on a project like that because they ‘need people now!’ So unless I was walking in with people on my shoulders for them to hire, they had more pressing recruiting problems.”
She prodded them further about how they were recruiting and where they were finding candidates. As she did so an idea began take shape in her mind that these small and mid-sized manufacturers, all different, yet all a little alike, could pool their resources to market careers with Hudson Valley manufacturers and develop a system to organize and manage candidates.
Thus, in March of 2018 the Collaborative Recruiting Initiative was hatched.
“In my previous positions as a recruiter and corporate trainer I had done some research into Applicant Tracking Systems. It occurred to me that the Council could purchase a subscription and make the service available to participating members.” Hansen said. “Hiring managers get a system where they can post jobs, sort and track candidates and get other resources and support throughout the hiring process. Posted jobs are distributed to over 100 job boards like: Indeed, Hotjobs, Monster, Zip Recruiter, LinkedIn and Glassdoor.”
Additionally, all the jobs are listed in one place www.HVMfgJobs.com and a social media marketing campaign is in place to encourage people to visit the site. The campaign is designed to target individuals most likely to be interested in careers in manufacturing.
“We thought that this might be a valuable tool for our members. A way to give them some resources that are otherwise not accessible to them, or at least cost probative.” Hansen added.
The program launched in March 2018 with 10 companies posting about 25 jobs. Today 29 participating companies keep roughly 100 jobs posted at any point in time at www.HVMfgJobs.com. There have been more than 100 positions filled in that time from nearly 5,000 applicants.
“It’s working.” Says Hansen. “Of course it could be better.” She suggests that more could be done to take advantage of the applicant pool and that marketing the positions and Hudson Valley Manufacturing, in general, could be stronger. “Every additional company that participates, every additional job that gets posted makes the program stronger,” Hansen said. “We’re good, it’s solid and it will be even better in 12 more months.”
All Council members are welcome to participate in the Collaborative Recruiting Program and its new pricing model will make it easier for any firm to participate. If you want to learn more visit https://careers.councilofindustry.org/manufacturing or email Johnnieanne Hansen at jhansen@councilofindustry.org
Post: Mar. 28, 2019
The results for the March 2019 Empire State Manufacturing Survey suggest that business activity grew only slightly in the last month.
The headline general business conditions index fell five points to 3.7. New orders increased only marginally, while shipments grew modestly. Delivery times and inventories held steady. Labor market indicators pointed to an increase in employment, but a small decline in hours worked. The prices paid index moved higher for the first time in four months, pointing to a pickup in input price increases, while the prices received index moved lower, indicating a slowing in selling price increases.
Firms continue to be optimistic in their six-month outlooks, however optimism was slightly lower than last month.
The index for future business conditions edged down three points to 29.6. The indexes for future new orders and shipments were also somewhat below last month’s levels. Firms expected solid increases in employment and hours worked in the months ahead. The capital expenditures index was little changed at 28.3, and the technology spending index came in at 20.3.
Read the full report for a more detailed look at the results.
Post: Mar. 12, 2019
As we celebrate Women’s History Month, we reflect on inspirational leaders who have had an impact right here in the Hudson Valley. HV MFG sat down with Gretchen Zierick who is the president and CEO of Zierick Manufacturing Corporation. Zierick Manufacturing was created in 1919 by Ziericks’s grandfather who started making metal stampings. During the Second World War, production had ramped up to meet the increasing demands within the electronics industry. Zierick’s father took over operations in 1950 until 2000 when she became president.
Zierick began working for the company at the age of 16 as an assistant to the receptionist. Throughout the years, she climbed through the ranks with the determination to eventually lead the company. As president, Zierick quickly began to make improvements to the company starting with the culture. She explained how employees were used to completing tasks using the same model without many changes. Zierick wanted the feedback from workers to come up with new ideas and solutions to increase production while keeping the quality clients have come to expect.
Zierick encountered some challenges that needed to be addressed including government taxes and regulations, which can be burdensome and complex for any industry. She also explained the need for more skilled Tool & Die Makers in the Hudson Valley as the average age of the ones employed are around 60. While challenges come and go, Zierick is also focused on the opportunities ahead. Currently the company is expanding to Europe where exports counts towards 14 percent of sales. In addition, patented products have given the company an advantage over competitors and has fueled innovation.
When asked about the ideal worker for the company, Zierick emphasized the importance for someone to care both about the company as well as their co-workers. Enthusiasm and creativity are needed to ensure the company continues to grow and innovate for years to come. As president of the company for 19 years now, Zierick is proud to be a part of a handful of women CEOs’ in the manufacturing sector. When asked about her experiences, she mentioned how being a woman in a traditionally male sector has its advantages and disadvantages. “On the one hand, no one forgets me— I am one of three women in the PMA (Precision Metalforming Association) of New York and New Jersey, and the first female president of that group. On the other hand, while there’s not exactly an ‘old boy’s network,’ there are certain customs and habits that remain in place that can be perceived as obstacles.” Zierick encourages young women looking to pursue a career in manufacturing to get involved with the Women in Manufacturing Association. She attends their conference every year and has found it to be very valuable.
Gretchen Zierick is just one of many inspirational women who have made a positive impact on people through leadership. As society begins to head towards gender equality, more young women will be inspired to follow the example of Zierick and other influential female leaders.
The full interview with Gretchen Zierick can be found here.
Post: Mar. 6, 2019
Since March is Women’s History Month we wanted to take this opportunity to talk about women in manufacturing. Women first began entering the workforce during World War I when a large number of jobs were vacated by men who had gone to fight in the war. There was a shortage of workers and an increasing number of jobs being created as part of the war effort. This led to the rise of women entering the workforce, more specifically the manufacturing industry.
Today women represent nearly half of the total US workforce (47%), yet they comprise less than a third (27%) of manufacturing jobs. “In nearly 100 years, there has been a meager 8% increase in the number of female employees in the manufacturing industry. Not the kind of stellar advancement anyone would like to see.”
Currently over 32% of women switch out of STEM degree programs in college, only 30% of women who earn bachelor’s degree in engineering are still working in engineering 20 years later and of the women who have left the engineering profession 30% cite organizational climate and lack of mentorship as the reason.
There are a variety of reason for these statistics but Women in Manufacturing (WIM) conducted several surveys that found very few respondents listing manufacturing as a field that offers opportunities for women, and only about half could recall a manufacturing company they would consider a leader in attracting and promoting women. After seeing these results its not surprising that women aren’t entering the manufacturing field. However, there are steps manufacturers can take to make a difference.
The negative perception of manufacturing jobs has contributed greatly to the skills gap, but if that attitude can be changed it will be beneficial to the entire industry. Working directly with young high school and college level students to change those inaccurate judgements about manufacturing can make these jobs more appealing to young men and women. Speaking with educators and parents about the high-quality, good paying jobs available in manufacturing can help break down some of these stereotypes.
Mentors can also be a major factor in attracting women to the industry. “According to “Why So Few?” by the American Association of University Women in 2010, ‘Mentorship is often cited as a key strategy for exciting, supporting, and keeping students, young scientists, and engineers in the fields of STEM. This is particularly true for individuals who haven’t historically participated in these areas—such as young women and underrepresented minorities.’”
Creating opportunities for young girls to get hand-on experience in the STEM fields can also make an impact. Increasing the amount of positive exposure when girls are young will increase their knowledge of opportunities in manufacturing later on. Participating in events like National Manufacturing Day can be instrumental in showcasing the benefits of a career in manufacturing.
Younger generations also value opportunities to make a difference. Many jobs within the manufacturing industry have that potential. Author of 5 Ways to Increase the Number of Women in the Manufacturing Industry, Pamela Kan, said “Talking with the engineers at my company, they have all said – many times – that what they most love about the manufacturing industry is the ability to take their schooling and innate interests and make a difference by creating something new that can help a customer.”
We need women in the manufacturing industry and these small but impactful actions can make a huge difference. Changing the conversation at an early age and exposing young girls to STEM can make a huge difference down the line.
For more details you can read the full article here.
Post: Feb. 25, 2019
Many people believed that robots and machines would one day take over blue-collar jobs, however, it’s actually resulted in the exact opposite. Artificial intelligence, robotics and the internet have only created more jobs. Blue-collar Industries still need workers to make sure those robots are designed, built, maintained and run efficiently.
However, today’s candidate-driven job market is falling short on delivering the blue-collar workers that many industries need. Unemployment continues to fall, as well as the number of workers entering the blue-collar sector. By 2028 its expected that there could be as many as 2.4 million unfilled manufacturing jobs, which could result in an estimated $2.5 trillion negative economic impact on the US.
The amount of job openings in manufacturing is increasing each year, and the percentage of workers in manufacturing positions has fallen to less than 13 percent of the labor force. There are variety of causes to this shortage. Many people believe that the term “blue-collar worker” now has a negative connotation. People associate blue-collar jobs with difficult, dirty work, and it’s discouraging people from applying. The use of “skilled trades worker” or “technical careerist” is being recommended instead.
Another contributing factor to this issue is the increasing number of students getting four-year college degrees after high school. Enrollment rates continue to go up each year, reaching 20 million in 2015. This is likely due to parent’s perception of blue-collar jobs and the mind-set that college will lead to a better life. Yet many students leave college with substantial debt and enter the workforce with low-paying jobs. A college degree no longer guarantees a secure or well-paying job like it once did.
“Overseas, countries are promoting and capitalizing on skills training, while we [in the U.S.] started promoting college degrees. That’s what we put in front of our kids every day. That’s what they see on TV. Overseas they said, ‘Hey we’re going to gain on the U.S. by teaching manufacturing.”
Many people also don’t fully understand the benefits of a blue-collar job. There is a misconception that they’re low-paying jobs that require a low skill level. However, many of these jobs require less than a college degree but pay more than some professional “white-collar” positions.
The nationwide skills-gap is another obstacle that gets repeatedly discussed. Vocational education programs are disappearing in high schools, and many companies aren’t willing to invest in programs that can help develop skills in young-employees. Many manufacturing companies want and need employees with up to 5 years of past experience, but that’s increasingly rare to find.
However, even with all of this there are many positive initiatives being put into place across the county that are helping to promote these jobs. Many high schools are beginning to invest more heavily in STEM programs and trade-skills training. Companies are putting apprentice programs into place to help develop vocational skills internally. By opening up these apprenticeships to high school students they’re also exposing young adults to the manufacturing industry early and helping to prevents those stigmas from ever being formed.
The Society of Human Resource Management (SHRM) is involved in apprenticeship and skilled-trade training programs to help build the future workforce. And in the summer of 2018 the President also signed an executive order designed to better align government training programs and retaining older workers without college degrees. All of these efforts together are working to close the skills-gap and eliminate misconceptions about blue-collar workers.
The Council of Industry is also making efforts to combat the skills-gap right here in the Hudson Valley with their NYS Registered Apprentice Program. The program consists of both related instruction and on-the-job training. It typically takes about four years to complete the program, and there are currently 6 registered trades to choose from: Machinist (CNC), Electro-Mechanical Technician, Maintenance Mechanic, Quality Assurance Auditor, Toolmaker, and Industrial Manufacturing Technician. If you’re a manufacturing employer or a potential apprentice click here for more information, or contact Johnnieanne Hansen at jhansen@councilofindustry.org or (845) 565-1355 to discuss details, requirements and potential opportunities.
For more information read the full article here.
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When we think about manufacturing, often times we think of trades such as wielding or electrical work. Have you ever thought about the manufacturing that went into that scoop of mint-chocolate chip ice cream that you had after dinner? Star Kay White Inc. is a family owned business aimed at making flavoring materials for ice cream, beverages, and bakery items. The company was founded in 1890 by David Katzenstien who named the business Star Extract Works. David was an immigrant from Germany, he came to the U.S. with his brother and developed flavors/extracts. Popular flavors such as cinnamon, vanilla, and chocolate were sold to local bakeries, brewers, and distillers throughout the northeast.
Today, David’s great grandchild, Ben Katzenstien is at the helm. Ben sat down for an interview with HV Mfg back in 2017 to discuss the family history and future of the company. David began working in the family business from the age of 4 when his father would bring him into the factory on Saturday mornings. While David never felt pressured to join the family business, he always knew it was something he wanted to do. “I was brought up with a strong work ethic, there was a lot of focus on working hard, to always do more than you are being paid for.” David took that motto seriously and not only earned his Bachelor’s degree in Political Science, but also went back to school at the Culinary Institute in Hyde Park to further gain knowledge within the food industry.
Star Kay White Inc. has grown into 5 family generations. David’s two sons, Alex and Gabe are working hard to one day lead the company forward into the next generation. This is important as David persuaded his father and cousin to purchase 50% of the company from another family member. David needed to know that his two sons would be committed to the long-term successes of the company.
Of course, that success depends on the hard-working employees of Star Kay White Inc. When asked about what they look for when hiring, David emphasized the importance of individuals who have an entrepreneurial spirit and are ambitious. Just like previous family generations, David and his sons instilled a strong work ethic within the factory. One employee in particular caught David’s attention simply by going above and beyond his duties. Twenty-five years later, that person is still working for Star Kay White Inc. While the future may hold uncertainties, David and his family’s commitment to hard work and determination have helped the company evolve into the successful business it is today.
You can find the full interview with Star Kay White in our Spring 2017 HV Mfg or view it online here.
Post: Feb. 21, 2019
Earlier this month the exciting news that “Central Hudson as & Electric Corp. has awarded the Hudson Valley Advanced Manufacturing Center (HVAMC) at SUNY New Paltz a $200,000 Wired Innovation Centers grant to enhance the Center’s 3D metal printing capabilities, allowing HVAMC to perform high-resolution printing of wax components and direct metal printing, and acquire new post-processing equipment that makes it possible to create high-quality, final use parts” was announced.
Central Hudson’s funding relied on getting matching contributions for the first $50,000 from the local manufacturing community. Many Council of Industry members stepped up to meet the challenge including Selux Corporation, Ametek Rotron, Schatz Bearing Corporation, Zumtobel Lighting and ColorPage. The Dyson Foundation also helped to initially support the center’s metal printing and wax printing capabilities by donating $500,000.
The Engineering Innovation Hub will be the new home of the HVAMC, and is scheduled to open later this year on the SUNY New Paltz Campus. It will be a brand new, state-of-the-art academic building, which was made possible by a $10 million award from Governor Andrew Cuomo’s NYSUNY2020 grant program. The initiative supports the economic growth of academic programs throughout New York State’s public universities and colleges. “The mission of the program is to elevate SUNY as a catalyst for regional economic development and affordable education.”
SUNY New Paltz was also awarded $1 million from the Governor’s Mid-Hudson Regional Economic Development Council’s annual Consolidated Funding Application. These contributions were all instrumental in making the new Engineering Innovation Hub a reality. Central Hudson first partnered with SUNY New Paltz in 2014 and has been a consistent supporter of advanced manufacturing at the college since.
“We’re happy to continue to support SUNY New Paltz as they expand the capabilities of the HVAMC into 3-D metal printing” said Vice President of Customer Services & Regulatory Affairs Anthony Campagiorni. “Fostering development in emerging technologies is essential to our region’s economic viability and we look forward to seeing HVAMC build on its current successes.”
For more details you can read the full article here.
Post: Feb. 15, 2019
The results for the February 2019 Empire State Manufacturing Survey are in, and they’re more positive than January. The general business conditions index increased after falling eight points in January to its lowest point in well over a year.
Business activity grew modestly in New York State, according to firms responding to the February 2019 Empire State Manufacturing Survey. The headline general business conditions index moved up five points to 8.8. New orders and shipments also increased modestly. Delivery times were slightly longer, and inventories held steady. Labor market indicators pointed to a slight increase in employment and hours worked. The prices paid index moved lower for a third consecutive month, indicating an ongoing deceleration in input price increases, while the prices received index climbed ten points to reach its highest level in several months, indicating a pickup in selling price increases.
The Empire State Manufacturing Survey also asks manufacturers to provide a six-month outlook, which improved significantly from January. Firms are fairly optimistic about future conditions after slumping last month.
Read the full report for a more detailed look at the results.
Post: Feb. 8, 2019
The first month of Spring Semester has flown by and college students are beginning to think about summer internship opportunities. College students understand the value of interning and getting real world experience to put on their resumes, but a good internship should be mutually beneficial. Developing a successful internship might seem challenging but there are several best practices that can help guide employers through the process.
SUNY New Paltz shared some elements that they believe help to build an effective internship program. The most important element on that list is ensuring that interns have a clear and specific project to work on. “The best internship experiences typically include one or more well-structured projects with clear outcomes and expectations. Internship programs that are undefined, lack structure, or limited to menial tasks, usually result in more work for the supervisor and lack of opportunity for the intern to develop much needed professional skills.” By identifying a project that coincides with the intern’s major and the company’s needs, both the intern and the employer can benefit greatly.
Once a project is put into place it’s important that the intern is given the proper training to complete the project. Having a structured training and on-boarding program will help to ensure the intern has the knowledge, skills and familiarity with the organization that’s needed to succeed.
Assigning an on-site supervisor is also essential to the success of the intern. Regular supervision and feedback can provide the necessary structure and direction to make sure the project gets completed on-time and correctly. Assigning a supervisor also “provides the opportunity to mentor interns in the development of their professional skills.” Mentors monitor the interns progress, provide guidance and ensure that the employer is benefiting from the intern’s time and contributions.
Arranging networking opportunities has obvious benefits for interns but it can also be beneficial to employers. Introducing interns to staff in different departments can provide them with additional resources to lean on. It can also help your interns experience the totality of working for your organization.
Finally, it’s important to treat all interns as another professional staff member. Interns should be held to the same standards as other professional employees. Setting these clear expectations early on will help set the tone for the entire internship. Many employers hire interns that have come to love and value the company. There is tremendous benefit in hiring an individual that you really know, rather than hiring a stranger whose trial period is on your dime.
Creating a successful internship program requires a certain amount of time and commitment for all employees involved, but the outcome is often rewarding and beneficial. These best practices are a great guideline on how to create a mutually beneficial and successful internship experience.
You can find the full-article written by SUNY New Paltz here.
Post: Feb. 6, 2019
The New York State Manufacturing Alliance, of which the Council of Industry is a founding partner, is focusing on two issues of vital importance to manufacturing businesses across the Hudson Valley and the State – Workforce Development and Taxes.
On the Workforce development front, we are advocating for continued support of the P-TECH program, Career and Technical Education programs, and community colleges. Of particular importance to the Alliance is the expansion of the hugely successful Manufacturers Intermediary Apprenticeship Program (MIAP).
Manufacturers Intermediary Apprenticeship Program
In 2016, New York State provided funding for MIAP program in Central New York. This program was met with great interest by both manufacturers and their employees. Since 2016, this program has grown from Central New York where there are over 30 companies formally participating in Registered Apprenticeship and 115 apprentices in seven unique occupations plus another 50 anticipated in 2019.
In 2017, the program rolled out to the Hudson Valley (Council of Industry) and the Rochester Region (through Rochester Tooling & Machine Association). In these 2 regions there are now more than, 75 apprentices at 30 companies, in 10 different trades.
Manufacturers in the Western Southern Tier are now also beginning to participate in the program, and in the Albany region manufacturers are working with the Center for Economic Growth (CEG). This momentum has motivated the New York City and Long Island areas to also request help in establishing themselves as intermediaries, proving the model is not only effective but expanding, therefore positively impacting the sector and our state’s business and workforce development as a whole. In fact, we recently enrolled the first company on Long Island, Estee Lauder.
This model with its use of trusted associations as “intermediaries” and its collaborative partnering is a unique model of apprenticeship and is working for small and mid-sized manufacturers. In traditional training programs, students are trained and seek employment when they are done – in an apprenticeship, a job comes first and training is supplied by an employer. Industry participants see an increase in productivity, reduced turnover, and increased employee retention. Ultimately, we see it as a technique for improved recruitment and candidate selection. As employers struggle to fill open positions, apprenticeships are an important tool in addressing workforce development needs. MIAP helps manufacturers build effective apprentice programs.
Given the tremendous success to date, we feel MIAP is a critical tool for continuing to build a skilled workforce throughout New York State. This program is an essential component of a workforce development strategy to grow a stronger New York State economy through advanced manufacturing.
We are seeking $1.25 million to expand the program across the state.
A 0% Income Tax Rate for All New York Manufactures
The Manufacturers Alliance has also put forward and is seeking support for a 0% income tax rate for all manufacturers to be included in the 2019-2020 State Budget.
In 2014, we were successful in getting included in the final State Budget a reduction in the tax rate for manufacturers incorporated as C-corps. This single action propelled New York from the bottom ten to the top 10 states for manufacturing and sent a message to large manufacturers, that New York was the place to invest. It was a proven and effective tool to retain and grow manufacturing jobs across New York State.
However, the vast majority of manufacturers in the Hudson Valley and across New York State are small to medium-sized manufacturers organized as S corps, proprietorships, LLCs and partnerships (pass-through entities). These small to medium size manufacturers do not currently benefit from the existing zero percent rate and actually pay the 2nd highest income tax rate in the United States. They are constantly being enticed by other states with friendlier tax climates to move operations and invest there. These manufacturers are looking to their home state, New York, to demonstrate that they should stay in New York and continue to grow and invest here.
In response to the pleas from our small to medium-size manufacturers, the Manufacturing Research Institute of New York State, commissioned a study to analyze the impact of extending the zero percent corporate franchise tax rate to these small and medium manufacturers. According to a study by the Beacon Institute in September 2018, “the elimination of the PIT for pass-through manufacturers would increase private sector jobs by 4,660 in the first full-year and by 5,850 in 2023. It would cause investment to rise by $118 million in 2019 and by $147 million in 2023. The increase in employment and investment would boost real disposable income by $345 million in 2019 and $503 million in 2022”.
Extending a 0% tax rate to small and medium-sized manufacturers would send a strong signal to manufacturers that New York State is not only open for business but making a solid investment in their economic future.
We are working hard, meeting with legislators and administration officials, to get this change included in the 2019-20 State Budget.
Post: Jan. 29, 2019
By Guest Blogger: Skip Weisman
I continue to hear complaints from business owners about the younger “millennial” generation in the workplace. I find it comical. I really do.
There are a couple of reasons for this:
1) The “younger” generation has always been a problem in the workplace. Even the more senior/veteran generation in the current workplace was the problem in the workplace when they were the younger generation.
2) This “younger” millennial generation is currently leading some of the largest, most highly valued companies in the world, so they can’t be all bad. I’m talking about people like, Facebook’s Mark Zuckerberg, and:
- Lyft found John Zimmer, 34
- Spotify founder Daniel Ek, 35
- Instagram founder, Mike Krieger, 32
- WordPress founder, Matthew Mullenweg, 34
Before you give me a hard time that it’s all men in that list, check out this list of 15 female millennial and Generation Z (the generation after the Millennials) entrepreneurs you haven’t heard of yet, but you may very soon.
3) A generation is a very long window of time, between 15-20 years. As I have posited to my audiences in my seminars on this topic, “do you think an older Millennial at 35 years of age, has the same needs, desires, and interests as a 21 year old Millennial?” They all agree the answer is “no.”
My point is that there are good and bad people in every generation, there are wide variances in needs, desires, and interests across the timeline of people in each generation. It’s time to stop blasting an entire generation.
Do those in the Millennial generation and Generation Z have different attitudes, habits, work ethics, and interests than those in the older generation? Absolutely!
Is the younger generation growing up without an interest in working with their hands beyond typing on a keyboard or using their thumbs to communicate? Absolutely!
Is this going to make it harder for manufacturing companies to find qualified, skilled, and already trained workers to step into roles? Absolutely!
Just like every younger generation always has different quirks than the older generation.
Yes, it may be more acute than ever for manufacturers and other trade industries because of the dearth in fundamental skills required in those work environments, but it’s not impossible to overcome.
It starts with a mindset shift on the part of the leaders of the manufacturing firms. Instead of expecting ready made machinists, welders, and others needed in a manufacturing process, it may require an expectation of finding those who want an opportunity to learn a trade and invest in them first.
This may have some advantages:
- They come with little or no bad habits in doing your type of work.
- You can mold them to be what you need them to be and teach them your way from the beginning.
- They become pretty loyal since you and those at your company gave them a chance and became their mentor.
Every generation comes into the work environment with some deficiencies that cause challenges for those in charge and need to get things done. It’s just our turn now to be on that side.
Some may remember that back in the 1950s and early 60s when the older generation was thinking Elvis Presley and the Beatles were undermining society?
At the beginning of the 1970s the flower children of the late 60s came into the workforce with an attitude to “not trust anyone over 30.”
Not long after I started my small business coaching and consulting, about 10 years ago, I had a client who complained to me about the work ethic and the focus of his Gen Y employees.
His complaint was that they weren’t motivated enough for advancement. They were too complacent and comfortable and only wanted to focus on their personal life and family. They weren’t ambitious enough for him.
Now, this generation, for some, is too ambitious. They have an “entitlement” mentality, think they know it all and should be advancing before they’re ready.*
You can’t have it both ways. And, I will argue you should want more of the latter and less of the former. They’re easier to mold and coach to become what they want and what you may need.
I say embrace that latter mentality and use it to your company’s advantage.
Every one of my clients has at least one young millennial who is a superstar at their company, pushing older generation folks to get better, faster, up to speed on technology.
I think that’s a good thing.
Maybe the problem isn’t the younger generation in the workforce but the older generation doing the hiring.
And, remember, if you’re still worried about the Millennial generation in the workplace, it’s too late. You better start learning about Generation Z, which is already starting to infiltrate the workplace.
*(SIDE NOTE: You may also have the alternative “entitlement” mentality. That’s the other end of the generation scale with veteran employees who expect to have their job and their salary increases without improving their skills, keeping up with technology, not expecting to have to bring any additional value to the company as they wait for the calendar to turn the page to retirement.)
Post: Jan. 17, 2019
January’s Empire State Manufacturing Survey results are showing slight growth, which is a promising start to 2019! Similar to last month though, growth is increasing at a much slower pace than previously.
Business activity grew slightly in New York State, according to firms responding to the January 2019 Empire State Manufacturing Survey. The headline general business conditions index fell eight points to 3.9, its lowest level in well over a year. New orders increased at a slower pace than in recent months, while shipments continued to climb significantly. Delivery times were slightly shorter, and inventories declined. Labor market indicators pointed to a modest increase in employment and hours worked. The prices paid index moved lower for a second consecutive month, indicating some slowing in input price increases, and the prices received index held steady.
We ended 2018 on a high note and responding manufacturers are still remaining fairly optimistic about the six-month outlook.
Read the full report for a more detailed look at the results.
Post: Jan. 10, 2019
By Guest Blogger Skip Weisman
You would think that creating a championship culture is easy with athletes making multi-millions of dollars each season.
But, in my experience, it is just as hard creating a championship culture in that environment as it is creating it in a small manufacturing company.
Baseball managers have to deal with players that show up with attitudes, behaviors and performance similar to your employees.
I know that’s hard to believe but they have to deal with athletes with…
- inflated egos,
- an inability to take feedback and coaching,
- closed minds to changing how they are doing things because they’ve had a lot of success doing it their way for a long time, not believing their way will not get their performance to the next level.
- an attitude focusing more on the position they are asked to play, or their playing time, rather than what is best for the team overall.
All of those issues are just like the complaints I hear from the small business owners and CEOs I speak with.
Does any of that sound familiar?
If so, you may want to take an approach like Alex Cora used during this baseball World Series championship season for the Boston Red Sox.
First-year manager Alex Cora created a unique culture among his team and led his team to victory in five games over the Los Angeles Dodgers.
I don’t think it’s a coincidence that the Red Sox beat the Dodgers when you consider that in the midst of the team’s playoff run one of Los Angeles’ key players, Manny Muchado, was quoted as saying, “I’m not the type of player that’s going to be ‘Johnny Hustle’ and run down the line, that’s not my personality, it’s not who I am.”
I’m not sure Muchado would have fit with the Red Sox culture that Cora created.
You don’t win a record 108 games during a 162 game season for a .667 winning percentage, among the best in the history of Major League Baseball, as Cora’s Red Sox did in 2018 with players who have that type of “personality.”
Your company, regardless of the industry its in, be it manufacturing, banking, law, accounting, or any other service company with employees with attitudes like that.
Cora’s was a simple approach.
He treated each of his team members like a human being and not an object, that was simply a means to an end goal.
That may seem like an obvious strategy, yet I’ve seen too many business leaders do the latter and not the former. As a matter of fact a recent client, the owner of a 20-employee construction restoration company told me, “Skip the biggest thing I’ve come to realize in my six weeks of working with you is that I’ve been objectifying people. I’ve been seeing my employees solely as objects to help me achieve my goals.”
Here are two examples of Cora’s championship culture building approach:
- After losing Game #3 of the World Series in a record 18-innings over seven hours… “Cora walked into the clubhouse and called everyone together. He looked at each one of them and said he was grateful for their effort and proud to be part of their team.” “It was emotional,” shortstop Xander Bogaerts said. “By the end of it, we felt like we won the game.” (ESPN.com, Tim McKeown, Oct. 29, 2018)
- “Asked whether he ever gets angry with his players — in other words: Is your calm exterior an elaborate lie? — he said, “No, I don’t. I talk to them. If I have something to tell them, I just sit with them. Casual, very casual. I try to have good conversations.” (ESPN.com, Tim McKeown, Oct. 29, 2018)
It’s not rocket science, it’s human science. It all comes down to good championship caliber communication. Which is always prompt, direct, and respectful. It sounds easy, and it’s not. If it were you’d be getting championship performance at your company.
You can create a Championship Company Culture just like Alex Cora did with his Boston Red Sox. All you need is your own game plan and a commitment to championship caliber communication.
Easier said than done, I know. A good place to start is simply looking at your company work environment as if it were an athletic team. If it were, which of the four categories would you place it in:
- Losing
- Winning
- Playoff
- Champion
In 2017 the Red Sox were a playoff team. They lost in the first round of the playoffs. They changed managers.
The new manager changed the culture and became a champion.
Are you the manager who can create your own championship company culture that will achieve high-performance results like Alex Cora?
If so, where would you start?
Here are two questions you can use to evaluate the best place to start:
- What is happening in your workplace that MUST stop happening?
- What is NOT happening in your workplace that MUST start happening?
Your answers will identify things you’ve been tolerating in your work environment that have been preventing your team members from doing an even better job. Start cleaning up those and you’ll be on your way to creating your championship company culture like Alex Cora and the Red Sox.
About the Author:
Skip Weisman is a professional keynote speaker, author, business coach and consultant working with business owners, CEOs, executive teams, and non-profit organization leaders, PLUS their employees to create Championship Company Cultures.
Skip served as President & CEO of the Hudson Valley Renegades between 1994-2001 and was instrumental in relocating the Renegades from Erie, Pennsylvania bringing professional baseball to the region in 1994.
Skip served as CEO of 5 baseball franchises beginning at age 26. Skip’s teams were affiliated with the Boston Red Sox, Cincinnati Reds, New York Mets, Seattle Mariners, Tampa Bay Ray, and Texas Rangers. Over his last eight years in baseball
Skip has been with small businesses since baseball in 2002 and has worked with members of the Council of Industry and others in the manufacturing, insurance, banking, accounting and other technical business services companies, including Micromold Products, Inc., Empire State Bank, Hudson-Greene Federal Credit Union, Ulster Insurance, and RBT CPAs.
To learn more about Skip visit www.YourChampionshipCompany.com, or email him at Skip@WorkplaceCommunicationExpert.com .
Post: Dec. 21, 2018
For the last 20 years the National Association of Manufacturers (NAM) has conducted the Manufacturers’ Outlook Survey with the help of their over 14,000 large and small manufacturing members. The survey is conducted once a quarter to gain insight on manufacturers’ economic outlook, hiring and investment decisions, and business concerns. This year manufacturers reported record breaking optimism.
In the fourth quarter of 2018 there were 539 manufacturing companies who responded to the survey, which was conducted from November 28th to December 12th. The amount of responses from small, medium and large sized manufactures was nearly even, with a slight majority coming from medium sized companies.
The average percentage of respondents that were positive about their own company’s outlook was 92.4% in 2018, an all-time high. Manufacturers are also predicting positive growth rates in sales (4.3 percent), production (4.3 percent), capital investments (2.6 percent) and full-time employment (2.2 percent) over the next 12 months. Manufacturers are very optimistic about business conditions overall, which is likely influenced by their expectation of pro-growth policies like tax reform and regulatory certainty. You can view the full survey results here.
It was no surprise that the major concern of manufacturers was the inability to attract and retain a quality workforce. In the fourth quarter 68.2 percent of companies reported that this was their top concern. Other top concerns included the increasing cost of raw materials and trade uncertainties. According to government data there are now 522,000 open manufacturing jobs in America, which some manufacturers reported as the reason for turning down new business opportunities this year.
If this workforce crisis isn’t resolved the United States is on track to have as many as 2.4 million manufacturing jobs unfilled by 2028. This challenge will continue to have an impact on manufacturing companies in the years to come. For now we are optimistically looking forward to 2019 and all of the growth that is to come.
Read the full article here.
Post: Dec. 19, 2018
The Council of Industry has offered quality supervisory training to its members in the Hudson Valley for over 20 years. The Certificate in Manufacturing Leadership is a comprehensive group of courses that prepares supervisors for their challenging positions at manufacturing facilities. The program is designed to offer particular skill sets through day-long courses designed by manufacturers to help participants meet the challenges of the modern workplace. Participants who complete the required courses are presented with the Certificate in Manufacturing Leadership presented by the Council of Industry and Dutchess Community College. In the last few years, a few classes have gone to waitlists so don’t hesitate, register soon.
All courses are full-day classes (from 9 am – 4:30 pm) and are held at Dutchess Community College, Poughkeepsie, NY with morning coffee and lunch included on site. Though participants are encouraged to complete the course series for the most comprehensive leadership education, the Council welcomes individual course registration as well. The Early Bird Special discount ends tomorrow December 21st. Register and pay online or mail a check to receive the substantial saving from this special offer.
Classes include:
Program Cost
One Day Course Single Member: $200.00 Two or More from Same Company: $175.00 each Single Non-Member: $375.00 Early Bird Discount: $185 (must register and pay before 12/21)
Fundamentals of Leadership Single Member: $400.00 Two or More from Same Company: $350.00 each Single Non-Member: $700.00 Early Bird Discount: $370 (must register and pay before 12/21)
Entire Program Single Member: $1,700.00 Two or More from Same Company: $1,550.00 each Single Non-Member: $2,600.00 Early Bird Discount: $1600 single, $1450 each two or more from the same company (must register and pay before 12/21).
Online registration is available at https://www.councilofindustry.org/training/course-list/?ccat=certificate-in-manufacturing. If you have questions or need help registering contact Alison Butler (abutler@councilofindustry.org) or call (845) 565-1355.
Post: Dec. 18, 2018
The results from the last Empire State Manufacturing Survey of 2018 are in! New York Manufacturers are remaining optimistic about 2019 but they are slightly more tempered than in November.
Business activity grew at a slower pace than in recent months in New York State, according to firms responding to the December 2018 Empire State Manufacturing Survey. The headline general business conditions index fell twelve points to 10.9. New orders increased modestly, while shipments continued to climb significantly. Delivery times lengthened slightly, and inventories moved higher. The employment index rose twelve points to 26.1, indicating that employment grew strongly, and hours worked increased modestly. The prices paid index, while still elevated, moved down five points, and the prices received index held steady. Looking ahead, firms remained fairly optimistic about the six-month outlook.
Each January the survey goes through revisions to prepare for the upcoming year. All data undergoes a benchmark revision in December to reflect new seasonal factors. The diffusion indexes are each tested for seasonality and adjusted accordingly if patterns are found.
2019 will most definitely be an interesting year for the manufacturing industry. The exponential growth in technology and innovation will undoubtably have an impact on the industry. We look forward to finding out what’s in store.
Read the full report for a more detailed look at the results.
Post: Dec. 14, 2018
By Guest Blogger Michaela Ryan
Did you know that jobs are searchable by MOS codes? MOS codes are a specific code used in the military that identify a particular job. Each MOS code has its own job description. Active members and veterans typically know their MOS code like the back of their hand. Therefore, when a veteran is searching for a civilian job, they know that they have the qualified skills and experience if it aligns with their MOS code. This information is being implemented into various recruitment strategies when trying to attract veterans for job openings.
Finding information on this is simple. When you search “MOS code job search” in Google, MOS translators for civilian jobs are the first links to pop up. For example, MOS code 44E is the code for a Machinist in the Army. A veteran could type “44E” into the MOS translator and it would present a list of job openings that align with their background as a machinist in the Army. It allows veterans to use their gained experiences and skills from the military and put those skills and experiences to use in civilian jobs. Recruiters can implement MOS code compatibility into their recruitment process by providing applicable MOS codes in their job postings. Multiple MOS codes can align with a single job. You can also find a list of MOS codes categorized by military branch, for example an Army MOS code list and a Marine MOS code list can be found here. There are numerous resources online when trying to figure out which MOS codes could apply to your job openings. This can help veterans find jobs faster that align with their prior experience and it can help you find qualified candidates by reaching a new market. This could open new doors for access to skilled candidates!
The Council of Industry has started matching the jobs in our Recruiting Initiative to their corresponding MOS codes. As the Council of Industry works with Manufacturing Companies throughout the Hudson Valley, many of the skills and required experience needed for these types of jobs closely aligns with those of veterans. All of the applicable jobs will have a list of corresponding MOS code(s) implemented into the job description/posting. This will allow veterans to know that they qualify for that particular job and it will also make the job searchable by MOS code. Anyone can go to our website (Link Here) and search an MOS code and all applicable jobs will appear for candidates to easily apply. Our hope is to reach a broader candidate base for our members, as well as, assist veterans in their job search.
Making MOS codes searchable with job openings is a new opportunity for recruiters to attract veterans. By implementing this into your recruiting process, you can increase your likelihood of finding the quality candidate you’ve been looking for. Many companies have already started to implement this into their recruitment process and there are a variety of tools readily available to assist in the implementation of this process. If you would like to attract veterans or find a new market of candidates during your recruitment process, this could be what you are looking for.
*If you’re a veteran looking for a career in manufacturing search your MOS code here, by typing your MOS code into the search bar.*
Post: Dec. 12, 2018
We’re officially in the fourth Industrial Revolution, also referred to as Manufacturing 4.0. This new era of manufacturing is bringing a lot of technological innovation and advancements, bridging the gap between the physical and digital environments. These advancements are happening through IIoT, the Industrial Internet of Things, which connects machines and devices across various industries including the manufacturing industry.
By 2020 experts predict that spending on IoT will increase to $890 billion in the manufacturing sector, and IIoT will add $14.2 trillion to the global economy overall. This hyper-growth will result in some major changes throughout the manufacturing industry. To keep up with these changes many manufacturers are implementing IIoT initiatives to achieve this digital transformation.
Below are four actions you can consider as a manufacturer when planning for this new era of manufacturing:
Examine your unique business requirements – by examining and understanding your unique business and technology requirements you can develop a successful IIoT strategy. You should consider the fundamentals of your hardware, if the hardware can support new software and services, and whether or not new services need to be provided by an outside party. When taking all of this into account you can make more informed and intelligent plans.
Understand your business priorities and challenges – examine your company’s top priorities for your digital initiatives and identify any obstacles. Limit the focus to more meaningful objectives rather than just revenue.
Make the build versus buy decision – consider whether your company’s digital initiatives can be achieved internally, or if you will need support from an outside industry specialist. Carefully examine whether the company has the in-house resources to achieve these new digital initiatives internally. Simply speaking with an industry specialist could provide important insight and help answer any questions.
Plan for an ecosystem – Manufacturing 4.0 is here to stay and technological advancements aren’t slowing down. Updating your digital strategy is important, but it will likely need to be done repeatedly as the industry continues to advance. Companies need to plan for that, this isn’t a one-and-done project. Plan to continually evolve with the industry.
Understanding these four key steps will help guide you on your journey to digital transformation as a manufacturer. The best way to keep up in this fourth Industrial Revolution is to properly execute your new IIoT initiatives.
For more advice to consider when planning for this new era of manufacturing read the full article here.
Post: Dec. 6, 2018
The Holiday season is officially in full swing! If you’re struggling to find the perfect holiday present, look no further. The Alliance for American Manufacturing has released their 2018 Made in America Holiday Gift Guide. The list is full of ideas for everyone on your shopping list. The guide includes a wide variety of selections from every state and the District of Columbia.
These days it can be difficult to find American Made products, but this guide will provide you with an easy way to find fun quality products while also supporting jobs and local communities. There’s a product for everyone, at every price point. You can find everything from Adirondack chairs made out of skis, snowboards or skateboards manufactured in Massachusetts, to Wooden sunglasses made in California. You can find the full list here.
Products from New York include a 3D printed animal shower head developed by Zoohead, who manufactures colorful animal shower head covers to make bath time even more fun. This includes unicorns, dinosaurs, elephants, lions and more, all made from eco-friendly materials.
Also manufactured in New York are the beauty and body products designed by Zandra Beauty. Featured on the Today Show and ABC News, 18-year-old Zandra Cunningham creatures beauty products with a teen empowerment edge. Her products can now be found online and in major retail stores such as Walmart.
If you’re looking for something manufactured closer to the Hudson Valley region you can also find fashion and apparel items by Hickery Freeman on this list. Hickery Freeman, based in Rochester, designs and tailors high-quality men’s suits that “epitomize the very best of American tailoring.”
Tough Traveler, located in Schenectady, is also on the list and manufactures backpacks, child carriers and luggage products. These superior quality products can be found in major retail stores including REI, EMS and L.L. Bean.
This holiday season support your local economies and buy American! You can find the full list of products manufactured in New York here.
If you need more ideas search the Made in America Directory to find previous holiday gift guides. Happy shopping!
Post: Dec. 4, 2018
Our blogs often discuss the ongoing manufacturing skills gaps and the need for quality and capable workers throughout the manufacturing industry. Manufactures face these struggles daily and although “90 percent of manufacturers are expressing optimism about the future nearly as many, about 75 percent, are expressing deep concerns about their ability to attract and retain a quality workforce moving forward.”
Luckily this is an issue that NAM and the overall industry is working together to overcome. One of the ways their doing this is through the organization of Manufacturing Day across the county. Kicking off at the beginning of October each year, Manufacturing Day is a great way to inspire young Americans to imagine themselves working in the manufacturing industry. MFG Day is when thousands of manufacturers and schools come together and open their doors to students, teachers, and family members.
This is the kind of opportunity that many manufacturers have been looking for to change the old perceptions about manufacturing and show the public what modern manufacturing really looks like. People who are attending these MFG Day events are learning that manufacturing careers are often high-skill and typically pay better than jobs in other industries. Teaching students that there are other options outside of college that can lead to a fulfilling career is important, and these events are helping spread that message.
The Council of Industry helped to coordinate several Manufacturing Day events throughout the Hudson Valley in early October with the help of our members. On October 5th the Council of Industry, in partnership with Pine Bush High School, hosted the Manufacturing Career Exploration Night. The event was filled with engaging demonstrations, displays and conversations. Over 200 people attended Manufacturing Career Exploration Night at Pine Bush High School including students, facility, parents and community members.
Many of our members got involved in the event including Schatz Bearing Corporation, MPI, Cambridge Security Seals, EFCO and FALA Technologies to name a few. Each company engaging the young students of Pine Bush High School and teaching them what a career in manufacturing could look like right here in the Hudson Valley. Our members at Sono-Tek, Ametek Rotron and Meyer Tool also hosted events of their own, inviting Hudson Valley students to tour their facilities and get an up close and personal view of manufacturing.
The Council of Industry plans to continue their involvement in MFG Day each year and continuously increase member involvement. If you’re interested in getting involved in next years events you can contact us at jhansen@councilofindustry.org. Together we can show the community how the Hudson Valley does manufacturing!
For more information about Manufacturing Day read the full article here.
Post: Nov. 28, 2018
Apprenticeship Programs are becoming a popular method of addressing the manufacturing skills gap, but not everyone is aware of the additional benefits they can provide. Interest in STEM is increasing around the county and students are beginning to consider their options outside of college. In order to prepare this young workforce for a career in manufacturing many companies are joining or adopting their own apprenticeship programs.
An obvious advantage of these programs is that they provide an organized way of directly addressing the industry-wide skills shortage. The skills gap seems to be ever increasing with the rapid advancements in technology, and these programs help companies keep up. Enrolling capable and eager employees in apprentice programs allows them to gain the additional skills and knowledge needed to perform better at work. This creates an environment filled with highly skilled employees that have the ability to adapt and grow with the company.
Apprentice Programs can also establish a culture that is rooted in learning and growth, which is important for the long-term success of a company as markets change. The new-found confidence that comes with your company investing in you can inspire apprentices to ask more questions and challenge day-to-day processes. These fresh new perspectives can lead to improvements throughout all departments of a company.
However, the most important advantage of apprentice programs may be their ability to aid in the retention of quality employees. As many manufacturers know, finding qualified, capable and eager candidates to fill open positions has become a challenge, but it can often be even more challenging to keep them. Providing apprentices with a deeper understanding of the company can instill a sense of loyalty and devotion to the company that choose to invest in their success.
The Council of Industry’s NYS Registered Apprentice Program provides apprentices with a nationally recognized accreditation as a journey-level worker upon completion of the program. The program consists of both related instruction courses and on-the-job training to provide apprentices with a well-rounded understanding of the trade. There are currently eight different registered trades available: Machinist (CNC), Electro-Mechanical Technician, Electronics Technician, Maintenance Mechanic, Quality Assurance Auditor, Toolmaker, Welder and Industrial Manufacturing Technician.
The program typically takes about four years to complete and provides our members with all of the advantages previously outlined. If you are a manufacturing employer or a potential apprentice click here for more information, or contact Johnnieanne Hansen at (845) 565 – 1355 or jhansen@councilofindustry.org to discuss details, requirements, and potential opportunities.
To view currently available apprenticeship positions click here or email your resume to jobs@councilofindustry.org.
For the full article about apprenticeship programs and their advantages click here.
Post: Nov. 14, 2018
Rob has been working at Zierick Manufacturing Corporation in Mount Kisco, NY for the past 4 years as a Tool Room Apprentice. Rob was born and raised in Yonkers where he attended Saunders Trades and Technical High School. He applied to the high school in order to get a well-rounded education that wove vocational and academic instruction into each student’s curriculum. Saunders Trades and Technical High School teaches students a variety of vocational skills including heating, electric wiring and carpentry to list a few.
Rob knew from a young age that he wanted to work with his hands. Upon graduation he was faced with the choice to enter the workforce with the skills he learned in high school, or go to college and pursue a degree in Mechanical Engineering. He decided to do both. He began working at Coventry Manufacturing while simultaneously attending classes at Westchester Community College (WCC). After two years at WCC Rob attended Manhattan College where he graduated two years later with his degree in Mechanical Engineering.
It was at WCC that Rob found out about Zierick Manufacturing from a friend. He took the position as a Tool Room Apprentice and began his journey as an apprentice in Zierick’s in-house apprenticeship program. Zierick became a part of the Council of Industry’s Registered Apprentice Program in 2018 and extended the opportunity to their current apprentices and employees. Rob happily accepted the opportunity to become a part of a New York State recognized program and registered as a Toolmaker Apprentice.
Rob has begun taking his related instruction courses online and hopes to learn a lot throughout this process. In the long-term Rob wants to help bridge the gap between manufacturing and engineering and he believes this apprenticeship program will help make that possible. The related instruction courses provide apprentices with a chance to dive deeper into more theoretical aspects of the craft that most employees wouldn’t otherwise get.
The Council of Industry’s Registered Apprentice Program consists of both related instruction courses and on-the-job training. Related Instruction courses are taken by the apprentice outside of work and teach more knowledge-based facets of the trade. On-the-job training requires journey-level crafts people, capable and willing to share their experience, to work with the apprentice in hands-on instruction. Combined these two elements provide the apprentice with a more well-rounded understanding of the trade.
The apprenticeship program typically takes four years to complete, and there are currently eight different registered trades: Machinist (CNC), Electro-Mechanical Technician, Electronics Technician, Maintenance Mechanic, Quality Assurance Auditor, Toolmaker, Welder, and Industrial Manufacturing Technician. If you are a manufacturing employer or a potential apprentice click here for more information, or contact Johnnieanne Hansen at (845) 565 – 1355 or jhansen@councilofindustry.org to discuss details, requirements, and potential opportunities.
Zierick Manufacturing, located in Mt. Kisco, is a leading source for complex interconnection requirements and problems. If you’re interested in a job at Zierick Manufacturing click here to view all available position or email your resume to jobs@councilofindustry.org.
Post: Nov. 12, 2018
Zachary has spent the past 3 months at Stanfordville Machine & Manufacturing Company as a Machine Operator, and recently registered as a pre-apprentice in The Council of Industry’s NYS Registered Apprenticeship Program. Originally from Poughquag, NY Zach attended Arlington High School where he actively enrolled himself in all of the technology and woodworking classes offered. After high school Zach attended SUNY Morrisville for a year to study furniture design.
Once Zach realized he learned better outside of a classroom setting he decided to pursue a trade. Manufacturing gave him the opportunity to learn while working with his hands. He first spent two years as an Assembler for a manufacturing company in Wappingers Falls before taking his current position at Stanfordville.
His time at Stanfordville thus far has been filled with learning experiences. Coming into the position with no prior Machine Operator experience, everything is new. With the help of his supervisor and senior coworkers Zach has managed to take on this new role and learn a lot along the way.
Zach’s move to Stanfordville was largely motivated by his desire to become part of an apprenticeship program. His search led him to Johnnieanne Hansen, Director of Workforce Development at the Council of Industry. Johnnieanne was able to work with Zach to help him find a position that had the potential to fill his desire of becoming a registered apprentice.
When asked about the apprentice program Zach said he was especially, “looking forward to becoming a skilled worker, rather than a laborer.” He’s excited to learn a skill that requires critical thinking and thought processes. Zach is enrolled in the CNC Machinist Registered Trade Program, where he will take a variety of related instruction courses as well as participate in on-the-job training.
The Council of Industry’s Manufacturing Alliance Apprenticeship Program is an employer-led public-private program for registered apprentices in manufacturing occupations. The program typically takes four years to completes and includes a combination of on-the-job training, which consists of journey level employees capable and willing to share their experience with an apprentice, and related instruction courses to include more theoretical and knowledge-based aspects of the craft.
There are currently eight registered trades in the Council of Industry’s program: Machinist (CNC), Electro-Mechanical Technician, Electronics Technician, Maintenance Mechanic, Quality Assurance Operator, Toolmaker, Welder, and Industrial Manufacturing Technician. If you are a manufacturing employer or a potential apprentice click here for more information, or contact Johnnieanne Hansen at (845) 565 – 1355 or jhansen@councilofindustry.org to discuss details, requirements, and potential opportunities.
Post: Nov. 8, 2018
By Guest Bloggers Noa Simons and Luke Stangel, Upstate Capital Association of New York
Eric Armenat spent decades building a successful career in aerospace manufacturing before he began embarking on corporate turnarounds. After successfully turning around a family-run healthcare business, Armenat took on a large-scale incineration with a dysfunctional management team before landing in his current role as President and CEO of Buffalo-based Multisorb, a leading manufacturer of oxygen and moisture absorption products.
When he started at Multisorb, Eric found a long-running company that was well regarded by customers, despite its high costs and 8-week lead time on orders. From the outside, the company seemed stable, but behind the scenes, Multisorb was struggling financially, with a management team that insisted on building manufacturing plants in Alabama and the U.K., with plans to build a new facility in India.
That didn’t make sense to Armenat, who halted the company’s expansion plans and closed its ancillary plants, focusing instead on improving its manufacturing base in Buffalo. Within a year, Multisorb trimmed its global workforce from 678 to 470 people, while simultaneously growing its revenue by $14 million, Armenat says. He’s inspired by Amazon’s warehouse operations, which he called a “leaned out, wire-tight, cost-effective process.”
“What’s the gap? What’s preventing you from flowing information, or flowing a production process, so it doesn’t stop from the time it starts to the time it ends?” Armenat says. The company studied “how long it took at each step and why it took so long. So what we’re working on now is a three-day order cycle. If you call today, I’ll get it on my machines later today, and have it on that dock and ready to go on the third day. That’s the vision, and now you work on everything preventing you from achieving that.”
Summer Street Capital brought Eric into the business along with a private equity investment. Mike McQueeney, Managing Partner, shares that Summer Street’s hands-on approach to corporate turnarounds is somewhat unique among its peers, some of whom have earned a reputation for improving a company’s bottom line by slashing budgets and cutting headcount.
“We don’t want to do business with everybody,” McQueeney says. “We’ve learned this over time. There are people who want help and people who don’t want help. People who are open to learning and improving their businesses? Then that’s a great fit. But management teams that give us the Heisman [block]? Not a good fit for us.
“Having a cooperative partnership, which is what we have most of the time, is a great fit for us.”
Both Eric and Mike will talk about their experiences turning companies around on November 15 in Buffalo, NY at Upstate Capital’s “Under the Hood” event. Everyone is welcome to attend to learn more and network with investors and business leaders across Upstate New York.
