Hamill Manufacturing Companys Machinist Apprenticeship Case Study

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Hamill Manufacturing Companys Machinist
Apprenticeship Case Study (With some general
thoughts on the future state of precision
metalworking)
Jeffrey S. Kelly, CEO 2007 NTMA Chairman
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• A Successful Apprenticeship Program requires
• Community Outreach
• Targeted Recruitment
• A Defined On-the-job (OJT) Program at the
  Company
• Careful Attention to Related Instruction
• Expectations of Apprentices

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HAMILLS COMMUNITY OUTREACH NTMA, Pittsburgh
Chapter, Board membership
NTMA, Pittsburgh Chapter, Apprenticeship
Advisory Committee membership

• BOTS IQ Involvement

• NIMS National Pilot participation

• Vo-tech Business Advisory Committee membership

• High School Career Fair Attendance

• Job Shadowing, Co-ops and Internships

• Employees as Program Instructors

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• HAMILLS RECRUITMENT EFFORTS
• Recruit first from local vocational schools

• Next from the workforce training program in
  Pittsburgh
• 560-hour Manufacturing 2000 Program at New
  Century Careers

• Hire high school students as co-ops.

• If forced to hire off-the-street, enroll new
  apprentice in Manufacturing 2000 to bring up
  skill level.

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HAMILLS OJT PROGRAM

• Aligned with the NIMS Competency-based
  Apprenticeship

• Competencies defined and maintained for
  apprentices

• Strong OJT trainers

• Opportunity to work on NIMS projects on company
  time

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HAMILLS RELATED INSTRUCTION

• Employees sit on NTMA Apprenticeship Steering
  Committee

• Apprentices paid to attend classes

• Company pays tuition and related expenses

• Hamill employee instrumental in improvement of
  curriculum and instructor performance.

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HAMILLS EXPECTATIONS OF APPRENTICES

• Attendance

• Grade Average

• Completion of NIMS projects

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• In my role as 2007 Chairman of NTMA, I have
  travel extensively visiting NTMA chapters (47 of
  them). Heres what Ive found
• Some Chapters have great training programs with
  top notch training providers
• Some Chapters have almost no chapter wide
  training programs
• No Chapter has mastered the art of recruiting
  people to precision metalworking - many dont
  have a clue about where to begin!
• Free agency of skilled metalworkers has arrived
  - the implications are disturbing!
• We are approaching critical mass for precision
  metalworking in the USA
• We have to change the operational model for
  bringing people into our industry
• Recruiting is equally important as training

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The keys to expanding apprenticeship in the USA -
the Swiss have to be our inspiration. In
Switzerland, apprenticeship is socially
acceptable!Apprenticeship has to become desirable
to the young and future generations!
Old Model
New Model