The manufacturing sector in Illinois is growing rapidly, challenging many manufacturers to create skilled workforce initiatives applicable to both early and advanced education students, said a panel of experts at the Manufacturing Leadership Summit held at the College of DuPage.

“About 50 percent of the manufacturers in Illinois do have continuing education programs,” said keynote speaker Ron Bullock, chairman of Bison Gear & Engineering Corp.

“That’s part of the coalition we’ve developed here with the College of DuPage. If you want to be part of our coalition, you have to make a commitment to continuing education.”

This call for action was brought forth in light of the numerous problems facing a burgeoning market.

“Manufacturing is absolutely crucial to a strong economic base,” said Chris Picard, vice president of academic affairs at COD. “It’s the second largest employment sector in DuPage County, with more than 4,700 manufacturers in our college district.”

In the past five years alone, Illinois has seen 11 percent growth in manufacturing, while more than 70 percent of all business research and development comes from the manufacturing sector, said Bullock.

Yet even though the industry is stable and growing, employers are facing substantial problems in the recruitment and retention of employees.

“The challenge for us is to find individuals that are really willing to be career oriented in manufacturing,” said Margarito Alvarez, director of manufacturing for Nu-Way Industries, Inc. “We need individuals who are highly skilled.”

“How do we keep the technology that we use within our system up and running with the proper skill leveled employees that we need?” said Juan Chavez, vice president of human resources at Jel Sert Company. “That is one of the biggest challenges we have.”

A predominantly Hispanic workforce creates even more bumps in the road.

“We have another Ellis Island in front of us,” said Peter Papantos, director of supplies operations, Danaher Product ID Platform. “We have folks that are first-generation employees that are coming from countries where English is the second language.”

“They have a strong work ethic but their skill set is fairly weak. We need to provide the fundamental process skills in levels of quality, metrics and accountability in order to improve what we have today in the manufacturing arena.”

Employers feel that entry level candidates must have the proper skills to perform at a high degree upon hiring, yet most do not.

“The problem is that we’ve lost a lot of the manufacturing programs in the Chicago area, especially in the high schools and junior highs,” said Mark Meyer, professor of manufacturing technology at COD. “We need skilled employees to get a lot of things going and those resources aren’t there any more.”

Bullock has found that “50 percent of the young people coming in to apply for work in our factory cannot get a passing grade, 70 percent or better, in what is basically eighth grade level math.”

With an expanding market that is currently relying on unmotivated, unskilled employees, manufacturers must create long term solutions for this dilemma.

“Get clear about what you need and what you offer,” said Mary Gershwin, senior fellow, center for workforce success, National Association of Manufacturers. “The needs out there for a skilled workforce are great.

“What are you offering in terms of employee opportunities, wages and long term career advancement? If you can show your investment in workers, that’s going to be a critical feature.”

Developing a better workplace will provide motivation for those already in the job market, but awareness in the early stages of educational development will create the skilled employees manufacturing companies seek.

“I was involved in a program aimed at the freshman and sophomore level, for kids that weren’t on the college prep track,” Bullock said. “It was called ITAPS, integrate technology algebra and physical science.

“We donated 60 sets of micrometers, blueprints and parts. We gave plant tours and had our engineers teach several classes.

“What we found was that the math scores of those kids rose to the level of the college prep track kids because they learned how they can apply math. We really need to start talking to young people at the junior high level about career tracks and work on them from there.”

Community colleges will also be asked to play a large role in the education of prospective employees.

“The College of DuPage is part of the national coalition for advanced technology centers,” said Meyer. “This is going nationwide.

“It’s taking these core skills that we’re talking about—safety, quality control, manufacturing processes and maintenance awareness—and doing this through both classroom and interactive work to really address the needs of manufacturers through secondary school up through incumbent worker.”

In addition, The Chicago Manufacturing Renaissance Counsel has created a new manufacturing high school, The Austin Polytechnical Academy.

“Young people are attending,” said Bullock. “We have 140 enrolled at the freshman level. They wear uniforms. They go to school from eight to five, mirroring what we actually see in the industry.

“We’re excited about that.”

“Invest in the partnership between the school and your company,” Gershwin said. “Figure out how you can come together to solve this skilled workforce issue.

“People are doing this around the country. They are creating programs that connect people with jobs. Your investments to make that happen are going to be very successful here.”