BIF-Feb-2013-Winter-Summit-rev1.pdf

Transcript

2. Peter Pardoel, Chairman Lisa Arato, Zeppelin Mike Day, Banner -Day Gary Ellington, Kwik Lok Mike Pierce, The Austin Company Clive Tolson, Baker Thermal Robert Benton, Flowers Foods Jeff Dearduff, Aryzta NA Dave Hipenbecker, Kroger Jack Lewis III, Lewis Bakeries Jeff Teasdale, Pepperidge Farm BEMA ABA Kerwin Brown Robb MacKie Gay Poteet Chuck Wellard
3. The WHAT The WHO The HOW
4. The Problem • Mike Pierce, with The Austin Company will describe the results of the recent survey on employee training and retention. From Battlefield to Bakery !
5. Baking Industry Forum Survey Results
6. Background • 2013 BIF Panel identified employee training and retention as a critical issue facing the industry- • How do you find and retain employees who will follow in our collective footsteps- both as bakers and suppliers to the industry? • BIF conducted a survey of ABA and BEMA members to define where problems exist today.
7. Age Distribution of Employees ABA – shipping, sanitation, maintenance, packaging production BEMA- engineering, service technicians, and others 45% 45 and older, 55% less than 45 yrs old 38% 45 and older, 62% less than 45, But only 15% less than 35%
8. Annual Turnover 0% 10% 20% 30% 40% 50% Engineering Service Technicians Other Key Training Turnover ABA BEMA Turnover in Maintenance and Sanitation is significant Turnover in Service Technicians and Engineering is a real concern Retainage of critical employees is a significant issue, especially for those who provide training to Bakers
9. 0% 10% 20% 30% 40% 50% 60% Engineering Service Technicians Other Skill Sets in Short Supply ABA BEMA Shortage of Technical Skill Sets in Five Years For Bakers- its your plant maintenance staff For Suppliers- it’s the people out there working with your customers production and maintenance staff
10. ABA BEMA Training Sources and Effectiveness Bakers use external consultants, vocational schools and then vendors And Vendors use internal seminars, vocational, then AIB for their training.
11. ABA BEMA Training Sources and Effectiveness But of the service technician and others doing training of Bakery Employees, only a quarter received training as a trainer.
12. ABA BEMA Employment Needs Next Twelve Months Packaging and Production lead the way Service Technicians and other key training positions
13. ABA BEMA Recruiting Bakers rely on traditional methods for nearly 2/3s of job openings BEMA members rely on traditional methods for 60% of job openings
14. Summary • Skill positions will be in higher demand. • Small percentage of current employees under 35 years old. • Plant maintenance and service technicians will have the greatest shortage in five years. • Packaging, Production and Service techs will have the most immediate demands. • To fill those demands, most will rely on post newspaper and the internet to post jobs. • Few rely on vocational schools and Hire the Vets programs.
15. Next Steps • Determine more specific requirements for positions in demand. • Determine strengths and deficiencies of training sources. • Develop recommendations for sources of talent and training to be more effective.
16. The People • Retired Command Chief Master Sargent Scott Dearduff will talk about the type of people coming out of the military, their dedication, their loyalty, their training. From Battlefield to Bakery !
17. Veteran Profile Presented by Scott H. Dearduff Dearduff Consulting Agency, LLC Veteran, U. S. Air Force
18. Rumor Control • We’re Not all Soldiers – Soldiers, Sailors, Airmen, Marines and Coast Guardsman • 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 Wide Property of Dearduff Consulting Agency LLC Agency Consulting Dearduff
19. 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 Injury Property of Dearduff Consulting Agency LLC Agency Consulting Dearduff
20. How Do You Know • DD Form 214 – Characterization of Service • Type of Discharge – Length of Service – Foreign Service – Awards and Decorations Property of Dearduff Consulting Agency LLC Agency Consulting Dearduff
21. 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 Injury Property of Dearduff Consulting Agency LLC Agency Consulting Dearduff
22. What We Expect • Clear Expectations • Opportunities to Contribute • Challenging Jobs • Sense of Belonging Property of Dearduff Consulting Agency LLC Agency Consulting Dearduff
23. What We Can/Will Do • Follow and Lead • Learn and Grow • Solve Problems • Work Hard for Good Pay and Benefits Property of Dearduff Consulting Agency LLC Agency Consulting Dearduff
24. The Process • Marady Leary with the US Chamber of Commerce will discuss the Hiring a Hero program. • Incentives, processes and helpful websites are outlined in the handout on your tables. From Battlefield to Bakery !
26. Hiring Fairs in First Year
27. Hiring Fairs Through the End of 2012
28. Hiring Fairs 0 200 400 Year 2 Goal: 400 Year 1 Goal: 100 Completed Scheduled 101 314 86
29. Hiring 500,000 Heroes Campaign 0 250000 500000 Commitments Hires
30. Heroes Hired 0 20,000 40,000 60,000 80,000 100,000 120,000 Hiring 500,000 Heroes 14,100 93,000
31. Hiring Our Heroes Website  730,000 page views & 560,000 unique visitors in 2012  1 in 4 visitors to the Chamber website visit the Hiring Our Heroes website  Most visited website on the Chamber’s website
32. Hiring Our Heroes on Facebook  January 2012: 1,000 “Likes”  Today: More than 122,000 “Likes”
33.  200 Hiring Fairs  Major markets and Fast Track cities (100)  On or near military installations (60)  Guard and Reserve (10)  VEAC (30) HOH Schedule for 2013
34.  3 Populations - Difficult transition from military to civilian life  Biggest challenges reside with post 9-11 veterans, 24 and under, and military spouses  2 Main Challenges:  Marketing themselves to prospective employers  Making informed decisions about education and employment prior to their transitions Expansion of Hiring Our Heroes – “3-2-5”
35. 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
36.  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 military bases Employment Workshops
37. 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 joining industry-specific groups
38. Fast Track Phase I Phase II
39. VetNet  Coordinated effort between Hiring Our Heroes, HireHeroes USA, and the Institute for Veterans and Military Families – powered by Google  Four tracks  Basic Training  Career Connections  Entrepreneur  Mandatory Fun  Utilizing Google+ Hangouts for industry panels, training, etc.
40. VetNet Stand alone website Google+ Page Hangouts
41. 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 to operate on installations, in partnership with installation management and staff  Integrated partnership with DoD’s Military Spouse Employment Partnership  Strong support of senior spouses  Resume, networking and personal branding workshops for spouses at every hiring fair  Estimated 7500 spouses attended fairs  Establishment of the Military Spouse Business Alliance
42. The Military Spouse Business Alliance
43. Military Spouse Program  Creation of Military Spouse Employment Advisory Council  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
44. 2013 Goals  15-20 hiring fairs on installations in 2013 (15 already scheduled)  Workshops and presentations at every fair  5-10 networking events to establish 10 regional networks for military spouses  10,000 resumes reviewed  Get coaching and support to 100 military spouse-owned businesses
45. Mentorship & Networking for Military Spouses  eMentor: Online Mentorship Program for working military spouses  Free and flexible – no minimum time commitment makes it usable for virtually anyone  In Gear to establish regional networks for spouses with local chambers, MSEP ambassadors  Blue Star Families to establish national networks of spouses by most popular industries  2013 Goal: 100,000 military spouses mentored through eMentor, networks and live events
47. The Next Steps • Dave Hipenbecker will give you a quick glimpse of the presentation BIF is designing for June! From Battlefield to Bakery !