Post on 24-Jul-2020
Peter Pardoel, ChairmanLisa Arato, Zeppelin
Mike Day, Banner -DayGary Ellington, Kwik Lok
Mike Pierce, The Austin CompanyClive Tolson, Baker Thermal
Robert Benton, Flowers FoodsJeff Dearduff, Aryzta NA
Dave Hipenbecker, KrogerJack Lewis III, Lewis Bakeries
Jeff Teasdale, Pepperidge Farm
BEMA ABAKerwin Brown Robb MacKieGay Poteet Chuck Wellard
The WHAT The WHO
The HOW
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 !
Baking Industry Forum
Survey Results
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.
Age Distribution of EmployeesABA – 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%
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
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
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.
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.
ABA BEMA
Employment Needs Next Twelve Months
Packaging and Production lead the way Service Technicians and other key training positions
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
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.
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.
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 !
Veteran Profile
Presented by Scott H. Dearduff
Dearduff Consulting Agency, LLC
Veteran, U. S. Air Force
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
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
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
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
What We Expect
• Clear Expectations
• Opportunities to Contribute
• Challenging Jobs
• Sense of Belonging
Property of Dearduff Consulting Agency LLC
Agency
Consulting
Dearduff
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
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 !
Hiring Fairs in First Year
Hiring Fairs Through the End of 2012
Hiring Fairs
0 200 400
Year 2Goal: 400
Year 1Goal: 100
Completed
Scheduled101
314 86
Hiring 500,000 Heroes Campaign
0 250000 500000
Commitments
Hires
Heroes Hired
0
20,000
40,000
60,000
80,000
100,000
120,000
Hiring500,000Heroes
14,100
93,000
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
Hiring Our Heroes on Facebook
January 2012:
1,000 “Likes”
Today: More than
122,000 “Likes”
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
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”
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
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
Personal Branding
Dakota Meyer - spokesman
Development of a Personal Branding toolkit
Holistic Military Skills Translator
Veteran eMentor platform
www.mentorheroes.org
Establishing profiles and joining
industry-specific groups
Fast Track
Phase I Phase II
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.
VetNet
Stand alone website Google+ Page Hangouts
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
The Military Spouse Business Alliance
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
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
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
The Next Steps
• Dave Hipenbecker will give you a quick glimpse of the presentation BIF is designing for June!
From Battlefield to Bakery !