Oct. 29-November 1, 2008 ACCT Community College Leadership Congress

New York, NY

Combating Poverty through Education

College of the Mainland Board of Trustees

• Mrs. Bennie Matthews– Board Chair

• Mr. Don Criss– Trustee

• Dr. Annette Jenkins– Trustee

• Mr. Clemon Prevost– Trustee

Mr. Ralph Holm Vice Chair Mrs. Rosalie Kettler Secretary Mr. Nick Stepchinski Trustee

BP / USW Apprenticeship Program

BP - British Petroleum (Texas City, TX)USW - United Steel Workers International Union

Key Reasons BP Supported Apprenticeships

Average age of maintenance workers– 50 Retirement guidelines changing at the end of 2012

Pension reform Act Decline in skilled craftsmen in Gulf Coast area

Emphasis on College education Eliminated High School vocational training

Unable to hire dual discipline crafts people Electricians\Instrumentation Machinist\Millwright Pipe fitter\Welder

Desire to upskill incumbent workers Utilize Apprenticeship curriculum

Possible Solutions for BP

• Use complimentary programs for remedies– Local Technical Programs– Trade Schools

• Increase pay scale to beat competitors– Price war

• Create independent program

Best Solution

• Create proprietary programs • Use US DOL guidelines • Implement joint team to create multiple

apprenticeships– BP Texas City– USW Refinery Bargaining unit– USW Chemicals Bargaining unit

• Develop customized curricula

US Department of Labor, Employment & Training Administration Program

DOL Pros Government standards and guidelines based on time-tested

skills Provides national recognition Military Veterans can receive monetary benefits

DOL Cons

Application and approval process Periodic reports Record maintenance

Texas Office of ApprenticeshipJohn V. Ladd 202.693.2796http://www.doleta.gov/OA/

US Department of Labor, Employment & Training Administration Program

US Department of LaborStandard Criteria

Classroom and Lab Training144 hr/yr @ 4 years = 576 Total hrs

Full time employment on the Job Learning1856 hr/yr @ 4 years = 7424 Total hrs

*Part Time Employment Guidelines are available from DOL

BP Craft ApprenticeshipsClassroom and Lab Training

360 hr/yr @ 4 years = 1440 Total hrs

On the Job Learning1640 hr/yr @ 4 years = 6560 Total hrs

Total Training2000 hr/yr @ 4 years = 8000 Total hrs

*Classroom/Lab hours are much higher than a typical craft apprenticeship

Program Layout• Four year programs• Maintenance 4\10 schedule• Apprentices attend school 1 day a week for 36

weeks a year at COM• Apprentices work with qualified Mentor for the rest

of their work week.– Rotate through various areas of site

• Apprentices are given a comprehensive progression exam to advance to the next year.

• Compensation prorated on Journeyman Rate – 72%, 80%, 86%, 94% and 100%

Program Management

BP’s Program Management

ApprenticesCraft Mentors

Maintenance Supervisors

(4)Apprenticeship Logistics Coordinator

Apprenticeship Coordinators

Maintenance TrainingSupervisor

L&D Manager

JATC

*JATC-Joint Apprenticeship Training Committee

Logistics & Development

Initial Logistics

Curriculum development (lesson plans, labs, tests) (COM is contracted to assist in this effort)

Hire Apprentices Register Apprentices with US DOL ETA Enroll Veterans for VA Benefits Provide initial basic safety training

Program Logistics

Monitor classroom progress Individualized tutoring Monitor On-the-Job related progress Facilitate Interpersonal communication Schedule related external training Schedule vacation, time off etc.

Curriculum Development Team

• BP Apprenticeship Coordinator / Subject Matter Expert (SME)

• College of the Mainland Instructor (SME)• College of the Mainland Designer/Developer

Curriculum Development Process• DOL approved learning objectives• BP Coordinator identifies required learning resource, i.e., text

book, Lab materials etc.• College of the Mainland Designer creates objectives• BP Coordinator and Instructor review & approve objectives • College of the Mainland Designer creates lessons from

objectives, using texts & input from SMEs • BP Coordinator and Instructor review lessons & give feedback• College of the Mainland Designer adjusts lessons according

to feedback• College of the mainland Instructor delivers training• College of the Mainland Designer makes final adjustments

BP Apprenticeship Staffing Results• 19 I\E, second year

– Start Date, September 2006• 19 Machinist, second year

– Start Date, April 2007• 18 Pipe Fitter, first year

– Start Date, August 2007• 4 Heavy Equipment, first year

– Started June 2008• New Classes Started August 2008

– 10 Apprentices for each discipline for a total of 30

Benefits to BP• Building Staffing Levels• Developing dual discipline craftsmen• Providing premier training• Skill knowledge sharing• Up-skilling incumbent employees• Improved Mechanical Bid Rights

– Structured Training– Bidders add value faster

• Apprentices more productive in short period of time• Recruit first generation employees. • Increased the diversity of the work force.

How did the joint efforts of BP and COM support “Combating Poverty Through Education”?

• BP lowed their entrance requirements into the apprenticeship program to a minimum high school diploma or GED. This enabled more under privileged and economically challenged persons an opportunity to gain employment into a well paying job in industry while attending College of the Mainland to learn their craft.

College of the Mainland provides training and subject matter experts to support these programs. COM’s support of these programs created an avenue to success from its institution to big business and industry. COM’s efforts also help industry and big businesses address another burning issue, “Diversity”. COM’s involvement assist in providing minorities and women the opportunity to gain employment in places that where historically in the past, male dominated.

In Conclusion: The joint efforts of College of the Mainland, industry,

and its local businesses, is a “win, win, win” for all.

Questions or comments please

Contacts:Clemon Prevostrrojas@com.edu