This first meeting was very well attended and comprehensive in identifying the types of training and employment challenges which threaten the manufacturing sector. It’s unlikely that anyone discovered an obstacle they were previously unaware of, but the fact that most of the important stakeholders were present, provided an opportunity to look at the potential for sharing resources and innovating solutions in a ways that may not have been previously considered. Below I have summarized those challenges we discussed:

1. Soft skills deficiencies

a. No show, no call tendencies.
b. Applicants unprepared or unwilling to engage in
    labor intensive tasks.
c. Expectations of employers
    (30 year old image of the ideal employee)

2. Training deficiencies (New hires & Incumbents)

a. Lack of training resources for the skills needed.
b. Costs. Compensation issues for companies
    and for individuals during training.

3. Avenues through Primary and Secondary education

a. Poor image of manufacturing and/or vocational
    education in general.
b. "My kid’s going to college!"
c. Lack of understanding – types of manufacturing jobs and
    career potential.
d. Insufficient outreach and education at primary school levels.

4. Quantify skill demand

a. Types of skills needed today.
b. Types of skills and estimated demand forecasting.

If I have missed anything, please let me know.
We also talked about some potential solutions, such as revising the Manufacturing Education Alliance (MEA), which was comprised of representatives from local manufacturing businesses, economic development agencies, and educational institutions. (Please see the attached PDF for more information on MEA) The following lists some of the solutions discussed:

• Manufacturing Education Alliance
• Hands on programs & tours introduced into grade schools
• "League of Junior Manufacturers" modeled after Junior Achievement.
• Helping Career link offices better understand the needs of manufacturing
• A system of soft skills "coaches" or liaison between company and employee during the first 60 days, to hear complaints, encourage, insure attendance, etc...
• Looking at the role ex-offenders may play in the job market.
• Reaching out and encouraging participation with our efforts from progressive area Community Colleges and private training schools.

Attached is a worksheet which I will ask each of you to complete and return to me. It lists the 4 areas of challenge I outlined above and leaves space for you to enter solutions. With such diversity of talent working on this, I’m sure we will see some very innovative conclusions. Please try to have this worksheet back to me by July 28th so we can sort things out for our next meeting.
If there are no objections, I will use these 4 areas as structure for our future workgroups.
Thank you all again for your time and effort. Steve Jurash
Executive Director
Urban Industry Initiative
Phone: 215.683.2030 email: steve.jurash@phila.gov