Peter Pardoel, Chairman - BEMA€¦ · Peter Pardoel, Chairman Lisa Arato, Zeppelin Mike Day, Banner -Day Gary Ellington, Kwik Lok Mike Pierce, The Austin Company Clive Tolson, Baker

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

LinkedIn

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 !