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StrategiesTo Help NEMA Members

Address Workforce Skill Development Needs

Recommendations Prepared by the

MANUFACTURING SKILL STANDARDS COUNCIL (MSSC)

January 22, 2017

MSSC901 N. Washington Street

Suite 600Alexandria VA 22314

www.msscusa.org

Point of Contact: Dina Igoe, Senior Marketing [email protected] or tel. 703-739-9000

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TABLE OF CONTENTS

EXECUTIVE SUMMARY Page 3

INTRODUCTION Page 3

MSSC RECOMMENDED STRATEGIES

Use MSSC Certified Production Technician (CPT) for High School and Community College Students to Certify Core Technical Competencies Page 10

Use Amatrol to Develop Customized, Computer-simulation Based NEMA Courses for More Advanced Community College Students and Incumbent Electro-Manufacturing Technician Training Page 16

Use the Existing Industrial Manufacturing Technician (IMT) National Registered Apprenticeship as Basis for Customized NEMA Apprenticeship for New Hires Page 20

APPENDICES

MSSC: Nation’s Gold Standard Page 29 Getting Started with CPT, including “Fast Track” prices Page 32

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EXECUTIVE SUMMARY

The MSSC is the nation’s leading certification body for the industry-wide core technical skills underpinning all front-line production occupations. An industry-led non-profit, MSSC is accredited under ISO Standard 17024 (Personnel Certification) and endorsed by NAM. It delivers its training and testing services through a nationwide network of 1700 MSSC-trained instructors and 1000+ test sites, mostly at community colleges and secondary schools, in 49 states.

MSSC recommends three workforce development strategies to NEMA, all of which are already fully developed and in active use around the country.

1. Use MSSC-Certified Production Technician (CPT) for High School Students, Community College Students, and Incumbent Workers to certify Core Technical Competencies. This is designed to provide job applicants with a solid foundation and MSSC certification in the fundamentals of advanced manufacturing. Each of four CPT modules requires some 40 hours of instruction, with a total of 160 hours to secure a full CPT Certification.

If NEMA and its members offer a preference to applicants with a CPT, NEMA can secure that pipeline at no cost, since students and schools would pay for the training and testing. While not required, MSSC encourages NEMA members to offer paid summer internships to these students. NEMA members can also offer CPT to their incumbent workers through a “Fast Track” program that they can pursue on their own time with the assistance of a MSSC-authorized Instructor, but for which the company would pay MSSC at a rate of $102 per module per worker.

2. Use Amatrol to Develop Customized, Computer-simulation Based NEMA Courses for More Advanced Community College Students and for Incumbent Electro-Manufacturing Technician Training. Amatrol is the leading U.S. developer of curriculum and training equipment for teaching electrical and mechanical skills in manufacturing industries. These courses would build upon and not duplicate the MSSC CPT program, covering more advanced technical competencies in maintenance, troubleshooting and repair in the electro-manufacturing environment.

Most Amatrol courses are $100-150 each per student. Amatrol is open to revenue sharing with NEMA if NEMA is willing to assume responsibility for defined functions such as marketing, admin support. Amatrol hard trainers are also available, typically in the $5,000-$10,000 range.

3. Use the Existing Industrial Manufacturing Technician (IMT) National Registered

Apprenticeship as Basis for Customized NEMA Apprenticeship for New Hires

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The U.S. Department of Labor approved a new, far more flexible registered apprenticeship program in November 2014 under a new occupational title—Industrial Manufacturing Technician (IMT) that NEMA members can readily adopt to prepare a more agile “hybrid” production technician and meet their own specific needs. The program applies only to incumbent workers. It is organized under 260 hours of “related instruction,” which includes securing the NSSC CPT Certification plus 2740 hours on OJT in a structured program defined by IMT. U.S. DoL issues an IMT Apprenticeship Certification upon successful completion of the 3,000-hour program.

An IMT Team, funded by the U.S. Department of Labor, would assist NEMA and its members to design this program to align with its industry needs. Once a NEMA company decides to use this program, the company would be responsible for covering the “related instruction” costs ($5,000) plus pay the wages of participating incumbent workers during the full 3000 hours of the IMT program.

CONCLUDING RECOMMENDATION

MSSC recommends that NEMA take full advantage of Strategy 1 by adopting a “no-cost” recruitment policy for job applicants who will have covered the costs of securing the valuable CPT certification at their own expense. At the same time, MSSC encourages NEMA members to offer summer internships to these students as they secure their CPT credentials.

While CPT does include the basics of electro-manufacturing, MSSC recommends that NEMA and its members “stack” either Strategy 2 or 3 on top of CPT to cover more advanced skills, especially in maintenance, repair, troubleshooting, customized for the electro manufacturing industry. This difference is that Strategy 2 offers NEMA full flexibility to develop and sell exactly the courses it selects from the extensive course library offered by Amatrol, while Strategy 3 offers extensive OJT in a more format structured by the U.S. Department of Labor and leads to a U.S. DoL Apprenticeship Certification on top of an MSSC CPT certification.

INTRODUCTION4

In December, 2016, NEMA requested MSSC to provide one or more strategies to help increase the supply of qualified applicants and well trained employees in the electro-manufacturing and/or related industries. In defining the scope of work NEMA focused on the following options:

1. Development of a strategy to create or adapt a certification program for high-school students or recent graduates to become maintenance and/or electrical technicians.

2. Development of a strategy to create/adapt a curriculum to teach community college students or recent graduates the fundamentals of electricity and electro-manufacturing safety.

3. Development of a strategy to create/adapt an apprenticeship program to train military veterans to be electrical technicians and maintenance technicians.

Based upon its experience in this field since 1998--when the federal National Skill Standards Board selected MSSC as the industry-led, non-profit responsible for developing industry-defined skill standards and certifications for manufacturing--MSSC is responding by suggesting three strategies that respond to the foregoing NEMA options but are not identical to them.

Most importantly, none of the MSSC strategies will require NEMA to “create” any program from scratch. Rather, they all build upon MSSC’s view of the best practices in certifications and curricula to which NEMA can adapt at relatively low cost and far less time.

To give an example of costs, MSSC spent $10 million in public-private funds just to develop and nationally validate its original national production standards and an additional $15 million to build a comprehensive system of instructional materials and assessments to provide its related training and certification services nationwide.

MSSC also wanted to use this opportunity to identify broad trends in this field. As these indicate, the timing for NEMA’s increased interest in this topic is well timed. The skills gap is a growing challenge that, according to The Manufacturing Institute, is now costing manufacturers up to 11% of annual earnings. The “Broad Trends” section below also provides basic information on the leadership role of MSSC in identifying solutions to this challenge.

BROAD TRENDS IN WORKFORCE DEVELOPMENT AND ROLE OF MSSC

Manufacturers today are rightly concerned about the shortage of workers with the higher skills needed in today’s technology-driven economy. According to a 2015 Deloitte-Manufacturing Institute Report, 3.5 million manufacturing jobs will need to be filled in the next decade, but two million are expected to go unfilled due to the talent shortage.

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An underlying cause of this skills crisis has long been the misalignment between the skills needed by industry and knowledge provided by the nation’s schools. This problem persists: A 2014 Gallup survey showed that 96% of chief academic officers of colleges and universities were confident their schools were preparing students for success in the workplace, but only 11% of business leaders shared that confidence. A Wall Street Journal article at the time characterized this survey outcome as illustrating the “vast disconnect” between school and work.

This misalignment is being exacerbated by baby boomer retirements and the rapid growth in advanced production technologies that require higher-level front-line workforce skills--but is not new. For years, one of the strategies that companies have used to communicate their skill needs to the education community is industry-defined national skill standards and related certifications.

Officially recognized under the National Skill Standards Act in 1998, the MSSC created a large coalition of some 200 leading corporations, 4,000 front-line workers, 15 national trade associations, and 400 educational organizations to develop and validate industry-wide core technical skill standards and related certifications for front-line work in advanced manufacturing and supply chain logistics. Formally endorsed by the federal Skill Standards Board in 2001, those standards formed the substantive foundation for the MSSC Certified Production Technician (CPT) and Certified Logistics Technician (CLT) training and certification programs.

The nation’s manufacturers have continued this strategy ever since. In 2009, the National Association of Manufacturers (NAM) created a NAM-endorsed Skills Certification System of “stackable” credentials, with MSSC at the foundational level with its industry-wide core technical competencies applicable to all 6 million front-line manufacturing production jobs. The other Founding Partners of this system that “stacked” on top of MSSC are the National Institute for Metalworking Skills (precision machining), American Welding Society, and SME (advanced technologist and engineer).

In 2014, a NAM Board-level Task Force Report on “Overcoming the Manufacturing Skills Gap” called upon the nation’s manufacturers to “speak with one voice” by using national standards and certifications as their way to communicate with the nation’s schools. The report specifically recommended that manufacturers use MSSC CPT to engage with the nation’s secondary schools. In its workforce recommendations to the Trump Administration, NAM gave top priority to the expanded use of industry certifications at the secondary and postsecondary levels.

One of the results of this industry focus on industry-recognized certifications is the increasingly rapid use of them in the nation’s schools. MSSC itself has become institutionalized, with some 1700 MSSC-trained instructors and 1000+ MSSC-authorized test sites, mostly in community colleges and secondary schools, in 49 states and D.C. (For further details on MSSC, see “Nation’s Gold Standard” paper at Appendix A, which includes a link to some 400 corporations that have worked with MSSC over the years to develop national skill standards.)

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Another example of the success of these programs is the growing awareness of their effectiveness in helping individuals secure employment in higher-skilled, in-demand, middle-income jobs. Individuals securing full certifications from these organizations are achieving high success rates either in going directly into employment or in continuing on to higher education in the same career pathway.

Industry certifications are becoming so successful that the general public is beginning to see them as more effective than college degrees in helping students find productive employment. An October 2016 Pew-Markle Survey asked 5,000 Americans to rate the value of different kinds of education to secure employment in today’s economy: 58% chose a two-year degree, 67% chose a four-year degree, but 78% chose a “professional, technical certificate.”

One newer challenge to national industry-recognized certifications like MSSC, NIMS, AWS and SME is that their very success is causing a surge in so-called “industry-recognized credentials” that are state or locally-based and have no objective criteria for evaluating their validity, quality or legal defensibility.

The most effective response to this unregulated marketplace is the quality assurance criteria for civilian credentials legislated by Congress for use by all the Armed Services. The National Defense Authorization Act of FY 2017 stipulates the following for “quality assurance of certification programs and standards:”

“(A) is accredited by a nationally-recognized third-party personnel certification program accreditor;

“(B) (i) is sought or accepted by employers within the industry or sector involved as a recognized, preferred, or required credential for recruitment, screening, hiring, retention, or advancement purposes; and (ii) where appropriate, is endorsed by a nationally-recognized trade association representing a significant part of the industryor sector.”

MSSC meets all these criteria. Indeed, MSSC is the only national certification body that is third-party accredited under ISO quality standard 17024 (Personnel Certification) and endorsed by NAM for both manufacturing and logistics. Requirement (B) above would also apply only to national industry certifications that represent an entire industry or industry sector.

This paper cites this background to encourage NEMA to ensure that it meets the highest standards for quality assurance by working only with certification bodies or develops its own programs that conform to the DoD criteria.

Registered Apprenticeship (RA) programs at the U.S. Department of Labor (DoL) have been more actively promoted by DoL in the past two years. RAs are more complex and time-consuming programs, with the typical apprenticeships lasting some 3000 hours, rather than the relatively limited number of hours and lower costs for industry certifications. For example, each of the four MSSC CPT Modules takes only 40 hours and a 90-minute assessment.

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The principal difference is one of scale. Apprenticeships apply to a limited number of advanced technician jobs, while industry certifications can reach millions of users and, if ramped up to full national deployment level, can close the skills gap. For example, MSSC currently gives 2500-3500 assessments a month, but is fully capable of offering 100,000+ per month through the MSSC nationwide infrastructure.

With respect to veterans, the NEMA survey and proposed apprenticeship program for vets need to be re-cast to reflect the fact that the underlying skills needed by industry are governed by industry practices, not by population groups. In other words, an apprenticeship or certification program cannot be isolated to apply to Vets alone.

For example, MSSC has registered some 4300-active duty military and 4800 Vets in its Certified Logistics Technician (CLT) program, but that program is also used extensively in the civilian distribution-logistics sector. MSSC has a partnership with Walmart Logistics under which that company will provide a job opportunity to anyone with a MSSC CLT credential who applies for an associate position in the 162 Walmart Distribution Centers in the U.S.

The NEMA survey also refers to separate apprenticeships for high school and community college students in addition to Vets. If NEMA wishes to participate in the context of the U.S. Department of Labor National Registered Apprenticeship (RA) grants being awarded to companies and trade associations, those apply almost exclusively to incumbent workers, not to students or Vets.

Thus, the apprenticeship option proposed below is aligned with a well-established DoL RA program, which applies only to incumbents. This practice is needed to ensure some level of DoL support for NEMA in implementation, including through the use of DoL Workforce Investment Boards and related American Job Centers in all 50 states.

MSSC RECOMMENDED STRATEGIES

Against this backdrop, MSSC recommends the three strategies that cover the populations and programs in which NEMA has an interest: 1) high school students, 2) recent graduates, 3) community college students and Vets, and 4) certifications and apprenticeships, but MSSC adds existing workers. MSSC assumes that NEMA members are interested in improving the skills of both the future pipeline of job applicants and their incumbent workforce. The three strategies recommended by MSSC are:

1. Use MSSC-certified Production Technician (CPT) for High School and Community College Students for certify Core Technical Competencies;

2. Use Amatrol to Develop Customized, Computer-simulation Based NEMA Courses for More Advanced Community College Students and Incumbent Electro-manufacturing Technician Training; and

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3. Use the Existing Industrial Manufacturing Technician (IMT) National Registered Apprenticeship as Basis for Customized NEMA Apprenticeship for New Hires

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MSSC RECOMMENDED STRATEGY NUMBER ONE

Use MSSC Certified Production Technician (CPT) for High School and Community College Students to Certify Core Technical

Competencies

MSSC recommends that NEMA leverage the $25 million in public-private investment 19 years of experience involved in building the MSSC CPT system to train and certify both high school and community college students in the core technical competencies in advanced manufacturing.

This CPT program is based on the industry-defined, nationally validated skill standards for manufacturing production officially recognized by the federal National Skill Standards Board in 2001 and updated annually by industry subject matter experts. The 2016 Edition of the full 22-page MSSC national Production Standards document is available at www.msscusa.org. In brief, the key work activities for these standards are organized under five critical work functions SAFETY

1. Work in a Safe and Productive Manufacturing Workplace2. Perform safety and environmental inspections3. Perform emergency drills and participate in emergency teams4. Identify unsafe conditions and take corrective action5. Provide safety orientation for all employees 6. Train personnel to use equipment safely 7. Suggest processes and procedures that support safety of work environment 8. Fulfill safety and health requirements for maintenance, installation, and repair 9. Monitor safe equipment and operator performance 10. Utilize effective, safety-enhancing workplace practices

QUALITY PRACTICES AND MEASUREMENT

1. Participate in periodic internal quality audit activities 2. Check calibration of gages and other data collection equipment3. Suggest continuous improvements 4. Inspect materials and product/process at all stages to ensure they meet specifications 5. Document the results of quality tests6. Communicate quality problems7. Take corrective actions to restore or maintain quality8. Record process outcomes and trends9. Identify fundamentals of blueprint reading 10. Use common measurement systems and precision measurement tools

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MANUFACTURING PROCESSES & PRODUCTION

1. Identify customer needs 2. Determine resources available for the production process 3. Set up equipment for the production process 4. Set team production goals 5. Make job assignments6. Coordinate work flow with team members and other work groups7. Communicate production and material requirements and product specifications 8. Perform and monitor the process to make the product9. Document product and process compliance with customer requirements10. Prepare final product for shipping or distribution

MAINTENANCE AWARENESS

1. Perform preventive maintenance and routine repair2. Monitor indicators to ensure correct operation3. Perform all housekeeping to maintain production schedule4. Recognize potential maintenance issues with basic production systems, including

knowledge of when to inform maintenance personnel about problems with: Electrical systems, Pneumatic systems, Hydraulic system, Machine automation systems, Lubrication processes, Bearings and couplings, Belts and chain drives

GREEN PRODUCTION

1. Train workers in environmental issues2. Implement and promote environmental programs, projects, policies or procedures3. Conduct environmental incident & hazard investigations4. Conduct preventive environmental inspections 5. Monitor environmental aspects at each stage of production6. Implement continuous improvement in environmental assurance practices7. Use advanced materials to reduce waste8. Reprocess materials by recycling and reuse throughout product life cycle to optimize

waste reduction

MSSC offers courses and assessments for each of these five modules and issues nationally portable MSSC certificates for successful assessments in each one. Success in passing the first four is required for a full CPT Certification.

These standards include the broad competencies listed in NEMA Survey’s “ideal curriculum” for high school students: “Basic math and reading” and “basic computer skills.” They also cover key “employability” skills such as good workplace conduct, communication, teamwork, problem solving and critical thinking.

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In developing the national standards MSSC involved several leading corporations and organizations within the electro-manufacturing industry such as: ABB, Bison Gear, Cummins, Duracell, Eaton, Emerson, GE, Generac, ILSCO, Rockwell Automation, Siemens, Westinghouse, International Brotherhood of Electrical Workers, Institute of Electrical and Electronic Engineers.

Coverage of Specific Electro-manufacturing industry Basic Skills: NEMA’s survey of an “ideal curriculum” for high schoolers also included “Fundamentals of electricity” and “workplace and electrical safety.” CPT’s Safety Module is very comprehensive. In addition, the CPT Maintenance Awareness Module does cover the fundamentals of electricity. The curriculum course objectives for this Module include the following:

Basic Electrical Circuits : Operation of Basic Electrical Circuits, input devices, output devices, basic concept of AC and DC electricity, read and interpret an electrical schematic.

Electrical Measurements : Basic concepts of electrical resistance, voltage, current, series circuits, parallel circuits, use of multimeter to measure electrical signals.

Electrical Power : Basic concepts of power consumption in series and parallel electrical circuits select and size circuit protection devices, reset circuit protection devices, operation of motor starters and overload protection, basic AC motor operation; operate a motor control circuit.

Machine Control Concepts : Basic concepts of electrical relay logic, solenoid valve operation, connect a basic electrical logic circuit; interpret a basic ladder diagram schematic.

Machine Automation : Basic concepts of electrical relay control, limit switch and sensor operation, connect a basic cylinder reciprocation relay circuit, operation of automatic/manual machine modes, and connect a basic timer control circuit.

Provision of a Nationwide Delivery System: MSSC’s unique delivery system in 49 states works well because CPT covers the core foundational competencies applicable to all manufacturing production jobs, i.e. about 6.1 million jobs. This creates sufficient demand to encourage many community colleges and secondary schools around the country to offer CPT courses. These institutions need to see sufficient demand to absorb the considerable costs involved in teacher recruitment and training, classroom space, lab facilities and overhead.

With only 350 members covering some 400,000 jobs, NEMA will be unable to interest most schools in offering NEMA courses alone. By using the MSSC system, NEMA can leverage MSSC’s existing infrastructure for delivering CPT. MSSC can also work with NEMA to identify existing MSSC centers that can service geographic areas with higher proportions of electro-manufacturing companies.

Applicability to Both High School and Community College: MSSC CPT functions well at the high school level because its purpose is to prepare individuals from all sectors of the population to enter the world of advanced manufacturing. It is intended as the first step in a career

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pathway. This why NAM, as noted above, has recommended for the nation’s manufacturers to use MSSC CPT to engage with secondary schools.

At the same time, CPT functions well at the community college level. Indeed, community colleges have long been the principal provider of CPT courses and assessments. Some of MSSC’s technical material, especially in the Manufacturing Processes and Production Module and Maintenance Awareness Module, can prove more challenging for many secondary level students.

Therefore, it is common for schools to offer the training and assessments for the Safety Module and Quality Module in high school and provide dual credit for those, so that students can then add the Manufacturing Processes and Production Modules in community college. Dual credit articulation agreements between secondary and community college levels are becoming increasingly common.

IMPLEMENTATION AND COSTS

NEMA can implement CPT at two levels: 1) to build a pipeline of well-qualified job applicants and 2) to benchmark and improve core technical skills of incumbent workers.

Pipeline :

If NEMA choses to adopt MSSC CPT as its preferred certification for job applicants from high school and community college, the steps involved are quite simple since CPT is fully developed and is in active use throughout the nation.

1 Adopt a NEMA “No-Cost” recruitment policy under which all NEMA members would agree to the following:

Would give a hiring preference to a job applicant from either high school or community college for an entry-level front-line production job who possessed an MSSC CPT certification, if that applicant’s qualifications were otherwise equal to or better than that of another applicant for the same position.

Would meet the company’s stated recruitment criteria related to drug use or any criminal record.

2. NEMA, on its letterhead—reinforced by individual NEMA members who wished to do so--should inform the policy leaders in each relevant state of this NEMA Board policy, including:

Workforce policy advisor in the Governor’s office Heads of state departments of education Heads of state departments of workforce development Heads of state departments of economic development

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State director for career-technical education Superintendents of schools within the vicinity of NEMA member plants Heads of leading community-based organizations Heads of charitable organizations Heads of veteran organizations

There are no significant costs to NEMA or its staff in implementing the “no cost” recruitment policy described above.

In addition to this “no-cost” policy, NEMA should also survey its members to identify those that might also be willing to offer paid summer internships to high schoolers who have secured MSSC credentials. NEMA would then prepare a list of those companies for display on its web site and as an attachment to notifications about NEMA policy to the state policy leaders listed above.

Again, NEMA members would not pay for the CPT training and testing, which interns would still secure from participating community colleges or secondary schools, but would pay students for their summer internship.

The best example of a summer internship program using CPT is the “Alamo Academies” model in the San Antonio area. Under this program, a student who secures an MSSC Safety credential in their junior year has an eight-week paid summer internship and a student who secures an MSSC Quality credential in their senior year would have an eight-week paid summer internship in participating area corporations.

For example, Toyota offers this program with a paid 8-week summer internship at $9 per hour. This program enjoys high success rates: 42% of high school graduates go directly to work and the remaining 58% go on to more advanced manufacturing courses at Alamo CC, which can include MSSC CPT Manufacturing Processes and Maintenance Awareness.

Incumbent Training:

MSSC also offers a special “Fast Track” course to incumbent workers. While instructor training in a classroom is the norm for CPT training in secondary schools and two-year colleges, “Fast Track” courses are delivered on-line, with an MSSC-authorized Instructor serving as an on-line mentor.

“Fast Track” allows incumbent workers to take CPT courses on their own time, without being removed from the production system for training. Companies can also set up an MSSC-authorized assessment center in a company training facility. MSSC charges for these “Fast Track” courses and instructor training. The company can put its own trainers through this training or use a MSSC-authorized CPT Instructor at a community college.

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MSSC is willing to offer NEMA members using “Fast Track” CPT courses 40% off the retail price and 20% off the non-profit price for regular CPT courses. A list of the requirements and charges for NEMA members to get started with CPT “Fast Track” is at Appendix B.

TIMING

All the multiple services offered under the MSSC CPT program have been fully developed and deployed nationwide for over 10 years, so there are no development activities involved in implementation. MSSC is ready to implement this strategy immediately for both the future pipeline and for incumbent workers.

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RECOMMENDED STRATEGY NUMBER 2

Use Amatrol as Provider of Customized NEMA Courses for More Advanced Community College and Incumbent Electro-manufacturing Technician Training

Amatrol is the leading U.S. developer of curriculum and training equipment for teaching electrical and mechanical skills in manufacturing industries. Amatrol’s curriculum has been developed in collaboration with world class manufacturing companies, ensuring that it successfully meets critical needs. MSSC recommends that NEMA use Amatrol as its partner in developing a NEMA curriculum for community colleges and incumbent workforce training that builds upon the MSSC CPT. In other words, NEMA does not need to use its resources to duplicate the industry-wide core technical competencies that CPT already covers. NEMA can focus instead on the skills unique to its own industry.

While MSSC draws upon Amatrol curriculum for training in core technical competencies in its CPT program, Amatrol curriculum also covers more advanced technical competencies in maintenance, troubleshooting and repair. Amatrol has designed its curriculum so that it can be delivered in-plant to incumbent workers or to students at community colleges.

Customized NEMA Curriculum

The Amatrol curriculum uses a layered, modular format that allows the curriculum to easily be adapted to a variety of needs without incurring development cost. This modular design coupled with Amatrol’s large library of content should enable us to provide NEMA a customized curriculum for little or no cost.

The Amatrol curriculum is presented in an interactive multimedia format and delivered via an online portal. Amatrol is prepared as part of the project to create a customized online portal for NEMA with a NEMA-branded curriculum. Amatrol’s staff can readily use the company’s existing library to create customized NEMA courses per NEMA specifications, both in length and scope, without burdening NEMA with development cost.

Based on the requirements outlined by NEMA, courses NEMA could offer include the following:

Basic Electrical Courses Basic AC/DC Electrical Systems Electro-Manufacturing Safety Basic AC/DC Electrical Machines Basic Electrical Relay Control Systems

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Basic Programmable Controller Systems

Technician-Level Electrical Courses:

Electrical System Installation and Maintenance Electronic Controls and Troubleshooting Programmable Controller Troubleshooting Robotics CNC Machines Mechatronics

Electro-Mechanical Courses:

Mechanical Drives Fundamentals Mechanical Drive Troubleshooting and Maintenance Fluid Power Fundamentals Fluid Power Troubleshooting and Maintenance

If NEMA determines that additional or modified content is available, Amatrol may absorb a portion or all of the cost of this work, depending on its nature. Amatrol continues to invest heavily in product development and often partner with clients to align its development path with key client needs. However, Amatrol’s existing content library should alleviate most or all of this need.

Virtual Simulators–One of the most compelling features of the Amatrol curriculum is its use of a highly interactive, multimedia design, which engages students and helps them learn faster. The Amatrol multimedia curriculum makes significant use of 3D animations and graphics, plus it includes immersive virtual environments where students can perform the skills in simulation. Amatrol’s “virtual trainers” enable students to perform real world skills in simulation via the Internet, so they can practice their skills from any location.

Competency Based Learning and Assessment--Amatrol curriculum materials are designed to teach job-relevant skills to students, not just concepts. To that end, the materials are designed in a competency-based format where any theory or concepts are imbedded in learning job skills. Also, Amatrol curriculum materials are more specific than other online content because they teach to a job-ready skill level.

To support student competency achievement, Amatrol’s online portal provides a pre-tests and post-tests that are keyed to the job skills being taught in the curriculum. This helps ensure student learning and pinpoint areas for quick and effective remediation. The competency-based Amatrol curriculum design also enables use of this curriculum to support various certifications available. If NEMA wishes to join a more advanced certification in the industrial

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maintenance and mechatronics field, it should consult first with Amatrol, which provides the underlying software for various certifications.

Hands-On Equipment Option--For clients interested in making students job-ready, Amatrol offers hands-on training equipment to complement most of the curriculum topics. These hands-on devices enable students to practice and master the skills taught in the multimedia curriculum and virtual simulators, but doing so with real world components. The hands-on training equipment is used for performing a range of skills including basics, troubleshooting and maintenance. These hands-on devices are also used for final assessments of student mastery. Amatrol has developed Instructor Assessment Guides for testing and validating students’ skills using this equipment.

IMPLEMENTATION

MSSC would be pleased to convene an initial meeting between Amatrol and NEMA to explore the development of a customized NEMA curriculum. Amatrol would outline the ways in which it can deliver this curriculum from virtual simulators to hands-on equipment.

In terms of the delivery of these options and their related pricing, MSSC recommends that NEMA follow the same practice that MSSC has used successfully with Amatrol for over 10 years:

1. Decide on a price for each course and for each category of customer.2. Define precisely the relative roles and responsibilities of Amatrol and NEMA. In the case

of Amatrol and MSSC, Amatrol is responsible for developing, delivering, maintaining and updating the courseware, while MSSC takes the lead in marketing, sales and administration (order processing, disbursements, accounting).

3. Based on those roles, determine the appropriate revenue sharing formula.

COSTS

As described above, the existing Amatrol library can be used to customize the bulk of what NEMA requires to develop its own courses, but some support for Amatrol may be needed to meet specific NEMA requirements.

Once the product is developed, NEMA would need to cover the costs for performing whatever role is decided between the organizations. Those costs should be covered by NEMA’s portion of the shared revenue.

Most Amatrol courses listed above are $100-150 per student. Amatrol is open to revenue sharing with NEMA based on roles you are willing to perform in marketing, admin support, et al.

In terms of hands-on training equipment, Amatrol typically charges in the $5000-10,000 range for each of their “hard trainers.”

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TIMETABLE

Given the depth of Amatrol’s current library, Amatrol’s ability to add new features should be a matter of a few months, depending on the extent of NEMA’s specialized requirements.

In any event, Amatrol will need to work out a detailed work plan with deliverables and due dates, so that both organizations can work towards the same timetable.

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MSSC RECOMMENDED STRATEGY NUMBER 3

Use the Existing Industrial Manufacturing Technician (IMT) National Registered Apprenticeship for New Hires

This recommendation is based on the fact that the U.S. Department of Labor has approved a new registered apprenticeship program in November 2014 under a new occupational title—Industrial Manufacturing Technician (IMT): O*NET-SOC CODE: 17-3029.09 RAPIDS CODE: 2031HY. NEMA can readily adapt IMT to meet the needs of NEMA members, and individual NEMA member companies can further tailor this program to meet their own specific requirements. In addition to securing a MSSC CPT Certification as part of IMT training, those that complete the full 3000 hours receive a U.S. Department of Labor IMT Certification.

JOB DESCRIPTION: Entry level Industrial Manufacturing Technicians operate industrial production related equipment, work with manufacturing related tools, and perform work processes related to a wide variety of manufacturing settings. Apprentices will learn to set up, operate, monitor, and control production equipment. They will also help improve manufacturing processes and schedules to meet customer requirements.

TERM OF APPRENTICESHIP: The term of apprenticeship shall be hybrid, which has been established to be 3,000 hours. In addition to the specified hours, the apprentice must successfully attain the competencies described in these program provisions. Hours of labor shall be the same as established for other skilled employees in the occupation.

IMT is based upon the MSSC concept of an easily cross-trainable, problem solving “hybrid” worker, i.e., one with sufficient core technical competencies to fill multiple production functions and adjust to technological change. This is why MSSC CPT is integrated into this program. If an individual already has the MSSC CPT, he/she will receive credit for meeting that portion of the IMT program.

The first section of the program, called “Related Instruction,” lasts 264 hours and takes place in a training facility. The second section, called “Work Process Schedule,” is organized under prescribed headings that draw upon MSSC CPT Production Standards and lasts the remaining 2736 hours. Further detail is provided below.

RELATED INSTRUCTION SECTION

Overview: Related instruction teaches apprentices the science and theory behind their daily duties. It comprises 264 hours of the apprenticeship program, the equivalent of four hours per week when school is in session. The apprentice is paid by the employer to attend.

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Course Descriptions: Industrial Manufacturing 1 (First Semester) The first semester includes an orientation to

the occupation and manufacturing, then followed by the Manufacturing Skills Standards Council (MSSC) safety module, MSSC quality module, OSHA 10 certification, blueprint reading, visual inspection, measurement, and first aid & CPR training. Manufacturing concepts will be introduced and applied in a variety of industrial settings.

Industrial Math for the Occupation (First Semester) This course provides applied

mathematics instruction from a review of: basic arithmetic; basic algebra; applications, based on geometry; right triangle trigonometry, oblique angle trigonometry and compound angles. U.S. and metric measurement systems will be introduced.

Industrial Manufacturing 2 (Second Semester) The second semester includes the MSSC

manufacturing processes and production and maintenance awareness modules, along with communication, lean manufacturing, problem solving, and frontline leadership. Manufacturing related concepts will be applied to a variety of industrial settings. The course concludes with an examination of emerging trends and technologies, and future directions for manufacturing.

Communication for Apprentices (Second Semester) Introduces the apprentice to basic

communication concepts relating to the workplace. It is designed specifically for the apprentice to acquire the necessary skills of giving instructions, writing a technical memo, and explaining a technical process. Throughout the course the apprentice will brainstorm, write, edit, revise, and use one-on-one communication delivery in a small group. The course combines lecture and hands-on activities utilizing information which the apprentice brings from the workplace.

BAS Transition to Trainer (Final Semester) Developed by the Office of Apprenticeship

Standards, this 8-hour course teaches soon to-be journey workers how to serve as a mentor and job coach, how to provide hands-on skill training, and how to give positive and effective performance feedback. Course is offered at multiple times each year. Course meets for 8 hours.

WORK PROCESS SCHEDULE SECTION

In order to obtain well-rounded training and thereby qualify as a skilled worker in the occupation, the apprentice shall have experience and training in the following areas and shall demonstrate competency, as specified herein. This instruction and experience shall include the following operations, but not necessarily in the sequence given. Time spent on specific operations need not be continuous. Approximate hours are stated below.

Protect self and other workers from accidents and injuries: 1. follow industry-specific safety procedures around electricity, machines, equipment & manufacturing processes 2. minimize potential hazards 3. work following OSHA industrial safety standards 4. maintain clean work areas and follow Six Sigma practices 5. demonstrate awareness of first aid, CPR, and blood

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borne pathogens; and 6) inspect, maintain, and report and replace hand tools and power equipment. Approximate hours: 100

Operate production equipment: 1. works according to production schedules to meet job

specifications 2. operates equipment safely and efficiently 3. monitor and inspect products and processes 4. monitor and adjust equipment during operations as needed 5. documents work, work processes and adjustments 6. shuts down equipment properly 7. disassembles equipment and components, if appropriate 8. cleans up tooling, equipment, and work spaces 9. sanitizes equipment according to applicable standards. Approximate hours: 1000

Produce quality product 1. verifies product quality following quality work instructions 2.

report completed work accurately 3. perform quality checks 4. demonstrate awareness of defects and causes of rework 5. monitors the cost of poor quality (including scrap and rework) 6. apply cost of quality principles to jobs and manufacturing processes 7. apply quality training to job duties and work processes 8. document all quality tests & understand implications and consequences of documentation 9. adhere to customer specific quality requirements 10. follow company specific quality guidelines. Approximate hours: 500

Interpret technical information 1. use blueprints, formulas and process control sheets

efficiently 2. reference project plans and documents by completing an apprenticeship Job Book or checklist of competency completion 3. apply job specifications to work processes accurately 4. interprets production orders properly 5. follows quality specifications accurately. Approximate hours: 200

Measure and inspect work using mechanical tools and testing equipment 1. measure

and visually inspect materials, products or parts, and finished goods accurately in accordance with job specifications 2. apply math to measuring and inspection of work 3. interpret tolerances using blue prints and job specifications 4. use gauges and measuring devices accurately 5. verify workmanship and compliance with job specifications 6. identify and report non-compliant stock, material, parts, or finished goods 7. inspects materials, parts, products, or finished goods in accordance with quality 8. select and use hand and mechanical tools appropriately 9. use applicable systems to report results and document work. Approximate hours: 200

Demonstrate knowledge of routine equipment maintenance 1. inspect equipment 2.

demonstrate mechanical problem solving abilities 3. identify when a machine is not working properly 4. apply preventative maintenance practices effectively 5. follow general lubrication guidelines 6. maintain machine components following manufacturer specifications (if applicable) 7. follow basic troubleshooting guides 8. assist and communicate with maintenance personnel on equipment malfunctions 9. demonstrate awareness of basic maintenance concepts Approximate hours: 100

Demonstrate knowledge of inventory and material processes 1. apply lean

manufacturing principles to work processes 2. compare inventory flow to roles and

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responsibilities 3. demonstrate aware of process flows in a manufacturing plant 4. identify material management processes 5. demonstrate awareness of logistics related to raw materials and customer deliveries 6. work with production materials according to work schedules 7. apply basic manufacturing equipment operations Approximate hours: 100

Demonstrate knowledge of trends and the current state of the business 1. identify the

competition and potential opportunities (Ex. Strengths, Weaknesses, Opportunities and Threats or related analysis) 2. explain the competition and potential opportunities between internal businesses 3. describe the importance of department and plant goals (Ex. Key Performance Indicators) 4. apply basic business terms to manufacturing related work processes 5. demonstrate awareness of both upstream and downstream 6. participate in company leadership briefings 7. relate the job role and trade to keeping jobs. Approximate hours: 100

Demonstrate continuous improvement 1. suggests improvements to business and

manufacturing processes 2. uses tools for continuous improvement effectively 3. minimizes and removes process wastes (associated with water, energy, manufacturing processes, and other resources) 4. participates in continuous improvement for professional growth 5. identifies potential defects 6. follows standard work instructions properly 7. maintains records regarding machine faults 8. applies visual management/visual controls through Six Sigma 9. applies root cause analysis to continuous improvement of manufacturing work processes 10. applies autonomous maintenance principles 11. practices quick change overs (Ex. Six-Minute Exchange of Die) 12. identifies equipment abnormalities 13. adapts to process changes including cycle times, set-ups, and tooling 14. participates in cross-training opportunities 15. understands the business strategies and motives for continuous improvement 16. applies profitable sustainability concepts to continuous improvement. Approximate hours: 100

Set-up production equipment 1. plans for and identifies set-up requirements 2. selects

tools and materials 3. verifies safety 4. assembles equipment 5. performs mechanical set-up according to employer's Standard Operating Procedure manual, and equipment manufacturer's specifications 6. tests and verifies set-up 7. adjusts set-up as needed to meet product and production specifications 8. interprets visual controls accurately 9. inspects equipment and components. Approximate hours: 200

Local Options The employer will establish additional training in the form of

competencies not otherwise stated in this Exhibit, to be demonstrated by the apprentice and performed for some or all of the required minimum hours for Local Options, and/or the employer may distribute some or all of the required minimum hours to one or more work processes stated in this Exhibit. Approximate hours: 136

TOTAL HOURS: 2,736

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IMPLEMENTATION

MSSC is closely aligned with intermediaries implementing the IMT apprenticeship through the U.S. Department of Labor (DOL) American Apprenticeship Initiative (AAI). The DOL AAI funded Next Generation Industrial Manufacturing Technician Apprenticeship (NextGen IMT) initiative led by Jobs for the Future (JFF) is specifically designed to enhance and expand registered apprenticeship as a means to promote the continued growth of the manufacturing sector and to advance the skills of the industrial labor force.

The NextGen IMT initiative provides Apprenticeship Navigators free for a limited time over the next three years to help you navigate through the steps and resources needed to start and register an IMT apprenticeship program. They can help you 1) determine how to utilize apprenticeship as a strategy to meet your needs for skilled workers; 2) coordinate linkages with key partners (training providers, workforce development boards, etc.) in your region to support your apprenticeship program; 3) build the core components of your apprenticeship utilizing the existing IMT related training instruction and work process schedule outline; and 4) register your program with the DOL.

Depending on your state, you will register the program with either the U.S. Department of Labor’s Office of Apprenticeship or a DOL-recognized State Apprenticeship Agency. The NextGen IMT Apprenticeship Navigators have registered the IMT occupation in several states (IN, MI, MN, OH, and WI) already. Registration of apprenticeship programs brings a range of benefits, from a national credential for workers to tax credits and federal resources for businesses.

The IMT registered apprenticeship program design can be with a single employer or multiple employers within the industry sector. The IMT is a hybrid apprenticeship program consisting of both time-based and competency-based components customized to best meet the needs of the local employer and apprentices.

The related training instruction model can be Traditional, Front-loaded or Segmented. Traditional Apprenticeship Model – Apprentices receive both related instruction and On

the Job Training (OJT) concurrently throughout the program. Front-loaded Apprenticeship Model – Apprentices complete some related instruction or

classes before starting on the job, in order to learn critical skills needed the first day at the job site. The related instruction may be provided by the employer or a partner, such as a community college.

Segmented Apprenticeship Model – Apprentices alternate between related instruction and OJT.

The OJT is structured using the IMT work process schedule to guide customization as needed to meet individual or group employer needs and the related instruction can occur on-site at the business, in a classroom, or on-line.

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The IMT apprenticeship workforce strategy includes tools to assess the apprentices’ initial and subsequent competency levels. In addition to the national credential awarded to apprenticeship graduates by the U.S. Department of Labor, the IMT includes industry-recognized credentials for the MSSC Certified Production Technician assessments in Safety, Quality Practices and Measurement, Manufacturing Processes and Production, and Maintenance Awareness; OSHA 10-Hour General Industry; and First Aid/CPR. Apprentices may be able to receive college credit for related training instruction completed as part of the apprenticeship.

BENEFITS

The U.S. Department of Labor (DOL) American Apprenticeship Initiative (AAI) has funded two intermediary organizations, Jobs for the Future and AFL-CIO Working for America Institute, to provide technical assistance throughout the United States as needed to help you develop and/or expand registered apprenticeship as a workforce development strategy. In addition, the NextGen IMT Apprenticeship Navigators are funded to provide the following services:

Employer Outreach – promote and market the IMT to local employers, workforce development boards, apprenticeship agencies, industry associations, manufacturing extension partnerships, chambers of commerce, etc.

Industry Needs Assessment – provide structured interviews to gather information regarding evolving workforce development needs, the use of registered apprenticeship as a workforce development tool that can demonstrate the value of investing in apprenticeship.

Recruitment, Assessment, Enrollment – develop strategies that increase participation of under-represented groups (e.g. women, minorities, limited English Speakers, veterans, older workers) into the IMT apprenticeship.

Related Instruction – identify qualified apprenticeship instruction organizations that meet state or federal apprenticeship agency standards for delivery of IMT related training instruction. And, follow-up with the employer and any contracted training providers to assure appropriate progress by the apprentice including to identify apprentices in need of remedial or tutoring services and arrange for delivery as needed.

OJT – provide assistance in customizing and delivering the OJT component to identify competencies, duties and tasks that must be mastered and documented for completion and reporting progress to the state or federal DOL Office of Apprenticeship.

Participant Records and Administration – assistance in establishing and/or utilizing existing reporting systems to collect and maintain all records on individual apprentices.

Return on Investment (ROI) – recruit companies that have enrolled at least eight apprentices for voluntary participation in an ROI analysis focusing on three measurable impacts: 1) reduced turnover among apprentices; 2) reduced waste or scrap among apprentices compared to plant average; and 3) reduced equipment down time for maintenance among apprentices compared to all workers.

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In addition, the IMT Team approaches implementation with sustainability in mind. Once NEMA members launch and register their first IMT apprenticeship it is easy for them to add another occupation. The Team can help NEMA and its members connect with and build relationships with the public workforce system to leverage public and their private resources such as employee tuition reimbursement to support related training instruction.

The technical assistance is available at both the association and local level for at least a couple of years. Technical assistance is a priority service. However, measures will be taken to deliver the service as efficiently as possible based on the NEMA and local employer planned number of apprentices. COSTS

As noted above, the U.S. Department of Labor’s Apprenticeship Office defrays the costs of the IMT Team for a period of time. Typically, that is a two-year period. If NEMA or its members needed the Team’s assistance after that, the fees will likely be in the $45-$100 per hour range based on level of assistance and travel required. In addition, the team is also willing to discuss a potential “train-the-trainer” program to enable NEMA staff members to provide technical assistance. If that occurs, NEMA can itself secure revenue by providing this assistance to individual members.

In any event, NEMA will need to incur its own internal staff costs to support its role in applying IMT to the interests of the NEMA membership as a whole, and then following up with marketing administrative support, evaluation.

Adopting apprenticeship can be a cost-effective way for employers to formalize their existing OJT. Implementing registered apprenticeship delivers a structured strategy to link development of a talent pipeline with secondary educational systems, reduce costs for new hires through pre-apprenticeship and other public workforce development training programs, make incumbent worker investments to retain-grow internal talent, and bring to scale internal OJT efforts in a manner that can be documented to demonstrate measurable results.

Most employers are currently investing in some or all of these implementation and sustainability strategies at variable costs. The IMT Team has encountered employer testimonials that expressed their excitement for estimated savings of $4000 per individual hired that has completed just the MSSC CPT component of the IMT apprenticeship pre-hire and/or completion as part of a requirement to the hiring process for employment.

Related training instruction costs will vary based on whether training is delivered in-house or contracted for delivery. Below is information related to a community college’s provision of the IMT apprenticeship program for an employer that includes all related training instruction as outlined per the DOL registry with a cost breakdown related to delivery.

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Curriculum / Delivery Cost Breakdown:

MSSC Certified Production Technician (CPT) – 156 hours – Including text, registration and testing per student……………………………………………………………………………………………………………$2,600Industrial Math – 44 hours – Including materials and instruction per student……………………. $825Communication for Apprentices and Transition to Trainer – 56 hours – Includes assessment tools, materials and instruction per student……………………………………………………………………. $1,400First Aid and CPR – 8 hours – Includes all materials and instruction per student…………………. $175

Total of 264 hours’ instructional delivery at a cost of $5000 per apprentice. Based on Apprenticeship Navigator experience to date the cost should not ever exceed $5000 per apprentice for related training instruction.

In sum, the IMT Team is prepared to help NEMA and its members design this apprenticeship program to meet specific needs without charge. However, companies adopt would pay the $5,000 fee listed above for Related Instruction plus wages for the full 3,000 hours.

TIMETABLE

Apprenticeship Navigators are available now to assist NEMA in developing an overall strategy and timeline for implementation of the IMT apprenticeship at their individual member workplaces and/or as a multi-employer registered apprenticeship sponsor. Again, these services are available free of charge for a limited time.

The IMT Team will also help NEMA members register IMT as an occupation in individual states. If the workplace is in a state that has already registered the IMT apprenticeship, the IMT Team has been successful in helping the employer complete the IMT related training and work process schedule standards template for approval and get their apprenticeship program registered in as little as two weeks.

If the workplace is in a state that is registering the IMT occupation for the first time it is estimated to not take more than four weeks to engage the individual state office of apprenticeship to review existing IMT standards templates to create IMT standards for their respective state.

The standards template is then used by each employer to outline their:

OJT needs Related training instruction delivery Recruitment/assessment/enrollment of apprentices Apprentice wage scale/progression while completing apprenticeship

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Method for documenting apprentice completion of both time and competencies needed to successfully complete the 18-month (3,000-hour OJT plus related training instruction) hybrid apprenticeship

o Note: Incumbent workers may be able to complete in less time based on their US DOL’s office of apprenticeship approval of their employer’s recognition and documentation of existing skills as outlined in their customized IMT standards template following registration of the employer sponsor apprenticeship with the US DOL (e.g. minimum of six months on the job/OJT following apprentice enrollment, completion and/or documentation of related training instruction).

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APPENDIX A

NATION’S GOLD STANDARD

Industry-recognized Certifications for Front-line Work in Advanced Manufacturing & Logistics

MSSC-Certified Production Technician (CPT) & Certified Logistics Technician (CLT)

Gold Standard Qualifications

National Leadership: An industry-led, 501(c)(3) non-profit, MSSC is America's national leader in training and certifying the foundational, core technical competencies for front-line work (entry-level up to first line supervisory) for in-demand, higher wage, higher skills jobs in advanced manufacturing & logistics.

Federal Endorsement: Officially endorsed in 1998 by the federal National Skill Standards Board as the industry group responsible for industry-defined national skill standards and related certification for front-line work common across all production jobs in all sectors of manufacturing. No other organization received that NSSB endorsement.

Federally-recognized Standards: Developed initial MSSC Production Standards with assistance of leading corporations, all industrial unions, 4000 front-line workers, and 400 educational organizations at a cost of $9.5 million in public-private funds. NSSB officially recognized standards in 2001, which provided substantive basis for CPT.

Includes Supply Chain Logistics: Secured federal funds in 2007 to build the first-ever industry-led national standards, certifications and training system for front-line material handling and distribution jobs: CLT.

Broad Industry Participation: Since 1999, some 400 leading corporations have participated in the development and review of MSSC National Production or Logistics Standards, or have established MSSC test sites. Please click on the link to view the MSSC Company Direct Participants List.

Annually Updated: Updates standards annually with industry subject matter experts to ensure that MSSC Standards are keeping pace with technological changes--e.g. 3-D Printing, Internet of Things, Nanotechnology, Mechatronics--(NOTE: For latest Edition of the MSSC National Production & Logistics Standards, visit www.msscusa.org).

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Includes employability skills: CPT & CLT cover good conduct, teamwork, communications, and problem-solving.

Available Nationwide: Now institutionalized, MSSC deploys CPT and CLT through a network of some 1700 MSSC-trained instructors and 1000 test sites, mostly and colleges and secondary schools, in 49 states and DC.

Applies to 12+ Million Jobs: 6.2 m. front-line manufacturing production and 5.8 m. material handling-distribution jobs.

Third-Party ISO Accredited: Assures quality as only national certification body accredited under ISO Standard 17024 (Personnel Certification). Also, vetted by the U.S. Departments of Labor, Education, Justice, VA, Jobs Corps--with MSSC CLT now a leading civilian certification used by the Armed Services.

Stackable: One of the five Founding Partners in 2008 of the NAM-endorsed Skills Certification System of stackable credentials with ACT (core academic) and MSSC (core technical) at foundational level followed by NIMS and AWS (higher-level technical) and SME (engineering and advanced technologist level).

Unique Benefits of MSSC

Applies to a wide range of populations: Used by community college students, high schoolers, returning vets, dislocated workers, at-risk youth, long-term unemployed, and incarcerated.

Enjoys high success rates: MSSC CPT and CLT certificants have excellent job placement rates, earn higher wages, and demonstrated success in moving up the education ladder in a manufacturing or logistics career pathway.

Avoids costly development costs for government agencies: MSSC is “shovel ready.” Its services and processes are mature, effective and require no further development costs. Begin actual training and certification NOW.

Nationally consistent and portable: MSSC’s industry-wide core technical skills for advanced manufacturing and logistics are common nationwide, which makes CPT and CLT nationally portable.

Timely and cost-effective for students: Training and testing for the full 4-Module MSSC CPT certification can be secured in 160 hours at a community college for typically under $2500.

Articulates well between high schools and college: CPT and CLT provide a strong start in high school on a career pathway in manufacturing or logistics, which often secures dual credit for moving into community college.

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For-credit courses ensure sustainability: MSSC offered for credit in both secondary and postsecondary levels are less dependent on grant funds and can be covered through customary sources: tuition, GI Bill, Pell Grants, et al.

Easily integrated into apprenticeships, internships : CPT and CLT are ideal foundations for any “work and learn” program: apprenticeships, summer internships, “boot camps,” advanced tech centers, Amatrol hard trainers.

Facilitates data collection and improved accountability: MSSC keeps careful records of student progress and achievement and is thus a frequent partner with state agency accountability programs.

Secures a pipeline of certified entry-level workers: Eliminates recruitment, remedial training costs, and increases performance of new workers. At no cost, companies need only state, “MSSC Preferred” in job listings.

Builds core skills of incumbent workers: Benchmark them against national standards and scores.

Reduces turnover: CPT and CLT certificants are more motivated, confident, committed, and comfortable working in multi-task, high performance workplaces. For MSSC Certificant surveys on these values, please view the Value of MSSC Certifications to Individuals document.

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APPENDIX B

Getting Started with CPT Step 1: Become an Assessment CenterA. Choose a Site Coordinator Site coordinator should be an employee who:

Can sign a binding security agreement on behalf of your organization Coordinates proctors and/or serve as proctor Places or authorizes orders Works with instructors, proctors and/or candidates to register candidates for assessments and

coordinate dissemination of credentials Is not an instructor

B. Register online Register here: https://login.msscusa.org/accounts/register

Registration requires you to answer certain questions about your IT and assessment delivery capabilities. See attached checklist, if you would like to gather this information prior to beginning the process.

Activate account (via account activation email received within 24 hours after registration)

C. Schedule Proctor Training Proctor training is delivered via webinar twice monthly – see Proctor Training webpage (www.msscusa.org/proctor-training/) or activation email for schedule. Site Coordinator and Proctors must attend training before proctoring any MSSC assessments. NOTE: Instructors CANNOT serve as proctors.

D. Sign security agreementAfter completion of proctor training, the Site Coordinator receives a security agreement. Once the agreement is signed, your organization is assigned a Site Code and is ready to offer assessments. Depending upon when you begin registration, this process can take 2-4 weeks to complete. MSSC recommends beginning at least 4 weeks before you plan to offer the program.

Step 2: Instructor Authorization TrainingA. Purchase Instructor Authorization TrainingInstructor Authorization Training is delivered either online or at our CPT instructor training facility. Either can be purchased via ordering account set up in Step 1.

1. CPT Instructor Authorization Training Class: 3-day, in person training class with MSSC Master Trainer in Scottsburg, Indiana. Includes Instructor Package, 180-day access to online e-learning materials as a student, unlimited admin access to online learning management system, course syllabi, etc.

2. CPT Instructor Package: All of the above without the 3-day, in person training class.

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B. Fill out Instructor Registration formEach instructor must complete a separate form (see website). Instructor(s) receive a welcome email within 72 hours with instructions on how to access their online training. Instructor must complete training program and schedule assessments before delivering their first course. Instructors have 6 months to complete all 5 assessments.

Please register no less than 2-3 weeks before the date you wish to attend training and no less than 4-6 weeks prior to planned delivery of first course.

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Price Chart: MSSC “Fast Track” On-Line Incumbent Training

NOTE: ORGANIZATIONS PURCHASING THE "FAST TRACK" COURSES MUST HAVE AT LEAST ONE “AUTHORIZED” MSSC INSTRUCTOR TO SERVE AS A MENTOR/COACH IN ORDER TO OFFER THE MSSC ON-SITE.

Required Per Organization - IndustryOne Time Pricing

(NOCTI) Assessment Center Registration - Required $500.00Instructor Training (3-day, in-person course)Organizations can send their identified employee (s)that will be the Instructor(s)/Mentor/Coach to classroom training.

$2,200.00

Online Instructor Authorization Training -Organizations can have their identified employee (s)that will be the Instructor(s)/Mentor/Coach attend Webinar Training

$1,500.00

Cost Per Employee (student) ParticipatingRegistration Fee (one-time fee only) $60.00Fast Track – Module 1 - CPT Safety Assessment $43.00Fast Track – Module 1 - CPT Safety Course $102.00Fast Track – Module 2 - CPT Quality Assessment $43.00Fast Track – Module 2 - CPT Quality Course $102.00Fast Track – Module 3 –CPT Manufacturing Process and Production Assessment $43.00

Fast Track Module 3 - CPT Manufacturing Process and Production Course $102.00

Fast Track – Module 4 - CPT Maintenance Awareness Assessment $43.00Fast Track – Module 4 - CPT Maintenance Awareness Course $102.00Fast Track - CPT Green Production Assessment (not required for CPT) Optional $43.00

Fast Track - CPT Green Production Course (not required for CPT) Optional $102.00 **CPT Green Production Course with Hardcopy Textbook $155.00

Total to earn full-CPT (does not include Green)One Module Only (includes registration, course and assessment)

Subsequent Modules (course and assessment only)

$640.00$205.00$145.00

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