NC Aerospace Supplier Conference

1. Ensuring a Robust and Sustainable Aerospace Workforce
Governor’s Aerospace Initiative
Objective: Develop an aerospace industry-ready workforce
Three Pronged Approach – Industry, Educational System,
Government
Cooperative approach to a shared problem
Collaborate vs. Compete
Majority seeking entry level people
Standardize – non-traditional programs
Develop an attractive business environment in the
State

2. PARTNERS
• Industry - TIMCO, Purolator Facet, FedEx, Triumph Group, Cessna,
Atlantic-Aero, Honda Aero and Honda Aircraft
• Schools – Davidson, Randolph, GTCC, Forsyth, Montgomery, Surry
and Piedmont with additional support from other NCCCS schools
• Government – Workforce Development

3. CHRONOLOGY
• 12/20/11 – Scope problem. Update 2009 survey data using the
Aerospace Forum members.
• 1/20/12 - Steering Committee. Go for critical mass locally;
focus on standardized, initial training; go from student to
employee quickly; and handle additional training as an
employee
• 3/14/12 – Mtg w/Workforce Development & industry reps
• 4/10/12 - Survey instrument sent out to local industry group to
develop generic, entry level job requirements and prioritize
needs
• 5/18/12 – Mtg w/industry reps, Workforce Development and
reps from numerous NCCCS schools in Piedmont to review
data and introduce concept
• 7/2012 – NCCCS contingent led by Davidson CC presented a
Fast Track training framework & internship concept
• 8/13/12 – Finalize internship/co-op program and course dates

4. PRIORITIZED JOB REQUIREMENTS
• Generic, Entry Level Job Requirements were developed for:
– Machinist
– Assembly Technician
– Quality
– Sheet Metal Fabrication
– Composite Technician
– Welding
– Interiors
– Avionics
Laser focus on majority’s need: Machinists
Program – 8 to 10 weeks followed by indigenous in-house/NCCCS training
and/or internship/co-op
Initial forecast – 200 through Fast Track training & 100 through curricula in 1
year
Some State funding targeted for Long Term unemployed
Collaborative recruiting effort using schools, industry and Workforce
Development

5. SELECTION PROCESS
• Applies at Workforce Development website – initial online screen
• Self schedules 1st level assessment; machinist orientation; and testing
• Attends machinist training orientation and completes assessment
• Candidate passes testing above 12th grade level – goes to 2nd level
assessment and testing
• 2nd Assessment & testing complete, scores compiled and candidates
are ranked
• Top candidates go through a 3rd assessment w/Employer/Industry
interview panel
• Final ranking & selection based on class size
• Candidates that didn’t make the cut are prepared for next cycle or
other options

6. CONCERNS & ISSUES
• Demand is increasing; don’t want to leave the Piedmont to do entry
level hiring
• Industry has new machinery, increased program activity, and new
contracts - palpable sense of urgency
• NCCCS
– Curricula vs. continuing education
– Recruiting students
• Support STEM program - develop links K-12 through College system
• Fast Track training – rapid response to a common set of needed skills;
address generic needs; screen, assess and test
• Goals:
– Shorten initial training – basic, soft skills & discipline specific
– Provide consistency and standardization for employers
– Modularize training framework that can be used across disciplines by
NCCCS
– Move people through the pipeline quickly
– Develop a consistent & sustainable feeder system