The document discusses the skills gap faced by manufacturing organizations and associations. It notes that the skills gap is more complex than typically defined, as it varies based on factors like company size, location, the types of roles and skills needed. Associations are looking for ways to close the skills gap like sharing success stories, best practices for engaging schools and community colleges, and developing apprenticeship programs. The document prompts associations to consider whether critical skills gaps exist in their members' customer or supply chains, how much their members care about the skills gap, and whether technology changes are exacerbating the impact of skills gaps.

1. Jennifer McNelly, President, Manufacturing Institute
David DeLong, David DeLong & Associates
Moderated by Steve Yurek, President and CEO,
Air-Conditioning, Heating and Refrigeration Institute

2. Is Your Association Doing Enough to
Close the Skills Gap?
National Leadership & Local Action
As a Blueprint for Effective Collaboration
Panel Discussion:
Jennifer McNelly, President
The Manufacturing Institute
David DeLong, Author
Lost Knowledge: Confronting the Threat of an Aging Workforce

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What is the “Skills Gap”?
• ASTD: “...a significant gap between an organization’s
current capabilities & the skills it needs to achieve it’s
goals.”
• Deloitte/MI study: “...the gap between talent that
manufacturers need to keep growing their business
and what they can actually find.”

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“Skills Gap”
...it’s more complicated than that!
• Company size defines scope of gap & resources to fix
• Geographic location
--rural vs. urban manufacturing sites
--proximity to training resources, e.g. community colleges
--competition from other employers, e.g. energy industry
• Types of roles
--skilled machinists & welders vs. chemists & quality engineers
• Types of skills needed
--generic, soft (e.g. communication, problem solving)
--specialized, technical, unique (e.g. pump design)

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“Skills Gaps”
...more ways they differ!
• Skills gap impacts: single company vs. value chain
--e.g. HVACR needs 85K technicians to deliver products
• Length & cost of training to fill role
--months vs. several years
--standardized certification vs. highly-customized training

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What are CMA Members Looking for
To Close the Skills Gap?
• Increase members’ sharing of solution “success stories”
• Seeking tactics/best practices to roll out
--How to communicate with schools & parents re mftring’s image
--Help members engage more effectively with community colleges
--How to create apprentice programs
• Leverage NAM programs
--e.g. adapt Skills Certification Program
• Think about more systemic solutions
--Get community college systems to coordinate
STEM-related curricula across state lines
• “Not my Association’s problem.”

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Some “Relevant” Questions About the
Skills Gap to Increase Competitiveness
• Are critical SG’s emerging among our members’
customers or in the industry’s value chain?
• Do we know how much our members care about the
skills gap? What specific gaps (SG) do they have?
• How can our association provide short cuts to address SG?
• Does my staff have the skills needed to transfer knowledge
across generations to members?
• How are competitor associations addressing
SGs? Is there value integrating SG efforts with
competitors?
• Are technology changes among members,
customers, or regulators exacerbating impact
of skills gaps?

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Discussion
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Discussion
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