Oct. 29-November 1, 2008 ACCT Community College Leadership Congress
New York, NY
Combating Poverty through Education
College of the Mainland Board of Trustees
• Mrs. Bennie Matthews– Board Chair
• Mr. Don Criss– Trustee
• Dr. Annette Jenkins– Trustee
• Mr. Clemon Prevost– Trustee
Mr. Ralph Holm Vice Chair Mrs. Rosalie Kettler Secretary Mr. Nick Stepchinski Trustee
BP / USW Apprenticeship Program
BP - British Petroleum (Texas City, TX)USW - United Steel Workers International Union
Key Reasons BP Supported Apprenticeships
Average age of maintenance workers– 50 Retirement guidelines changing at the end of 2012
Pension reform Act Decline in skilled craftsmen in Gulf Coast area
Emphasis on College education Eliminated High School vocational training
Unable to hire dual discipline crafts people Electricians\Instrumentation Machinist\Millwright Pipe fitter\Welder
Desire to upskill incumbent workers Utilize Apprenticeship curriculum
Possible Solutions for BP
• Use complimentary programs for remedies– Local Technical Programs– Trade Schools
• Increase pay scale to beat competitors– Price war
• Create independent program
Best Solution
• Create proprietary programs • Use US DOL guidelines • Implement joint team to create multiple
apprenticeships– BP Texas City– USW Refinery Bargaining unit– USW Chemicals Bargaining unit
• Develop customized curricula
US Department of Labor, Employment & Training Administration Program
DOL Pros Government standards and guidelines based on time-tested
skills Provides national recognition Military Veterans can receive monetary benefits
DOL Cons
Application and approval process Periodic reports Record maintenance
Texas Office of ApprenticeshipJohn V. Ladd 202.693.2796http://www.doleta.gov/OA/
US Department of Labor, Employment & Training Administration Program
US Department of LaborStandard Criteria
Classroom and Lab Training144 hr/yr @ 4 years = 576 Total hrs
Full time employment on the Job Learning1856 hr/yr @ 4 years = 7424 Total hrs
*Part Time Employment Guidelines are available from DOL
BP Craft ApprenticeshipsClassroom and Lab Training
360 hr/yr @ 4 years = 1440 Total hrs
On the Job Learning1640 hr/yr @ 4 years = 6560 Total hrs
Total Training2000 hr/yr @ 4 years = 8000 Total hrs
*Classroom/Lab hours are much higher than a typical craft apprenticeship
Program Layout• Four year programs• Maintenance 4\10 schedule• Apprentices attend school 1 day a week for 36
weeks a year at COM• Apprentices work with qualified Mentor for the rest
of their work week.– Rotate through various areas of site
• Apprentices are given a comprehensive progression exam to advance to the next year.
• Compensation prorated on Journeyman Rate – 72%, 80%, 86%, 94% and 100%
Program Management
BP’s Program Management
ApprenticesCraft Mentors
Maintenance Supervisors
(4)Apprenticeship Logistics Coordinator
Apprenticeship Coordinators
Maintenance TrainingSupervisor
L&D Manager
JATC
*JATC-Joint Apprenticeship Training Committee
Logistics & Development
Initial Logistics
Curriculum development (lesson plans, labs, tests) (COM is contracted to assist in this effort)
Hire Apprentices Register Apprentices with US DOL ETA Enroll Veterans for VA Benefits Provide initial basic safety training
Program Logistics
Monitor classroom progress Individualized tutoring Monitor On-the-Job related progress Facilitate Interpersonal communication Schedule related external training Schedule vacation, time off etc.
Curriculum Development Team
• BP Apprenticeship Coordinator / Subject Matter Expert (SME)
• College of the Mainland Instructor (SME)• College of the Mainland Designer/Developer
Curriculum Development Process• DOL approved learning objectives• BP Coordinator identifies required learning resource, i.e., text
book, Lab materials etc.• College of the Mainland Designer creates objectives• BP Coordinator and Instructor review & approve objectives • College of the Mainland Designer creates lessons from
objectives, using texts & input from SMEs • BP Coordinator and Instructor review lessons & give feedback• College of the Mainland Designer adjusts lessons according
to feedback• College of the mainland Instructor delivers training• College of the Mainland Designer makes final adjustments
BP Apprenticeship Staffing Results• 19 I\E, second year
– Start Date, September 2006• 19 Machinist, second year
– Start Date, April 2007• 18 Pipe Fitter, first year
– Start Date, August 2007• 4 Heavy Equipment, first year
– Started June 2008• New Classes Started August 2008
– 10 Apprentices for each discipline for a total of 30
Benefits to BP• Building Staffing Levels• Developing dual discipline craftsmen• Providing premier training• Skill knowledge sharing• Up-skilling incumbent employees• Improved Mechanical Bid Rights
– Structured Training– Bidders add value faster
• Apprentices more productive in short period of time• Recruit first generation employees. • Increased the diversity of the work force.
How did the joint efforts of BP and COM support “Combating Poverty Through Education”?
• BP lowed their entrance requirements into the apprenticeship program to a minimum high school diploma or GED. This enabled more under privileged and economically challenged persons an opportunity to gain employment into a well paying job in industry while attending College of the Mainland to learn their craft.
College of the Mainland provides training and subject matter experts to support these programs. COM’s support of these programs created an avenue to success from its institution to big business and industry. COM’s efforts also help industry and big businesses address another burning issue, “Diversity”. COM’s involvement assist in providing minorities and women the opportunity to gain employment in places that where historically in the past, male dominated.
In Conclusion: The joint efforts of College of the Mainland, industry,
and its local businesses, is a “win, win, win” for all.