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| We succeeded in achieving our initial objective—to
reduce re-work through a better understanding of our processes, but
we’ve also done much, much more. The program gives each employee
more control over his or her future |
Dan Bellanger
Production Manager
Miles Fiberglass and Composites |
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| {more small business successes} |
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| Miles Fiberglass & Composites |
Like many manufacturing jobs these days, the skills
needed are unique. Finding qualified new hires is nearly impossible,
and all training is on the job. Reducing turnover is critical to keeping
costs down and employee morale up. So Miles
Fiberglass, a maker of custom fiberglass products, did something
revolutionary as few years ago: it started a self-directed, mandatory
training program.
One such training program was a certification program designed by
a high school chemistry teacher on loan through the Business Education
Compact, a nonprofit organization that places teachers in business
internships for the summer. Employees could choose to be certified
in up to 12 processes, during a two-year training period. Each certification
brings a monetary benefit and gives the employee more portable skills.
Employees were paid for their time in the classroom.
Since implementing the program, rework has dropped dramatically at
Miles: from 313 hours per month in 1996 to 190 hours per month in
2001. During the same period labor efficiency jumped from 63 percent
to 82 percent and employee turnover dropped significantly.
Miles also offers courses in English as a second language. This year-long
program focuses on training and language skills—with participating
employees paid for time spent in the classroom.
Read more about the company in the National Association of Manufacturers
report, The
Skills Gap.
For more information on Miles, please contact Lori Luchak at lluchak@milesfiberglass.com
or 503-775-7755.
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