Institutional Knowledge What it is and How We

Institutional Knowledge: What it is and How We Capture It “Tell me and I forget. Teach me and I remember. Involve me and I learn. ” - Benjamin Franklin

Employer Resources for the Next Generation

48. 4% 33%

• Knowledge Leaving • No one coming in

ttract a o t t c e p x e How do you do not y e h t if s e t candida xist? know you e Step 1: Talk the current Talk § Update your job descriptions to reflect needs of next generation. Highlight: § § § § technology integration, internal development, flexibility, travel, possible progression paths, social and personal impacts, focuses on creativity and innovation, § training and benefits available § Be honest, creative, and different § Its okay to showcase entrepreneurism and smaller scale operations § Social media is the new library board § Spend time to get to know your audience

§ Best foot forward with recruiting- who is on the frontier for your brand? § Contagious traits: Positivity, Passion, Enthusiasm, Relatability Step 2: Walk the Walk with Recruiting § Choosing your phone over candidates is still an active choice § Know and relate to your audience § We are building a path through a collapsed tunnel- the rail industry has a lot of growth and a lot to offer, so does your company but no one knows about it § Avoid hurried approach, resurrecting a forgotten path takes time § The SPRING Challenge- Show up at one event a year § Don’t send me someone that doesn’t understand the career § Hi, I have internships!

§ Engage your employees from their first foot on property § Cultivating the ideal employee starts with your efforts Step 3: § Assimilate, mold candidates into your culture with structure § Set expectations with dependability and accountability On-Board § Loose outline, informal connections for skill development § One-on-one training is a must § Concrete targets, opportunities to speak & provide feedback, be an active part § Cross section training and management visibility is recommended § You determine, set up and offer this education, highlight it- not all industries do this! § FRA 243 for certain positions, training is already required in some sections § Think about apprenticeships!

§ Grow your team for the long term, but have a short term plan § Showcase succession Step 4: Plan Ahead planning with possible progression paths, may not even be determined yet § Possibilities that are actually available § Connectivity and outreach channels, once established grow them § Internships – word of mouth & social media can be powerful tools with the next generation § Apprenticeships for civilians and veterans alike, employer benefits § Build your pipeline

Summary § Talk § Walk § Engage § Grow Recruiting Retention Succession Planning

Apprenticeships

How do I get started? • If you have any type of training program for a career, then you have an apprenticeship already its just not registered! • Employers must: • Provide on-the-job training & check progress at regular intervals • Be an equal opportunity employment employer • Wage progression • To get started, • Sign and submit acceptance agreement • Review “work process schedule” aka basic training outline for the career you wish to pursue and make edits if needed • Submit apprenticeship ETA 671

Benefits to Employers • Customized training that meets industry standards, tailored to the specific needs of businesses, resulting in highly-skilled employees. • Increased knowledge transfer through on-the-job learning from an experienced mentor, combined with education courses to support work -based learning. • Enhanced employee retention: 94% of apprentices complete an apprenticeship and 91% are still employed nine months later. • Retention values are even more significant for eligible Veterans able to utilize their G. I. Bill to draw a Monthly Housing Allowance (MHA) while participating in a registered apprenticeship program. • A safer workplace that may reduce worker compensation costs, due to the program’s emphasis on safety training. • A stable and reliable pipeline of qualified workers. • 12 A systematic approach to training that ensures employees are trained and certified to produce at the highest skill levels required for the occupation.

Apprenticeship Return on Investment For Apprentices: • Apprentices on average earn more than $60, 000 upon program completion. • Increases worker’s compensation by approximately $300, 000 over lifetime. For Employers: • Employers realize an average return on investment of $1. 47 for every $1 invested. • Every $1 invested in apprenticeships leads to a public return of approximately $28 in benefits. • Access to state and local resources. The US Dept. of Commerce ROI Calculator for Apprenticeship: http: //www. esa. gov/content/new-tool-help-firms-calculate-their-return-investmentapprenticeship

Apprentice Tax Credits State Name Estimated Contribution/ ROI Alabama Heroes for Hire Income Tax Credit $1, 000 Arkansas Expand Apprenticeship (AREA) $2, 000 California Enterprise Zone (EZ) Program Wage Reduction Connecticut Manufacturing Apprenticeship Tax Credit Up to $4, 800 Guam 22 GCA Business Regulations Ch. 44 Guam Registered Apprenticeship Program 50% of wages/training Louisiana SB 332 Up to $1, 000 per year Maryland Registered Apprenticeship Tax Credit- Maryland Apprenticeship and Training Program $1, 000 Massachusetts Creates Apprenticeship Up to $4, 800 per year Up to 50% of wages Missouri Youth Opportunity Program Up to 50% of wages Up to 30% of equipment costs Missouri Show-Me Heroes On-the-Job-Training 50% of wages up to 1, 040 hours Montana HB 0308 $750 Nevada Title 32 Revenue and Taxation, Chapter 361 Property Tax, NRS 361. 106 Taxation exemption Oklahoma Quality Jobs Program Up to 5% of payroll Ohio Job Creation Tax Credit Percentage of payroll Rhode Island Unknown Up to $4, 800 South Carolina SC SCH. TC-45 Apprenticeship Credit $1, 000 South Carolina Enterprise Zone Retraining Program (E-Zone Program) Through South Carolina Technical College $1, 000 Virginia Unknown 30% of all training costs Washington Unemployed Veteran Credit Up to $1, 500 West Virginia Chapter 11. Taxation Article 13 W. Apprenticeship Training Tax Credits Up to $1, 000 per year

Veteran Tax Credits Estimated Contribution/ ROI State Name Alaska Florida Illinois Montana New York AK Veteran Tax Credit Florida Veterans Employment Act Illinois Veterans Jobs Credit HB 0308 Hire a Veteran Oklahoma Quality Jobs Program Utah West Virginia Veteran Employment Tax Credit $2, 000 -$3, 000 Up to $5, 000 $1, 500 $5, 000 -$15, 000 Up to 6% of payroll $2, 400 -$4, 800 West Virginia Military Incentive Credit Percent of Wages Wisconsin WOTC Veteran Employment Credit (disabled Veterans) Returning Heroes Tax Credit Wounded Warrior Tax Credit 15 $4, 000 -$10, 000 $2, 400 -$5, 600 $4, 800 -$9, 600

16 Tuition Support State Name Estimated Contribution/ ROI California Tuition Support Fund Tuition Based Delaware Adult Education and Workforce Training Grant Tuition Based Florida General Appropriations Act Tuition Based Florida 2012 Florida Statute, 1009. 25 Fee Exemptions Georgia HOPE Grant Up to 70% of student expenses Guam Manpower Development Fund Tuition Based Indiana Employment and Training Fund Tuition Based Iowa Jobs Training Program (260 F) Tuition Based Maine Statutes Title 26, § 3211, 6 -A Tuition Based North Carolina State Board of Community Colleges Tuition Based Tennessee Board of Regents and the University of Tennessee Board of Trustees Texas Workforce Commission Tuition Based Washington State Board for Community and Technical Colleges 50% tuition reduction Wisconsin Unknown Tuition Based $5, 800 -$11, 600

Benefits to Veteran Apprenticeship Program Participation 17

Benefits to Veteran Apprentices (cont. ) Apprenticeship Program Participation 18

Thank you for participating in our session! § Feel free to contact us: Michele Malski § President of SPRING § Michele@springrecruits. com Dave Harrison § Executive Director Military Engagement and Apprenticeships FASTPORT § Dave. Harrison@fastport. com