Minnesota Manufacturing
Tributaries and Pipelines
When manufacturing employers say "pipeline" they usually mean high school graduates. I challenge you, however, to resist such a narrow definition. The number grads will peak in 2008 and 2009. Future class sizes will taper off at the end of this decade and that trend will continue through 2030.
Other tributaries must also be sustained and nurtured for the pipeline to remain full and for companies to maintain productivity. Workforce growth occurs three ways: the natural occurrence of children becoming adults and entering the workforce ("Native" growth is offset by older generations leaving the workforce); people moving into our state from other states or other countries ("Migrant" growth depends on Minnesota's competitive advantage compared to other regions in the U.S. and the world); and participation rates (the percent of people aged 16-64 that work).
Projections from the State Demographer indicate that our net labor force growth drops from 400,000 
this decade to 100,000 in 2020-2030. Native growth plunges from a net gain of 200,000 to net loss of 74,600 in the same time frame. In contrast, net growth from migrants to the Minnesota labor force stays relatively even over the same three decades. As a result, this group will comprise an increasing share of total net labor force.
The following are some "tributary-building" strategies to keep the pipeline full.
Keeping older workers can be very successful for employers who are willing to offer flexible schedules. Leverage the expertise of your older workers as mentors to other employees to promote and sustain your organizational culture and transfer organizational knowledge.
Incumbent workers can be your best source of employees for higher level positions within your organization. Set clear expectations for development, allocate resources, and encourage them to upgrade skills. Establish defined career paths, then recognize and reward performance that aligns to your organizational goals for workforce training.
Reformed felons are learning the skills they'll need to be safe and productive in a manufacturing environment. Last year, M-Powered held a class at the Minnesota Correctional Facility-Shakopee for women inmates. One student, Samantha, accepted a position at E.J. Ajax and a new career in manufacturing and a new life for her family. In March, M-Powered began a course out of the Minnesota Correctional Facility-Stillwater.
New Minnesotans are filling a tributary that some say has dried up - "the farm kid" with little specific training but good mechanical ability, common and practical sense, creative in diagnosing and fixing problems, and comfortable working hands-on with and around machinery and tools. Many of these newcomers have a cultural reputation for their strong work ethic, ingenuity, transferable skills, and a willingness to learn new skills their entire working life. Developing this tributary has the best long-range prospects.
Finally, consider tapping into the circles of influence of your current workforce. Host a "family reunion" to introduce your workers' siblings, children, cousins and neighbors to your business. Break the mold of your standard company picnic by showcasing the kind of work you do and the wages and benefits you offer. Invite your training partners to come as well. They can help you sell "recareering" at your place of business.
Supporting all of these tributaries ensures a full pipeline now and into the future.-DKB
Debra Bultnick is the Manufacturing Industry Liaison for the Minnesota Department of Employment and Economic Development (DEED).
Debra.Bultnick@state.mn.us
612.298.2592