Workforce Development - A Good Investment?

For work needing specialized skills, there's a labor shortage, not a jobs shortage

Is the Super Engineer acheivable?

In an earlier column where I reviewed the article "Redefining Engineering for the Year 2020", I discussed the present malaise of the Engineering discipline, but also the resources and initiatives that are already looking at this problem.

I'd like to revisit the approach discussed, a "Renaissance Man" type of engineer.

What attributes will that engineer of 2020 have? The NAE report says he or she will aspire to have the:

• ingenuity of Lillian Gilbreth,
• the problem-solving capabilities of Gordon Moore,
• the scientific insight of Albert Einstein,
• the creativity of Pablo Picasso,
• the determination of the Wright brothers,
• the leadership abilities of Bill Gates,
• the conscience of Eleanor Roosevelt,
• the vision of Martin Luther King and
• the curiosity and wonder of our grandchildren.

As we begin the 2nd half of 2010, we might ask ourselves: 

• Is it realistically possible to create an army of such super-engineers by 2020?
• If so, what major initiaitves would have to be put in place that we do not have today?

Workforce challenges facing the design and construction industry

Dr. Charles Thornton, Chairman of The Thornton-Tomasetti Group and receipeint of ENR’s 2001 Award of Excellence, is one of the "oracles" in the area of workforce development for the Design and Construction Industry.

He received the ENR award in 2001 for his tireless efforts to promote and build the ACE Mentoring Program – an educational program to introduce high school students to the various aspects and careers available in the construction industry.  He offers a perspective on why it is particularly difficult to create the levels of a highly skilled workforce needed to design and build/rebuild America in the future.  Here are a couple dimensions of the challenge from his experienced point of view on the "image" problem facing the indistry:

Nature of the Challenge

The design and construction community suffers from either the lack of a true image (engineers do not run trains) or a negative one (entry level construction workers on a job sites).  In an age of information, Madison Avenue, and slick marketing, a non-existent or “poor” image can greatly undercut an industry’s efforts to attract the best and brightest.

Elements of a “Poor” Image

The most prominent elements that appear to create or add to a “poor” image can be categorized in the following manner:

• Safety issues on job sites remain a major challenge.
• Working conditions can be difficult at times (heavy, often out door work).
• Seasonal or migratory nature of the work.
• Decentralized, small business dominated industry.
• Perceived pay scales being lower than they actually are.
• Difficult or technical math and science skill sets required.

Consequences of a “Poor” Image

The perceived and real elements that contribute to a “poor” image have consequences that impede the industry’s efforts to attract the next generation:

• Parents and school counselors have wrong or misconceived view of the industry.
• Intellectual resistance – viewed outside of  the “college path”.
• Believed to be a physically demanding industry without IT or new technology applications or skills – which results in a low attraction level for “white collar” careerist.
• Industry doesn’t attract its needed share of women and minorities to fill expanding job slots.
• Nascent interests exhibited by children are not fully supported and nurtured so as to encourage eventual career choices.

Are you an engineer? Can you prove it?

A friend of mine said he had a handy way to check to see if you're a engineer

1. You have no life and you can PROVE IT mathematically.
2. You have a pet named after an engineer.

Does this sound like an accurate perspective of this important discipline?

Unfortunately, this is a common problem today - A large proportion of the U.S. public undervalues the role played by engineers in a wide variety of technologically-based activities, holds engineering as a less prestigious occupation than science, and regards engineers as less socially responsible than scientists 

Over the last century or so, advances in engineering have led to major changes in people’s lives through the widespread introduction of electrification; easy transportation; safe and abundant water; communications technologies such as telephones and the Internet; and health and recreational technologies

If the U.S. is to maintain its technological infrastructure, and also its strong position in the global marketplace, it will require a supply of well-educated and versatile workers. While the numbers of students enrolled in various engineering programs in the U.S. have a history of fluctuation over time, the 2004 edition of the National Science Board’s Science and Engineering Indicators notes an overall shift away from engineering enrollments, raising the question of whether the supply of engineers will be able to keep pace with the demand.

The very nature of engineering is also evolving.  In addition to the technical knowledge that engineers are known to possess, today's marketplace also looks for these professionals to have above average capabilities in management, communication and leadership skills.

In short, having an engineering degree or license, simply won't cut it in the rapidly evolving marketplace we have today.

In recent analyses of student-constructed images of engineering there are two evident types of perceptions of engineers: those that refer to theories, fundamentals, processes, and mathematics; and those that refer to conditions of work such as group work, communication skills, and writing. The former represent images of engineering as a science and the latter can be considered images of engineering as an occupation. Images of engineering continue to change over time among students, and are also being shaped by the exposure engineers receive in the media.

Ask the average “man on the street” what an engineer does and – assuming he/she doesn’t personally know an engineer – the first reaction you’ll likely get is a pause, followed by either an admission of ignorance or a half-assured response typically asserting that an engineer is one of the following:

1. Locomotive Train Operator: The oldest surviving image of engineers and still a surprisingly persistent view, given this day and age. Its continuing persistence (as well as its historical root) is reflected in Webster’s dictionary, which still cites “engine operator” as the second (alternative) definition for “engineer” (the first definition being, “one trained in engineering”).

2. Mechanic/Technician: Building upon the “engine operator” image, as reinforced by the “Scotty” character appearing on the popular and long-running Star-Trek TV/movie series, the mechanic/technician image of engineers is also reinforced today by the prevalent real-world use of the generic titles/position descriptions “maintenance engineer” and “engineering technician.”

3. Construction Manager/Supervisor: This image of engineers is grounded in the belief that architects (or generic “designers” or “planners”) are responsible for putting together the complete design for buildings or other structures, while engineers are the ones who carry out that design – managing the overall construction process and/or directly supervising construction workers.

4. NASA Flight Control Personnel: Reinforced by a flurry of Hollywood movies in the late 1990s that focused on the U.S. Apollo space flight program, engineers are viewed to be the flight control (or other ground support) personnel guiding/supporting space flights.

5. “Computer Person”: This image includes anyone working in a position that is computer operation-focused - computer programmers, software installers/troubleshooters, hardware maintenance personnel, mainframe/systems administrators, etc. (On the other hand, however, the design and manufacture of computers themselves – i.e., hardware engineering – is not necessarily associated by the public to be part of the realm of engineers.)

6. “Dot-Commer”: Building upon the “computer person” image, the rise of the Internet in the form of the “Dot-Com” craze extended the image of engineers to include persons involved in anything technical that has to do with the Internet, whether in terms of building or operating it.

Given the historical lack of a clearly defined public image of engineers and engineering, it is understandable to see how each of these alternative images has entered through the existing vacuum into the public’s mind.

Thus, somewhat inaccurate expectations of an engineering workplace are often maintained throughout the years of students’ K-12 and undergraduate educations.  Often, the first realistic image of the engineering workplace is not developed until students find themselves in their first job.

Therefore, it is essential to provide youth with positive images of engineers—professionals who use science and technology to solve problems.  The need has never been more critical. During the last one hundred years a technological revolution has improved the quality of our lives and engineers working often behind-the-scenes have led this revolution. Yet today, youth and most and adults do not understand the engineer’s role in society or, more simply, what an engineer does. 

Houston - We Have a Problem

As we ponder the many changes happening in the workforce and how we educate people, there are some "perception issues" that I feel need to be addressed:

Do we have the right emphasis on the role of "technological education?"  Do we view technological education as engineering “lite” versus education for a "legitimate" profession?

Is the role of the scientist, or engineer more important than that of the electrician?  In what ways do the work of each impact us directly?

I also increasingly perceive a lack of common agreement among educators on the issue of focus / value of education for people entering the trades versus professions.

For many years I have held to the belief that you get the behaviors that you reward.  In the workforce development area, I do not see clear measures of success that are clear to learners (e.g. are we rewarding graduation versus placement?)

Likewise, have we examined the quality of relationships that educators have with business?  Despite having  Industry Advisory committees, are these committees providing the caliber and numbers of workers that industry needs? 

Have we struck the right balance between the skills needed by tradeworkers upon whom we are day-to-day dependent, as contrasted with the graduate who will apply technological skills in a different manner?

Readers, your thoughts?

Supply of engineers will fall well short of demand

The sustainable design movement depends upon a supply of "green" products.  Increasingly however, the engineering talent needed to develop these products is in increasingly short supply.  And it's not just in the U.S.  A survey by the Institution of Engineering and Technology (IET) found that no less than 40 percent of UK companies believed that they were almost certain not to be able to recruit the necessary number of engineers or technicians to meet their needs between now and 2010.

Where do you think UK manufacturers will look in order to fill the shortfall?  Yep, another "source" that will likely be siphoning off U.S. engineering graduates.  This is a "must read article" !


read more | digg story

Do We Have Time for Needed Engineering Education Reform?

Pat Galloway, a noted blogger and writer, and CEO of the Seattle-based Nielsen-Wurster Group  was appointed by President Bush to serve a six-year term as a director of the 24-member National Science Board, the National Science Foundation's governing body.

Recently she published "Is Engineering Education in Need of Reform?" a critical analysis of the current crisis in backfilling the shortage of engineering talent in the US.

The premise that Dr. Galloway presents is that in the past, the skills workers acquired would serve them well for decades. However, in the 21st century, an engineer’s success or a firm’s success will be measured against how well he or she can adapt to new conditions and technologies.  Thus to remain competitive in this global and knowledge-based economy and to ensure that the quality of life improves for everyone around the world, engineers must be educated differently.

It's a great article.  Let me know what you think?

Engineers Week - Coming Soon

"America's First Engineer" – Words that have been used to describe our nation's founding father and first president. 

Held annually—and very appropriately around the time of George Washington's birthday—Engineers Week is dedicated to ensuring a diverse and well-educated future engineering workforce. 

Aiming to encourage interest in engineering and technology careers among young students and to promote pre-college literacy in math and science, EWeek is among the oldest of America's professional outreach efforts. What’s more, the alliance works hard to raise public understanding and appreciation of engineering contributions to society.

Started in 1951, EWeek has spread its coalition to 75 engineering, professional and technical societies and more than 50 corporations and government agencies. As a strong supporter, we encourage our members to take an active part in Engineers Week.

To learn more about future EWeek events or to see what's been happening in the past, go to: www.eweek.org

AEC Industry in Crisis--We Need an ACE in the Hole

Pat Galloway publishes one of the top blogs in the AEC space and being a PE, and CEO of a esteemed professional services firm, she understands very well, the issues associated with shortages in the current and upcoming workforce.  So when she recently published "Industry in Crisis--We Need an ACE in the Hole" discussing the myriad issues in the AEC market, I feel she really has hit the nail on the head.
(not to mention that she sees the market the same as I do....)

You'll want to read the full article, but she leads with a sobering and unfortunately all-too-true situation assessment:

"The construction industry is the second largest sector of our economy. However, many projects are on hold or have simply been canceled because there are not enough resources to build them. America’s infrastructure is not only crumbling, it is not keeping pace with our growth and the consequences are serious.

At the current rate of training, we may be able to produce an additional 20,000 trades people by 2009. However, we are experiencing a 260,000-person shortfall each year. If America’s economic growth is to continue, we will need over 1 million more architects, engineers and trades people by 2012."

There you have it.  Read the article to get the details and learn what our options are.

The Dirty Little Secret in the Offshore Oil Patch

The poaching of personnel is becoming a significant source of aggravation, especially since oil companies have in the past been quick to downsize their geoscientific resources whenever the going gets tough.

And it's likely go get worse before it gets better.

An recent article entitled "The Trouble with People" appearing in Oil Online describes the antics that have been looked upon as a "standard practice" in the past, but which take on new significance in light of what the industry is characterizing as the ‘Great Crew Change’ the gap between the generation that is retiring and the generation that is to replace it.

Unfortunately, the Oil Industry, like many other industries have failed to attract the quantity of graduates and technically based talent that is now needed to capitalize on the growth potential that is prevalent.

In many cases there is a significant shortfall of candidates in the 15-25 year experience range which in essence can be described as a generation gap.

Many are concerned that while people are being promoted and given responsibility that is within their potential, it is being given too soon and beyond the true experience levels that would be needed in industries where there is no substitute for experience.

Booz Allen Hamilton (BAH) in a recent industry report cites the popular finding that 55% of E&P (Oil Exploration And Production);staff are in the 40-50 age bracket (probably on the higher side if the truth be known) and that half the current workforce is likely to retire in the next 10 years (the exercise of early retirement/lifestyle change options may make this prediction conservative).

The BAH report indicates that barely 15% of the E&P workforce are recruits in their early 20s to mid 30s. At the same time graduate recruitment into the industry from established western universities and business schools has been in steep decline.

The issue at hand is that, lacking qualified people at all levels, a fall-off in the E&P;industry’s enviable record for research and innovation could result in an impact on the ability of the industry to respond to the country;s growing energy requirements.

Despite growing employer demand and increased overall numbers in the university population, falling enrollments for geophysics have meant courses being discontinued by universities constantly under performance and economic pressures. The number of MSc courses in geophysics has been reduced from five to one, attributable to the fall in geophysics Masters graduates wanting to embark on exploration and environmental careers.

To reverse this kind of trend presents a huge challenge. as the study points out that the root of the problem stems from what goes on in schools. Geophysics is unlikely to appear on the student’s radar at all and this is part of a more deep-seated resistance to engage in maths and physics, which are regarded as difficult subjects. The result is that geophysics has effectively been structured out of the curriculum, and MSc courses no longer offer a safety net for those students who come across geophysics at university and change direction.

Like other industries suffering with a workforce crisis, it is imperative that the industries that have been considered "unattractive" in the past, must change their image to students.  The trend of students avoiding these fields of study, because they do not have an appreciation of its potential,  at the same time industry needs an increasingly technical workforce, is a recipe for disaster.

The E&P industry is working hard to change their image, but other industries like the design and construction industries have also worked toward this end for years, and still are not close to turning around the problem.   

In my opinion, the problem needs to be addressed at a much earlier stage, educating the youth in K-12, and introducing the teaching faculty and guidance counselors to the many dimensions of the industry, such that these youth will have a re-framed view of these essential industries.

2007-2008 ACEC Design & Construction Industry Trends Survey

2007-2008 ACEC Design & Construction Industry Trends Survey
Available from the ACEC

The 2007-2008 Design & Construction Trends Survey is the only national A/E/C survey asking all of the incisive questions to help firms make sound management decisions.

Some of the trends in the 2007-2008 Design & Construction Industry Trends Survey include:

• Standard of Care/Client Expectations of Perfection
• Infrastructure Funding
• Delivery Systems—Popularity of Design-Build and other alternative systems
• Design Software—Popularity of Building Information Modeling
• Perceived Lack of Qualified Engineers
• Commoditization of Engineering
• Costs of Healthcare—Concerns Over Rising Costs

This survey also includes sections explaining the economic, social, and political drivers behind various markets. You will find key questions and answers to firm finance and operations, employment and training, project management, design software, and business performance as calculated from multiple perspectives.

A Halloween Treat for You from the Evil HR Lady

I'm a fan of the "Evil HR Lady", who publicly claims to be "an HR professional in a Fortune 500 Company. I've hired, fired, managed pay and analyzed the numbers. I've even tried to cooperate with Finance, but, well you can guess how that turned out."

She operates a great blog by the same name (Evil HR Lady) with a high volume of feedback that confirms that she is on the right track.

She recently published a great article called "The Coming Talent Shortage" that provided a response to the YouTube video about workforce demographic changes. 

Michael Moore (the lawyer, not the other Michael Moore) posted a link to this video about the upcoming labor shortage.

This article is a "MUST READ" for people concerned about where our future experienced talent will come from.  Enjoy and let me know what you think!

Why Do Women Only Represent 9% of the Engineering Workforce?

A report published by the American Society for Engineering Education paints a picture that should concern for all Americans.  While women represent 56% of  total U.S. undergraduate enrollment across all fields of study, Undergraduate engineering enrollment, is only 17% of the total at 366,361 in 2005, according to the ASEE study

Today, women represent only 9% of the Engineering workforce. 

There's a lot of good programs underway to turn this situation.  Women-in-engineering (WIE) programs, and the Society of Women Engineers (SWE) student chapters, other support mechanisms provide:

•   Outreach/ K-12 education
•   Learning and/or living communities
•   Forums for discussing concerns/questions
•   Connection with role models in academia, industry, government
•   Mentoring (peer and professional-student)
•   Advising
•   Professional development and career guidance

It's premature to call this game before all of the innings have played out.  Never before have the prospects for women in engineering been better, nor have there been a stronger advocacy and support system available.  Let's get the word out.

The Engineering Workforce Commission also cites decreasing female enrollments since 2001; enrollment numbers remain virtually unchanged since 1984, and although Doctoral degrees have recently increased, these gains are being undercut by decreasing B.S. enrollments in Engineering.

Ladies, Thinking About an Engineering Career? Here's Some Research

Anay over at Introduction to Womens Studies has done her homework !  I think you'll find the data she's uncovered interesting and helpful

read more | digg story

Stopping the Evaporation of Graduate Women Engineers

There's a wealth of information and resources that are available to facilitate young women that are seeking to enter the engineering discipline.

The following is a partial list of sources you may wish to investigate:


    Women in Engineering Programs and Advocates Network (WEPAN):

The mission of WEPAN is to be a “catalyst, advocate, and leading resource for institutional and national change that will result in the full participation of women in engineering”.

Society of Women Engineers (SWE): 

The mission of SWE is to “stimulate women to achieve full potential in careers as engineers and leaders, expand the image of the engineering profession as a positive force in improving the quality of life, and demonstrate the value of diversity.”

Yearly women in engineering literature reviews available

Assessing Women and Men in Engineering

Excellent annotated bibliographies, literature overviews

American Society for Engineering Education

Publishes Journal of Engineering Education, Prism Magazine, Engineering Colleges Profiles and Statistics, ASEE conference proceedings

Frontiers in Education conference proceedings

MentorNet: national electronic mentoring program

I've personally interacted with most of these organizations and can vouch for their passion and understanding of how to get more graduate engineers out of the "engineer pipeline"

Check them out!

Offshoring is also eroding the quality of the U.S, workforce

Offshoring is increasingly eroding the quality of the workforce in the US. There are fewer entry level IT jobs in the US. These jobs go to increasingly Indian or Chinese software engineers. Similarly, the legal and investment banking tasks sent overseas are the yeoman's work that historically enabled young people to learn the profession. Next are the entry level jobs in architecture and design/engineering.

Fortunately, many service firms aren't of a scale where this sort of outsourcing is viable, but nevertheless, it reduces the number of domestic training positions. It's a hollowing out of service industries. The fact that is is now happening at the very large firms that do the most sophisticated corporate work begs the question of where their next generation of executives / principals and partners will come from.

Where will it end.  Keep watching this blog.  We've got answers coming for you.

Tougher US immigration leading to 'reverse brain-drain': study

The huge backlog in US immigration visas is leading to a "reverse brain-drain" that will force skilled workers to return to their home country, a report released Wednesday concludes.

read more | digg story

Careers With a Guaranteed Future

Looking for an area with incredible need and that will fuel ongoing demand for skilled engineers and construction personnel?  Think infrastructure...

As the Katrina New Orleans levee failure and the recent Minnesota bridge collapse pointed out, infrastructure in the United States is clearly in need of an overhaul. In fact, the American Society of Civil Engineers, does a report card every two years.  Check out the most recent one (from 2005):

America’s infrastructure report card for 2005
By the American Society of Civil Engineers National grades

• Aviation, D+
• Bridges, C
• Dams, D
• Drinking water, D-
• Energy (national power grid), D
• Hazardous waste, D
• Navigable waterways, D-
• Public parks/recreation, C-
• Rail, C-
• Roads, D
• Schools, D
• Security, I
• Solid waste, C+
• Transit, D+
• Wastewater, D-

Giving an overall GPA to America’s Infrastructure: D

These areas are "essential basic infrastructure" to our society, and it cannot be ignored. 

Education firms like RedVector.com who have extensive libraries of accredited online education provide the leaders in this area with the latest educational offerings in building and improving America's infrastructure.  If you're in this business, or intend to be, it should be mandatory training for you.

Another resource the American Society of Civil Engineers has provided to educate people on the important issues of infrastructure is their "Critical Infrastructure Blog"

All Americans are dependent upon sound infrastructure - so this is REQUIRED reading

Let me know what you think.

Safe Bridges depend upon a sound Workforce

The tragic bridge collapse in Minneapolis on August 1st highlights the incredible challenge of maintaining our aging infrastructure. 

Trouble is, that increasingly, the skilled workforce needed to maintain and upgrade our roads and bridges is often far less than what is required.

The labor shortage can be explained in part because engineering and construction trades still suffer from social stigma, even though they are well-paid careers and offer stable employment.

For example, the Delaware Department of Transportation is having a hard time keeping up with the state's rapid growth. There just hasn't been a whole lot of hiring, according to Secretary of Transportation Nathan Hayward III.  Hayward said about 12% of Delaware DOT's 2,552 positions are vacant. The agency has been depending on more outside consultants, but that solution could add to the time it takes to complete road-building projects.

Delaware DOT's last hiring frenzy came in the 1970s and 1980s, but those workers are now beginning to retire.  "We are not very far away from a point where if we haven't replaced these people, we will be in very, very serious trouble," Hayward told the Delaware State News. "We are losing good people and we are not replacing them."

In New York State, an ongoing tug-of-war exists and the state's bridge inspection balance swings in the balance. 

Oregon transportation officials also worry about how the worker shortage will impact their infrastructure projects.  Across the state, work crews are tearing into highways and bridges in a massive effort to wrangle Oregon's transportation network into the modern era. A less obvious development is taking place beyond the reach of road crews and their brightly colored machinery.

Behind the scenes, the Oregon Department of Transportation faces the equally gargantuan challenge of ensuring there are enough qualified workers to do the job. In Oregon alone, 15,000 new workers are needed to meet growing demand and to replace retirees by 2012.

I could go on and on, but you get the picture.

Unless we can collectively come to grips with tangible solutions to the skilled labor shortage, our critical infrastructure will increasingly be at risk.  Sometimes, as the preceding links show, the solution involves public policy and funding, other times it is simply coming up with an awareness and commitment to doing a better job at recruiting new workers, enabling existing workers to increase their skills, and developing sound programs to ensure that the existing skilled workforce is retained to the extent possible.

Many progressive DoTs across the U.S. as well as highway engineers and contractors have found that a great way to increase the skill sets of their engineers and construction personnel is the extensive RedVector online education library.  This library has hundreds of courses on civil engineering, structural engineering, design, construction for road and bridge designers and builders.  Getting people the quality accredited education they need has always been a challenge.  RedVector provides a cost-effective solution, and an easy way to get the essential education and training that's needed today.

Women in Engineering - still a "Boys Club"

From "The Herman Trend Alert," by the Herman Group, a new alert, discussing Women in Engineering.  Like all of the excellent work The Herman Group does, it is an exceptional piece addressing a critical issue in the skilled workforce.

A recent study demonstrates clearly that the field of engineering is still primarily a "Boys Club". Only 20 percent of engineering degrees in the United States are earned by women; only 9% of American engineers are women.

Though a study by the Families and Work Institute showed that young men are taking a much more active role in their children’s lives, in the US and Europe, the majority of people still expect that most of the burden of housekeeping, childcare, school interface, looking after aging parents, and similar family duties are handled by the woman.

In many industries, an engineering career frequently demands long hours and lots of travel---difficult for a man, even harder for a woman. It is challenging to take care of a family when the job sometimes requires an emergency plant visit at 2am, or worse, weeks or months on assignment overseas.

When it comes to advancing in the corporate hierarchy, women engineers experience the most problems. There is a "systemic pressure," far more difficult than any "overt discrimination," that makes matters even more challenging for women engineers.

Nancy Bartels, Managing Editor for "Control" Magazine, interviewed a number of women engineers. Here’s what they want:

• Treated with respect, as professionals, just like other engineers
• Given the chance to prove themselves—just like other engineers.
• Respected for their ideas and have their thinking processes accepted.
• Included---in all conversations, casual and otherwise and to be treated as peers and valued team members
• Mentored and encouraged by experienced seniors.
• Considered for promotion.

There is no doubt that engineering will benefit from having more women who bring their unique perspectives and innovative ideas to the industry. They also possess intuitive skills and can provide different ways to solve many complex problems, problems that may be approached better through their distinctive points of view. Hundreds of colleges, organizations, and businesses have created programs, workshops, and conferences to increase the number of women in engineering. And if your organization is looking for engineers, don’t overlook The National GEM Consortium, a non-profit headquartered in Washington, DC.

JIM's NOTE: Also, check out the Society of Women Engineers (SWE)

Skilled worker shortage hurts U.S.

According to a recent story published by CNN, Skilled worker shortage hurts U.S. the cross-industry problem being experienced by all industries is bad and getting worse.

Most experts agreed the shortage of skilled workers is likely to persist longer than it did in the late 1990s. That earlier tightness was fed by dot.com companies burning through investors' cash to hire people. The latest round of hiring is being driven by stronger corporate balance sheets, and as more retiring Baby Boomers start leaving the work force.

Today's challenge is different and the mandate for companies is different.

The problem I see with this article is that it's long on explanations, but offers few substantial ideas for firms looking for solutions.  What's your opinion?

Tackling engineering, construction skills a challenge, says report

Restoring or replacing the pipeline that produces the range of skills needed by the construction and engineering industry presents a comprehensive challenge. This was the "overwhelming" conclusion of an investigation into skills for infrastructure delivery by the Construction Industry Development Board

read more | digg story

When will we see the Worker Shortage called a crisis?

“This is not something that tomorrow, all of a sudden, will show up in the headlines. This is a slow effect of changing demographics that is absolutely predictable but with profound implications… "

Consider these comments by David Ellwood, Dean of Harvard University’s Kennedy School of Government.  Citing an article by J. Barrett, “An impending work crisis.” that first appeared in Newsweek. September 20, 2002.

What becomes increasingly apparent is that there are not enough workers to backfill the expected number of baby-boomers that will be retiring over the next 5-10 years.

This affects all workers at every level of the US workforce.  For example - 19% of the entire American workforce holding executive, administrative and managerial positions will retire in the next five years.

It's not just the US - the aging workforce also affects the global workforce in major ways:

• In the year 2000, there were more people receiving pensions in Italy (22 million) than people working (21 million)
• Within the next seven  years, over 33 million individuals in Japan (26% of the population) are expected to be over 65 years old.
• In Autstrlia , by 2016, the number of individuals aged 60-64 in Australia is expected to almost double
• In the EU Over the next two decades the number of older workers (50-64 years) will increase by 25%, while the younger workers (20-29 years) will decrease by 20%
• While only 11 percent of the Chinese population today is over 60, the United Nations projects that this segment will increase to 28 percent by 2040.  At that time, China is expected to have 397 million people over 65, which is more than the total current population of France, Germany, Italy, Japan and the United Kingdom combined.

Thus, we have a "perfect storm" developing.  If we pay attention to what's happening.  Accordingly, we can expect the "war for talent" to worsen, not get easier.

Here are some ideas that will help businesses survive thhe difficult period ahead:

1. Provide opportunities for workers to continually update their skills
2. Preserve critical knowledge before it walks out the door
3. Retain valued employees through developing alternative work arrangements
4. Facilitate the productive coexistence of a multi-generational workforce
5. Ensure that mature workers are able to use technology effectively in the workplace
6. Redirect recruiting and sourcing efforts to include mature workers

Because this is not something that tomorrow, all of a sudden, will show up in the headlines, but an ongoing threat that becomes more ominous over time, we must be prepared in advance. 
------
Sources: Beazley, et. al, Continuity Management, Mackay, Alan. “Mature Age Workers: Sustaining Out Future Labor Force.” An Ageless Workforce - Opportunities for Business' Symposium Conference Paper. August 27, 2003. www.ageing.health.gov.au/ofoa/wllplan/aawpapers.htm, Time to act quickly on aging.” The Japan Times Online. August 23, 2002 www.japantimes.co.jp/cgi-bin/getarticle.pl5?ed20020823a1.htm, A. Paulli, “Pension systems and gradual retirement in Italy”, September 2000, p.17

Are engineering jobs really going unfilled?

Rusty Weston the head honcho over at the My Global Career blog has provided a great article that cuts through the BS and provides some great insight iunto what's really happening in the engineering workforce in the US.  His article, entitled Which Cyberstate Are You Living In? examines the labor shortage in engineering from a couple of different angles. 

One part I liked in particular was the introduction in which he states:

The immigration debate is expected to heat up again with the release this week of an employment report showing that the U.S. engineering workforce is almost fully employed. The data runs contrary to the views of pundits who contend that low-wage-paying countries are eating our lunch in high-tech.

The Cyberstates report released this week by the by the American Electronics Association shows that the national unemployment rate for engineers is under 2 percent. 

That seems to say a lot, for 2% may as well be no unemployment.  But then Economist Jared Bernstein with the Economic Policy Institute in Washington D.C, told The San Francisco Chronicle that there is no labor shortage crisis that should drive Congress to raise the caps on H-1B visas granted each year to foreign workers.

Barb, a reader, jumps in with "The reason that it looks like our engineering workforce is fully employed is that two very large groups are not being counted in this calculation: a) those who were driven out of engineering professions in the last 7 years and are doing some other work or gave up, and b) those who are grossly underemployed, working below the level of income and responsibility they would have been able to expect otherwise. Count those, and the numbers are dire. So, we definitely don’t need to raise the H-1b cap, we merely need to recover and redeploy our native talent who got battered in the last few years."

So while debate rages on the political front, firms looking for engineers become increasingly frustrated.
Meanwhile, there are many great eLearning resources for developing your engineering talent.   Click here to  link to Google Search to help you identify the top sources for online continuing education for engineers. 

Also, while I'm on the subject, don't you think it's about time our legislators got on the same page with the businesses in the US?

Workin' Hard For Your Money - Engineer Salary Survey

Design News has released their annual Engineering Salary Survey. The survey results show low turnover, an average salary of $73,000, and an average 3% salary increase. Survey takers also responded that they're performing a wider range of job functions than in the past.

read more | digg story

Distance Learning Alternatives for Engineers

Staying on top of your game in Engineering today demands a multi-dimensional approach.  For licensed engineers, having sources of ongoing continuing education sources that are fresh, and relevant is essential.  Many engineers I speak with complain about having the "same old stuff" as far as curriculum through their local schools and engineering societies.

There's some new alter5natives that you should be aware of that may be helpful. 

Learnon.org looks like a good place to look for Engineering programs, especially if you're interested in distance learning programs. The courses they display run from seminars and single classes, to certification programs, to 2 and 4 year degree programs.

Another excellent source is RedVector.com, which has over 900 "fully accredited" online courses in technical areas (mostly related to architecture, construction) and "soft skills" (all disciplines) that provide cost effective learner-paced education for engineers.  It's top quality education when you want to do it, where you want to do it.

It's increasingly difficult to find time to travel to conferences and seminars.  Besides the lost billable time you may incur, consider the lost travel time to/from.  Online education is increasingly popular as a way to go.  Try it out and let me know your experiences.

Do we still live in the Dark Ages here in America?

If you haven't recently been over to CR4, the GlobalSpec discussion group, there's a lot happening lately.

One of the more interesting discussions is regarding the issue of gender inequality in the engineering discipline.  A recent article "Bias Continuing Issue for Women in Science Careers", that cites a  Reuters piece via CNN.com, "Women trying to make it as scientists face bias, hostility and a lack of respect that all combine to hold them back....These barriers both frighten women away from scientific careers and block the women who try to succeed," as reported by the most recent issue of the Journal of Science.

We cannot afford this type of bias today, as the ranks of engineers continues to dwindle, and an estimated 50% of the engineer ranks are looking at retirement in the next decade.

The Society of Women Engineers is working hard to change this, but this is a specialization wide issue that must be dealt with in a much broader sense.  In case you weren't aware, SWE is the driving force that establishes engineering as a highly desirable career aspiration for women. SWE empowers women to succeed and advance in those aspirations and be recognized for their life-changing contributions and achievements as engineers and leaders.  It is important to set the expectation that women are needed in engineering as they ponder career choices.  It is even more important to ensure that once they enter the engineering discipline that they are given the opportunity to grow and prosper.

15% of US Employees Work under influence of Alcohol

This article published recently illustrates tha American abuse in the workplace is rampant as alcohol use and impairment directly affects an estimated 15 percent of the US workforce, or 19.2 million workers, according to a recent study conducted at the University at Buffalo's Research Institute

read more | digg story

Workforce Development Ideas - Digineer

An exciting new blog by David Brown, a highly knowledgeable consultant and construction industry expert, explores the elements of recruiting and retaining engineers in todays "digital workplace".  Titled "Workforce Development Ideas - Digineer" it provides some sound ideas to help employers maximize this important resource - engineering talent.  David knows what he's talking about, having many years of "hands-on" expertise.  You'll come back to this article and his blog often!

Creating a More Productive Work Environment

    Today's white-collar workforce has needs different from those office environments of the past.  It is increasingly important for designers planners to understand how to establish proper workspace requirements and plan a workplace environment that "works".  The contemporary office environment today is often a sophisticated and intricate ecosystem of many interrelated elements and sub-systems, in which various individuals occupy space. These individuals have special needs, and the diligent space planner is required to address these needs.
    A new series of courses is available to assist designers in understanding these requirements and how to develop new design solutions for these kinds of environments.  A 6-part online educational series entitled "Space Planning" has been produced to help designers by RedVector.com a leader in online education programs. 

Space Planning: Barrier Free Design (3 hours) [S] AIA HSW

Space Planning: Design Fundamentals (2 hours) [B] AIA HSW

Space Planning: Design Methodology (2 hours)[B] AIA HSW

Space Planning: Furniture and Furnishings (2 hours) [S] AIA HSW

Space Planning: History and Overview (3 hours)[B] AIA HSW

  Space Planning: Security Issues (1 hour) ^{[B] AIA HSW}

    Anyone who has experienced the consequences of a poorly laid out environment knows first-hand  how costly a design blunder can be when you take into account the loss-of-productivity that a poor design can have.  Or worse, if this environment is the cause of a single person leaving for "greener pastures".  Haven't thought about this?  Take todays average salary and benefit value and multiply  it by 1.5 to 2.0 (depending upon whether you have a easy position or a difficult one to refill).  That's a good benchmark of the cost to replace a single worker.
    If you invested approx $500 in the education above, a facility designer could do a better job at coming up with a workplace that "works", and meets the new code requirements that ensure that employees health and safety issues are addressed.
    Gives a new meaning to the saying "You pay for a education program - whether you have one or not..."

 

Competency Testing - A timely idea

The National Occupational Competency Testing Institute (NOCTI) and Project Lead The Way (PLTW) have announced a collaboration intended to create aligned and insightful student assessments for high school pre-engineering education nationwide.   The   National Occupational Competency Testing Institute (NOCTI) is a leading provider of high-quality occupational competency assessment products and services to secondary and post-secondary educational institutions in the United States and   around the world.

NOCTI and PLTW share a vision of increased rigor and relevance in career and technical education and a mission to prepare a more diverse and successful student population for post-secondary technical study and ultimately the workplace. PLTW, a not-for-profit organization, is the nation’s pre-eminent pre-engineering secondary school education program found in 44 states in over 1000 schools.    

The partnership will explore mutual interests in the development of assessments for pre-engineering education based on emerging industry standards, collaborate on the validation of contextual knowledge and skills assessment for the Science, Technology, Engineering and Mathematics (STEM) Career Cluster and develop specific assessment instruments to support the courses of the PLTW program and the validity of earned post-secondary credit with colleges, universities and industry.  

You have to start them young

Developing the Engineering talent needed is not an easy job.  It's even harder due to the lack of emphasis on Science, Technology, Engineering and Mathematics (aka STEM) programs in our schools.

So its a good thing that the American Society for Engineering Education (ASEE) has created a new resource to help industry players, educators, and parents become engaged in the effort to improve our education needed to develop future engineer talent.

The ASEE EngineeringK12 Center seeks to identify and gather in one place the most effective engineering education resources available to the K-12 community. From comprehensive data on outreach programs to profiles of “cool” engineers to hundreds of links and readings related to  engineering education, the ASEE EngineeringK12 Center offers immediately useful, easily accessible materials specifically tailored to students’ and educators’ interests.

Why aren't there more Women in Engineering?

Only 9% of American engineers are women.  And only 20 of engineering degrees are earned by women.  There are a number of reasons why the low number of women in engineering is a problem.

The National Academy of Engineering has created a vibrant site called EngineerGirl that's worth a close look.  Loaded with information for aspiring women engineers, or those who are mentoring our engineers of the future.

Even the Asians are having problems

Ever get the impression that the majority of jobs that could be outsourced would end up in Asia?  Might want to rethink that.  According to a recent New Economist article entitled, "India's engineer shortage", there is a current and worsening shortage of resources in that part of the world that everyone thought had unlimited skilled talent, and an unmatched ability to produce talent to keep up with demand.
Clearly it begs a number of very obvious questions.  One of the issues that outsource companies are reporting is high levels of attrition, which we know is not unique to outsource firms.
Here are some positive steps excerpted from "21st Century Workforce Challenges - Strategies that Work" that can help any firm do a better job of keeping a competent workforce intact.

1. Check your "Vision". 
   Does your firm have a formalized Employee Recruitment and Retention “vision”?  Have you created and publicized a “roadmap” to all employees on how your firm intends to recruit and retain the best people?
2. Take a look in the Mirror. 
   Do your people understand that your firm’s reputation is built upon your ability to deliver services or projects consistently over time?  Do they understand their individual role in enabling the team to “win” (e.g. deliver on time and within budget) again and again?   Does management understand what they need to do to create the environment that will enable their team? (It’s much more than lip service).
3. Do a "Sanity Check".   
   Have your expectations kept up with today’s market reality?  Are you able to find workers with the basic skills of reading, writing, math, listening and speaking? 
   Do your knowledge workers have the thinking skills of creativity, decision-making, problem solving, visualizing, learning, reasoning and use of technology technology?
   If these skills aren’t where you want them to be, what are the resources you have available to develop these skills?
4. Understand What Is Controllable in This Labor Market and What’s Not. 
   There are many aspects that you as an employer can control, and many that are beyond your control.  Do you understand which are which.
5. Reassess your concept of "recruiting".
   For example, is recruiting a person who is a laid-off worker from an assembly plant going to make a good worker in the field where little repetitive work is a factor and where ability to take direction is essential? 
   Does your organization know how to define the jobs in enough detail to make sure you get the “right” worker, not just “any” worker? 
   Do you look at “best practices” in job structure and evaluation used across other industries?
6. Look at your suppliers and subcontractors critically.
   Do your suppliers and subs have the ability to maintain an adequate skilled workforce?  If not, and they fall behind in maintaining an adequately trained staff, does this also put you at risk? 
   What types of mechanisms have you put in place to prevent “delivery jeopardy” on the part of your suppliers and subs?
7. Take another look at the "older worker" in the marketplace.
   Training, recruitment costs and time spent learning are much lower for older workers
   Older workers are more prone to staying with a company—not quitting after a few years
   Turnover rate for workers over 50 is just one tenth that of those under 30
   Older people these days, especially baby boomers, realize the importance of keeping their minds active and alert
8. Understand “What does my firm have to Offer” from a candidate/employee perspective
   Start by making a list of what makes your firm different/unique and appealing to a worker.
   Consider how attractive your company is compared to your competitors.  Remember that in this tightening market for labor, your “labor competitor” may be in another industry. 
   It is imperative that you “brand” yourself.  Branding isn’t just for Home Depot and JC Penney --- it’s your unique “value” proposition and will become your “guiding principle(s) in the eyes of those who see it.
9. Invest enough in Training to make a difference.
   Unlike other forms of significant business risk, that can be insured, inability to maintain a competent workforce is an uninsurable risk.
   You probably already know from past experiences what the consequences of delays and non-performance are to your business.    However, another way of looking at and justifying your investment in training your workforce, is to consider the competitive advantage you obtain, over your competitors who can’t keep good workers. 
   By reducing your labor dependency, you can significantly mitigate your business risk and associated impact cost.
10. Know What To Expect From Your Training Investment.
    Be realistic of what to expect from the level and style of training you're providing for your people.  Everyone wants to see a quick impact of training on their P&L's but for most organizations this isn't reasonable, and may take years to accomplish.  Like all developmental objectives, there are specific steps, and observable outcomes by accomplishing each step.

A science degree is good for you

Earning a bachelor's degree in science or engineering (S&E) appears to serve the recipient well in the workforce, regardless of the job they do.

read more | digg story

Threat to US National Security?

A troubling picture continues to emerge regarding our national ability to sustain ourselves.

A report by THE TASK FORCE ON THE FUTURE OF AMERICAN INNOVATION entitled "THE KNOWLEDGE ECONOMY: IS THE UNITED STATES LOSING ITS COMPETITIVE EDGE?" paints an unflattering view of our future. 

Download is_the_united_states_losing_its_competitive_edge.pdf

This report was produced as a collaboration between Agilent Technologies, ASTRA, American Chemical Society, American Electronics Association, American Mathematical Society, American Physical Society, Association of American Universities, Computing Research Association, Computing Technology Industry Association, Computing Systems Policy Project, Council on Competitiveness, Hewlett-Packard, Intel, Lucent, Materials Research Society, Microsoft, National Association of Manufacturers, NASULGC, The Science Coalition, Semiconductor Industry Association, Southeastern Universities Research Association and Texas Instruments.

The opinion presented was that the inadequacies of our current systems of research and education pose a greater threat to U. S. security over the next quarter century than any potential conventional war that we might imagine.

Related Findings highlights:

Engineering Degrees are Down
Twenty years ago the U. S. , Japan and China graduated a similar number of engineers ranging from 73,000 to 80,000, while Korean engineering graduates totaled just 28,000.
By 2000:

• Chinese engineering graduates increased 161% to 207,500
• Japanese engineering graduates increased 42% to 103,200
• Korean engineering graduates increased 140% to 56,500
• U. S. engineering graduates declined 20% to 59,500

According to the World Economic Forum:

• U.S. ranks 8th in the availability of scientists and engineers. India ranks 3rd.
• US ranks 37th in quality of math an science education, behind nations such as Israel, Scotland and Korea.

Another illustration
Indian Institute of Technology

• 178,000 students applied, but only 3,500 were selected.

M.I.T.

• 1,212 students applied; 781 were selected; yet only 277 enrolled.

Readers, see this issue here?  Think it's time to get more involved in creating the solution?  Becoming involved in the World Economic Forum, and becoming familiar with the issues would be a great place to start.