HIRE SMART – QUICK START Afton Chemical Sauget, IL In partnership with Selsius™ Corporate & Career Training Southwestern Illinois College

Welcome and Introductions Afton Chemical Labor Relations Mgr. Mike McCoy Afton Chemical Prod. Supervisor Adrian Pyle SWIC Lead Instructor Lou Marino SWIC Lead Instructor Bill Haynes Selsius Consultant Lisa Kenney We welcome your input!

Project Overview Phase I: Planning Phase II: Assessments and Hiring Phase III: Training Delivery on site at Afton and at SWIC Phase IV: Evaluation

The Team … It Takes a Village Afton Human Resources Manager Plant Supervisors Plant Instructors Selsius Project Manager SWIC Industrial Lead SME SWIC Industrial Instructors Work Keys Assessment Personnel Trainees Existing Process Operators

Project Overview Training for new Process Operators to get them up to speed – faster! Project Goals: Reduce overtime costs for existing operators and supervisors Develop consistent training for new hires Improve reliability of instruction Improve productivity 80 hours of training delivered on site at Afton Chemical and at SWIC

Project Outcomes Better qualified candidate pool Matched training to key on-the-job skill needs Created consistent, repeatable training process Cut in-house training time in half

Afton gathers input from existing operators, supervisors, and area managers to identify required skills and proficiency levels Initially 39 content areas delivered in approximately 4 weeks Boiled down to key topics Focus groups Trainers and supervisors/employees who were previously trained Validate and sequence training topics Speed to proficiency: current & desired Phase I: Planning

Review existing SWIC content vs. Afton-specific content Distillation Industrial Math Safety and Relief Valves Heat Exchangers Pumps HVAR P & ID Steam Traps Process Instrumentation Advanced Controls Storage Tanks Create buy-in Phase I: Planning

Phase II: Assessments and Hiring Work Keys testing conducted at SWIC Pre-employment only Afton worked directly with Work Keys to identify proficiency levels Selsius proctored and provided facilities for on- line testing Results immediately available to SWIC and Afton Chemical HR

Work Keys Testing Applied Math Locating Information Workplace Observation Reading for Information 5 hours per test taker 14 sessions conducted at SWIC 191 test-takers

Phase II: Assessments and Hiring Afton interviews and hires new process operators Sept = 80 candidates, 13 hired Feb = 111 candidates, 11 hired

Phase III: Training Delivery Orientation Safety Lock Out/Tag Out Industrial Math Pumps Motors Instrumentation and Controls Piping & Instrumentation Diagrams Valves WonderWare Key Topics:

Phase III: Training Delivery Hybrid content from SWIC’s for-credit courses and Afton-specific needs Created customized course materials driven by needs assessment Scheduled training in the plant and in the classroom, creating more efficient delivery Coordinated delivery between SWIC and Afton instructors Used SchoolCraft Workbooks and Materials Delivered hands-on in SWIC labs and structured “field trips” to plant floor with checklists Used Afton in-house prints for training

Phase III: Training Delivery Daily QuizzesWeekly TestsPlant Walk-ThroughsSupervisor’s Check ListsWork Ethic Evaluations

Phase IV Evaluation Trainee Evaluation Weekly evaluations of trainees by SWIC instructors On-going competency evaluations by Supervisors All trainees met expectations!

Phase IV Evaluation Course and Instructors rated on 5-point scale: 5 = Excellent; 1 = Poor Student skills BEFORE training: Average 2.23 Skills AFTER training: Average 4.23 Trainers’ Expertise:

Project Investment Assessments Instructional design Training delivery Materials Return on Investment

Afton Internal Training Delivery: 4 weeks Wages at $6,500 x 24 trainees = $156K OT for In-house Engineers = ??? OT for supervisors as trainers pulled into classroom = ??? SWIC Training Delivery: 2 weeks Wages at $3,250 x 24 = $78K Cost for Initiative = $27K Comparison of In-house delivery and SWIC delivery: Afton: Wages at $156K plus intangibles and unknowns = $156K SWIC: Wages at $78K and cost for initiative at $27K = $105K $156K - $105K = Savings of $51K Repeatable! Consistent! Reliable!

Lessons Learned Success requires company involvement and commitment from the top! Proficiency levels vary, depending on the experience level of trainees; training content should match this Project Lead is essential for driving successful outcome Sustainability requires consistent attention and feedback Job-specific training produces more targeted results than generic training

QUESTIONS?

New Industrial Services

New Industrial Services

New Industrial Services - Reports

QUESTIONS?