Johnson Controls Norse Consulting Amanda Allen Scott Becker Max Colaner Johna Johns Christine Kohrs Ann Steward Terry Stickels

Goals Establish a strategic staffing plan for three specific positions: – toolmakers, maintenance mechanics, and automation technicians Create a system to identify internal talent

Immediate Plan Begin targeted recruiting (Now) Utilize government entities (Now) Develop referral program (3-6 months) Start career development (3-6 months) Implement internal marketing campaign (6-12 months)

Contact employees from competing organizations Use social media – LinkedIn- machinist groups – Machinistjobs.com Show them the Johnson Controls’ advantage – What benefits can Johnson Controls offer them that their current employer does not? Begin Targeted Recruiting Now

Utilize Government Entities Now One Stop Northern KY and Office of Employment and training One Stop Northern KYOffice of Employment and training – Agency’s that assist employers recruiting qualified candidates – Employer can register online or contact by phone – Benefit of One Stop and the office of employment and training? Access to post available positions Opportunity to participate in local job fairs

Develop Referral Program 3-6 months Employees can earn a bonus for referring a potential employee Referral bonus would only be given if candidate is hired Reward employee with a $500-$1,000 bonus After implementation, keep reiterating program benefits with employees.

Start Career Development 3-6 months Identify internal employees who have promotion potential Communicate career paths with employees Provide development opportunities Maintain performance appraisals

Implement Internal Marketing Campaign 6-12 months Reiterate employee benefits consistently – Preexisting 100% tuition reimbursement – Employee empowerment – Wages – Promotion opportunities – Potential Referral program Career development

Future Considerations Encourage job shadowing (2-5 year plan) Begin training programs (2-5+ year plan) Develop apprenticeship program (5+ year plan)

Encourage Job Shadowing Target local high school and college students Hold educational visits for teachers and guidance counselors – Modern manufacturing Invite college students already enrolled in a related program Select candidates that would be interested in job shadowing opportunity

Job Shadowing Structure Students would shadow a knowledgeable and skilled employee – 8 week period Once a week for 2 hours – 16 week period Biweekly for 2 hours

Develop Training Program Three options for training program 1.Employee development from phased retirement 2.Mentoring program 3.Project based training

Employee development from phased retirement One on One relationship Would start months before retirement Retiree helps develop newer employee’s knowledge, skills, and abilities while they are phasing out of the company into retirement Incentive would be provided for retiree

Mentoring program One on one relationship Volunteer position- can start anytime Mentor would be trained appropriately Mentor would use their expertise to help protégé advance their career, enhance their knowledge, and build their networks Incentive would be provided for Mentor

Project based training Workgroup relationship Can be voluntary or selected by supervisors Would start when projects become available Establish workgroups that consist of veterans and newer employees Work on suitable projects that can further knowledge, skills, and abilities of newer employees

Develop Apprenticeship Program Create a competitive program – Example: Work with colleges and technical schools to create relationships Work with the Kentucky Cabinet of Labor for development of program

Conclusion Options can be initiated now, 3-12 months from now, and 2-5 years from now Options can be ongoing Keep reiterating benefits of programs that can help Johnson Controls get quality employees and candidates

Thank you!