Critical Industry Shortages
The Skill & Trade Shortage
Nearly 25% of the development of a modern car or truck is electronics. Even heavy equipment has gained significantly in complexity and sophistication.
Most consumers are unaware of the different levels of training for these trades. There are beginners (students), Class B technicians, and Class A technicians.
There is no longer room in the Industrial Arts classes for the “hands on” students, because they feel learning is not needed from technical documentation. It is a field that needs the mechanical and technology inclined.
It is a field the needs persons that can use computerized diagnostic equipment. A qualified technician that understands the dozens of microcontrollers in products produced over the past twenty years and how they are interactive with one another.
There are many areas that a technician can be certified. Passing a test does not mean direct application of the knowledge or the ability to use appropriate troubleshooting techniques. The ACS Group method would require the demonstration of the skills to be certified.
Women are an integral part of the technical scene in many STEM disciplines, and automotive specialties are no exception. ACS Group believes in a definable merit system that allows women to progress and be compensated in a like fashion.
Modern automotive facilities can have $130K – $250K in software alone. Just servicing American and Asian models, that have the most reasonable software to acquire, can have a $250K to $300K investment to open a service facility. The ACS Group needs partnerships to develop a network of affiliated shops with Class A technicians.
Our goal is to have program candidates that are dedicated to life-long learning, have a passion for things automotive, motivation for excellence, and a goal of being a Class A technician with a Master Class A Certification rating.
There are fewer Class A rated technicians every year and the few that are left with teaching experience is rare. This knowledge needs to be passed on. Many companies are starting to feel the legacy knowledge crunch drastically affect their operations.
Construction trades have many advocates and few doing anything about it. Once again there is legacy knowledge being lost. Our unions once had robust training programs but the public is unaware these where paid by the construction companies. With labor in short supply and profit per project the primary objective, quality has become an issue for some
that are experienced in these skills.
Women are also a part of this equation. It is becoming a more regular sight to see women in equipment operations and some desiring the physical demands of framing. These are seen as compatible with a woman’s natural tactic abilities for hand-eye coordination for equipment, electrical and finishing work, notwithstanding grading and cranes.
Once again, a merit based system that is skills based for promotion and compensation.
As aforementioned, many of the skilled craftsmen are leaving the trades. With the housing slump from the financial crises and slow recovery, many have aged out of normal projects and missed the opportunity for supervisors and trainers. It does not mean these highly skilled masters are to be put out to pasture.
Partnerships can seize the knowledge and skill to train, improve quality and continue a line of craftmen and craftwomen for the future. I have seen skilled women plumbers and A/C technicians.
It is an opportunity to partner with companies to ensure only the highest standards of craftsmanship and safety are in the workforce.