Education continues to be a gateway to economic opportunity and prosperity in the United States. In most cases, this statement is made in the context of pursuing a college education; however, according to U.S. Census Bureau findings from the Educational Attainment in the United States 2021 report, 8.9% of the population age 25 or older had less than a high school diploma or equivalent. According to the Healthy People 2030 report, not completing high school is linked to various factors that can negatively impact health, including limited employment prospects, low wages and poverty.
To overcome this impasse, as the training and development manager at Wacker Polysilicon North America, LLC in Charleston, T.N., I spearheaded a multi-year effort to identify ways to reach this largely underserved segment of the workforce by tapping into past knowledge, skills and experience in non-profit grant writing, education and workforce development. Additionally, I mobilized fellow human resources (HR) team members to brainstorm and collaborate to close gaps in many common barriers encountered by adults without a high school diploma or equivalent, namely the opportunity to earn a living wage while successfully studying to complete the high school equivalency exam.
Wacker is an industry-leading German multi-national chemical company with subsidiary operations throughout the United States, including Charleston, T.N., one of the most modern production facilities for hyper-pure polysilicon in the world used in cell phones, advanced electronics and panels for solar energy.
In this article, we’ll review insight into a novel workforce development toolkit started as a pilot program to develop an innovative and replicable educational opportunity for individuals interested in obtaining the knowledge, skills and competencies required to obtain a high school equivalency diploma and potentially gain full-time employment at Wacker in Charleston, T.N.
As Wacker-Charleston’s training manager, I worked to develop a crystal-clear and easy-to-articulate value proposition shared with candidates, stakeholders and partners in the journey to develop a robust outcome-based workforce development program, targeting individuals without high school diplomas. Although the advantages of the technical operator trainee program (TOP) were clear, it was helpful to list out the benefits:
- Program advantages: Cohorts prepare to complete a high school equivalency test (HiSET) and obtain a diploma while on the job. Classes, computers, supplies and tests are complimentary for participants. Learners can access a dedicated instructor, volunteer tutor and support specialist. By participating in the program, they can gain the opportunity for higher earning potential, and a lower risk of workplace accidents. There’s also a decreased risk of unemployment and improved productivity for the learner and company.
- Commitment from company leaders: Supporting participants’ efforts to obtain and retain employment was vital for program success. Leaders approved partnering with the Cleveland State Adult Education Program to provide classes to prepare participants for the HiSET test. Authorization was given for resources to assist participants in completing the adult education program successfully. Additionally, leaders ensured production needs did not impact participants’ class attendance.
- Program objectives: The program involved working with a local temp agency to recruit a cohort of 7-10 individuals lacking high school diplomas. Participants worked with Wacker through the temp agency for up to six months with a standard workday from 8 a.m.- 4:30 p.m. on Mondays, Wednesdays and Fridays. On Tuesdays and Thursdays, participants attended class at least four hours per day, totaling eight hours per week. For 24 hours, participants worked in a technical operator position within the site. Cohorts were assigned a current Wacker team member as a buddy. The first cohort worked with the crushing department. After completing the HiSET test, participants could apply for a full-time, entry-level technical operator position with Wacker.
- Requirements for full-time employment: Program participants must pass pre-employment drug screening, background check and a Physical Demands Assessment (PDA) with a temp agency. They had to complete the Test of Adult Basic Education (TABE) pre-test to determine eligibility for the program and complete components outlined in the instructional plan within 90 days of beginning the program. The program lead, department supervisor, and temp agency monitored program participants’ attendance and performance. Though completion of the program does not guarantee employment at Wacker, the program aims to provide participants with an opportunity to gain the necessary qualifications.
- Instructional plan: The plan design required participants to complete 40 hours of instruction, equating to approximately five weeks. After attending 40 hours of instruction, Cleveland State Adult Education provided a post-test. If participants were ready (based on scores) to take the test, an Official Practice Test (OPT) to measure five skills was administered. The tests measured performance in reading, writing, science, social studies and math skills. They were also required to write an essay. When participants passed the OPT, Cleveland State Adult Education provided a voucher for taking the HiSET test and registering them. Upon completing the HiSET test, participants received a high school equivalency diploma. Next, at the successful conclusion of a program participant’s journey, the hourly recruiter sent graduates a link to apply for a full-time entry-level position with Wacker-Charleston.
Education remains one of the primary gateways to opportunity that swings open to success. The journey with our incredible partners to launch the TOP program is personally and professionally rewarding as new team members recognize the program’s value and dedicate themselves to personal career development and advancement opportunities.
