HCA 4h Welding Team

Subtitle

News

view:  full / summary

Miller Electric introduces robotic welding cell rental program

Posted by [email protected] on July 4, 2013 at 11:55 AM Comments comments (0)

Miller Electric Mfg. Co., Appleton, Wis., has introduced a new robotic welding cell rental program designed to help reduce the risk for companies that are interested in trying robotic welding technology. The program also is suitable for companies that receive contract work for short runs of parts that don’t warrant the capital expenditure for a robotic welding cell.

Rental contracts are for a three-month minimum. The company also rents robotic welding cells on-site and will oversee short runs of parts in its own facility.

As part of the program, the company offers a full assessment before rental to determine that the parts to be welded are repeatable and able to benefit from automation. It preprograms the PerformArc™ robotic welding cell, sets up necessary tooling, and provides a five-day training course on programming and safety. Experts install the cell on-site.

Weld.com launches new forum, welding contests

Posted by [email protected] on July 4, 2013 at 11:55 AM Comments comments (0)

Weld.com has added a Weekend Warriors forum to its site. In the forum's monthly welders' contest, participants compete for prizes such as welding machines, helmets, and accessories.

Currently the forum is running a contest that challenges users to submit their best welding cart design. The design that receives the most "likes" by Labor Day will be built (and the process videotaped for a new GMAW video series), and the winning designer will win the finished welding cart.

AWS opens new global headquarters

Posted by [email protected] on December 22, 2012 at 9:00 PM Comments comments (0)

AWS opens new global headquarters December 14, 2012

The American Welding Society (AWS) celebrated the grand opening of its new global headquarters in Doral, Fla., with an open house ceremony Nov. 30. The organization held a building dedication and ribbon-cutting ceremony that welcomed more than 200 board members, international counterparts and agents, vendors, and community leaders.

The new location for the not-for-profit membership organization is seven miles from its previous location in Miami.

3m welding helmet

Posted by [email protected] on October 30, 2012 at 6:00 PM Comments comments (0)

3M Welding Helmet Integrates Five Levels of Protection

Helmet increases user comfort with all-in-one head, eye, face, respiratory and hearing protection

ST. PAUL, Minn. – The new 3M Speedglas Welding Helmet 9100 MP seamlessly integrates five levels of protection – head, eye, face, respiratory and hearing – into one convenient system. The all-in-one helmet helps provide a more comfortable experience for workers in highly demanding environments that require multiple types of personal protection equipment (PPE), such as in mining, shipbuilding, marine repair, heavy construction, oil and gas, wind farms and heavy-duty maintenance welding.

“When PPE is competing for space on the same face and head, and the products are designed to be used individually, workers might be tempted to remove or improperly use one component or another,” said Derek Baker, Technical Services, 3M Occupational Health Environmental Safety. “By integrating all the essential PPE into one system, safety and health professionals can help improve comfort and compliance for welders.”

The helmet features adjustable settings for the headband and face seal to profile each user’s head and face. The clear protective visor is wide (approx. 8.0in x 4.25in) and curved to offer views up, down and side-to-side. To further optimize peripheral vision, the pull-down welding shield features side window views. Welders can dial in filter settings for fast auto-darkening switching of the 3M Speedglas welding filter 9100. The hard hat shell is made from heat-resistant polycarbonate and meets the ANSI Z89.1-2009 requirements for Type 1 Class G hard hats, as well as the requirements of CSA Z94.3 for CSA marked products and the high impact requirements of ANSI Z87.1 - 2010. An optional, aluminum fabric reflects radiant welding heat.

The 3M Adflo Powered Air Purifying Respirator (PAPR) has a slim, light weight and ergonomic design that fits into tight welding spaces. The airflow is always a constant rate of approximately 7 CFM (205 liters/minute), regardless of the battery’s charge or the particle loading of the filter. Also available with the Adflo PAPR is an optional organic vapor/acid gas OV/AG cartridge for removing nuisance odors generated from welding processes.

For welding environments where supplied air respiratory protection is needed, the 3M Speedglas Fresh-air III Supplied Air Regulator System can be used. The lightweight, belt-mounted regulator allows welders to regulate the airflow from a supplied air source and cool or heat the air entering the headgear by as much as 50°F (28°C), ideal for extreme temperature work environments. The Fresh-air III system meets National Institute for Occupational Safety and Health (NIOSH) standards for supplied air respirators.

For hearing protection, the welding helmet can also be equipped with 3M Peltor Earmuffs. These low-profile hearing protectors have liquid/foam ear cushions for increased comfort and orange housings for maximum visibility.

The Speedglas welding helmet 9100 MP has an Occupational Safety and Health Administration (OSHA) assigned protection factor (APF) of 25.

About 3M

3M captures the spark of new ideas and transforms them into thousands of ingenious products. Our culture of creative collaboration inspires a never-ending stream of powerful technologies that make life better. 3M is the innovation company that never stops inventing. With $30 billion in sales, 3M employs about 84,000 people worldwide and has operations in more than 65 countries. For more information, visit www.3M.com or follow @3MNews on Twitter.

About 3M Personal Protective Equipment (PPE) Safety Solutions

3M offers a comprehensive, diverse portfolio of Personal Protective Equipment (PPE) solutions providing respiratory protection, hearing protection, fall protection, reflective materials for high visibility, protective clothing, protective eyewear, head and face protection, welding helmets, and other adjacent products and solutions such as tactical safety equipment, detection, monitoring equipment, active communications equipment and compliance management. In 2012, 3M celebrates 40 years of safety leadership – recognizing the company’s respiratory and hearing protection solutions introduced in 1972. Visit www.3M.com/PPESafety or m.3M.com/PPESafety

3M Welding Helmet Integrates Five Levels of Protection

Helmet increases user comfort with all-in-one head, eye, face, respiratory and hearing protection

ST. PAUL, Minn. – The new 3M Speedglas Welding Helmet 9100 MP seamlessly integrates five levels of protection – head, eye, face, respiratory and hearing – into one convenient system. The all-in-one helmet helps provide a more comfortable experience for workers in highly demanding environments that require multiple types of personal protection equipment (PPE), such as in mining, shipbuilding, marine repair, heavy construction, oil and gas, wind farms and heavy-duty maintenance welding.

“When PPE is competing for space on the same face and head, and the products are designed to be used individually, workers might be tempted to remove or improperly use one component or another,” said Derek Baker, Technical Services, 3M Occupational Health Environmental Safety. “By integrating all the essential PPE into one system, safety and health professionals can help improve comfort and compliance for welders.”

The helmet features adjustable settings for the headband and face seal to profile each user’s head and face. The clear protective visor is wide (approx. 8.0in x 4.25in) and curved to offer views up, down and side-to-side. To further optimize peripheral vision, the pull-down welding shield features side window views. Welders can dial in filter settings for fast auto-darkening switching of the 3M Speedglas welding filter 9100. The hard hat shell is made from heat-resistant polycarbonate and meets the ANSI Z89.1-2009 requirements for Type 1 Class G hard hats, as well as the requirements of CSA Z94.3 for CSA marked products and the high impact requirements of ANSI Z87.1 - 2010. An optional, aluminum fabric reflects radiant welding heat.

The 3M Adflo Powered Air Purifying Respirator (PAPR) has a slim, light weight and ergonomic design that fits into tight welding spaces. The airflow is always a constant rate of approximately 7 CFM (205 liters/minute), regardless of the battery’s charge or the particle loading of the filter. Also available with the Adflo PAPR is an optional organic vapor/acid gas OV/AG cartridge for removing nuisance odors generated from welding processes.

For welding environments where supplied air respiratory protection is needed, the 3M Speedglas Fresh-air III Supplied Air Regulator System can be used. The lightweight, belt-mounted regulator allows welders to regulate the airflow from a supplied air source and cool or heat the air entering the headgear by as much as 50°F (28°C), ideal for extreme temperature work environments. The Fresh-air III system meets National Institute for Occupational Safety and Health (NIOSH) standards for supplied air respirators.

For hearing protection, the welding helmet can also be equipped with 3M Peltor Earmuffs. These low-profile hearing protectors have liquid/foam ear cushions for increased comfort and orange housings for maximum visibility.

The Speedglas welding helmet 9100 MP has an Occupational Safety and Health Administration (OSHA) assigned protection factor (APF) of 25.

About 3M

3M captures the spark of new ideas and transforms them into thousands of ingenious products. Our culture of creative collaboration inspires a never-ending stream of powerful technologies that make life better. 3M is the innovation company that never stops inventing. With $30 billion in sales, 3M employs about 84,000 people worldwide and has operations in more than 65 countries. For more information, visit www.3M.com or follow @3MNews on Twitter.

About 3M Personal Protective Equipment (PPE) Safety Solutions

3M offers a comprehensive, diverse portfolio of Personal Protective Equipment (PPE) solutions providing respiratory protection, hearing protection, fall protection, reflective materials for high visibility, protective clothing, protective eyewear, head and face protection, welding helmets, and other adjacent products and solutions such as tactical safety equipment, detection, monitoring equipment, active communications equipment and compliance management. In 2012, 3M celebrates 40 years of safety leadership – recognizing the company’s respiratory and hearing protection solutions introduced in 1972. Visit www.3M.com/PPESafety or m.3M.com/PPESafety                                                                                                                                                                

 

Miller vs Lincoln You Decide !

Posted by [email protected] on October 26, 2012 at 6:55 PM Comments comments (0)

Miller vs. Lincoln in the Battle for Welding Equipment Supremacy

 

“I love Lincoln, they make the best welding machines I ever used!”

 

“No way, Miller makes the best quality welders, with the best prices, I never use anything else.”

 

And so the age old debate over who in fact makes the best welding machines rages on in perpetuity.

 

It’s like the Coke verses Pepsi or Miller (no relation) verses Budweiser of the welding equipment world. And just as with those “classic marketing battles,” everyone has an opinion on who’s the best, and why.

 

Read the forums and message boards, and you’ll find passionate support for both sides, citing everything from the highly technical specifics of how one manufacturer's particular machine out-performs the others for certain applications, to extremely subjective reasoning along the lines of: “I just like color of the machine, and the way the logo looks…”

 

One of the more common threads, however, and perhaps a telling sentiment in this long running debate can be summed up as: it’s a welder, as long as it works, it’s good enough for me. But can it really be that simple? Can all the dramatic pledges of allegiance to one manufacturer or the other really be boiled down to whatever works, works? It’s certainly worth a closer look, so join me for a quick investigation into these two titans of the welding equipment trade.

 

Lincoln Electric

 

Recently, a welding professional I’m well acquainted with, a 16 year veteran of the welding trade, described Lincoln as the Harley Davidson of welding, because so many welders express such passion for the brand. But, if we’re sticking with the marketing scenario posed in the introduction, Lincoln would be the Coke or Budweiser of welding equipment.

 

Founded in 1895 by John Lincoln (joined five years later by his younger brother James Lincoln), Lincoln initially began manufacturing electric motors, but in 1911 produced the first ever variable voltage, single operator, portable welding machine.

 

Today, Lincoln manufactures not only a multitude of welding machines, but also hundreds of welding related products, and is recognized as one of America’s more successful mid-sized manufacturing companies.

 

 

 

 

Miller Electric

 

If Lincoln is the Coke of welding machines, then Miller is definitely Pepsi. Just as Pepsi challenged Coke’s hegemony in the soft drink market with their “choice of a new generation” campaign, Miller has positioned themselves as an innovation leader, often favored by a “new generation” of welders. Interestingly enough, Miller is by no means a new company, having been in business for more than 80 years.

 

Launched in 1929 by Appleton Wisconsin native Neils Miller, the company was conceived to meet a growing demand from affordable arc welding equipment in rural Wisconsin. Renowned as an innovator in the industry, Miller developed the first welding machine to feature a built-in wire feeder, the Millermatic 35. With a heavy focus on research and development, Miller has released hundreds of products and carries on their tradition of creating cutting-edge welding equipment.

 

 

What the People say

 

OK, we’ve got the boring bio and introduction jazz out of the way, but what do people really say about these companies, and why do they inspire such passion?

 

The consensus, based on my research, indicates the following:

 

Miller gets the nod for making better Mig and Tig welding machines, which makes sense given their pioneering role in developing these processes. While Lincoln is known for their excellence with stick welding machines, the process they developed a century ago.

 

Some welders swear by specific models of welding machines made by both companies, which is kind of a draw, as both companies seem to have an equal number of boosters.

 

Fabrication shops (of varying sizes and applications) seem to own more Miller welding equipment.

 

Welding equipment rental operations also tend to favor Miller welding equipment.

 

Miller customer service is almost universally touted as superior to Lincoln’s customer services, which some go so far as to describe as non-existent.

 

The report card issued by “the people” would seem to tip the scales in Miller’s favor, but this characterization may be a bit skewed by the manner in which Miller has positioned itself in the marketplace.

 

The Cadillac of Welding Machines

 

Consider for a moment the General Motors Cadillac car model. A Chevrolet or Buick, of comparable size and similar features (also made by General Motors) costs less than a Cadillac. Part of this is because certain standard items included in a Cadillac are additional options in a Buick or Chevrolet. The other major contributing factor is the value assigned to the Cadillac Name Brand. How often have you heard a product referred to as the “Cadillac Model,” as in the “Cadillac of Boats,” or a “Cadillac Margarita?”

 

When you purchase a Lincoln welding machine, you’re purchasing the Cadillac of welders, a brand name long associated with the pinnacle of excellence in the welding equipment industry. Lincoln is certainly concerned with delivering quality service, and if you’re purchasing a large order, or a very high-end item, you will find customer service to be very attentive to your needs, the same as when you walk into a Cadillac dealership.

 

With more competitive pricing and an aggressive marketing approach, Miller has made many large volume sales to clients heavily concerned with their bottom line, i.e. fabrication shops and equipment rental businesses. Additionally, individuals purchasing personal equipment are also usually operating on a limited budget, making Miller’s lower equipment cost a more attractive option.

 

Is the perception of Lincoln’s superior quality warranted? Are Miller’s products in any way inferior to Lincoln’s products? The answers to these questions return us to very subjective territory, as quality, similar to beauty, is often in the eye of the beholder. It’s very likely that it all depends on your personal feelings toward one brand or the other.

 

Any issue of a challenge between two products that garners an argument such as: “I just like their colors, and the way their logo looks,” is a competition in which deciding upon a clear winner is going to be pretty tough.

 

In the end, maybe all those with the attitude of “if it works, it works for me,” have it right.

Losing Ground Is the college-for-all philosophy hurting the economy?

Posted by [email protected] on September 23, 2012 at 11:15 PM Comments comments (0)

Taken From Comstocks


On a sweltering day in mid-June, more than 100 newly minted teachers assembled for graduation at The Robert and Margrit Mondavi Center for the Performing Arts. The event, held for the UC Davis School of Education, represented the awarding of teaching credentials and other honors to a new generation of educators. The keynote address emphasized the importance of directing all students toward the high echelons of academia.

 

“Make it your mission to maximize the potential of every student you serve,” instructed keynote speaker Marie McDemmond, board chair of the private Lumina Foundation, which strives to increase college graduation rates among underrepresented communities. “Embrace the reality that all students have postsecondary — yes, even college — potential. They’re even college material, because all of them need some type of college-level learning to be truly successful in life.”

 

Woven through the nation’s public education sector is the belief that professional success depends on the attainment of a college degree. The kindergarten-through-12th grade (K-12) accountability model is based on standardized testing — the same barometer universities use to determine which students they accept. As taxpayer dollars for education fall under a hemorrhaging economy, No Child Left Behind has forced school districts to avoid administrative penalties by funneling discretionary resources into the areas where they are measured: core academic subjects. The effect has been massive cuts to vocational courses that offer students actual work experience.

 

These bedrock education policies are also failing. In California, only about three-quarters of public high school students graduate after four years, state data shows. In 2009, the last year for which data is available, only about 40 percent of graduating high school seniors enrolled in a California public college or university. In Sacramento County, the enrollment rate was just under 50 percent.

 

Pushback to the college-for-all philosophy has come from some business and education leaders who want to eradicate the stigma that vocational classes lead to blue collar, second-rate opportunities. College may be enlightening, but it isn’t for everybody, they say.

 

“We ought to knock off this arrogant attitude that because you and I had that skill set and that drive and that support from parents and mentors, all we have to do is simply provide that for every kid and we’re all going to drink free Bubble Up and have a four-year degree. It’s aristocracy, it’s wrong and it’s got to stop because it’s not sustainable,” says Jim Aschwanden, a former member of the California State Board of Education and a current spokesman for GetReal, a vocational education advocacy group.

 

Interest groups such as GetReal are responsible for swapping the term “vocational education” for “career technical education,” a phrase intended to change minds about what hands-on learning is all about.

 

 

In California, only about three-quarters of public high school students graduate after four years.

 

High school dropouts have also called for more career-related offerings. Eighty one percent of dropouts said schools could better retain students by offering more “real-world” learning opportunities, according to focus groups interviewed for a 2006 report by Civic Enterprises, a public policy firm in Washington, D.C. Forty seven percent of dropouts said they left school because they were bored and disengaged with the classes. Thirty two percent said they needed to get a job and make money.

 

Despite the desire among youth to get an early career start, business owners complain young people often lack essential technical and social skills. At Armour Steel Co. in Rio Linda, CEO Steven Ayers says incoming welders can earn well over $100,000 annually after just a few years. But young people seeking jobs often are sorely under-qualified, and Ayers considers about half of them unemployable.

 

“I can see (public education) is lacking just by virtue of the applicants coming through the door,” he says. “We have people that come here, and some of the very basic skills, such as reading a tape measure — they don’t know how to read a tape measure.”

 

When asked about the primary challenge facing career education, proponents emphasize that the state’s entire K-12 system is underfunded. After that point is made, experts such as Lloyd McCabe, an administrator with the California Department of Education, appear more at ease discussing how historically philosophical differences have stifled public workforce training.

 

“We have old guard vocational educators who have been teaching for 40 years in our system,” he says. “There are old guard, traditional, academic folks who are teaching today. They don’t want to change. They’ve been doing it the same way for all these years. But our focus changes because we believe in helping all kids. Their systems don’t help all kids. Both sides. They only help certain types of kids.”

 

Separately, civil rights organizations, which work to ensure that students of all ethnicities and income levels have equal access to college, support career technical education only when it doesn’t conflict with college preparation. The Education Trust—West, an Oakland-based advocacy group, defends college preparation programs as a way to prepare all students for a workforce with unpredictable needs.

 

“The notion of alignment between industry and high school on a regional level is enormously important, but the notion that immediate workforce trends are going to translate into future workforce trends needs to be deeply considered,” says Arun Ramanathan, the group’s executive director. “Ten years ago, people were saying we needed a lot of construction academies, and we built a ton of construction academies but the jobs haven’t been there.”

 

The concern that underrepresented communities will fall short if they’re filtered into less academically demanding courses has historical roots. In the mid-19th century, there was no societal pressure to get every kid to college. Children were required to master each grade in an exit exam before they could move on.

 

 

Did You Know?

 

Only about 6 percent of U.S. graduates leave college with a degree based in science, technology, engineering or math, compared to 28 percent in Germany, 37 percent in South Korea and 47 percent in China, according to the National Center for Education Statistics

 

 

But at the dawn of the 20th century, education reformers highlighted studies showing teens dropping out of high school. To retain students, alternative curricular tracks emerged with nonacademic electives. This model proved successful. As reported in a 2011 article by The Nation, “In 1900, just 6 percent of Americans graduated from high school; by 1969, partly because of tracking policies that offered less academically demanding courses, nearly 80 percent of all Americans had earned a high school diploma.”

 

But also during this time, social Darwinists and racial segregationists influenced curricular tracking to adhere to their paradigm. “Tracking was used as a tool of discrimination, especially during the Depression years, when students who might otherwise have been working poured into high schools by the thousands,” writes Tom Loveless in “The Tracking and Ability Grouping Debate.” “Tests measuring IQ and academic achievement lent legitimacy to the task of placing students in tracks — and were used with both humane and pernicious intentions.”

 

Tracking fell out of favor in the latter half of the 20th century following a series of articles highlighting the imbalance of minorities in nonacademic courses and fears that Americans were increasingly losing intellectual competency to the Russians.

 

During these years, the California public university system gained popularity as a viable way for students to increase knowledge and employment opportunities. In 1983, state lawmakers passed the Hughes-Hart Education Reform Act, raising emphasis on K-12 academics and college preparatory programs. But the landmark legislation effectively decimated the state’s vocational offerings. Then, in 2001, the national No Child Left Behind law ushered in an unprecedented emphasis on standardized testing.

 

Since the financial crisis began affecting schools in 2008, annual state and federal funding for career technical education programs has dropped by approximately 40 percent, to about $500 million.

 

“We’ve lost auto shops, and we’ve lost building trades, construction programs, welding. As people have retired, it becomes convenient to close [the courses] instead of trying to find replacements,” says Valerie Vuicich, president of the California Association of Regional Occupational Centers and Programs, which allow students to take career training courses outside of their school district.

 

Finding and retaining quality teachers is one of the biggest funding difficulties in career education. Industry experts who have patience and motivation to educate teenagers usually must be willing to take a substantial pay cut and, in recent years, far less job security. Alternately, establishing a nonconventional education program requires significant spending by the school district for things such as new textbooks and teacher training.

 

“If you really believe in career technical education, then you want a teacher that has at least some industry experience,” says Russell Rumberger, director of the California Dropout Project and an education professor at the University of California at Santa Barbara. “And a CTE teacher may not be qualified to teach math or physics or English. One model is one where you have two teachers teaching this material — you have the CTE teacher and the academic teacher, but that’s a luxury.”

 

In recent years, researchers and academics have discovered they can motivate at-risk youth with hybrid programs that combine college with career preparation. Nearly 11,000 — about a third — of the state’s career education courses now meet admissions requirements for California State University and the University of California systems. These offerings would appear to appease both vocational proponents and civil rights advocates.

 

But the programs face funding difficulties and criticism over their application. A significant share — 40 percent — of UC-approved vocational courses are aligned with visual performing arts, which is not a sector that has economists worried about worker shortages. Vocational offerings that satisfy the math, English and history requirements for college admission make up less than 1 percent combined.

 

The UC Curriculum Integration Institute was launched in 2010 so the university system could bolster this work and design courses of its own. Since its inception, the UCCI Institute has approved 14 courses taught in 20 high schools.

 

It isn’t easy to organize teachers, UC lecturers and industry representatives to design a high school course in a short time span and then have it pass muster with university representatives, says Sarah Fidelibus, projects coordinator with UCCI. Finding a productive bureaucratic structure with limited funding has posed a significant challenge, she explains, offering a personal anecdote:

 

“The job that I was previously in when I was hired in March was a new position; we had no one who was overseeing the facilitators and helping them facilitate. And we also had no program manager, which is what I am now,” she says. “It was really this kind of collection of different people who would help out as they could. We finally have a real dedicated staff. That’s one of the things that speaks to the shortage of approved courses.”

 

Critics assert that the UC refuses courses too heavily focused on career-related skills rather than academics. Jim Aschwanden, who is also president of the California Agricultural Teachers’ Association, argues that once students are taught how to operate actual workplace machinery, the “UC is not interested anymore.”

 

“Find me the kid who can use tools,” he says. “Don’t tell me that teaching the kid the theory of mechanical propulsion is going to meet my needs. I don’t need a computer nerd to run my ag operation; I need a mechanic. And, you know what? Those are the people I can’t find right now.”

 

Interesting aside: both of Aschwanden’s children went to Chico State University. Aschwanden says he would have supported whatever career or academic path they chose, but encouraged college for his son in part because the boy needed to “get away from home and do something.”

 

Parental protection may be the central barrier to the expansion of workforce training in the schools. There is a natural tendency for parents — even parents who ardently promote career technical education — to push their own offspring into the most meaningful and well-compensated career possible and to help them develop an intellect that will steer them away from life’s many pitfalls.

 

Despite growing economic uncertainties, California’s public university system remains a solid means of increasing career options and gaining knowledge. Unfortunately, a quarter of the student population drops out largely as a result of policies intended to get them there. For those who do attend and graduate, like the recently credentialed teachers out of UC Davis, their honors mark the culmination of years of hard work and values instilled over a lifetime.


                                                                                                                           Students Tim Frazier (left) and Kyle Smith (right) complete a welding lab assignment at Yuba College in Marysville.

 

Why GM official says U.S. is trailing the world on engineering education

Posted by [email protected] on September 23, 2012 at 11:05 PM Comments comments (0)

Taken from Detroit Free Press

John Calabrese, General Motors vice president of global engineering, said the auto industry is concerned about a K-12 education system that he said isn't doing enough to get kids interested in science, technology, engineering and math (STEM).

 

That's why 1,500 GM engineers volunteer in 325 classrooms through the Society of Automotive Engineers' "A World in Motion" program, which provides technical learning opportunities for elementary and middle school students.

 

The company also supports First Robotics, which organizes technology competitions for middle and high school students.

 

"Math and science and the understanding of how and why is a life skill that you need no matter what you do," Calabrese said.

 

Here are five insights from Calabrese on GM's recruiting efforts and the nation's STEM education challenges:

 

• GM's biggest engineering recruiting challenges are software and controls engineering, and "mechanical engineers that understand energy," Calabrese said.

 

"I do a global business. I have engineers on six continents. The U.S. is 27th in the graduation population of developing the folks for the next generation for mathematics and science. That's a real shame," he said.

 

• Colleges need to create multidisciplinary engineering departments to give students a variety of skills, Calabrese said.

 

"Universities are very silo-structured," he said. "You've got a mechanical engineering department, you've got an electrical engineering department and you've got an industrial engineering department. They've worked over the last five, 10 years to have interdisciplinary type of projects. But in my view, they need to take that to the next step to have interdisciplinary curriculum."

 

• The summer after students graduate from high school and before they enroll in college classes is a time when students could pick up extra skills to prepare for high-level engineering courses.

 

"Unfortunately, there's a high transfer rate because of the lack of preparation going into the technical fields in college," Calabrese said.

 

• Developing new energy systems for the vehicle attracts young talent.

 

"You do get to invent the future," Calabrese said. "The next 15 years is something that only comes around every 100 years. We're ferreting out petroleum, compressed natural gas, hybrids, battery-electric vehicles with no emissions. The last time this occurred was literally when we were deciding steam versus gasoline versus diesel, which was a hundred years ago."

 

• Young talent must be given a strong sense of purpose in the workplace.

 

"I want them to come here, love what they do, love what they work with, know they're on a team that demands a winning attitude and have fun at it.

 

"Then this is a career, not just a job, and I think that's what the individuals are looking for," he said.



 John Calabrese, General Motors vice president of global engineering, says young talent must be given a strong sense of purpose at work. / General Motors


Rss_feed