Developing Effective Industry / Education Partnerships: An Employer Perspective Richard L. Johnson Gulfstream Aerospace 20 February 2009 Slide 1
Presentation Topics • Who We Are Who We Are • • Program Strategy and Description Program Strategy and Description • Program Metrics • Program Metrics • • Summary Summary • Slide 2
2007 Revenue 2007 Revenue Slide 3
Gulfstream Product Line 2,950 nm (5,463 km) at M0.75 3,400 nm (6,297 km) at M0.75 3,400 nm (6,297 km) at M0.80 Entry into Service in 2011 G350: 3,800 nm (7,038 km) at M0.80 G450: 4,350 nm (8,056 km) at M0.80 G500: 5,800 nm (10,742 km) at M0.80 G550: 6,750 nm (12,501 km) at M0.80 7,000 nm (12,964 km) at M0.85 Entry into Service in 2012 G150, G200 range with 4 passengers / G350 – G650 range with 8 passengers G150 shown with optional Enhanced Vision System (EVS) Slide 4
Co-op Program Strategy . . . Develop the Next Generation of Gulfstream Technical Leadership Primary Means of Staffing Entry-Level Engineers Slide 5
Why Co-op? • Experience – Cross-Functional Training – Teamwork – Cultural Immersion • Added Value – Ties Both Employer & Student to Performance Objectives – Benefits Schools Opportunity for Evaluation Prior to Commitment Slide 6
How Does it Work? • Work Assignments – Challenging – Varied – Value-Adding to Student & Gulfstream • Work Culture – Job Environment – Interaction with Staff – Housing • Hiring Activity Complete Prior to Last Rotation Co-op Program Goals Align with Company Goals Slide 7
Why Partnerships? • Educational Institutions: – Understand Industry (Customer) Needs – Input Regarding Student Job Assignments – Research Grant / Sabbatical Opportunities • Employers: – Understand Curricula / Course Offerings – Familiarity with Co-op Program Administration – Meet Faculty and Co-op Advisors – Better access to Top Students – Less Administrative Burden Key Enabler for Effective Communication Between Employer and Schools Slide 8
Current Program Participation: By Major Diverse Male 16% Diverse Female 11% Aerospace 3 Aerospace 38 Non-Diverse 73% Mechanical 5 3 Diversity Electrical 1 Computer Slide 9
Program Participation By School: Current Co-Ops (47) B (20) E (4) F (2) C (9) Other Schools B (9) (7) A (39) D (8) A (17) Other Schools Graduates (72) (4) Slide 10
2009 Hiring Results Slide 11 10 12 14 0 2 4 6 8 Total Completing Program (13) Interviewed Full-Time (13) Offers Extended (12) Offers Accepted (11)
Engineering Co-Op Program Scorecard Not Hired (34%) Currently Employed (58%) Left (8%) 124 Students have completed the Program since 2001 Slide 12
Engineering Co-Op Program Scorecard Health Reasons (1) Changed Major (6) Accepted Co-Op Positions with other Companies Terminated (11) (6) 24 Students have not completed the Program Slide 13
Engineering Co-Op Program Scorecard 20 19 18 Diverse Hiring History Male 13% Diverse 16 Female 14 8% 13 12 12 Non-Diverse 73% 10 8 8 7 7 6 6 Diversity 4 2 0 2001-04 2005 2006 2007 2008 2009 2010 Slide 14
What Makes Co-op Work at Gulfstream? • Implement Best Practices: – Challenging & Varied Job Assignments – Cultural Acknowledgement and Accommodation – Job Offers Extended Prior to Graduation – Metrics Tracking • Establish Partnerships with Schools – Long-Term Relationships – Maintain ‘Critical Mass’ of Students • Make Adjustments as Necessary Encourage Frequent Communication Among Stakeholders Slide 15
The Proper Balance Work Integrated Work Integrated Learning Learning Each has a Responsibility . . . School E Each benefits in Student m p a Job Well Done! l o y e r The Keys to a Successful Program Slide 16
Insert Pres’ Company Overview Slide 17
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