Industry Needs Assessment

The Secondary Wood Product Industry Needs Assessment, completed by the Oregon Advanced Technology Consortium (OATC), in partnership with Wood Products Competitive Corporation (WPCC) and Central Oregon Community College, indicates that training is a critical need for this growing industry. The 101 manufacturers surveyed revealed that:

1) Ninety-two percent of the secondary wood products companies responding believe that at least one type of position in their company would benefit from training.

2) Twenty-five percent listed Entry Level Training (ELT), 27% listed supervisory training, and an additional 42% was distributed over a variety of skill positions, when asked to identify the types of training that would provide the quickest payback.

3) Fourteen percent felt that outside trainers could help them with training for their skilled operator positions.

4) Managers would be willing to pay the following average amounts per individual trainee for a "practical" training program: $244 for Entry Level Training, $526 for skilled operator training, and $611 for supervisory training.

5) The most desirable training programs appeared to be those that emphasize non-technical skills and values like hard work, literacy and teamwork, and a multitude of technical training.

6) There are clear differences in geographic concentration and machine usage between the furniture and cabinets industry subgroup (which tends to be concentrated in the Portland/Willamette Valley) and the moulding and millwork subgroup (which tends to be concentrated east of the Cascades).

The Secondary Wood Products Training System (SWPTS) is designed to meet industry needs and to take advantage of the unique delivery system in the State of Oregon.

Attributes of a Successful Training Program

According to those contacted during the Needs Assessment Survey, a successful training program should incorporate:

· Multiple training centers throughout the State, each offering a curriculum relevant to local manufactures.

· A basic, State-wide curriculum including courses offered at all training centers as well as other courses specific to the local company needs.

· A phase-in of the technical and advanced machine training program.

· Use of local community college resources and facilities to offer the initial non-technical courses.

· Clear and strong industry direction, curriculum development and Board of Director control.

· Marketing of the training and placement of graduates.

· A financially self-sufficient operation requiring little or no tax dollar support beyond the start-up years.

· Trainers with industry experience (57% of respondents) or equipment manufacturers (12% of respondents) for machine/process training.

· Strong industry involvement in curriculum development (90% of respondents).

Curriculum, instructors and machine selection should be customized to the needs and operating methods of the local manufacturers.