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42 MoldMaking Technology —— JANUARY 2018 WORKFORCE DEVELOPMENT Structured, In-House Training Fosters Future Leaders By Cynthia Kustush R&D;/Leverage in Lee's Summit, Missouri, has successfully trained eight apprentices since starting its formal, four-year program in 2011 and has seven active apprentices today. The company specializes in all aspects of moldmaking. The group focuses on injection stretch blow molds (ISBM), injection blow molds (IBM) and injection molds for custom- ers in the home and personal care, food and beverage and healthcare and medical industries. It has 252 employees working within seven buildings that offer 260,000 square feet of manufacturing floor space spread out over its 12-acre campus. Chris Lavery, vice president of manufacturing, says R&D;/ Leverage seeks apprentice candidates who possess specific qualities. "Since we already know the candidates have no experience, we look for other qualities during the interview process. We look for a positive attitude, good character traits, hobbies such as wood working or auto mechanics, references from any training programs, teachers, neighbors, coaches and R&D; employees etc. and a good score on a mechanical aptitude test. We know that if a candidate pres- ents well with these qualifi- cations, we can teach him or her the skills and knowledge he or she will need to be suc- cessful," Lavery says. The machinist apprentice- ship program at R&D;, which Lavery oversees with the assistance of shop foreman Jim Martin, team leaders and senior-level machin- ist mentors, is a structured, four-year (or 8,320-hour) training program that covers all aspects of the machin- ist trade. The company designed the training pro- gram around the moldmak- ing and tool making trades to support the company and the industry, he says. On-the- job training at R&D; requires one machinist apprentice to work with one senior-level machinist while on the shop floor to ensure that the apprentice completes the work safely and as required. Additionally, the program requires each apprentice to purchase and maintain the basic set of tools, including calipers, micrometers, a calculator, Allen wrenches in English and metric sizes, depth micrometers and a six-inch scale. To ensure that apprentices become well-versed in the theory and practice of skilled machining, the R&D;/Leverage apprenticeship program schedule requires approximately six months training in each of the following areas: CNC mills, CNC lathe, wire EDM, hard milling, ID/OD grinding and hard turning. During each of these steps apprentices learn about safety, preventive maintenance, inspection techniques, set-up and operation of the various machines. Apprentices then spend 12 months learning skills directly applied to moldmaking. They spend about three months At R&D;/Leverage, senior-level machinist mentors like Lonnie Wise (right) provide structured skills training on the shop floor. They also teach the right set of work ethics that will help apprentices succeed in the moldmaking industry. Wise also imparts critical "tribal knowledge" that fosters a deeper understanding of the processes and machinery used in moldmaking. Here, first-year apprentice Isaac Denney, 19, shows examples of lessons learned, long-hand, in his notebook, which he always has with him. Image courtesy of R&D;/Leverage. We set expectations, tell them to do their best and that we're here to support them. They are taking the first step of a tremendous journey that will give them a rewarding career and enable them to support a family, which is very important.