Workforce and Education

The Manufacturing Institute, the NAM’s 501(c)3 workforce development and education affiliate, has released a blueprint for much-needed changes to federal workforce policy.

• This framework is the manufacturing industry’s response to President Trump’s Executive Order 14278, which calls for the modernization of the federal workforce system and the expansion of employer-led apprenticeship opportunities.

Manufacturers’ voices: The MI spent months consulting with manufacturers across the country as it formulated its recommendations. Firms of all sizes and sectors, in both rural and urban locations, told the same story: too few workers with the necessary skills are applying for the many open jobs in the industry, and this shortage has become a threat to America’s economic health.

• These testimonials echo previous findings from the MI: A landmark 2024 study it produced with Deloitte found that the U.S. manufacturing sector will face 3.8 million job openings by 2033—more than half of which may go unfilled without substantial investment in workforce development.

A policy update: To remedy this dire situation, the MI is recommending a slate of new policies to the Departments of Labor, Education and Commerce to help inform their own recommendations to the White House. Among other actions, it advises federal policymakers to:

• Promote employer participation in program design and delivery to ensure training reflects real-time industry needs;
• Simplify and stabilize access to funding for employer-led training initiatives, particularly for small and medium-sized manufacturers; and
• Expand support for incumbent worker training to help manufacturers invest in upskilling their current workforce and retaining talent.

Apprenticeship reform: The MI also offers specific recommendations for creating and enhancing employer-based apprenticeship programs. Policymakers should:

• Support flexible work-based learning models, including apprenticeships by right-sizing the regulatory scheme and investing in program development and expansion;
• Incentivize employer-responsive organizations to serve as apprenticeship intermediaries to assist employers in launching and managing programs; and
• Expand financial incentives for employers to create and operate apprenticeships.

Read the whole thing: You can read the MI’s full list of recommendations for policymakers here.

Hands-on experience: The MI’s recommendations are informed by its own expertise in running a nationwide apprenticeship program.

• The MI manages the Federation for Advanced Manufacturing Education (FAME USA), founded by Toyota, which has become the new American model for manufacturing skills training.
• With nearly 500 employers participating across 46 locations in 16 states, FAME has graduated more than 2,700 students, has nearly 1,500 students currently enrolled and boasts a 90% job placement rate.

The MI says: “It’s more important than ever that we ensure manufacturers in the U.S. have the talent they need for today and tomorrow—talent that is prepared with the skills necessary to compete,” said MI President and Executive Director Carolyn Lee.

• “The United States has long faced a structural workforce shortage, and we applaud the Trump administration for recognizing that the federal workforce development infrastructure needs to be streamlined and focused on supporting manufacturers’ and employers’ talent needs.”

Portland, Oregon–The Arkansas State Chamber of Commerce and the Associated Industries of Arkansas were awarded the 2025 Leadership Award from the Conference of State Manufacturers Associations, whose members also serve as the National Association of Manufacturers’ official state partners. COSMA members drive manufacturers’ priorities on state issues, mobilize local communities and elevate federal policy from the ground up in all 50 states and Puerto Rico. The Arkansas State Chamber and AIA were recognized for their innovative, multi-state workforce initiative, Be Pro Be Proud.

“The Arkansas State Chamber of Commerce and the Associated Industries of Arkansas and President and CEO Randy Zook have shown extraordinary leadership in tackling one of manufacturing’s most persistent challenges—closing the workforce gap,” said New Jersey Business & Industry Association President and CEO and COSMA Chair Michele Siekerka. “By building a dynamic, multi-faceted initiative that introduces students to the power of manufacturing, opportunities in the industry and hands-on workshops to learn about the sector, the State Chamber and AIA are expanding opportunity and empowering employers across the country to recruit and retain the next generation of talent.”

The Leadership Award recognizes the achievement of a state manufacturing association that has developed impactful initiatives to support manufacturers and strengthen manufacturing in their state. The Be Pro Be Proud initiative uses mobile workshops featuring state-of-the-art simulators to introduce students to modern manufacturing and connect them with local employers. Since its launch in 2016, the program has expanded to seven states, with an eighth launching in 2025, and it has reached more than 422,520 mobile workshop visitors.

“By transforming the perception of modern manufacturing careers—and demonstrating to students that manufacturing drives innovation, entrepreneurialism and life-changing career opportunities—the Arkansas State Chamber of Commerce and the Associated Industries of Arkansas are supporting the next generation of builders and creators,” said NAM President and CEO Jay Timmons. “Through the Be Pro Be Proud initiative, they are inspiring students and delivering solutions for employers. The NAM congratulates Randy and the entire organization for their innovative leadership and tireless commitment to strengthening America’s manufacturing workforce.”

-NAM-

The National Association of Manufacturers is the largest manufacturing association in the United States, representing small and large manufacturers in every industrial sector and in all 50 states. Manufacturing employs nearly 13 million men and women, contributes $2.93 trillion to the U.S. economy annually and accounts for 53% of private-sector research and development. The NAM is the powerful voice of the manufacturing community and the leading advocate for a policy agenda that helps manufacturers compete in the global economy and create jobs across the United States. For more information about the NAM or to follow us on Twitter and Facebook, please visit www.nam.org

Like many manufacturing sectors, the aerospace industry is facing an alarming workforce shortage: its ranks of certified mechanics are aging rapidly, and the sector needs many more young people to fill available jobs (CNBC).

By the numbers: “The average age of a certified aircraft mechanic in the U.S. is 54, and 40% of them are over the age of 60, according to a joint 2024 report from the Aviation Technician Education Council and consulting firm Oliver Wyman, which cites Federal Aviation Administration data.”

• “The U.S. will be short 25,000 aircraft technicians by 2028, according to the report.”

High-paying jobs: The industry offers excellent salaries, an inducement for prospective employees, CNBC points out.

• “Median pay for aircraft technicians or mechanics was $79,140 a year in the U.S. in 2024, compared with a nationwide median income of $49,500, according to the Bureau of Labor Statistics.”

Manufacturing as a whole: The aerospace industry’s worker shortage is part of a larger labor crisis in manufacturing, which could need as many as 3.8 million new employees by 2033, according to a Deloitte and Manufacturing Institute study from last year.

• The study found that 1.9 million jobs could be left unfilled, underscoring the urgency of attracting more young people to the industry.

MI at work: Through initiatives like Heroes MAKE America, the MI, the workforce development and education affiliate of the NAM, is helping veterans and other Americans with applicable skills transition into jobs in the industry.

• HMA prepares transitioning service members and members of the military community for manufacturing careers.

Heroes in aerospace: The MI’s partners include major aerospace firms Textron Aviation and Gulfstream Aerospace Corporation. Earlier this year, HMA launched a new FAA Airframe & Powerplant certification training program to help fill the critical industry need for A&P mechanics.

• The program is offered at two locations. The first is in Wichita, Kansas, near McConnell Air Force Base, supported by Textron Aviation and delivered in partnership with Wichita State University’s Campus of Applied Sciences and Technology.
• The second location is in Georgia near Fort Stewart, in partnership with Gulfstream Aerospace Corporation and Savannah Technical College.
• The program offers an accelerated six-week course to fast-track participants toward FAA A&P certification, helping qualified service members become more capable and mission-ready during their military service and providing a steady pipeline of skilled talent for the aviation industry.

The last word: “Heroes MAKE America and our new Airframe & Powerplant certification program are critical to closing the aerospace skills gap,” said MI President and Executive Director Carolyn Lee.

• “By equipping transitioning service members with the specialized training they need, we’re creating an effective pathway to high-demand, certified aircraft mechanic jobs. These initiatives not only support our veterans but also build a skilled, ready workforce that the aerospace industry urgently needs to thrive.”

While the labor market is holding steady, it’s not a good time to be looking for a job—particularly if you’re young (The Wall Street Journal, subscription).

What’s going on: “Recent college and high school graduates are facing an employment crisis. The overall national unemployment rate remains around 4%, but for new college graduates looking for work, it is much higher: 6.6% over the past 12 months ending in May.”

• That’s the highest level for this age group in a decade, not counting the COVID-19 unemployment increase.
• By contrast, jobseekers aged 35 to 44 with bachelor’s degrees had a 2.2% unemployment rate over the past year.

What’s different now: “Young graduates typically face a higher unemployment rate than their counterparts who have been in the workforce longer, but the gap is growing wider between older workers and the young.”

Why it’s happening: There’s a general slowdown in hiring right now.

• While it hasn’t had much of an effect on people who already have jobs (because layoffs have stayed low), it has hit those with the least experience.
• “With employers turning more cautious on hires, they are less inclined to gamble on workers with thinner résumés or skill sets.”

Worse for high school grads: “High school graduates ages 18 to 19 with no college [experience] averaged an unemployment rate of 14.5% over the past 12 months. That is up from 13.3% over the prior 12-month period.”

Manufacturing’s offer: With 381,000 job openings today, and as many as 3.8 million new employees needed by 2033, the manufacturing industry has many opportunities both for new college graduates and those without a college degree.

• The Manufacturing Institute, the NAM’s 501(c)3 workforce development and education affiliate, is creating solutions for employers seeking workers with much-needed skills and offers programs and resources for students, veterans and other job seekers looking to enter the industry. Learn more here.

With 2025 shaping up to be another challenging year for manufacturers, amid evolving workforce needs, rapid technological advancements and economic uncertainty, the Manufacturing Institute is offering much-needed help. The annual Workforce Summit put on by the NAM’s workforce development and education affiliate is a can’t-miss event where manufacturers can learn what works and how peers are addressing all these challenges.

What’s going on: This year’s summit, whose theme is “Manufacturing America’s Talent,” will be held Oct. 20–22 in Charlotte, North Carolina.

• Attendees will participate in sessions and interactive workshops that focus on topics like workforce preparation for AI deployment, expanding the military-to-manufacturing pipeline, closing the skills gap in hires with no factory experience, how to design optimal onboarding programs and much more.
• Sponsors include Dozuki, Grant Thornton, American Fidelity, TCP, Cornerstone OnDemand, MSSC and MyWorkChoice.

Why attend: At the Workforce Summit, manufacturers will be able to connect with subject-matter experts, community partners and education professionals to brainstorm and get answers about common challenges facing the sector.

• The vast majority—95%—of past attendees give the workshops four to five stars (out of five), according to the MI.

Who should attend: The Workforce Summit brings together the entire manufacturing talent chain and delivers fresh solutions for the industry’s most pressing workforce challenges. If you shape strategy, develop skills or build partnerships, this event is for you.

Register: Register for this year’s event here (but hurry—discounted early bird registration ends July 15). Contact [email protected] with any questions.

Read more: Read all about our two most recent Workforce Summits here and here.

GE Appliances, a Haier company, has opened an advanced primary care clinic onsite at its Monogram Refrigeration LLC plant in Selmer, Tennessee, the company announced this week.

What it does: The third onsite clinic at a GE Appliances facility, the Selmer clinic will serve employees and covered family members who are at least 2 years old. It is offered in addition to traditional health care benefits, the company said, and it will be managed by third-party health care provider CareATC. The clinic’s services include:

• Advanced primary care;
• Mental health services;
• Access to a registered dietician; and
• Prescription services for common medications.

Impressive results: GE Appliances’ existing two clinics have shown impressive results in caring for employees, most notably a 35% increase in preventative care visits and a 70% reduction in avoidable ER visits among employees using the clinics.

• Employees average 4.82 visits per year—which is far more than the industry benchmark, according to GE Appliances.

GE Appliances says: “In today’s fast-paced world, providing accessible and comprehensive health care is more important than ever—especially in rural manufacturing communities,” said GE Appliances Chief Human Resources Officer Rocki Rockingham.

• “This clinic is more than a benefit; it’s a key part of our strategy to be an employer of choice and attract and retain the talent we need to operate and grow in a competitive labor market. Our employees deserve the best, and that includes health care that’s close to work, easy to access and focused on their whole well-being.”

The MI says: The Manufacturing Institute, the workforce development and education affiliate of the NAM, supports manufacturers in their efforts to offer high-quality benefits to workers, including medical care.

• “When manufacturers invest in the holistic well-being of their workforce, they’re doing more than offering benefits—they’re making a powerful statement that their people are their greatest asset,” said MI President and Executive Director Carolyn Lee.
• “These investments in people play a critical role in both attracting and retaining talent. At the MI, our research consistently shows that team members are more likely to stay—and thrive—when they believe their employer truly cares about them. It’s not just the right thing to do; it’s a smart strategy for attracting and retaining the skilled talent that drives our industry forward.”

Manufacturers struggle to fill all available jobs, Manufacturing Institute President and Executive Director Carolyn Lee told NPR’s “Planet Money” this week. The program held an in-depth discussion with Lee and other experts about the industry’s workforce challenges and prospects for change.

The problem: “Last year, the Manufacturing Institute [the NAM’s workforce development and education affiliate] and Deloitte, a consultancy firm, surveyed more than 200 manufacturing companies. More than 65% of the firms said recruiting and retaining workers was their No. 1 business challenge,” NPR noted.

• “The Manufacturing Institute and Deloitte projected that the industry will need 3.8 million additional workers by 2033 and that as many as ‘1.9 million of these jobs could go unfilled if workforce challenges are not addressed.’”

Changing perceptions: Lee underlined the importance of changing Americans’ perceptions of the manufacturing industry and showing them that it is not dirty, boring and repetitive but modern and high tech.

• Manufacturing jobs are “clean and bright and full of technology,” Lee told NPR.

Skills shortage: Another problem facing the industry is a lack of people with specific, highly needed skills.

• “The hardest skills to find are the ones that maintain and fix equipment,” Lee says. “Every company we speak with is trying to hire technicians—every single one. The challenge is that there is no one walking around on the street with these skills, and it takes one to two years to teach those skills and another one to two years to contextualize those skills to the specific plant environment.”

The fix: Lee said that manufacturers have the most success in strengthening their workforces when they think local.

• “The very best models of workforce development that we see and that we engage in at the Manufacturing Institute are locally and regionally led public–private partnerships, where manufacturers come to the table—and with the support of the community college system and the local business community—they build the talent pipelines that they need,” she told the news outlet.

Finding FAME: The MI is also contributing directly to solving the skills shortage, including through the expansion of FAME, an earn-and-learn initiative originally founded by Toyota and now led by the MI that combines hands-on job training with classroom education.

• “[A]t the end of the 21 months [in the program], students come out with, in most cases, no college debt,” Lee said. They are also well set up for a lifetime of high-paying, in-demand work.
• A Brookings Institution and Opportunity America study cited by NPR found that “five years after completion, FAME graduates were earning nearly $98,000, compared to roughly $52,783 for non-FAME participants—a difference of more than $45,000 a year.”

Read the whole thing: You can find the whole NPR article here.

Anheuser-Busch, the maker of Budweiser and Bud Light among other products, is investing more than $300 million in local communities and facilities in 2025, including in efforts to upskill its workforce and help veterans find new careers at the company (Anheuser-Busch).

• This investment is a continuation of the more than $2 billion Anheuser-Busch has poured into 100 facilities across America over the past five years.

Heroes MAKE America: To support veterans in their new careers, Anheuser-Busch is partnering with the Manufacturing Institute—the NAM’s workforce development and education affiliate—to become the first manufacturer in the U.S. to adopt the MI’s new digital credentialing system for veterans.

• This system, overseen by the MI’s Heroes MAKE America initiative, translates military experience into skills needed for manufacturing careers, making veterans’ backgrounds more comprehensible to hiring managers.
• Anheuser-Busch will also train its workforce on the credentialing system, so that they understand the important skills that veterans will bring to the company and can evaluate the thousands of applications it will receive using the system.

Workforce training: Anheuser-Busch is also expanding its Technical Excellence Center model across the country, following its great success in St. Louis. The first new center will be its Columbus, Ohio, Regional Excellence Center, where it “will upskill its entire regional technical workforce over the next three years,” according to the company.

• The MI has a role in this expansion as well. Anheuser-Busch will partner with the MI and local trade schools so that trade school students and educators can benefit from the St. Louis and Columbus Technical Excellence Centers.

Anheuser-Busch says: “This new $300 million investment in our manufacturing facilities across the U.S. is the latest example of Anheuser-Busch’s commitment to strengthening our local communities by creating and sustaining jobs and driving economic prosperity,” said Anheuser-Busch CEO Brendan Whitworth. “Investing in our people and in new technologies and capabilities to drive industry and economic growth is core to who we are.”

From the MI: “Anheuser-Busch’s $300 million investment is more than a commitment to manufacturing in America—it’s a commitment to America’s future,” said NAM President and CEO and MI Chairman of the Board Jay Timmons.

• “By expanding technical training and strengthening our industrial base in Columbus, and with their support of the Manufacturing Institute’s Heroes MAKE America initiative, they are opening doors of opportunity for manufacturing workers across this country.”
• “This investment will help fuel our economy, lift up communities and secure the promise of manufacturing in America for generations to come.”

On the ground: The announcement of Brewing Futures took place in Columbus, Ohio, with Whitworth, Secretary of Labor Lori Chavez-DeRemer, Ohio Gov. Mike DeWine and Sens. Jon Husted and Bernie Moreno. Marking the significance of the announcement, MI President and Executive Director Carolyn Lee and NAM Executive Vice President Erin Streeter also attended the event.

• “It was great being on the ground in Columbus, Ohio, for this announcement with Brendan Whitworth and Secretary Chavez-DeRemer highlighting Anheuser-Busch’s commitment to supporting veterans and advancing our workforce,” said Lee.
• “Through our Heroes MAKE America initiative, we’re proud to partner with forward-thinking manufacturing leaders like Anheuser-Busch who are proactively building supportive communities of veterans within their organizations. By adopting tools like our Manufacturing Readiness Badge program, they are not just investing in people; they are helping shape the future of manufacturing.”
• “This investment will help fuel our economy, lift up communities and secure the promise of manufacturing in America for generations to come.”

401(k) fees are a hot topic of conversation if you are an HR leader. When Miltec UV Human Resources Director Karen McKernan was discussing 401(k)s with an old friend, she discovered that Miltec, a small manufacturer, paid much more in fees than her friend’s larger employer. She was aghast, but what could Miltec do about it? The company did not have the purchasing power of a large firm, and so its options seemed limited.

Not so fast. Soon after that conversation, McKernan started receiving emails from the NAM about its new multiple employer plan, the Manufacturers Retirement & 401(k) Savings Plan, which allows many companies to participate in one 401(k) plan. Not only does the larger number of participants lower the fees, but the plan offers administrative and compliance oversight, as well as other benefits.

After doing her research, McKernan was convinced. By mid-2022, she was working with the NAM, the plan administrator, and recordkeeper and service provider Principal to make the switch. On Nov. 1, 2022, the new plan went live for Miltec employees. Today, McKernan says, she would never go back.

The benefits: Once McKernan laid out all the advantages for Miltec’s owners and 401(k) trustees, NAM 401(k) was an “easy sell,” she told us.

• Not only did the fee reduction seem like a “no-brainer,” but the new plan would lift a considerable administrative burden that had fallen entirely on McKernan. It would also offer benefits to employees that Miltec, as a small company, could not add on its own without creating even more administrative tasks.
• Furthermore, the NAM 401(k) comes with an independent 3 (38) investment fiduciary, One Digital, which reviews the funds’ performance regularly and issues reports on a quarterly basis, ensuring low-performing funds are “watched” and subsequently removed and replaced when needed. By delegating investment decisions under this arrangement, a company significantly reduces its potential liability for poor investment decisions.
• Additionally, any plan with more than 100 participants must undergo an annual audit, which is time consuming and expensive. Under NAM 401(k), the plan coordinates and manages the audit for participating companies.

What she doesn’t miss: McKernan listed all the duties she used to perform for Miltec’s own 401(k), which have now been taken over entirely by the NAM’s plan. She doesn’t miss:

• Monitoring enrollment, which Miltec’s employees can now undertake directly on Principal’s website;
• Sending out many required annual notices;
• Compliance testing and 5500 filings (which ensures the plan meets the IRS’s requirements for retirement plans, so that employees can receive tax benefits);
• Sending out summary annual financial reports and quarterly statements; and
• Handling employees’ questions and all communications about the plan.

In contrast, McKernan now only provides information to Principal through an automated payroll report and keeps an eye on how things are going, just in case. There have been few problems, she told us, and those were fixed with alacrity by Principal and the NAM.

Implementation: The entire timeline, from learning about NAM 401(k) to finalizing the switchover, took no more than a few months, McKernan said.

• Principal oversaw the transition, with weekly check-ins, a dedicated project manager and a schedule that included clear deadlines. While transitioning 401(k) plans is “a project,” McKernan said, Principal “managed it very well, including all required communications, and finishing right on time.”
• A word of advice: “If I had to do it all over again, I would have moved the plan over on Jan. 1 instead of Nov. 1,” said McKernan. Having two different plans in one year proved to be more of a headache than she expected, as it forced Miltec to do compliance testing on both plans in 2022.

The reception: “The company’s employees and owners are very pleased with the new NAM plan,” McKernan said.

• Aside from the savings in time and money, NAM 401(k) offers a host of other features that manufacturers can customize. One new feature that has proved popular with Miltec’s employees is loans, noted McKernan.
• In addition, Miltec’s previous plan had a 12-month waiting period before employees could participate, but NAM 401(k) reduced the wait to six months—which is far more appealing to new hires, she added.
• Ultimately, Miltec’s leaders and employees understood and appreciated the logic of joining a multiple employer plan, said McKernan. “They recognize the more participants you have, the more buying power you have. They are seeing the positive results of having access to a robust fund lineup and how that translates to lower fees every time they receive a quarterly statement.”

The bottom line: “I honestly don’t see how a small manufacturing company wouldn’t benefit from joining the NAM 401(k),” said McKernan.

• “I’ve been in HR for a very long time, and when we talk to job candidates about benefits, the 401(k) plan always comes up. It’s a benefit that is necessary to attract talent, as well as help your employees meet their retirement goals,” she added.
• “I wouldn’t hesitate to recommend this plan to any small, medium or large manufacturer.”

Get ready! Manufacturing’s leading annual event on accelerating digital transformation is right around the corner.

What’s going on: Rethink—held by the Manufacturing Leadership Council on Marco Island, Florida, each June—is a must-attend conference for anyone interested in Manufacturing 4.0 and where it’s headed (The MLC is the digital transformation division of the NAM.)

• This year’s event takes place June 15–18 at the JW Marriott Marco Island Beach Resort.

Why you should go: Rethink attendees will get an inside look at the cutting-edge processes and technologies transforming manufacturing today—directly from those creating and implementing them. They’ll also get a chance to:

• Consult with peers on manufacturing’s most critical initiatives, including smart factories and digital production, resilient supply networks and analytics and data mastery;
• Participate in real-time discussions and one-on-one meetings to help them understand how various solutions can solve their business problems;
• Hear from industry leaders and experts during panel discussions, executive interviews and more;
• Interact and collaborate with peers during interactive “think tank” sessions; and
• Hear from the MLC’s event partners during Rethink’s exclusive VIP Tour.

Who will be there: Scheduled speakers include Siemens USA President and CEO Barbara Humpton, Eaton Vice President of Industry 4.0 Craig Sutton, Hershey Company Vice President of Manufacturing, Operations Technology and Supply Chain Strategy Will Bonifant, Rockwell Automation Senior Vice President of Intelligent Devices Tessa Myers and many more.

The gala: Closing out the packed three-day event is the Manufacturing Leadership Awards Gala, at which the MLC will recognize award finalists and winners of the Future of Manufacturing Award, the Manufacturing Leader of the Year, the Small/Medium Enterprise Manufacturer of the Year and the Large Enterprise Manufacturer of the Year. The gala will take place on the evening of June 18.

Attend: Register online here for Rethink 2025. (NAM members get a discount at checkout.) Questions? Send them to [email protected].