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Growing California’s Electric Bus Manufacturing Workforce:

How an Employer and a Union Built a High Road Training Pathway

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https://www.workingforamerica.org/system/files/wfai_byd_casestudy_oct2023-v2_1.pdf

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Today’s speakers

Jennie Mollica

Co-Founder,

High Road Alliance

Frank Girardot

Senior Communications Director,

BYD

Will Scott

Strategic Workforce Development Specialist,

International Association of Sheet Metal, Air, Rail and Transportation Workers (SMART)

James White

Director of Strategic Campaigns,

International Association of Sheet, Metal, Air, Rail and Transportation Workers (SMART)

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Moderator

Liz Weiss

Deputy Director

AFL-CIO Working for America Institute

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A Model Union-Management Apprenticeship Program

First electric bus manufacturing apprenticeship program in the U.S.
First Industrial Manufacturing Technician (IMT) registered apprenticeship program in California.
Since 2019, trains workers in Lancaster, CA to join the new and growing zero-emission vehicle manufacturing workforce.
Collaborative effort among the union, business management, a community college, community members, and national stakeholders.
Supported by a union-management training trust fund and overseen by a Joint Apprenticeship and Training Committee (JATC).

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“We got more involved in the apprenticeship design and development because we discovered it’s more helpful for employer and employee if we have a training program designed with direct benefits to the employee’s work, so they learn skills they can apply directly, then apply for higher- compensation positions with those skills.”

– BYD Human Resources Representative

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Overview of BYD-SMART Apprenticeship Program

For incumbent workers employed at BYD 1 year+
264 hours of coursework at Antelope Valley College (AVC) + 2,736 hours on-the-job training
Lessons in equipment operation, safety, inspection, quality control, continuous improvement, and industry trends
Apprentice wages start at $16/hr and increase as benchmarks are met
Apprentices graduate with certificates from U.S. DOL and CA DIR, AVC IMT program, and OSHA-10

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“I had been at the company for six years. I wanted to improve my life skills and continue working with the company. I had tried to go for [a higher position], and they asked me questions I couldn’t

answer because I didn’t have the knowledge. Now, suddenly, in this class we’re learning about the dimensions, how to use the metric system.…I didn’t

have the knowledge of that, and now that I learn, it’s like, ‘Wow, if I’d have known…'"

– BYD-SMART Apprentice

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Commitment to Diversity and Inclusion

2017 CBA set goal of 40% BYD workforce comprised of historically excluded workers, including people of color, women, veterans, and formerly incarcerated.
Pre-apprenticeship program provides case management, barrier removal, leadership development, hard skills training, classroom instruction, and priority entry into BYD employment and apprenticeship.

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“We were able to target folks not well represented

in the manufacturing world. If they were to apply

to the job right away… they might feel they don’t have the skills, the knowledge, or that in the field there are not a lot of women. The pre- apprenticeship gives the opportunity to learn more about the job, as opposed to…being thrown into the job. They’re able to go through the steps with guidance, so after they gain knowledge and experience, they can make the decision about something they never would have thought would have been for them.”

– WERC Staff Member

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Apprenticeship Program Results to Date

144 apprentices enrolled
63 apprentices completed and attained state & federal certifications
45 pre-apprentices enrolled
38 pre-apprentices completed and hired by BYD
60% apprentice graduates have now been with BYD 5 years or more

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“The hard thing is you work eight or 10

hours and then come to class. But you

put it in your goals, and you want to

learn. You come to the class because

you know it’s going to be something

good in your life."

– BYD-SMART Apprentice

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Key Takeaways: Labor-Management Relationships

Recognize the importance of labor-management partnerships
Actively support the vital role that unions play in these partnerships and in the formation and implementation of registered apprenticeship programs
Invest in building a strong labor-management relationship

Key to shaping the electrical vehicle industry, and in CA the wider manufacturing sector and other industries.

Model for the development of high road training partnerships and other successful workforce development initiatives.

Keys: strong collective bargaining agreements, community benefits agreements, collective voice for workers to set the terms and conditions of employment and ensure inclusion of training opportunities. In the BYD-SMART apprenticeship program, the union played a role in bringing the voices of workers to negotiation of an initial agreement with BYD, and in designing the LMP and apprenticeship program. A process to develop this relationship, to define the win-win, but ultimately many benefits to the employer in terms of employee recruitment and retention, training offerings, product quality, and positive image.

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“Once we did get a contract, that labor- management relationship and that trust still had to be built up. Things didn’t happen magically.… Negotiation was needed to arrive at what worked for the company and for us, for the company to stay here and do business and for the workers to have a great career.”

– SMART Local 105 Representative

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Key Takeaways: Community Partnerships

To support a diverse and local workforce, involve community organizations in training program design, recruitment, and delivery
Build in community supports for apprentice retention.
Seek partnerships with community colleges that implement student-centered learning

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“BYD and SMART had approached [the college] about starting an apprenticeship program with AVC as the local education agency….Would I take on this project? I said I don’t know anything about apprenticeships, but I’ll figure it out. I started to do my research, and it evolved.…Now we have a good relationship, a good partnership, with open dialogue.”

– AVC Dean

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Key Takeaways: Training Curriculum

Implement and customize the flexible IMT registered apprenticeship program.
Customize IMT on-the-job training to align with specific company and apprentice needs.

There was no existing training curriculum for electric bus manufacturing. Visited a model program in Ohio. Through connections with AFL-CIO Working for America Institute, learned about Industrial Manufacturing Technician program - a customizable template for training for production roles. Already registered with DOL, built on existing standards and curriculum in manufacturing, uses four modules of the MSSC Certified Production Technician (CPT) curriculum to award an industry recognized credential. 79 hours of RSI can be customized to a company’s specific skill needs. AVC took steps to award college credit over three semesters.

IMT OJT follows a Job Book that details required competencies and guides the apprentice’s mentor to demonstrate skills, observe, provide feedback, and sign off. SMART, BYD, and AVC worked together to align OJT w/RSI and employer needs. Instructor, in daytime role as production supervisor, observed apprentices and took lessons from OJT context to inform classroom instruction.

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“You’re not just working; you’re really studying. When you’re at work, you’re busy doing a variety of things and don’t have a chance to get new knowledge. In class, you get your questions

answered, and it gives you more time to think about the actual solutions. It helps to sit, study and gather your thoughts.”

– BYD-SMART Apprentice Graduate

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For more information on IMT and building apprenticeships

Liz Weiss

lweiss@workingforamerica.org