An Overview of Regional Industries

Education & Workforce Development in Bay Area Houston An Overview of Regional Industries

Foreward I was very pleased to lead this workforce development effort for the Bay Area Houston Economic Partnership’s Education and Workforce Development Committee. I learned in my 30+ years of working in Human Resources just how important a good job is to the individual and how essential good workers – workers well-trained in the disciplines required by today’s most sophisticated, leading-edge companies – are to employers.

This study provided a tremendous opportunity to learn much about the current status of the Bay Area Houston region’s workforce. At the same time, it allowed us to form some valuable connections between area businesses and academic institutions, which is actually an integral part of BAHEP’s ongoing business model. I would like to personally thank all the people involved in this effort for generously giving of their time and opinions. They are making this region better!

Bottom line – those communities which can continue to cultivate a spirit of collaboration between their valued businesses and their academic training partners will win in the fast-paced, mobile world of today’s global commerce. Those communities which cannot provide a viable workforce for their current and future employers will lose those companies and the vital jobs they bring.

Harv Hartman, chair, Education and Workforce Development Committee, Bay Area Houston Economic Partnership July 2018

Education & Workforce Development in Bay Area Houston An Overview of Regional Industries Aerospace Healthcare Maritime

Chemical Staffing Services Tourism & Financial Services

TABLE OF CONTENTS Foreward

Inside Front Cover

Preface

2

I. Workforce dynamics and trends

3

II. Skills needed today and in the future

9

III. Closing the gaps in needed skills

12

IV. Current partnerships

15

V. Local institutions address needs

18

VI. Looking ahead

20

Appendix A — Panelists and Photos

22

Appendix B — Logos of Community Partners

24

Region Supported by BAHEP

Back cover

Preface Bay Area Houston Economic Partnership (BAHEP) is a member-driven, 503 (c)(6), non-profit organization with a statewide leadership role in economic development. Bay Area Houston is a well-established and strong business community of over 14,000 businesses in a range of industries.

BAHEP is dedicated to the responsible economic development of its service area. There are 800,000 people that work and live in Bay Area Houston, located in southern Harris and northern Galveston counties.

BAHEP has 270 business members who fund the operations and projects of the organization. These members are highly diverse companies, with a good balance of large and small businesses and governmental and educational institutions.

The mission of the Education and Workforce Development Committee of the Bay Area Houston Economic Partnership is to enhance Bay Area Houston’s overall economic development and quality of life by collaborating to create a community offering the best in qualified workers, education and training; advocating for education; sharing best-practices; assisting member organizations to achieve their respective goals; and establishing innovative and effective partnerships.

In support of this mission, the committee held a series of six panel discussions from January – June 2018 in order to facilitate informative, informal, two-way conversation between industry leaders/panelists and educational institution leaders/community leaders that emphasized:  A more complete understanding of the workforce dynamics and trends in each sector of the local economy (aerospace, healthcare, maritime, chemical, staffing services, tourism and financial services),  A current understanding of the skills needed to succeed in the industry today… and, more importantly, tomorrow,  Identification of what educational institutions might do to close any gaps between skills needed to succeed and what employers are seeing in applicants for jobs in today’s workforce, and  A discussion of what kinds of partnerships already exist between industry organizations and educational institutions and what kinds of new partnerships might be productive.

BAHEP’s Education and Workforce Development Committee facilitates these panels between industry and educators periodically in order to provide a forum for open discussion as well to serve as a venue for birthing new initiatives between industry and educational partners.

2

I. Workforce dynamics and trends

(gathered from industry panelists’ dialogue)

Healthcare  Businesses are still seeing growth in the Houston market, but it’s a different growth, which is impacting the healthcare industry. Four years ago, the growth was in the oil and gas sector. Now that growth is in the retail / restaurant sector. That has made a large impact on healthcare from a payer standpoint. These jobs don’t come with the same type of payers – the same type of insurance.  There has been some growth in the number of uninsured, although Houston has always seen a large uninsured pocket of citizens. There has been more growth in the uninsured population over the past three years. It keeps ERs very clogged up dealing with less acute care.  The Medicare sector is continuing to expand in the 12-county area, as well.  Outside of acute care, there is a heavy emphasis on sports medicine, PT/rehab, imaging centers, and convenient care centers to bring more into the community “without beds.” Healthcare is moving more into the outpatient sector trying to have care “in the backyard.”  Houston Methodist is growing in this market with inpatient and outpatient services.

Houston Methodist St. John now has primary care physicians located in Clear Lake, Webster, Friendswood, and soon to be in League City. The hospital is one of the only “A” rated hospitals in the area for quality.

Houston Methodist St. John has also recently obtained certification as a Primary Stroke Center, and is recognized for nursing excellence with a Pathway to Excellence designation.

The hospital will be starting its journey for Magnet recognition in nursing soon.  With the onset of health science programs, there is a growing demand for hands-on learning in hospitals and 3

physician offices with students in high schools. In health science, they can only accept as many students into the programs as they can find space for clinical rotations in the hospitals. That is a big limiting factor. There is far more interest than they have slots. Hospitals and schools and universities will need to work together closely in order to grow the upcoming talent.

Tourism and financial services  Lone Star Flight Museum: The focus of the museum is on the history of aviation and the evolution of aviation in Texas in general and then specifically on placing an emphasis on youth. The facility is a way to influence young people. It’s about inspiring them from the time they walk in until they leave. It’s about engagement. It’s about getting young people out of the classroom environment and book knowledge and getting something in their hands. Science and technology are the means by which we excite these young people to want to do something more and to excite them toward a future that has promise and purpose.  JSC Federal Credit Union: We’ve had exponential growth. We’ve gone from $400 million in assets to over $2 billion in the last 15 years. Exponential growth in technology has allowed that to happen.  Space Center Houston: William Harris wants to take SCH to the next level of community service and grow the number of visitors per year to 2 million over the next several years. SCH is at 1 million visits per year currently.  Space Center Houston: Hires 95 percent of staff locally. Has a professional development program in place for staff.  Gulf Coast Educators Federal Credit Union: The financial industry is currently in transition. People want to be able to access all of the traditional services that financial institutions provide on their devices.

Therefore, the role of employees is changing dramatically. When people come in for a face-to-face interaction, it’s not about a standard transaction anymore. They want advice. They want someone who is very knowledgeable about all of our products and services who can give them sound advice and who can teach them something that they couldn’t find themselves online.

4

Figure 1 Houston Airport System

The Houston Airport System has an enormous economic impact and must be included in any conversation about the education and workforce development needs of the region. The airfields found at the three airport facilities are capable of accommodating virtually any type of aircraft, even those as large as the Antonov 225, on runways that extend up to 12,000 feet. (https://www.fly2houston.com/biz/about/) George Bush Intercontinental Airport (IAH)  Located approximately 23 miles north of Downtown Houston  26 passenger airlines  185 non-stop destinations  More than 40 million passengers in 2017 William P. Hobby Airport (HOU)  Located approximately 7 miles south of Downtown Houston  4 passenger airlines  More than 60 non-stop destinations  More than 13 million passengers in 2017 Ellington Airport (EFD) / Houston Spaceport  Located approximately 15 miles south of Downtown Houston  Supports the operations of the U.S. military, NASA and a variety of general aviation tenants  Home to the nation’s 10th licensed commercial spaceport  Houston Spaceport is a focal point for aerospace innovation Economic Impact of IAH, HOU, EFD / Spaceport  Collectively contributed more than $27 billion to the local economy in 2017  Responsible for more than 230,000 jobs  Generated $8.7 billion in employment earnings 5

Aerospace  The industry is going through a period of transition as national priorities change.  Jacobs supports the engineering and finance sectors of NASA Johnson Space Center.

The prime contract at this Jacobs location is the JETS (JSC Engineering, Technology and Science Contract - JETS) contract which began May 1, 2013, with a five-year base period followed by two two-year options.  Jacobs: There is a significant small business requirement on the JETS contract. They have an aging workforce and are actively engaging with intern programs. Jacobs has about 15 interns per semester.  Lockheed Martin in Houston will be transitioning to a flight mode rather than the engineering design and development mode that it has been in. This involves not only Lockheed Martin but the NASA JSC workforce and those involved on the JETS contract.  MEI Technologies’ engineers, scientists, and technical personnel perform tasks ranging from biomedical research, operational space medicine, and human factors engineering to space food laboratory operation, biomedical flight hardware production, and payload and hardware integration with the International Space Station, just to name a few.

Chemical  There is tremendous growth in the industry.  Houston Area Safety Council has a virtual reality welding lab which is excellent and has been well-received by industry.  LyondellBasell: Technologies are changing. There is a need for more sophisticated methods regarding knowledge capture — turning knowledge that is resident in the mind of an individual into something that is available to others in the company.  INEOS: A lot of people are retiring, and it’s very difficult to plan for that. It takes years to become a good operator. Partnering with the community colleges to bring people in is very important. Technical talent, such as chemical engineers, is recruited while they are still in college. INEOS does a lot of focused recruiting in the Gulf Coast.  INEOS: Just brought on three summer interns – juniors going into their senior year of college. If they look really solid, Ineos will extend an offer before they return to school.

Ineos is looking at a program where it will work with community colleges and do something similar with process operators.

6



 

Shell: Shell has an onboard class for new, inexperienced hires that lasts seven weeks. Simulation packages (virtual reality videos) would be great. San Jacinto College is implementing them.

Shell: Partners new hires with experienced operators.

Shell: Across the board, workforce is 60 / 40 – 60% hourly, 40% technical and professional. There is little turnover in people leaving to work elsewhere. The main concern is the uptick in people retiring.

Maritime  Port Houston: There are about 180 public and private terminals along the 26-mile long Houston Ship Channel. The Port Authority overseas eight public terminals. An aging workforce up and down the channel is approaching retirement age. Container terminals are the bread and butter of the Port Authority. The port requires personnel for logistics, mechanics, electricians, crane operators, etc.  G&H Towing: G&H services 1,490 ships every month. There are excellent opportunities for jobs from entry level to masters. 39 tugs in the fleet; 34 work on a daily basis.  Kirby Corp.: Kirby operates the largest inland and offshore tank barge fleets in the United States. 300 boats on inland waterway systems and another 60 boats offshore.

Always looking for people. Kirby needs to hire about 15 deckhands per month. Trying to hire 30 in August. Kirby needs people badly. Worried that they are going to have a hard time hiring. Young people don’t typically look to work on vessels. In a good economy, people go other places. Work with schools as much as possible to bridge the workforce gap as people retire.  Texas A&M University at Galveston’s Maj. Gen. Bill McClain, USA (Ret.): We have a lot of veterans going into our maritime administration program. They have leadership and logistical experience. The whole waterfront is struggling to find mechanics, welders, AC technicians, electricians, plumbers, warehouse, and logistics personnel. Galveston Community College is trying to turn them out but not at the numbers or skill level that is needed. You have to start recruiting in the high schools.  Bertling Logistics: We typically work on capital projects in places where others don’t – such as Russia, East Africa – 900 employees in 60 offices in 30 different countries.  Bertling Logistics: Tugboat companies need people who can work with their hands who would start in the engineering department. Because of the structure of the licensing program with the Coast Guard, the process is all about sea time. You have to start at one level and work your way up over the course of sea time. A big part of the problem is that many people don’t know that these jobs exist. They are well-paying jobs with full

7

Figure 2 Age Demographics As the labor force ages, there is significant concern that the skills shortage faced by the construction sector will become increasingly dire. While the industry is not alone in confronting an aging labor force, it is failing to replenish the supply with younger workers.

Further, growth in the nation's working age population is slowing.

At the same time, older Americans are retiring in record numbers. In 2017, for instance, 31.5% of those employed in construction (residential and nonresidential) were under the age of 35, which not only is down from 31.9% in 2012 (and 39.1% in 2000), but also compares to an overall rate of 35.0% for all industries. Moreover, construction's median age of 42.6 is higher than the all-industry median age of 42.2 (but down slightly from 42.7 in 2016). Perhaps most concerning, though, with 68.5% of construction workers above the age of 34 and 21.1% over 54, as many as 28.0% of construction workers will retire within the next ten years (up from about 26.3% in 2012) and up to 17.8% will leave within the next five (assuming an average retirement age of 62). What's more, an alarming 39.6% will retire within the next 15 years.

Industry, in partnership with academia and government, must work smarter and harder to attract and train a younger audience. Yet, in 2014, the Wall Street Journal reported that the Labor Department found a 40% decline in apprenticeship programs between 2003 and 2013, blaming much of the decline on construction's blue collar image. With fewer schools offering shop and vocational programming, contractors will need to fill the gap with in-house on-the-job training. (East Harris County Manufacturers Association Region Labor Market Analysis 2018 – 2022)

8



medical benefits. It’s a real challenge to find people to start in the engine room and build engineers from them. I can always find people who want to drive the tug boat. The problem is that I can’t find people who want to fix and repair it. On the shore side staff, I need mechanics, welders, AC technicians, electricians, plumbers, warehouse and logistics personnel. Good opportunity for women in the industry.

G&H Towing: People with an associate’s degree in maritime enter the workforce as ordinary seamen, because they are short the sea service time. They have to have a certain number of sea days to get them to the next pay grade. They have to move up through the ranks through sea days, as well as passing the required Coast Guard testing. People must progress to the next level or they will be released to make room for someone else. It’s an up or out system.  Kirby Corp.: Recent hires from San Jacinto College have a special designation and go to a basic tank barge tankerman school, which is a two-week school at our facility. Then they will have another 6-8 months before they go to the final tankerman school. The kids that go to a two-year school are going to have an advantage. The San Jac kids are a perfect model for us. They are entry level, but they have a big advantage over someone who has not had any experience. Grads of four-year maritime education schools go into our basic steersman program and will move up a lot quicker.

Meador Staffing Services  In years past, if someone wanted a mechanical engineer with a specific type of background with three to five years’ experience, we could find one. We can’t find that now.

We can still find someone with 15-20 years’ experience, but those in the 22- to 38-yearold group work a year or two and then move on. We’re doing direct recruiting where we go find candidates at companies or through referrals who aren’t necessarily looking to change jobs to fill positions with niche requirements within other companies.

II. Skills needed today and in the future (gathered from industry panelists’ dialogue) Healthcare  There is a big demand for cath lab techs (catheterization laboratory techs). Houston does not have a cath lab tech program. Memorial Hermann took accredited graduates of the imaging program at San Jacinto College and put them into its own 12-month pilot cath lab program.

9









Memorial Hermann is still hiring Registered Nurses (RNs). They feel that there’s still a valuable place in the workforce for those nurses, especially since the cost of healthcare has got to come down. A Licensed Vocational Nurse (LVN )is always going to be valuable in less acute care settings such as senior care and rehab facilities.

Beginning in 2018, Clear Lake Regional Medical Center is only going to be accepting nurses with a bachelor of science in nursing (BSN) degree. Mostly hiring BSN candidates at the Houston Methodist St. John location, as well.

Nurse Practitioners and Physicians’ Assistants – Quite a number of critical care and higher skilled BSNs are quite interested in furthering their education. Acute care Nurse Practitioners are in demand.

Surgical techs, cath lab techs, medical lab technicians, phlebotomy techs, and histo techs (histology technicians) are in demand. Although some of these jobs don’t pay as well, they provide a foot in the door to further training and growth that will be provided by the hospitals.

Tourism and financial services  Space Center Houston: Many young people don’t possess strong “soft” skills and don’t know about good customer service such as looking at someone in the eye when you’re talking to them, how to shake someone’s hand, and speaking in complete sentences.

This is just a societal thing and not specific to this area.  Space Center Houston: Hires a lot of teachers during the summer to work in youth programs.  Lone Star Flight Museum: It’s important when bringing people on-board to instill in them that they must present themselves professionally as representatives of the organization.  South Shore Harbour: Majority of openings are entry level positions which pay about $8.50/hr. Pay $10 - $10.50 for dish washers (or $13.50 to a staffing agency).  South Shore Harbour: College students work part-time in customer service type positions, and they are great. They have the personality most of the time and will look you in the eye most of the time, but they’re gone in a year or two after they graduate.  Gulf Coast Educators Federal Credit Union: The customers come in more educated; so, we need our employees to be more educated.

Mid-level managers are outstanding, but soft skill interpersonal communications are lacking right now at the entry level positions.

10

Aerospace  Barrios Technology: Barrios’ biggest challenge is finding employees with an understanding of situational awareness – what’s going on around them in order to make a proper decision. People who have this ability go further and do better than the ones who are more strictly focused in just one area.  Lockheed Martin: Types of skills used include hard-core technical engineering – mechanical engineering, electrical engineering, aerospace engineering, materials and properties, quality engineers, software development, and logistics.  Boeing’s employees work in the traditional engineering disciplines.

The company is looking for additional kinds of emerging technology skills, such as virtual reality, artificial intelligence, and autonomous systems.  It was noted by industry that there is a need for people to certify composites for fracture, fatigue, etc. trained through a Certified Composites Technician Program.

Chemical  INEOS: Technical talent, such as chemical engineers, is recruited while students are still in college.

Maritime  Bertling Logistics: Bertling needs people who want to fix and repair tugs. On the shore side staff, the company needs mechanics, welders, AC technicians, electricians, plumbers, warehouse, and logistics personnel.  Kirby Corp.: New hires have to be good with computers and be able to interpret and compose detailed paperwork. They have to be able to read properly, communicate properly, and be good at math. Houston has a good education system, and we get pretty good kids out of that. We’ve been working with San Jac and other partners.

Meador Staffing Services  Industry is emphasizing teamwork where teams work together to complete projects. It’s important, therefore, to know where a candidate’s strengths lie. Industry wants people who come to work every day, are loyal, dependable, will do a good job, and will stay.  There is a lack of proficiency in basic skills such as reading, writing, and arithmetic across all educational levels.

11



We are having a big struggle right now to find those with industrial skills – the laborer, the welder, plant operators, those who are going to filter into a succession plan for those who are retiring.

III. Closing the gaps in needed skills (gathered from industry panelists’ dialogue) Healthcare  There was a strong endorsement of nurses hired from local institutions. They have great critical thinking skills and have a phenomenal adaptability to go from a classroom setting to bedside nursing.

However, it was strongly emphasized that you can’t short sell the soft skills. If those soft skills – leadership, communication – could be taught in the classroom, it would be a tremendous help. This includes empathy, compassion, professionalism, teamwork. It was stated, “If we have to let a nurse or tech go, it’s generally not because they don’t have the technical skills. It’s because they don’t have the communication skills or the ability to work as part of a team.”  Imaging programs must become more aggressive across modalities. Convenient care centers are really hospitals without beds. When techs get out of school, they need to be licensed in multiple modalities. Hospitals are doing it now but at their own expense.

Tourism and financial services  Space Center Houston: We place a real emphasis on the personal touch, diversity, equity, inclusion, acceptability, effective listening, being respectful of others. I think that coaching on how to be a productive member of society could be taught starting as early as pre-K.  Gulf Coast Educators Federal Credit Union: Interpersonal communications – we are lacking it right now at the entry level positions. The mid-level managers we bring in are outstanding. They have tons of experience. They know all about customer service. However, when we interview for entry level positions, young people coming in today to interview don’t look you in the eye and stutter and stammer and can’t communicate with you openly 12

Figure 3 Estimated NASA JSC Federal and Contractor Workforce in Texas and New Mexico

$4.42B Total JSC Budget

$2.02B Total JSC Budget Spent in Texas (JSC spending on contracts and federal salaries)

Education Leadership in Texas JSC Education utilizes NASA’s unique capabilities to advance science, technology, engineering, and mathematics (STEM) education and human space exploration. Resources include educator professional development, digital learning, experiential learning activities, internships, partnerships, grants, and informal education.

NASA’s Minority University Research and Education Project enables educators from Minority Serving Institutions to participate in five-day professional institutes at a NASA Center. 

34 of 43 (79%) participants at JSC were from universities in Texas (University of the Incarnate Word, Hutson-Tillotson University, University of Texas at San Antonio, Texas State University, University of Texas Rio Grande, and Texas A&M Corpus Christi.)



$18.3M to Texas Universities (NASA JOHNSON SPACE CENTER FY16 ECONOMIC IMPACT REPORT) 13





when asked questions about themselves.

This is a real challenge.

JSC Federal Credit Union: Empathy seems to be a quality that is lacking in a lot of the young people coming in. Young people are pretty good at sending a text or an email, but getting them to talk to someone in person is really hard to do for them.

Being able to write intelligently also seems to be a skill that is diminishing.

JSC Federal Credit Union: We have 60 part-time employees and 210 full-time employees. Many of them are still in college. One of the biggest challenges we see is their getting the classes they need and the times when they can take them so that they can have a work schedule that lines up with that. Often we spend time, money, and energy training an employee who is working out great on the morning shift. Then their class schedule changes in such a way that they can no longer work for us. That’s a shame, because we lose a good employee, and they lose a good job. Flexibility in terms of class schedules would really help.

Aerospace  Jacobs: We expect a lot of our interns and want to make sure that they’re getting those soft skills including working within a team, especially when working with engineer-type personalities. A lot of times they can get very focused working on one project. In a team environment when you work across different skill sets, it’s a little more challenging.

Chemical  Shell: It’s essential that ptech students know what it’s like to work in a plant either through tours or videos. Many of them are unaware of the stringent requirements of working in a plant or the dangers. It’s not unusual to have to go turn a valve that is 80 ft. off the ground.  Shell: Ptech grads – lacking some basic skills, as well as work ethics; have a silo approach with difficulty in seeing the big picture.  San Jacinto College needs electrical and instrument instructors (E&I).  Ptech grads need practical, hands-on experience.  College of the Mainland: Needs more participation on its advisory boards to make sure COM is staying on top of the needs of industry.  COM is working with students on their soft skills.  COM students need to go on plant tours to see what it’s like in spite of insurance and liability issues.  COM would like access to guest speakers.

Maritime  Bertling Logistics: We’ve gotten so high tech over the years that we’ve forgotten how to work with our hands. Good math and grammar skills continue to be a problem.

14

Meador Staffing Services  We’re finding that having soft skills is really important, and soft skills can be many things. We’re in the business of culture and fit. Someone with experience in a certain area understands the culture and fit and interviews well.

IV. Current partnerships Healthcare  Memorial Hermann partners with a lot of the colleges from which they recruit. Their imaging staff comes mainly from San Jacinto College.  Houston Methodist St. John works with nursing students from San Jacinto College and UTMB in Galveston. The hospital works with several other programs for imaging techs, as well.

Aerospace  Boeing has had an intern partnership with San Jacinto College for about one year.

There are approximately 30 student interns. They do really good work. The students are engaged, well prepared, and have the skills needed. The only negative is that they don’t express enough confidence in the skills that they have. This may be due to the fact that they are students, and this is their first real work experience.  San Jacinto College’s Sallie Kay Janes, Ph.D.: Boeing tells San Jac where they need interns. San Jac works with Boeing based on the Department of Labor codes and does the recruiting of students at a variety of levels. They interview prospective interns and send the top two or three for each job to Boeing. The internship is not limited to one semester. It is determined by the job that they are doing. Students have to take an eight-hour soft skills course at San Jac – modules include things like team building and communication skills. If an aerospace company gets a contract with NASA, there’s typically a requirement to work with a college or an institution that is a minority-serving institution (MSI), which San Jac is.  Jacobs: 1% of our total contract value has to go to an MSI institution.

We team with local entities, as well as others in Texas. If a student is not local, we actually pay for housing out of our pocket as part of our STEM program.

Chemical  San Jacinto College’s Dr. Brenda Hellyer, chancellor: We had very frank conversations 15

with plant managers before building the new petrochem center. We learned about the gaps.  Jim Griffin, San Jacinto College’s associate vice chancellor / senior vice president for the Petrochemical Training Division: The majority of petrochem students have never been in a plant. San Jac has changed that through industry partnerships. We’re working on soft skills, technical writing, oral communication, reliability, the commitment it takes for those jobs. We’re bringing on new instructors who are current in the industry. Current professors are doing externships at chemical plants.

Maritime  San Jacinto College’s Dr. Sallie Kay Janes: San Jac has a Smart Institute. The Southeast Maritime and Transportation (SMART) Institute, funded by the National Science Foundation, is a weeklong conference that includes tours to local maritime companies, panel discussions featuring industry experts and maritime educators, and visits to the Ports of Houston and Galveston. The institute brings faculty, CTE teachers, and counselors together.  San Jacinto College’s Maritime Program: Offers 74 U.S. Coast Guard approved courses. Offers the only two-year associate’s degree program in Maritime Transportation in the Gulf Coast region.  San Jacinto College and Texas A&M University at Galveston co-hosted a national maritime workforce conference.  Port Houston: Following initial maritime workforce development led by BAHEP, the Port of Houston Authority created its PHPME – Port of Houston Partners in Maritime Education – a non-profit arm of the Port Authority. Five high schools in the region have maritime programs: Jack Yates Senior High School and Stephen F. Austin High School for Maritime Studies in Houston ISD, Dr. Kirk Lewis Career and Technical High School in Pasadena, and Galena Park High School and North Shore High School in Galena Park ISD. Some of the high schools have state-of-the-art simulations.  A Maritime Youth and Logistics Expo is hosted every year by Port Houston at San Jacinto College Maritime Center. Had almost 500 students and 30 vendors in April 2018 .

16

Figure 4 SHIPPING AND TRANSPORTATION CAREERS Vessel-based workers are called merchant mariners. Together, they make up the U.S. Merchant Marine. The Marine includes small passenger vessels, cruise ships, tugboats, workboats, ferries, offshore supply vessels, military support vessels, and more. Cargo workboats include bulkers (for dry goods), tankers (for liquids and chemicals), containers (for standard-sized metal containers from many different companies), and general cargo carriers (for anything else).

Vessel-based

Offshore work includes any work done at sea on platforms—most notably, drilling for oil. This type of work is unique in that the platform is run just like a land-based factory, except that ships are used alongside of it for certain tasks such as laying cables and pipes and bringing in needed supplies.

(These lists are not comprehensive.) (http://www.mapyourcareer.org/maritime/sea-based-careers.html#shipping)

Offshore

17

V. Local institutions address needs 











18

San Jacinto College’s Dr. Sallie Kay Janes: One of the first things we do to start anyone in a college credit program is to have them go through an orientation. We try to teach them how to work with each other and how to learn. Even in the more technical programs, we are starting to incorporate those skills. We also have an extended program that students are encouraged to take which addresses those soft skills. (Look people in the eye. Speak up with a voice of confidence and ability.)

San Jacinto College’s Dr. Sallie Kay Janes: I am concerned about the individuals who are very hands-on as well as the industries that need those who are on the production side. San Jac is looking forward into what the emerging technologies are. We are doing a lot of visits to see what is happening in aviation, aerospace, and going beyond aerospace into outer space, to see how we can better prepare students who are hands-on. They may eventually become an engineer, but first they are an engineeringtechnician of some sort.

San Jacinto College’s Dr. Sallie Kay Janes: Janes suggested that, if there’s enough interest, San Jac could write a grant for aerospace along the same lines as its SMART Institute. In order to get a stipend, participants would complete a project that would focus on the aerospace industry which they would take back to their individual school districts. Could set up a steering committee to organize this. (See Looking ahead section on page 20.)

San Jacinto College’s Teri Crawford: San Jac has a Career Center where testing takes place. We have a program called Smart Start where students have to take that test as part of their Smart Start to the college. It introduces them to the different types of careers based on how they answered the questions on the test. Before they graduate, they can go to Career Services, and we can help them build a resume, as well as learn interviewing skills.

College of the Mainland, the University of Houston – Clear Lake, and UTMB have similar services like Smart Start for students. Students who go on interviews prepared have the best success. They do their homework to learn about the company where they are about to interview.

College of the Mainland: Several years ago COM built a course on how to interview and write resumes for its technical students which had positive results.











Workforce Solutions: They have developed a 40-hour required course for industry that talks about job skills, interviewing, has practice interviews with people from industry. It has been very successful.

University of Houston – Clear Lake: UHCL has a Career Service Center that helps with resume writing as well as conducts mock interviews. Members from industry come in to volunteer their time to do the interviews. It goes beyond education in the classroom. It involves after-hours programs where members from industry from the same background and culture as the students talk with the students and present themselves as an example of success.

Dr. Greg Smith, superintendent, Clear Creek ISD: HUNCH or High Schools United with NASA to Create Hardware is an effort to bring high school students new educational experiences with NASA projects. It has been so successful in CCISD. Students built the galley table which now flies on the ISS and provides the astronauts the necessary space to work and eat all together. The kids are feeling like they are part of what makes this world go around.

As a result of that, they are inspired, and they have a tremendous commitment to task.

Any project-based opportunity, inside or outside of the school day or in the summer, would be tailor-fit for our kids.

Friendswood ISD: The drudgery of education only happening at a desk has got INEOS Olefins & Polymers USA (INEOS), a leading manuto go away. How do you do facturer of olefin and polyolefin products, has pledged a that? How do you move forward $250,000 cash donation in support of the San Jacinto College Center for Petrochemical, Energy, and Technology. with opportunities taking into Shown above is San Jacinto College Chancellor Brenda Helconsideration the regulations lyer. Photo credit: Jeannie Peng Mansyur, San Jacinto Colthat ISDs must abide by? Intern- lege marketing, public relations and government affairs department. ships for students are difficult to come by.

Friendswood ISD: The CTE (Career and Technical Education) side is still somewhat of a fledgling area that needs to be promoted. Externships would give our CTE teachers some extra real experience and know-how. It would be so enriching for the teachers to take their experiences back and encourage others to want to see it, as well.

19

VI. Looking ahead Bay Area Aerospace Education Consortium: As a direct outcome of the discussions that took place during the March meeting of the BAHEP Education and Workforce Development Committee, a steering committee was formed and named the Bay Area Aerospace Education Consortium. The purpose of the BAAEC is to bring together education, industry, and economic organizations to help develop pathways and opportunities to encourage and engage students in a variety of aspects in the aerospace community.

The newly-formed committee will meet monthly for one hour to share what is being done in each area and to ask questions about what is in the future. Possible next steps for the BAAEC are to hold a large meeting with interested parties from educational institutions, small and large companies, and private, public, and governmental organizations within the community; apply for a 501 (c)(3) in order to be eligible to apply for grants; and to form a board or steering committee for the BAAEC.

20

Figure 5 Employment and skill needs trends in next five years

21

Appendix A — Panelists Healthcare Panelists January 18, 2018     

Kyle Price, Memorial Hermann Southeast Hospital Sherri Sampson, Houston Methodist St. John Hospital Jennifer Moffett, Clear Lake Regional Medical Center Brad Horst, Bay Area Regional Medical Center Santiago Mendoza, Jr., Bay Area Regional Medical Center

Harv Hartman, Sherri Sampson, Kyle Price, Brad Horst, Santiago Mendoza, Jr., Jennifer Moffett (left to right)

Tourism and Financial Services Panelists February 15, 2018      

William T. Harris, Space Center Houston Daniel Newmyer, Space Center Houston Lt. Gen. Doug Owens, USAF (Ret.) Lone Star Flight Museum Roy Green, South Shore Harbour Resort and Conference Center Thomas Hast, Johnson Space Center Federal Credit Union Brock Reynolds, Gulf Coast Educators Federal Credit Union.

Brock Reynolds, Lt. Gen. Doug Owens, USAF (Ret.), Roy Green, cardboard cutout of NASA Astronaut Jack D. Fischer, Harv Hartman, Thomas Hast, William T. Harris (left to right)

Aerospace Panelists March 22, 2018  

Robert McAfoos, Barrios Technology Patsy Finch, MEI Technologies



Michele Wilkinson, Jacobs Sandra Gonzalez, Boeing Blaine Brown, Lockheed Martin

 

22

Michele Wilkinson, Robert McAfoos, Patsy Finch, Blaine Brown, Sandra Gonzales, Harv Hartman (left to right)

Staffing Services April 19, 2018 

Renee Ethridge, Meador Staffing Services

Renee Ethridge and Harv Hartman

Chemical Panelists May 24, 2018 

    

Jim Griffin, San Jacinto College Petrochemical Training Division Carla Bustamonte, LyondellBasell Steve Stamper, INEOS Cathy Culpepper, INEOS Barbara Toney, Shell Lana Jones, Shell Carla Bustamonte, Steve Stamper, Lana Jones, Barbara Toney, Cathy Culpepper, Jim Griffin, Harv Hartman (left to right)

Maritime Panelists June 21, 2018    



Steven J. Huttman, G&H Towing Gordon Keenan, Kirby Corp.

Richard Puig, Bertling Logistics Maritime Chief Warrant Officer 4 John Stauffer, San Jacinto College Maritime Training Division Pedro Garcia, Port Houston

John Stauffer, Gordon Keenan, Steven J. Huttman, Richard Puig, Pedro Garcia (left to right)

23

Appendix B — Logos of Community Partners Sincere appreciation is extended to all of our community partners who donated their time and considerable expertise to engage in the panel discussions.

Healthcare

Aerospace

Maritime

Staffing Services

24

Chemical

Tourism & Financial Services

Universities & Colleges

Regional ISDs building the workforce of the future

Clear Creek

Dickinson

Friendswood

La Porte

Pasadena

Region Supported by Bay Area Houston Economic Partnership which includes its members Clear Lake Shores, Dickinson, El Lago, Galveston County, Harris County, Houston, Houston Airport System, Kemah, La Porte, League City, Morgan’s Point, Nassau Bay, Pasadena, Seabrook, Port Houston, Taylor Lake Village, and Webster.

Bay Area Houston Economic Partnership, 18045 Saturn Lane, Houston, Texas 77058 832.536.3255 www.bayareahouston.com Facebook: BayAreaHoustonEcon Twitter: @BAHEP