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Monday, July 10 9:30 am Proclamation Signing 11:00 am NCO / Soldier of the Year Award Luncheon 6:30 - 9:30 pm Concert in the Park at Ditto Landing Tuesday, July 11 8:00 am - 5:00 pm APBI Conference 6:00 - 8:00 pm CG, AMCOM APBI Reception 7:30 pm Soldier Show 1 Wednesday, July 12 8:00 am - 5:00 pm APBI Conference 11:30 am Armed Forces Salute Luncheon 2:00 pm Soldier Show 2 7:30 pm Soldier Show 3 Thursday, July 13 Armed Forces Celebration Golf Tournament at Redstone Arsenal Additional Venues Burritt on the Mountain, EarlyWorks Museum Complex, Huntsville Botanical Garden, Huntsville Dragway, Huntsville Museum of Art, Huntsville Stars, Huntsville Veterans Museum, Sci-Quest, Tennessee Valley Vipers, and the U.S. Space & Rocket Center –––––––––––––––––––––––––––––

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initiatives Chamber of Commerce of Huntsville/ M adison County

june 2006 on the cover

Hire Standards Dynetics Meets the Workforce Challenge

Page 20 Photo courtesy of Dynetics’ Michelle Reavis

f eatures A WorkFORCE to be Reckoned With 13 Home-Grown Series: Huntsville/Madison County, Alabama is located in the middle of the southeastern United States, with more than four million people within a 100-mile radius. The Huntsville community is the primary economic hub of the northern Alabama/southern Tennessee region. Huntsville/Madison County’s economy is one of the strongest in the South, with low unemployment, strong job growth and income levels leading the region. Business growth and investment from U.S. and international companies have made it one of the country’s top “hot spots” for growing a business and raising a family.

Calhoun & J.F. Drake

Oakwood

UAH

Alabama A&M

Working Smartly

Launch Youth Program

d e v e l o p me n t s Armed Forces Week Celebration

Chamber Board Listing

Chamber Staff Listing

HREGI Investors

Community profile

Membership Happenings

ed i t o r i a l s t a f f

mission

The mission of the Chamber of Commerce of Huntsville /Madison County is to prepare, develop and promote our community for economic growth.

contact

Chamber of Commerce of Huntsville /Madison County 225 Church Street Huntsville, AL 35801 256.535.2000

Publisher

Brian Hilson

Executive Editor

Holly McClain

Editorial Designer

Kristi Sherrard

Contributing Writers

Holly McClain, Phil Gentry Rebecca Sallee, Loren Traylor Danielle Sorrell Davion Walker

Photography

Holly McClain

on the web HuntsvilleAlabamaUSA.com

unless otherwise credited

Advertising Sales

Cassandra Darby The Huntsville Times

Initiatives June 2006

Chamber of Commerce

Board of Directors and Executive Committee 2006 Executive Committee Dave Hargrove, Brad Jones,

Chair

Chair-Elect

Jim Link, Immediate Past Chair Evans Quinlivan,

Secretary/Treasurer

Irma Tuder, Vice Chair Economic Development Joe Ritch,

Vice Chair Governmental Affairs

Charley Burruss,

Dear Chamber of Commerce Investors, Community Leaders and Friends:

Vice Chair Image Development

Gerald Toland, Vice Chair Investor Relations

When the Chamber’s economic development staff works with companies interested in expanding in or relocating to the Huntsville area, we almost always find that the company’s primary reason for being interested in our community is related to workforce. Typically, our business prospects’ lead site selection criteria involves the quality, availability, productivity and/or cost of the Huntsville area workforce. Our workforce situation has always been a tremendous economic development advantage for our community, however, as we continue to expand and diversify our economy, the challenge of developing and maintaining a workforce capable of meeting the needs of our highly advanced economy is proving more difficult. The truth is, our economic development activity is generating more employment opportunities than our natural population and workforce growth are producing workers. Over the years we have been able to meet our workforce needs by recruiting workers from outside of our community, employers transferring key personnel to their new jobs in Huntsville, and by extending the reach of our commuting labor market to a 50-mile radius of Huntsville/Madison County. The Chamber’s business growth strategy, the Huntsville Regional Economic Growth Initiative, includes a number of workforce development initiatives which are proving effective. These include a partnership with Junior Achievement, the LAUNCH program, and the new EmYrge program, which are described in this edition of Initiatives. A major workforce priority for us is also the recruitment of personnel and families associated with the Army Materiel Command, the Missile Defense Agency and other key defense organizations which have been designated for relocation to Redstone Arsenal as a result of the last BRAC. We also work closely with each new and expanding private sector company to help them recruit key personnel to our community. As the Chamber looks toward the next several years of economic growth, our workforce development and workforce recruitment programs will naturally be enhanced to make certain that we are doing all we can to support our changing economy. As we see it, part of the Chamber’s responsibility in economic development is to serve as an effective intermediary between employers, educators and the workforce itself, to help make certain that each knows the others’ capabilities, needs and plans. Planning and preparation are key to an effective economic development strategy. For Huntsville/Madison County, a well-educated and trainable workforce will be essential to the career opportunities and income growth our residents should expect.

Brian Hilson President & CEO Chamber of Commerce of Huntsville/Madison County

June 2006 Initiatives

Bill Watson,

Vice Chair

Research & Information Services

Dr. Dorothy Huston, Vice Chair Small Business Jim Bolte, Vice Chair Workforce Development Tommy Beason, Chamber Foundation Chair Joe Austin,

Chair-Appointed

Chairman Mike Gillespie, Chair-Appointed Bill Gurley, Chair-Appointed Mayor Loretta Spencer, Brian Hilson,

Chair-Appointed

President/CEO

Elected Board Joe Alexander, Camber Corporation Chuck Allen, The Boeing Company Pete Apple, Torch Technologies Joe Austin Scott Averbuch, Averbuch Realty Co., Inc. Clayton Bass, Huntsville Museum of Art Jim Bolte, Toyota Motor Manufacturing Alabama, Inc.

Frank Caprio, Lanier Ford Shaver & Payne John Cooper, Avocent Corporation Dick Fountain, Fountain, Parker, Harbarger & Associates

Dr. Frank Franz, UAH Dr. Greg Gum, Radiology Associates Bill Gurley, SAIC Jeff Hamilton, The Orthopaedic Center Tharon Honeycutt, MSB Analytics, Inc. Dr. Eric Janssen, SportsMed Dr. Robert Jennings, Alabama A&M University Charlie Kettle, First Commercial Bank Ron Klein, Belzon Dan Montgomery, Northrop Grumman Caroline Myers, Foreign Language Services, Inc. Jim Owens, AmSouth Bank Jerre Penney, Bill Penney Toyota Pete Schofield, SPARTA, Inc. Scott Seeley, Regions Bank Karen Stanley, Stanley Construction Co., Inc. Sandra Steele, Enfinger Steele Development, Inc. Paula Steigerwald, Huntsville Botanical Garden Herman Stubbs, Colonial Bank Al Sullivan, COLSA Corporation Gerald Toland, Redstone Federal Credit Union Irma Tuder, Analytical Services, Inc. Gail Wall, Beason & Nalley, Inc. Bill Watson, Wachovia John Wilmer, Wilmer & Lee, P.A. Tom Young, Qualitest Pharmaceuticals

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Chamber of Commerce of Huntsville/Madison County

Staff 2006

Brian Hilson, president & CEO Holly McClain, communications director Laura Kendrick, executive assistant

Moving to North Alabama?

Economic Development Ethan Hadley, VP, economic development Steve Finnell, director, industrial development Rick Davis, director, Cummings Research Park Amy Locke, industrial development assistant Danielle Sorrell, economic development specialist

Governmental Affairs Mike Ward, VP, governmental affairs Tina Leopold, program assistant

Investor Relations Loren Traylor, VP, investor relations Jenni Jeffers, director, small business/membership services

Check out one of “America’s 50 Hottest Cities”

Debra Dunbar, director, Launch Program Donna McCrary, investor relations coordinator

Lillie Ben, events coordinator Davion Walker, workforce development coordinator

Terrie Ledbetter, membership sales representative

We think Huntsville is a great place to live, work, play and raise a family. And others must, too. Expansion Management, a business magazine for executives of companies actively looking for a place to expand or relocate their facilities within the next one to three years, has released its 8th annual ranking, published in the January-February 2006 issue. Huntsville MSA ranks #22!

Beverly Carthen, membership retention coordinator

Research & Information Services Ken Smith, director, research & information services

Kristi Sherrard, publications/graphic design specialist

Hiroko Sedensky, research assistant Judith Short, information services assistant Cheryl Crowe, resource desk coordinator

Finance & Administration Ken Williams, director, finance & administration

At Compass, we know there's more to life than

Desman Holt, network administrator Lindsay Southard, financial assistant Ginny Buie, financial assistant Joe Watson, facilities supervisor

banking. Like earning the trust and respect of those around you. And taking pride in our community. If this sounds like a bank you want to do business with, give us a call and let us help with your transition to one of the “Hottest American Cities"!

Associated Organizations & Staff Leadership Huntsville/Madison County Sarah Savage, executive director Mary Stewart, program coordinator Allison Harbin, administrative coordinator

7 Huntsville banking center locations Commercial Banking 256-532-6226 Executive Private Banking 256-532-6236

Northeast Alabama Regional Small Business Development Center Dr. Larry Crowson, director, SBDC Hanson Howard, business counselor

1-800-COMPASS www.compassbank.com/go/northalabama

Patsy Nayman, executive secretary

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Felita Flores, secretary

Member FDIC

Chamber of Commerce of Huntsville/Madison County 225 Church Street Huntsville, Alabama 35801 (256) 535-2000 www.HuntsvilleAlabamaUSA.com

June 2006 Initiatives

for

you

Rendering of Madison Street Emergency Department and patient tower expansion.

The signs are everywhere — Huntsville and Madison County are growing. And so is your community hospital. As north Alabama’s "rst and most prestigious medical center, Huntsville Hospital is again taking bold steps to meet the growing demand for health care services in the community. The construction on Madison Street is a sign that your health care future is in good hands at Huntsville Hospital. In less than a year the new patient bed tower will be completed on the main campus, providing an additional 84 “familysized”private rooms. A few months later we will open an expanded Emergency Department and Trauma Center that will be twice as large. And, hundreds of new parking spaces will be added to the campus. More private rooms. More emergency services. More parking.

Expect more from Huntsville Hospital.

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Construction progress on Madison Street.

At First Commercial Bank we are proud of our commitment to the growth of local businesses in our community. Images courtesy of The Huntsville Convention Bureau.

“When we looked for a business partner, First Commercial Bank offered a complete "nancing package that provided us the best use of our "nancial resources. More importantly, we have developed sincere, personal relationships with our First Commercial bankers. We appreciate their commitment to our continued success.” Cynthia Streams, CPA, Vice President Valley Pizza, Inc — A Domino’s Pizza franchise

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A WorkFORCE to be Reckoned With ~ from Staff Reports

As baby boomers age and our economy becomes increasingly global, non-exportable jobs and workforce development have risen to the forefront as challenges facing communities across the country. Huntsville/Madison County is not immune. With over 50 percent of workers set to retire in the next few years, the challenge to meet the demands of high tech industries and services will only increase. The issue has brought area businesses, community leaders and educational institutions to the same table to find unique solutions to a complex conundrum. In 2003, business and community leaders redefined the way staff of the Chamber of Commerce of Huntsville/Madison County focuses on preparing, developing and promoting the community for economic growth. With a comprehensive plan called the Huntsville Regional Economic Growth Initiative (HREGI), eight strategies were presented as the roadmap to success. One of these included expanding efforts designed to encourage the preparation of a qualified workforce responsive to the special needs of the region’s advanced technology employment base. Led by Jim Bolte, Chamber vice chair of workforce development and senior vice president for Toyota Motor Manufacturing Alabama, Inc., Chamber programs aim to provide a quality workforce for Huntsville’s/Madison County’s new and existing industries, and to expand the opportunities for everyone through the jobs these Bolte industries create. This is done through creating jobs, retaining the current workforce, providing training for the future workforce, and finally, recruiting highly skilled candidates for high-tech jobs.

AIDT Building from existing strengths, the Chamber maintains a strategic partnership with Alabama Industrial Development Training (AIDT). AIDT, an institute of Alabama’s Department of Postsecondary Education, encourages economic development through job-specific training. Training services are offered in many areas and are free of charge to new and expanding industries throughout the state. The AIDT-Huntsville Center, one of only three stand-alone, permanent training facilities in the state, is an additional advantage for local companies. “We at Toyota have been very pleased with the quality of the workforce in North Alabama and it is the main reason we have expanded twice in this region. We have found that the local workforce is adaptable, learns quickly and has a good work ethic. In addition, AIDT has been very helpful in supporting our recruitment efforts,” said Bolte. Established in 1971, AIDT provides effective workforce recruitment, screening, preemployment training and on-the job-training. AIDT’s services are custom-tailored to each company’s unique requirements, and have been utilized for technical programs ranging from engineering support for the International Space Station to automotive manufacturing to administrative office operations. The program provides a full range of customized, technical training programs that are free to the employers and to the trainees. Management and supervisory training programs, including Total Quality Management (TQM) and ISO 9000 are also available. In addition to training, AIDT offers services including trainee recruitment and screening. Training is conducted by AIDT staff or contracted instructors and delivered through 38 mobile training units (MTUs) customized to meet specific company needs.

MTUs go directly to the employer site to provide classroom and hands-on training. “AIDT has supported numerous Huntsvillearea economic development projects, and has continuously been recognized by user companies as one of Alabama's best economic development incentives, and as one of the best state-sponsored training programs in the United States,” said Brian Hilson, president of the Chamber of Commerce of Huntsville/ Madison County.

Junior Achievement Training the future workforce also requires looking to the community’s youngest residents. In 2004, the Chamber joined forces with the North Alabama Chapter of Junior Achievement, whose mission is to prepare school-age children for tomorrow’s needs. The Junior Achievement program, with support from the business community, educates students from kindergarten through 12th grade to value the free enterprise system, prepare for a career, and improve the quality of their lives through educated choices. “The Chamber’s partnership put us on the map. Before the partnership, we were serving a very small number of students. The Chamber promoting our partnership helped the businesses become aware of what we were doing, and we were able to serve more students with a larger volunteer pool,” said Cyndy Morgan, executive director of the local Junior Achievement. After the first year, Junior Achievement went from serving 3,500 students in the area to 8,000 students throughout Huntsville/ Madison County. More importantly, Junior Achievement opened up the students to the work opportunities that are here in Huntsville through the job shadowing experience. “The job shadowing program provides a unique opportunity for students to learn continued on page 14 Initiatives June 2006

WorkFORCE, continued from page 13

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about the things that await them after their education and hopefully helps them make smart decisions about what they do with their future education and careers,” said Loren Starnes, Job Shadowing participant and Huntsville High School junior. The effects of Junior Achievement’s efforts to prepare the local workforce may be visible by reduced high school drop-out rates and better career choices from recent graduates. Additionally, the benefits are long-term. Junior Achievement educates students about hot career opportunities that are growing in the North Alabama area in the next 10-20 years, and what skills they will need to be successful in that job market. “Just like teaching reading and literacy, the younger you start the more successful you will be. If we wait until our kids get out of high school to educate them about career choices, we will have lost a great number of them. Also, a lot of kids go on to college with no direction, and it is just too expensive to do that in this day and age,” said Morgan.

Recruitment

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Another major focus for Chamber-related workforce development efforts is recruit-

June 2006 Initiatives

ment. As the workforce ages and demands increase from businesses expanding and relocating to the region, a ready supply of trained employees to fill these voids is imperative. The challenge becomes finding enough workers to fill positions that are available within the companies in the community. Key to success in this endeavor is clearly communicating to potential employees the benefits of living and working in the Tennessee Valley. Building upon experience gained from coordinating the regional base realignment and closure (BRAC) town hall meetings in the Washington, D.C. and Ft. Rucker areas, the Chamber presents information on the region, education systems, housing markets, young professional activities and quality of life issues. After the first series of town hall meetings in January, visitors to the Chamber’s Web site increased over 25 percent. The Chamber plans to expand imagebuilding efforts into more activities that support recruitment of employees from other communities targeted by local industries. A successful workforce development program would not be complete without promoting the region to potential employees, including young professionals, throughout the country. Consequently, Chamber management and staff members work with area businesses to support their recruitment efforts. The Chamber's employment committee, formerly known as the workforce recruitment committee, consists of Chamber member companies whose committee members are in human resources disciplines, employment agencies, placement services and temporary services within the various industries they represent. The goals of this committee are to bring knowledge to the employment community regarding employment/recruitment-related issues through educational information and guest speakers. Additionally, Steve Finnell, director of industrial development for the Chamber, and other Chamber economic development personnel, visit existing industry representatives to further assess workforce and recruitment needs, as well as to gain a better understanding of business Finnell and employment issues in general. “It’s a way for us to be of assistance to members,” said Finnell. “It’s a good

Another aspect of recruiting involves retaining students that graduate from area colleges and universities. The Chamber of Commerce of Huntsville/Madison County is collaborating with area organizations to create excitement about living in Huntsville in order to attract and retain diverse, emerging young professionals. The EmYrge Council is a group made up of representatives from various organizations from around our region. “I see EmYrge helping to retain college Rogers students in the area by showing the college students what Huntsville has to offer. EmYrge can assist the universities by exposing students to professionals in the Huntsville/Madison community. EmYrge will provide the students with relevant resources that will assist in developing the students into professionals,” said Karen Rogers, chair of EmYrge and senior systems architect at SAIC. With 50 percent of the workforce set to retire in the next few years, college students are increasingly becoming community assets. Preparing them now with internships in the fields that are going to be in demand within the next few years will continued on page 19

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way to remind industry there is more to the Chamber than identifying incentive programs.” He noted that on many occasions he and others from the Chamber have facilitated “projects-in-waiting” after members were given a face-to-face opportunity to discuss expansion plans. About 120 existing industry calls are made each year, and while figures do not necessarily reflect the overall local economy, it is interesting to note that of the calls to date from January 2005, about 60 percent of companies anticipate growing their workforce. Among top workforce issues for manufacturing organizations are keeping skilled labor and turnover; for space and defense contractors concerns are attracting skilled labor, retaining workers (losing to the customer or other contractors) and encouraging young professionals to stay/come to our community.

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Initiatives June 2006

Home-Grown Series: Calhoun, Drake take industrial maintenance, engineering to the next level

tude and interest. “They go to school, typically, in the mornings and work in the afternoons,” Smith said. “Hopefully, (they) put to use those skills that they learn in the classroom on the job.” Calhoun’s cooperative education program changes along with the local supply and demand for skilled labor. Smith said the program is also open to any student in any major at Calhoun, which helps local companies “grow their own employees.” Communication begins when human resources directors at area plants, industries or companies contact Smith about their needs, or when Smith approaches them about his students. “It all spins around the economics of the

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Students in two-year college programs for industrial maintenance or industrial engineering are getting a taste of the four R’s: reading, ’riting, ’rithmetic, and rewards. Co-op programs with local industries are paying these students well and enticing them into careers that pay even better. Phillip Smith, a coordinator for the cooperative education program at Calhoun Community College, said students in the industrial maintenance program are studying a variety of maintenance problems, “electrical, mechanical, valves, pumps, things that make plants run.” There is such a demand for expertise in those fields, companies are more than willing to hire students who have a proven apti-

June 2006 Initiatives

industries. If the industries see that they have jobs that are growing, this is an excellent way for them to start training the employees for the future,” Smith said, adding that Calhoun’s program today is “larger than it has been in several years.” Tad Montgomery, applied technologies division chair at J.F. Drake State Technical College, said students in his school’s program also study and have jobs in the fields of machine tool technology, welding, air conditioning and heating and automotive technologies. Both Drake and Calhoun have formal coop agreements between their industrial maintenance students with 3M Corporation of Decatur.

Dr. Mary Yarbrough, dean of workforce education at Calhoun, noted 30 percent or more of the existing technical workforce will retire over the next three years. Tuition assistance and co-op opportunities are just two among many ways local business and industry can step up to the plate and encourage new workers to enter training programs.

Wayne Martin, human resources manager for 3M, said college students work parttime and earn $15 an hour as they complete their coursework. Upon graduation, their first year salaries can be as high as $70,000, with a future income potential of $75,000 to $100,000, Martin said. “We have an ongoing need because of growth for skilled maintenance people,” he

said. “The availability for people with those skills is almost non-existent. Basically, if you’ve got those skills, you’re already employed.” Smith said this semester, Calhoun’s co-op students are working in jobs at Windmill Beverages, Redstone Federal Credit Union and Accent Human Resources, as well as 3M. In past years, he added, Calhoun students

have participated in the program “with most every major company” in the area, including Adtran, SCI, Huntsville Hospital and in jobs with the army and NASA. Montgomery said Drake State is currently negotiating with several local companies, including Toyota Motor Manufacturing Alabama, Siemens VDO Automotive and Teledyne Brown Engineering to develop a partnership for students this fall. Stephanie Deemer, external affairs specialist for Toyota Motor Manufacturing Alabama in Huntsville, said she is unable to describe her company’s plans for such a program because they are still in the embryonic stage. “It’s really too early to say. We’re in the planning stages,” she said. “But education is a priority for us and we’re looking forward to getting started with these programs.” The industrial fields are definitely in demand, Deemer said. “These are growing fields; there are going to be opportunities abounding in these fields. We’ll have needs for people with this type of training, as will other companies in the area.” Dr. Mary Yarbrough, dean for workforce education at Calhoun, noted that since 1950, professional jobs – those requiring four or more years of post-secondary training, continued on page 18

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Initiatives June 2006

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have remained constant at 20 percent of the job market nationally while the demand for jobs in technical careers has grown to 75 to 80 percent of the job market. Toyota hopes to have co-op partnerships with a number of local colleges and universities and is currently negotiating plans with the University of Alabama in Huntsville, Alabama A&M University, Calhoun and Drake, she said. Meanwhile, some local college students are

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June 2006 Initiatives

already reaping the benefits of co-op programs. Percy White of Courtland, 27, is an industrial engineering student at Calhoun Community College. A 1998 graduate of Courtland High School with an interest in mechanics, he was recently hired through Calhoun’s co-op program for a part-time job at 3M in Decatur. White plans to transfer to Alabama A&M University after two years to pursue a degree in mechanical engineering, a subject he has enjoyed since he was a child. “I always loved the hand work,” he said Matthew Davis of Huntsville, a 20-yearold 2004 graduate of Huntsville High School and an industrial electronics maintenance student at Drake, was also recently hired. “Back in high school, I had gone to the Huntsville Center for Technology in addition to Huntsville High,” Davis said. “I was doing their electronics program. It was something to get out of the regular, humdrum high school life.” He spent his first year of college taking core subjects at the University of Alabama in Huntsville, but found that academics did not suit his taste. “Everything was (like) what I was doing in high school,” he said. He transferred in fall 2005 to Drake, where he began industrial studies. “So far, it’s been everything I wanted,” Davis said. In his co-op job, he will work with an established full-time employee to monitor and troubleshoot the computers that keep the company‘s machines in motion. Davis is optimistic about this opportunity leading to a full-time career upon his graduation from Drake in May 2007. “It’s something I look forward to as a possibility,” he said. “Nothing else is out there. If they treat me good, then I’ll treat them twice as good.” • Rebecca Sallee

WorkFORCE, continued from page 15

ensure a skilled and ready workforce. “This is key to the continued success of our city. These co-op and internship programs give very bright and energetic students a chance to see our city first hand and give us a couple months to sell it to them,” said Tracy Doughty, EmYrge council member. EmYrge hopes to prevent the migration of educated young people to larger cities and to encourage those who have left to return to the North Alabama region. How? By increasing opportunities and fostering relationships to involve and empower young professionals in the progress of the region. Over the next year, the council will provide workshops for young professionals that include such topics as: Dress for Success; Tapping into the Invisible Job Market; Huntsville: What’s in it for me?; and How to implement course work into corporate work. These workshops also allow time for networking, which enables young professionals to form relationships with others from around the area and learn how to effectively network. The Chamber, along with area businesses and universities, is creating a complete

package that “sells” the region to this demographic. It has been proven that once employees arrive here, they will often stay. Concurrent with corporate recruitment and expansion projects, the Chamber often helps companies recruit employees who are asked to transfer here. By promoting assets of the community that are valued by young professionals, Huntsville/ Madison County is becoming more attractive. National recognition is a fantastic means of promotion. Recently, Huntsville was recognized as one of the “Top 10 Green Cities in the U.S” by The Green Guide and ranked as one of the country’s “Best Locations for Scientists and Engineers” by Expansion magazine. Workforce development efforts in Huntsville/Madison County are evolving daily. But, the one thing that will not change is the driver for workforce development efforts…jobs. Create them and they will come. By attracting new workers to the community while at the same time retaining qualified employees that already live and are growing here, we will succeed in building a strong economic base that will support us into the next century. •

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Initiatives June 2006

Huntsville Ranks as one

Hire Standards Dynetics Meets the Workforce Challenge Dynetics is one of many Cummings Research Park companies celebrating a major milestone this year. In June, the company opens a newlyconstructed headquarters facility. The leadership of this dynamic company, like the leadership of other top Huntsville employers, understands that the quality of the workforce defines and determines the quality and growth potential of the company. Higher standards results in smart hires.

In 1974 the founders of Dynetics made a commitment to high ethical standards and excellence in products and services. Their plan: build a company that exemplifies quality and integrity, while fostering career satisfaction and growth for employees. Today, the results of that commitment are reflected in the caliber of Dynetics’ products and solutions, long-standing customer relationships, and in the loyalty and success of the company’s employee-owners. “There was a time when almost all Dynetics employees were electrical engineers,” said Michelle Reavis, manager of enterprise information and company spokesperson. Eventually, business professionals in accounting and contracts, administrative professionals, researchers and analysts, and editors and illustrators joined the team. The breadth of solutions provided to an increasingly varied customer base led to the hiring of mechanical and aerospace engineers, computer engineers and scientists. Expansion into rapid prototyping and precision model building led to the addition of skilled machinists and technicians. According to Reavis, Dynetics employees represent a microcosm of the Huntsville “brain trust” the popular media has helped promote. Workforce diversity, noted Reavis, enables

June 2006 Initiatives

Dynetics to provide extensive experience and exceptional depth of expertise to all customers.

Excellence and Ethics – Cornerstones for Delivering High-Quality, High-Technology Products and Services

Reavis noted that Dynetics supports their researchers, engineers, scientists, analysts, and business professionals by providing stateof-the-art facilities and tools; adopting international quality standards for continuous process improvement; and promoting professional development opportunities. For example, Dynetics, in partnership with the U.S. Army Aviation and Missile Research, Development, and Engineering Center (AMRDEC), developed the concept for a materiel express delivery system known as Quick-MEDS. Quick-MEDS is a hollow, guided pod that is released from unmanned aerial vehicles (UAVs), to deliver critically needed supplies to troops. The pod releases autonomously, guides to a point directly over the intended recipient, and deploys a parachute to decelerate the pod prior to ground impact. The Quick-MEDS development team was diverse, made up of aerospace, electrical, and mechanical engineers, plus technicians, machinists, computer-aided designers, and interns. The team followed a system engineering approach and used hardware-in-the-loop and simulations to prepare for flight tests. Dynetics produced hardware and electronics for the system.

The Current Challenge – Recruiting, Retaining the Best Employees

To maintain capabilities in multiple technologies, Dynetics must hire and retain the best and the brightest employees. But hiring and retaining those employees is not enough, said Reavis. As technology continues to progress, “Dynetics knows they must keep pace with rapid changes to survive,” remarked Reavis. Accordingly, the company has implemented a broad spectrum of workforce devel-

Growth Enables Increased Investment

In December 2004, Dynetics broke ground on a Cummings Research Park. “Our headquarters faci Dynetics CEO Dr. Marc Bendickson. Dynetics will cu story building houses corporate executives and staff and special program analysis and computing areas, an

opment initiatives to meet and exceed customer expectations and earn customer loyalty. As an employee-owned company, noted Reavis, Dynetics values all employees, and works to support them through competitive salaries, exemplary benefits, and continuing professional development. “Dynetics’ progressive environment fosters a spirit of teamwork, creativity, and innovation,” she added. College Recruiting

With a goal of hiring fifty new college graduates per year over the last several years, Dynetics believes these new employees help bring fresh ideas into the workforce. Dynetics recruits locally, regionally and nationally. “We go to the top engineering and science programs, including UAH, Auburn, Alabama, Georgia Tech, Mississippi State, Tennessee Tech, Clemson, Purdue, Ohio State, University of Missouri-Rolla, Florida, and the University of Michigan,” informed Reavis. Professional Staffing

Dynetics continuously needs experienced professionals. Many of their best employees are

of the country’s Best Locations for Scientists and Engineers. ~ April 2006, Expansion Management Magazine

Executives at Teledyne Brown Engineering, Northrop Grumman, and SAIC agree:

High Tech and High Touch – Top Methods for Job Seekers

Bobby Miller

a 160,000 square foot corporate headquarters in ility will help us meet important needs,” remarked ut the ribbon for this facility in June 2006. The fourf, special conference and training facilities, classified n expanded library and a fitness center.

people recommended by current employees. “We are pleased that our employees have confidence in Dynetics to recruit their friends, neighbors, and colleagues,” said Donna Brewington, human resources manager. “We also participate in industry career fairs and job expos.” Not all professional positions are for scientists and engineers. With their expansion into high-tech products, Dynetics continues to have increased needs for machinists and technicians. According to Bill Parks, Dynetics Design & Machining Center manager, “We hire employees from schools like Ernest Pruitt Technical School, Calhoun Community College, and Wallace State. They receive on-the-job training, working side-by-side with skilled veterans, or attend specific technical training to use complex design programs like AutoCAD and ProEngineer.” Interns: Important Source of Quality New Graduates

“The most sought-after new college graduates have recent, relevant work experience, and an internship is one of the best ways to get it,” remarked Reavis. In 1998, Dynetics

instituted a summer intern program with the goal of helping students get an understanding of potential career paths and employment options through their experience at Dynetics. Interns make measurable contributions to their assigned tasks working side-by-side with mentors – full-time engineers and scientists – and customers. Program sponsor, Executive Vice President Dr. Herbert Barnard, noted, “Our summer intern program has proven to be a great source of highly-qualified new graduates. Each year our customers take the time to attend student presentations of their work, and comment on the student’s technical excellence and exceptional work ethic.” In 2005, Dynetics interns used MATLAB® to implement tactical radar models; supported the development of infrared threat models; developed simulation run-time performance enhancements; upgraded antenna pedestal control software; analyzed ballistic missile reentry vehicles; and worked on simulation software for the Shadow unmanned aerial vehicle. In addition to challenging work, interns also learn about Dynetics and the benefits of living and working in the Huntsville/Tennessee Valley area. Former intern Heather Pawley offered her own observations, “I enjoyed the opportunity to get real world work experience while making new friends.” Brad Butler served as a mentor to intern Blake Webster, who performed radar analysis at a customer site on Redstone Arsenal. “Blake was very persistent in developing workable solutions. His contributions made a real difference, and he will be back this summer.” Not all interns major in engineering or computers. UAH administrative science student Leah Ann Walters spent a summer in Dynetics’ human resources department, continued to work after school resumed, and soon became a full-time employee. Everyone who applies to Dynetics at www.jobs.dynetics.com uses the results of her work. Each year, more than 200 students apply

“Huntsville’s greatest resource is its intellectual capital – the engineers, scientists and employees who provide NASA, the Department of Defense and other companies with a high level of technical expertise,” said Jim Link, president, Teledyne Brown Engineering and former chairman of the Chamber of Commerce of Huntsville/ Madison County. Teledyne Brown uses several methods to recruit new employees. However, the most successful, according to Link, is its employee referral bonus program, which compensates employees for a job referral who is hired. In addition, the company participates in job fairs, conducts on-site job fairs, advertises in newspapers and publishes job openings on its Web site: www.tbe.com. Dan Montgomery, head of Huntsville operations for Northrop Grumman Corporation, also commented that in order to attract talent, “Our staffing teams pursue all available avenues. In addition to internal job postings, and nationwide job fairs and on-campus interviews, our number one source of new hires is through employee referrals. Knowing our employees choose to recommend their company is a great compliment.” Also, Northrop Grumman job openings are externally posted at: ms.northropgrumman.com/ careers/. “We’ve learned that more than 90% of today’s job searchers look to the Internet when looking for a new job and this site is a great way for candidates to review our openings.” Austin Boyd, vice president for business development at local SAIC, agreed that most job inquiries come through www.saic.com, but that personal contacts and relationships can have a tremendously positive effect on job search outcomes. “The Web site is the best way for the average human being to make first contact,” said Boyd. But he added that the extra initiative it takes to determine who the hiring manager is, and then address materials accordingly, is often noticed. An added bit of advice, Boyd remarked, “I highly recommend to job seekers reading the book, What Color Is Your Parachute.” •

continued on page 22

Initiatives June 2006

Hire Standards, continued from page 21

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Nearly 10 percent of more than 900 employees have been with Dynetics 15 or more years. Dynetics and many other Cummings Research Park companies (including The Boeing Company, Northrop Grumman, Teledyne Brown Engineering and SAIC) have well over half of their workforce employed as engineers.

Dynetics is solving complex technical problems that U.S. troops face today, while expanding employee knowledge and skills to meet future challenges.

for internships at Dynetics. Over the last eight years, Dynetics has hired 162 interns. Fourteen more are scheduled for summer 2006. Offers of full-time employment were tendered to 64 former interns, said Reavis. “And of those offers, 41 were accepted.” The Next Step: Investing in Education

In 1993, Dynetics established the Dynetics, Inc. Scholarship at UAH. Awards of more than $50,000 to date have enabled 12 qualified students to pursue advanced degrees in electrical and computer engineering, optical science and engineering, and computer science. As Dynetics expanded its offerings to include information assurance (IA) to support government and industry customers, they found few specially-trained IT professionals in this emerging field. Dynetics made a major gift to the UAH Engineering Department in 2004 to establish the Cyber Chargers Laboratory for Education and Research in Information Assurance Engineering. Dynetics’ employees serve as part-time UAH faculty and teach courses supporting a master of science in computer engineering with a concentration in information assurance engineering. In 2005, Dynetics partnered with the UAH College of Administrative Science to develop the IA certificate program.

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Integrating, Training and Retaining

June 2006 Initiatives

To maintain capabilities in multiple technologies, they must hire and retain the best and the brightest employees available. But hiring and retaining those employees is not enough. As technology continues to move at an alarming rate, Dynetics knows they must keep pace with rapid changes to survive.

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A commitment to lifelong learning, personal intellectual development, and the application and sharing of that knowledge within their professional communities, is the attitude characteristic across Dynetics. Open to all employees, “Dynetics University,” DU, is an in-house program that uses Dynetics employees to teach courses tailored to meet current and future knowledge and skill needs. DU focuses on developing the “whole person” by building their technical, organizational, individual, and career skills. Since 1991, almost 50 distinct courses have been taught, some multiple times, and more than 850 Dynetics employees have received certificates. Each year, many Dynetics employees continue their formal education by pursuing advanced degrees at local colleges and universities, or improving their technical skills in specialized areas. A tuition reimbursement program enables employees to further their education in fields pertinent to their Dynetics career.

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They have implemented a broad spectrum of workforce development initiatives to exceed customer expectations and earn customer loyalty today, and into the future.

The Future Challenge – Dynetics anticipates that maintaining and growing their workforce will be challenging when new companies come to town as a result of the recent base realignment and closure (BRAC) decisions. Thomas A. Baumbach, President of Dynetics said, “We will continue to compensate our employees fairly, provide them with facilities and tools they need, and refine and enhance the employee development programs we have in place. As an employee-owned company, we are able to give our employees more control over their professional and financial futures.” Another anticipated BRAC consequence is the increased number of government positions that will be open. “Dynetics employees have felt the call to serve our country by accepting civil service jobs,” says Baumbach. “We understand that calling, and respect their commitment to serve.” The declining enrollment in engineering schools has made it necessary for Dynetics to become even more competitive in their campus recruiting efforts. “The work that the Chamber has done to tell the world what great places Huntsville and Madison County are for people of all ages and backgrounds to live, work, and play really helps our recruiting efforts,” said Baumbach. •

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Growing Workforce of Tomorrow

Initiatives June 2006

Home-Grown Series: Oakwood’s workforce development program helps students in, out of school

Thanks to a workforce development program at Oakwood College in Huntsville, students can enjoy good-paying government jobs while in school, and work towards a possible promising career in a high-tech field. Tiffani R. Claiborne, a NASA Web master, is living proof of the success of the Unified NASA Information Technology Services program, called UNITeS. A 2004 Oakwood graduate and native of Upper Marlboro, Maryland, Claiborne began working during her senior year for NASA’s Marshall Space Flight Center. The college is a sub-contractor for Science Applications International Corporation (SAIC), a Fortune 500 company known as

the country’s largest employee-owned research and engineering firm. “I started in security. I was helping them migrate information, transferring it from one computer system to another,” said Claiborne, who earned a dual degree from Oakwood in computer science and commercial art. Her “internship” went so well, she was offered a full-time job through the program upon her graduation. But Claiborne wanted to change occupations. “I let them know that I would stay only if I could be a Web designer,” she said. “They created a position for me, and I am a Web designer.” In her daily job, Claiborne maintains an internal agency web page for NASA’s Inte-

grated Service Environment, as well as a public web site for the NASA’s Integrated Services Network (nisn.nasa.gov). “When the customer needs something changed on the site, I’m the Web master,” she said. “There are periodic updates,” such as when the customer required a registration page. “I created sort of a mini-site within that site where customers can log on,” Claiborne said. She feels lucky to have been offered such a good job right out of college in her dream occupation. “People worked on my behalf to create the job that I desired,” she said. “I do feel blessed.” Her advice for other college students?

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Pursue your dream. Some students “don’t see a path and they just settle for something,” she said. “In regard to career, my main advice would be ‘do what you want.’” However, Claiborne does not think today’s students should pass up opportunities that could be stepping stones leading to that end. Had she not first worked in security for the UNITeS program at Oakwood, she is sure she would not be where she is today. “Take opportunities and appreciate those who help you,” she said, adding that it never hurts to write some thank-you notes along the way. Oakwood junior Kasha Robinson, a native of Houston, Texas, is also employed through the UNITeS program. Majoring in English education and communications, she heard about the opportunity through one of her college professors. “I did some research. I found out that the co-op program would be an excellent opportunity. I’ve loved it so far,” said Robinson, who works 20 to 25 hours per week on top of her full-time course load at Oakwood. She works on computer networking and data entry in the central communications building at Marshall Space Flight Center, and said she would consider a full-time job

Oakwood College attracts a diverse mix of students from many foreign countries and over 40 states. “Enter to learn, depart to serve” is a phrase that greets students and visitors who pass through the school's main entrance. "During the four years I spent getting my degree, I was being molded and shaped into an individual who could positively impact society and benefit others around me,” said Tiffani Claiborne.

through the program upon her graduation. But she is also thinking about a career in teaching and/or writing. Regardless of her career path, “I’ve had a phenomenal time,” Robinson said. “I’ve learned so much more about computers.” Everett Roper, an assistant professor of computer information systems at Oakwood, and the supervisor of the college’s

UNITeS program, said it is beneficial for all parties involved, NASA, SAIC, the college, and the students. SAIC and NASA answer the government’s requirement for a percentage of jobs to be filled by minority students, and the students provide expertise in their respective areas. And because the students represent a continued on page 28

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Initiatives June 2006

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Toyota Motor Manufacturing Alabama, Inc. Regions Bank Development Partners ($50,000+ invested: Public Sector)

City of Huntsville Huntsville Hospital Huntsville Utilities Huntsville/Madison County Airport Authority Madison County Commission

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Progress Partners ($5,000 - $9,999 invested) AEgis Technologies; Analytical Services, Inc.; Applied Data Trends, Inc.; BAE Systems; Balch & Bingham, LLP; Coldwell Banker/McLain Real Estate; Colonial Properties; Consolidated Construction; Dynetics; Enfinger Steele Development, Inc.; Engelhard Corporation; ERC, Inc.; First American Bank; First Commercial Bank; FPMI Solutions, Inc.; General Dynamics; HiWAAY Internet Services; International Diesel; Intuitive Research & Technology Corporation; J. Smith Lanier & Co.; Jerry Damson Honda/Acura; Keystone Foods Corporation; Lanier Ford Shaver & Payne; LG Electronics Alabama, Inc.; Main Street Strategies; Morgan Research Corporation; NAI Chase Commercial Realty; Parker Hannifin Corporation; Pratt & Whitney Rocketdyne, Inc.; Radiology of Huntsville, P.C.; Samples Properties; Sirote & Permutt, P.C.; SOUTHBank; The Executive Group Realtors; The Orthopaedic Center; The Surgery Center of Huntsville; Turner Universal Construction; WAFF-TV; Wilmer & Lee, P.A.; Yellowbook; Anonymous

President’s Circle ($25,000 - $49,999 invested)

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Applied Research Associates, Inc.; Avocent Corporation; Beason & Nalley, Inc.; Bill Penney Toyota; Blue Cross & Blue Shield of Alabama; Booz Allen Hamilton; Camber Corporation; CINRAM, Inc.; COLSA Corporation; Express Jet; Huntsville Area Association of Realtors; Huntsville/Madison County Builders Association, Inc.; Intergraph Corporation; Lamar Outdoor Advertising; Northrop Grumman; Panalpina, Inc.; SAIC; Siemens VDO Automotive; SPARTA, Inc.; SportsMed Orthopaedic Surgery & Spine Center; Teledyne Brown Engineering, Inc.

ADTRAN; AmSouth Bank; BellSouth; Colonial Bank; Compass Bank; Crestwood Medical Center; The Boeing Company; The Huntsville Times; Redstone Federal Credit Union; Tennessee Valley Authority; Wachovia

Progress Investors ($2,500 - $4,999 invested) 3D Research Corporation; Averbuch Realty/Enterprises; Baron Weather Solutions; Belzon; Bentley Pontiac/GMC/Cadillac/SAAB; Bradley Arant Rose & White; Century Automotive; Chapman Sisson Architects; Cintas Corporation; Currie Systems; DESE Research, Inc.; Federal Management Systems, Inc.; Fountain Parker Harbarger & Associates; Fuqua & Partners; Gray Research, Inc.; Huntsville Tractor & Equipment, Inc.; Infinity Technology; Jacobs Sverdrup; JH Partners Architecture & Interiors; Johnston, Moore, Maples & Thompson; Kudzu Productions; Lamb Commercial Services, Inc.; Madison Research Corp.; Madison Square Chrysler/Jeep; Mercedes Benz of Huntsville; Oceaneering International; Radiance Technology, Inc.; Science & Engineering Services, Inc.; The Heritage Club; Wesfam Restaurants/ Burger King; Westar Corporation; WHNT-19; Wilson Lumber; Woodland Homes of Huntsville; Woody Anderson Ford

Take Stock

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(<$2,500 invested) Alabama Psychological Services Center; Allied Photocopy, Inc.; Appliance Direct ; Armstrong Relocation; Arnold Hornbuckle; Available Plastics; Bama Jammer Promotions; Bevilacqua Research Corporation; Blue Creek Investment Partners; Charles G. Robinson; Crabtree Rowe & Berger, P.C.; Crestani Family Medicine; Davidson Technologies; Dick, Riggs, Miller & Stern, LLP; Foreign Language Services, Inc.; Grogan’s Jewelers; G.W. Jones & Sons; General & Automotive Machine Shop, Inc.; Huntsville Marriott; Mercer & Associates, P.C.; O&S Enterprises, Inc.; OMI, Inc.; Padgett Business Service; Park Supply Company; Pearce Construction; Phoenix; Quantitech, Inc.; Renasant Bank; Robert Trent Jones Golf Trail at Hampton Cove; Russ Russell Commercial Real Estate; S&S Photography; Sellers Photo; Snelling Personnel Services; Southwest Research Institute; SRS Technologies; Stanley Construction; State Farm’s Marshall England; Suzuki of Huntsville Driving 2000; Taos Industries; Tetra Tech, Inc.; The Real Yellow Pages® from BellSouth; Torch Technologies; UBS Financial; Vulcan Heating and Air Conditioning; West Huntsville Land Company; Westwind Technologies Corporation; White, Fleming & Company, P.C.

Contact Loren Traylor at 535.2028 for information. 26

June 2006 Initiatives

c o m m u n i t y p ro f i l e

TOP 10 EMPLOYERS

Madison County

City of Huntsville

City of Madison

Huntsville Metro Area

U.S. Army/Redstone Arsenal . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16,427

Population 2000 Census

276,700

158,216

29,329

342,376

The Boeing Company . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3,092

2004 Estimate

293,072

164,146

35,012

362,459

Huntsville City Schools . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2,700

Huntsville Hospital System . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4,320

NASA/Marshall Space Flight Center . . . . . . . . . . . . . . . . . . . . . . . .2,676 Households 2000 Census

Wal-Mart Stores . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2,300 109,955

66,742

11,143

134,643

Avg. Household Income

$57,220

$55,856

$72,432

$55,343

SAIC . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2,097

Per Capita Income

$23,091

$24,015

$27,821

$22,073

Madison County Schools . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2,033

CINRAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2,200 Intergraph Corporation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2,097

Income

Source: U.S. Census Bureau (www.census.gov)

Source: Chamber of Commerce of Huntsville/Madison County

Aerospace & Defense Huntsville/Madison County is home to the U.S. Army Redstone Arsenal and NASA’s Marshall Space Flight Center which combine to drive a thriving aerospace and defense technology industry. Over 16,000 direct DoD and 2,676 NASA employees manage some of the country’s most important and sophisticated technology programs including missiles, aviation and space exploration. More than 250 companies employing an additional 27,000 workers support the local aerospace and defense industries.

Research & Technology

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Huntsville’s Cummings Research Park has earned a reputation as a world center for technology development. The second-largest science and technology park in the U.S., Cummings Research Park is home to more than 225 companies and 25,000 people involved in technology research and development.

Initiatives June 2006

Oakwood, continued from page 25

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school where their religious doctrine is part of their education, “they stand out,” Roper said. “They have something different that the ‘average student’ doesn’t have.” Students in the program serve as excellent public relations models for Oakwood, which “gets us known in the community, gets us involved in NASA and the space program,” he said. “We’re excited about that.” Perhaps best of all, the same program that introduces students to real-life work experience often results in employment. Since its founding over two years ago, UNITeS has led to full-time jobs for six Oakwood College graduates and two other individuals affiliated with the program, Roper said. Currently the UNITeS program employs 11 Oakwood students on a part-time basis. Some students work full-time during the summer, Roper said. “We place students on NASA sites. It’s very similar to a co-op program,” he said. “It pays very well. Most of the students make over $10 an hour, which is excellent for students. They get on-site training in the field that they’re getting a degree in, so it really

helps them in their development.” Although the program was first geared for students studying information technology and computer information systems, today’s participants include those who work as couriers, tech support personnel and clerks, among other jobs, Roper said. To be eligible for the program, students must have a 3.0 grade point average, be U.S. citizens and be in good standing with the college. Roper said he has a “backlog” of resumes for students who want to fill the limited number of available slots. Bruce G. Emerson, subcontracts and procurements manager for SAIC, said UNITeS, which also involves sub-contracts with Alabama State University and other small and large businesses, is vital to NASA’s mission for the creation of new space crew exploration and cargo launch vehicles. “We have a need for educated college graduates, and a steady stream of them, between now and the year 2012,” he said. “Oakwood College helps us meet that need and requirement, providing NASA with the service, support and the products that they need.” • Rebecca Sallee

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Home-Grown Series: UAH changes to accommodate BRAC participate in the co-op initiative. While the co-op program will help local agencies, companies and organizations find qualified employees, changes in academic programs at UAH are designed to help UAH

students be more successful. “We are currently reviewing our curriculum to see how we might better accommodate the BRAC community,” said Dr. Jim continued on page 30

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Working with universities across Alabama to grow a statewide pool of co-op students for the U.S. Army and its contractors is just one of the ways The University of Alabama in Huntsville (UAH) is addressing challenges resulting from the recent base realignment and closure decisions (BRAC). The UAH business school is also adapting programs to help its students prepare for the new business environment that will develop in Huntsville after seven major U.S. Army commands move to Redstone Arsenal. Through the cooperative education initiative, UAH and other Alabama universities hope to place as many as 250 students in co-op jobs as early as January, according to Jim Flinn, executive in residence at UAH and former deputy to the commander at Redstone Arsenal. “If we don’t start in 2007 we won’t have anybody coming out the pipeline in 2011, which will only exacerbate the employee Flinn raiding problem,” Flinn said recently. “Critical vacancies are here now. The raiding of local companies for their employees is happening right now.” Although the BRAC moves aren’t expected to be finished before 2012, some agencies and companies are already moving people to Huntsville to help smooth the transition. “We thought the advance parties would be fully populated, but we are looking at about 50 percent vacancies,” said Flinn. “The size of the advance parties is increasing and they are looking at recruiting from local industries.” The impact of employee “raiding” will probably affect “everyone who has a company in Huntsville,” Flinn said. “You’re going to lose the best and brightest people early on.” By adding 250 co-op students a year, Flinn said the program might absorb 1,000 of the 5,000 job vacancies that the BRAC moves are expected to generate between now and 2012. As many as 20 colleges and universities in Alabama might ultimately

Initiatives June 2006

UAH, continued from page 29

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June 2006 Initiatives

understand the terminology and be able to talk intelligently about these things.” “We want to insure that our students take courses that will give them an advantage when they interview for these BRAC-related positions. We also want them to be effective employees.” As part of the proposed new curriculum, all management majors will be required to take coursework in human resource management, and in leadership and organizational behavSimpson ior. New undergraduate courses are being created in transportation and logistics, supply chain management, supply chain IT systems, contract management, government contract law, and cost and price analysis. The new management coursework is expected to be approved and in place by the end of the fall semester, Simpson said. • Phil Gentry

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Simpson, chairman of UAH’s management and marketing department. “Once we started thinking about the types of jobs that are going to be available in these new organizations, it was pretty obvious the majority were going to be in acquisition and supply chain management.” In addition to its general management and human resource management options, the school’s undergraduate management program plans to add “clusters of courses” in both supply chain management and acquisition management. Simpson and other UAH faculty recently visited local industries and government agencies to ask what skills business and government employers will expect of business graduates wishing to work in acquisition and supply chain management. “We asked, ‘What would a UAH student need to have a competitive advantage?’” Simpson said. “They told us that new graduates do not need to be experts, but they do need to know the foundations of acquisition and supply chain. They need to

Home-Grown Series: Alabama A&M: Engineering a Win-Win in Our Workplace

Arnecia Bradley was such a good algebra student in her Little Rock, Arkansas, high school that her teacher recommended she attend a summer engineering program at a state university. The program introduced Bradley and other high-aptitude students to the basics of the subjects of civil, electrical, mechanical and industrial engineering. “At the end of the program, they asked which area we were most interested in,” recalled Bradley, adding that students were then given a project to complete in their favorite engineering field. She chose civil engineering. “We had to build a bridge with Popsicle sticks,” Bradley said. The students then placed soda cans on top of the bridge “to see how much load it carried.” That bridge was symbolic in some ways to Bradley’s career path. When she began choosing colleges, she looked for those with strong programs in engineering, and eventually settled on the campus she liked best: Alabama A&M University. Official training in her field began immediately. “Right when I got there, one of my first classes was the design and drawing class,” she said. In 2002, during her junior year at the university, Bradley was offered yet another opportunity that would prove to be a bridge: a co-op job at the U.S. Army Corps of Engineers Huntsville Center. “I was just kind of monitoring at first,” said Bradley of her 20-hour-a-week job. “They worked around my schedule. If I had a class from 8 until 10, I’d come in at 10:30. It varied as my schedule progressed.” The university engineering program was accredited in 2002, opening the door for the Corps and other U.S. governmental offices to participate in a program that would offer them employment upon their graduations. Dr. John C. Potter III, director of the Ordnance and Explosives Directorate for

the U.S. Army Corps of Engineers Huntsville Center, worked for years to help the university obtain accreditation, which he said has created a “win-win situation” for both A & M and Uncle Sam, not to mention the co-op students who participate in workforce development programs. For Bradley, two things were fairly certain in the spring of 2004: she would don a cap and gown and she would get a permanent job offer from the Corps of Engineers. “I knew the offer was coming,” she said. “If I decided to stay with them, they would offer me a non-competitive position,” meaning one that was open to her without any other prospective employees competing to fill it. Bradley took a month off school to participate in her other interest, acting, as a production assistant for the movie “Constellation,” which was filmed in Huntsville. “My minor was communications and I took acting classes,” she said. But after rubbing elbows with the stars, she returned to the Corps for a full-time job. She now works as a civil engineer for the Huntsville center’s site development branch. Wade Wooley, resident engineer for the Corps’ Mobile District Field Office at Redstone Arsenal, met Bradley when she was starting her post-graduate internship, a process that allows new hires to rotate from one area of the Corps to another to find the best fit for a long-term job. Bradley now works in the Center’s main office, while Wooley works in a small office comprised of fewer than 20 people. Wooley said he recently hired two interns, one from A&M and another from the University of Alabama in Huntsville. “They are fully employed, fully an engineer in position, but they’re in a training status for a couple of years,” he said. The Corps, like other potential employers, contacts the university’s placement center when they have opportunities for part-

Arnecia Bradley, a graduate of A&M University, was offered a position with the U.S. Army Corps of Engineers following an internship coordinated through A&M’s engineering program.

time co-op work for students. “When we see a need, and we’ve got the workload to justify a position, we’ve got the authority to go anywhere,” Wooley said. “We like to support the local schools. “ Matching up student co-ops and/or newly hired interns to specific areas of engineering that suits their interests is the key to a longterm relationship, he said. “Engineering is a varied field,” Wooley said. “Our engineers (in the field office) wear hard hats and boots on construction sites; they’re field engineers.” Others, like Bradley, find job satisfaction behind a desk. She believes the co-op program at A&M made her success possible.“It’s a great opportunity,” said Bradley, who intends to apply for a transfer to another branch of the Corps at continued on page 32 Initiatives June 2006

Alabama A&M, continued from page 31

either Los Angeles or Atlanta in early 2007. Dr. Robert R. Jennings, president of Alabama A&M, said the relationship with the Corps of Engineers is just one of a growing number of “mutually beneficial partnerships.” “Corporate innovator SAIC teamed with AAMU on a $17 million subcontracts from Bechtel Jacobs Company. Lockheed Martin donated test equipment valued in the thousands of dollars to the department of electrical engineering. Other major partnerships include agreements and memorandums of understanding with major Department of Defense entities, state agencies and corporations,” he said. For more information on Alabama A&M University, visit the Web site at www.aamu.edu. • Rebecca Sallee

Alabama A&M University’s contribution toward the resolution of workforce issues centers on activities that form the core of its mission. These include, but are not limited to: expansion of higher education; commitment to formative education through the development of quality teachers for the nation's schools; community development; outreach; technological innovation and transfer; and groundbreaking research.

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June 2006 Initiatives

UAH

The University of Alabama in Huntsville An Affirmative Action/Equal Opportunity Institution

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• References and Definitions • Performance and Corrective Action • Baseline Planning and Resource Selection • Work Acceptance and Deliverables • Leveraging Kickoffs and Gaining Buy Ins • Contract Completion and Closeout

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Business After Hours June 20, 2006 – 5-7 p.m. The Village of Providence Town Center Drive #102, Huntsville

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July Beginning July 10, 2006 events include Proclamation signing, Concert at Ditto Landing, the U.S. Soldier Show, and our special luncheon – more information on page 4

Business After Hours July 18, 2006 – 5-7 p.m. Hampton Falls 1000 Hampton Fall Blvd, Brownsboro

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Armed Forces Week Celebration

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August Business Expo 2006 August 22, 2006 VBC South Hall, Huntsville

Small Business Awards August 24, 2006 Reception 5:30 / Dinner 6:00 VBC North Hall, Huntsville Nominations now being accepted

September Annual Outing September 19, 2006

Business After Hours September 26, 2006 – 5-7 p.m. R.J. Young Location tbd

October

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October 17, 2006 – 5-7 p.m. NAI Chase Commercial Location tbd

Initiatives June 2006

Working Smartly Dr. Tim Alford, director Alabama Office of Workforce Development

order on December 30, 2003 creating the Alabama Office of Workforce Development, and he named the former mayor of Enterprise, Tim Alford, as director. In a recent interview for Initiatives, Alford explained the functions of his office and discussed some current programs that affect Huntsville/Madison County. “The purpose of the Alabama Office of Workforce Development is to provide coordination between the seven major state agencies that have had some kind of role and responsibility in education and training leading to jobs…in many cases they were competing unnecessarily and had unwarranted duplication of services and programs.” Alford explained that his goal was “to get these

agencies together and leverage one another’s resources.” The Workforce Development Planning Council, consisting of representatives from agencies that are partners in workforce development, “takes input from the workforce boards and the various constituencies and develops a comprehensive state plan for workforce development.” The Alabama Office of Workforce Development recognizes regional differences in workforce needs. “We created regional workforce advisory councils that analyze labor market information and voice their major concerns and issues. We feed that into the state planning process, so we’ve localized our efforts to a large extent,” said Alford. He explained how Huntsville/

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Workforce development is a progressively hot issue for the state of Alabama, and in Huntsville/Madison County, aerospace industry and BRAC concerns make workforce development a leading factor in economic success. Governor Riley recognized the need to reform the state’s workforce development efforts by consolidating workforce training and education programs into a single state office. “Workforce training is a key component of our state’s economic success…By merging our workforce development efforts, we’ll save precious tax dollars and make the system more accessible, understandable and responsive to citizens seeking work and businesses seeking workers,” said Riley. He signed an executive

June 2006 Initiatives

Madison County differs greatly from the rest of the state. “Because of everything related to Redstone Arsenal, NASA, and Cummings Research Park and so forth, the Huntsville area has a much higher need for engineers, mathematicians, research scientists, aerospace technicians, computer engineers, etc., than most of the state. You also have the issue, which is particularly important there, of so many baby boomers reaching the retirement age, and we do not have a sufficient backfill of young people to come into those positions.” Alford said this is a national phenomenon, but it has a significant impact on Alabama’s Alford aerospace industry. He discussed the National Aerospace Workforce Solutions Initiative, which was instituted to address aerospace workforce concerns. The President’s Commission on the Future of the U.S. Aerospace Industry identified the problem by stating in its final report (2002) to President Bush, “Clearly, there is a major workforce crisis in the aerospace industry. Our nation has lost over 600,000 scientific and technical aerospace jobs in the past 13 years.” The Commission added, “…losses, coupled with the pending retirements, represents a devastating loss of skill, experience, and intellectual capital to the industry.” The National Aerospace Workforce Solutions Initiative was originated by a nationwide consortium of aerospace stakeholder groups representing industry, academia, government, and the aerospace workforce in partnership with the National Aerospace Development Center and working with support from a number of federal agencies. It encompasses both aviation and spaceflight. The thrust of the initiative is its concentration on state-based workforce development through three distinct, yet

interconnected programs to be enacted in each state called Solutions Aerospace, Image Aerospace, and Destiny Aerospace. Each of these programs addresses the key and indispensable elements to resolving the crippling workforce shortage crisis facing the aerospace industry in the U.S.: understanding the needs, identifying the solutions, building and maintaining the pipeline, and sharing the opportunities with the public. “It is a national initiative,” said Alford, “but we would gear all of it toward what is particularly true for Alabama.” The American Institute of Aeronautics and Astronautics (AIAA) has already received the program proposal. “We would like to get involved with the initiative if the leadership of the aerospace industry believes it is worthwhile, but we do not want to seem as if we are trying to force this upon them,” added Alford. Alford also discussed the governor’s discretionary fund earmarked for incumbent worker training. “The main thrust of the incumbent worker training is to help our existing industries to stay competitive by using more applied technology. We can’t compete anymore on cheap land and cheap labor with low skills because they’ve got cheaper land and cheaper labor in a global economy...So now we’re having to compete based on high productivity, and 99 percent of the time that entails more applied technology in order to be productive, which demands a higher level of skill requirements in the workers.” Small business may apply for grants up to $50,000 for incumbent worker training. The businesses must match the grant, so the training is a public/private investment. Businesses receiving grants may choose who provides education and training to their workers, though Alford noted most use the Alabama Technology Network (ATN). Dr. Alford described the worker certification initiative, a new program his office is implementing this month. This worker credentialing program seeks to improve

employability and begin a process of ongoing skills upgrades and lifelong learning. Another goal of the initiative is to orient education and training programs toward applied job skills outcomes. The Career Readiness Credential System is based on WorkKeys, an assessment tool created by ACT:

The WorkKeys system is comprised of: 1. Pre-tests, which identify skill levels possessed; 2. Targeted instruction, which bridges the gap between skills level possessed and skills level needed; 3. WorkKeys assessment tests to provide verified ACT skill level scores; and 4. Job profiling, which identifies workplace skill levels needed for a specific job.

Three workplace skills areas will be addressed in the Career Readiness Certificate/WorkKeys system: 1. Applied Mathematics 2. Locating Information 3. Reading for Information

Statewide career centers will provide ACT WorkKeys assessments and individuals may choose the option to pursue Internetbased, pre-test and targeted instruction. The system provides for many referral sources and targeted instruction providers including but not limited to career centers, adult education, secondary and postsecondary education workforce development programs, vocational rehabilitation, and faithbased and other community work readiness programs. An important component of the Career Readiness Certificate (CRC) initiative is the involvement of business and industry. Companies will be encouraged to develop job profiles to have specific skills information for their company. Some previously determined skill levels for jobs will be available from the WorkKeys occupational profiles database. “The hardest thing about my job is having all these legitimate demands for which we have inadequate resources,” admitted Alford. He added that his office is fortunate because he has “good cooperation from all the agency heads and the governor and the legislature.” The legislature, he noted, has put additional funds into the community college system for workforce development. “There’s a growing realization that you can’t have economic development without workforce development.” • Danielle Sorrell Initiatives June 2006

Launch Youth Services: Strengthening our young workforce

A Chamber of Commerce of Huntsville/ Madison County program that helps launch 16- to 21-year-old students into promising careers was recently honored with the 2005 Governor’s Partners in Progress Workforce

Development Award. “Young people are the future workforce. However, without intervention, many will not acquire the education and skill levels necessary for personal success and gainful employment,” commented Debra

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June 2006 Initiatives

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For Further Information Contact: Leigh Butgereit (256) 539-8848 abc.learning.net@gmail.com Jeff Walczak (256) 714-8464 Jeffrey_Walczak@countrywide.com

Dunbar, director of Launch. Through a grant funded by the Alabama Department of Economic and Community Affairs’ Office of Workforce Development, LAUNCH targets youth who face barriers – financial and personal – to realizing their education and career dreams. The program was founded in 2002 to identify, educate and train out-of-school youth to increase the number of young, prepared, qualified workers. The chamber partners with the Mental Health Center of Madison County to provide licensed counselors who uniquely support LAUNCH. James McDonald, youth development coordinator for LAUNCH, said the program gets referrals from a variety of sources, including employment offices and career centers, and the local housing authority, among others. Those who have not yet completed high school are encouraged to begin coursework to obtain their GEDs, while high school graduates are enrolled in post-secondary training programs or community colleges. According to Dunbar, “Training in high-demand and high-growth employment sectors is encouraged to meet regional workforce needs.” Students are also encouraged to obtain the Alabama career readiness credential, a standardized measure which assures an employer of an applicant’s basic skill levels in math, reading and information analysis. “Depending on the age and what skills they have, we also try to find them work, if they’re ready,” McDonald said. Today, some 211 clients are active in the program, which has already provided assistance to nearly 300 others. Clients take part in regular sessions with a licensed professional counselor to help them deal with “anything that’s a barrier” to them in reaching their goals, McDonald said. They also participate in activities designed to build their work readiness skills, team-building, leadership, and job interviewing skills. LAUNCH clients can earn cash rewards for participation in some elements of the program, and are also eligible for such incentives as gas coupons, movie passes, restaurant gift certificates and groceries. “For most clients, the true value is becoming self-sufficient and leading productive lives,” Dunbar said.

Patrick Nelson, the attorney who first hired Price, said she came to the firm with an interest in real estate and had clerical experience with a real estate broker. “We actually got a call from the Chamber (and they) said they had candidates who were looking to get into a law firm and asked if we would interview them,” Nelson said. “I think anybody who is willing to work deserves a shot at employment.” Price said she would highly recommend

Downtown Rescue Mission, a shelter serving the needy and the homeless of the Tennessee Valley, celebrated its opening of their 160-bed Thompson New Life Center located at 2411 9th Avenue with a ribbon cutting. For more information please visit www.downtownrescuemission.org or call 256.536.2441.

Key Engineering, Inc.

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Launch Director Debra Dunbar, checks in on LAUNCH graduate Sarah Price.

the LAUNCH program to someone in her shoes. “Get into LAUNCH, launch a career,” she said. “I really had no idea I would be able to go to school.” McDonald said seeing the students before they begin the program and after they finish is an amazing process. “At the end of the day, when it’s all said and done, the before and after is phenomenal,” McDonald finished. •

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Sarah Price of Huntsville, a 24-year-old mother of two, heard about LAUNCH when she was 19 and a newcomer to Huntsville. “I was trying to find employment,” said Price, a 1999 graduate of West High School in Knoxville, Tenn., who was referred to the LAUNCH program by a local career center. Through LAUNCH and its affiliated resources, Price found help with child care, attended leadership and work readiness workshops, completed a 6-week work experience program, acquired a scholarship for college, and found a job in her field of study. “They helped me out trying to get assistance from every angle,” she said. Now in her second year as a full-time paralegal student at Calhoun Community College, Price also works full-time at the Alan Judge law firm as a paralegal assistant. LAUNCH put her in touch with her first professional assistant paralegal job at the Huntsville firm of Johnston, Moore, Maples and Thompson, which specializes in real estate law. Her talents were soon recognized by another firm offering full-time employment. Paralegal work involves “proofing documents, typing documents, organization,” Price said. “It’s very imperative not to lose things, to keep yourself organized. I like for things to be done right.” She enjoys her work and looks forward to earning a degree and pursuing a career in the field of law. “I like office jobs. I never have been able to work in a factory,” she said.

is pleased to announce that Whit McCormack and Weldon Cox have joined our team, expanding our services to the community to include Civil Design of roadways, commercial sites, residential and commercial subdivisions, storm drainage, sanitary sewer systems and land planning. Whit and Weldon, along with Key’s multidiscipline staff of engineering and designing professionals, are committed to providing unparalleled service to you. Whit McCormack, P.E., Civil Engineer Weldon Cox, Project Manager, Roadway Design and Commercial Site Development Office 256-351-1350 Fax 256-351-1360 Please visit our website at www.key-eng.com

Priority Security, Inc. celebrated their 2nd year anniversary with a ReGrand Opening ceremony on February 24, 2006 at their new location. Priority Security, Inc. specializes in residential and commercial security systems, camera systems, CCTV and access control. For more information call (256) 837-5023 or toll free 1-800-2898 00377650

2806 Winchester Rd. Ste. B. Initiatives June 2006

Where to go • Who to see for products and services

Use a chamber member... it's in your best interest

Accountants

Credit Unions

Beason & Nalley, Inc. Redstone Federal Credit Union 101 Monroe St. 35801.......................256-533-1720 220 Wynn Dr. 35893..........................256-837-6110 CDPA, PC 415 Church St., Ste. B 35801 ..........256-539-3555 Education - Schools, Colleges,

Universities Advertising

Calhoun Community College al.com ...................................................www.al.com Hwy 31 N. Decatur 35601.............256-306-2500 The Huntsville Times Grace Lutheran School 2317 S. Mem. Parkway .....................256-532-4250 3321 S. Memorial Pkwy 35801 ........256-881-0553

Aerospace/Defense Contractors

UAH Professional Development 210 Wilson Hall 35899 .....................256-824-6372

SAIC 6725 Odyssey Drive 35806.............256-971-6400 Virginia College at Huntsville 2800-A Bob Wallace Ave. 35805......256-533-7387

Associations

Engineering Consultants

Downtown Rescue Mission 2411 9th Street 35805 ....................256-536-2441 Key Engineering, Inc. www.key-eng.com .............................256-351-1350

Attractions

Pearl River Resort www.pearlriverresort.com .................866-44PEARL

Insurance Cox Associates, Inc. 115 Manning Dr. 35801 .......................256-533-0001

Internet Service HiWAAY Internet Services 721 Clinton Ave., Ste. 8, 35801.........256-533-4296

Mortgage Companies Countrywide Home Loans 919 Merchants Walk 35801 .............256-534-5225 Wells Fargo Home Mortgage 415 Church St., Ste 201 35801 .......256-533-5200

Physicians & Surgeons

Employment - Agencies & Consultants Surgical Solutions, P.C.

U.S. Space & Rocket Center One Tranquility Base 35805 ............256-837-3400 Express Personnel Services 4925 University Dr. Ste. 168 35816 .256-721-5621

Banks

Kelly Services 6241 University Dr. 35806................256-971-0113

Compass Bank 114 Governors Drive 35801.............256-532-6240 Whitaker Medical LTD 11 Hughes Rd. Ste. 220 ...................256-830-9002 First American Bank 401 Meridian St.

Hotels & Motels

35801..................256-519-6900

Financial Services

First Commercial Bank 301 Washington St. 35801.............256-551-3300 LeaseSouth, LLC 300 Clinton Ave. W. Ste. 1 35801....256-539-3311 SOUTHBank 118 Jefferson St. N. 35801 ..............256-535-6000 Furniture Superior Bank Black’s Furniture City www.superiorbank.com .....................256-533-5422 124 N. Brindlee Mtn. Pkwy Arab, AL ...256-586-5725

Communications Wireless, Phone Service, Systems

Office Furniture Outlet 11507 Mem. Parkway, SW. 35803..... 256-882-9999

BellSouth 620 Discover Dr. Bldg. 2, Ste. 350 35806 ...866-620-6000

Geospatial Technology

Contractors - Home Improvement Champion Windows, Siding and Patio Rooms 2995 Wall Triana Hwy Ste. A-6 35824 ...256-424-1110

3001, Inc. 658 Discovery Dr...............................256-327-9375

Hospitals

Crestwood Medical Center Get A Grip of Northern Alabama One Hospital Dr. SE 35802 ...............256-882-3100 www.getagripinc.com ........................256-830-2865 Huntsville Hospital 101 Sivley Rd. 35801 .......................256-265-1000

185 Chateau Dr. Ste. 302 35802 ....256-489-8600

Real Estate Martha M. Coffman, REALTOR 4000 Balmoral Drive 35801 .............256-650-0022 Concourse Group 303 Williams Ave. Ste. 117 35801....256-532-1250 David Couch, REALTOR 333 Franklin St. Ste. 300 35801.......256-755-0421 Vicki Douglas, REALTOR 7500 S. Memorial Pkwy Ste. 122 35802 ...256-603-9399 Becky Hall, REALTOR 3000 Bogey Circle, Hampton Cove 35763 ...256-337-6632 V V & W Properties, Inc. 204 Gates Ave., SE 35801 .............256-539-0505 Weichert Realtors - The Executive Group 2304 S. Memorial Pkwy. 35801........256-533-7210

Security Systems Priority Security 2806 Winchester Rd. 35761............256-837-5023

Travel Sterling Travel www.sterlingtravel.com......................256-533-1301

List your company in this Buyers Guide • For information call 532-4250 00343956

Why Crestwood?On a Sunday morning last December, George Wells woke up with chest pain. “I don’t think I’m going to make it to church today,” he told his wife. Immediately, they called 911 and asked to be taken to Crestwood – a decision that George believes saved his life. You see,

Crestwood beats the national average for heart attack treatment time by nearly30minutes.* For many heart attack victims like George Wells, that means the difference between life and death. And saving lives is what Crestwood is all about. To find out more, call 256-880-4560 or ask your doctor about cardiac care at Crestwood today.

*Time measured from patient’s arrival at emergency room through actual administration of heart catheterization.

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www.crestwoodmedcenter.com

A Welcome sign in an unfamiliar place. Relocating can be a stressful time with many questions and fears. But for those familiar with the bright yellow Weichert, Realtors® sign, you know there is a friend nearby... Someone who has the local knowledge of Huntsville neighborhoods to make you feel at home. And you know that with the full range of Weichert® companies and services, you will have fewer people to deal with, making your move less complicated and more enjoyable. If you don’t know WEICHERT, REALTORS® – The Executive Group, you should. Call us today and let us show you why we became the largest privately owned provider of real estate services in the country.

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smooth landing in Huntsville.

WEICHERT,REALTORS®– The Executive Group / 2304 Memorial Pkwy S. / Huntsville, AL 35801 / 256-533-7210 Each WEICHERT® franchised office is independently owned and operated.

The Executive Group