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Lion Oil, an oil refining company in El Dorado, Ark., first partnered with the Workforce Alliance for Growth in the Economy (WAGE) program in 2006. With some 525 employees in El Dorado, the refinery must find highly qualified job seekers to fill its many positions. Before its partnership with WAGE, Lion Oil’s human resources (HR) staff were seeking good ways to measure candidates’ job skills and their potential performance on the job. Lion Oil realized that the WAGE program at South Arkansas Community College could offer a solution to its hiring challenges. WAGE, a statewide initiative, provides employers with relevant, customized information about job candidates who complete the WAGE preemployment training course. Candidates for entry-level refinery operating positions who have a WAGE certificate are given preference in the hiring process. WAGE is a state-funded workforce development collaboration among industry, education, and the community. The program is designed both to prepare unemployed adults for entry-level jobs and to upgrade the skills of incumbent workers so that they can meet changing demands. Other El Dorado industries that require employees with advanced skills also have partnered with WAGE for preemployment training. Each industry is evaluated, and training is customized to meet its hiring needs. In 1997, Lion Oil began revamping its hiring processes by having the reading levels of its employee manuals assessed by the community college. Many of the work manuals are written at the 11th-grade reading level, and so the company needed to find candidates with the literacy skills to understand this material. Before forming a partnership with WAGE, HR staff knew that employees were skilled in their trades or had experience as chemical operators, but Lion Oil wanted more information on applicants’ literacy skills. The company decided to overhaul hiring practices and met with the WAGE program coordinator to begin the process. Lion Oil needed employees with trade skills and a way to assess literacy skills before making job offers. WAGE could provide them with this information and refer qualified job candidates, at no cost to the company. To employers, the WAGE certificate represents both the mechanical ability and education level of a potential employee—exactly the type of information that hiring managers at Lion Oil wanted. In addition to hiring WAGE graduates, the company regularly partners with South Arkansas Community College for other workforce development needs. The former HR manager at Lion Oil served on the board of WAGE and the local chamber of commerce, which connected the company to other local businesses and community organizations. Lion Oil plays an active role in the community by supporting public education, the environment, and other local causes. Ensure minimum skill levels of new hires.Managers at Lion Oil can expect employees with a WAGE certificate to function at a specific level, as determined by the company and WAGE program staff. In 2006, the company hired 12 WAGE graduates. Already, supervisors have noticed a difference in the ability levels of WAGE and other employees. WAGE graduates pick up skills faster and need less assistance during the six-month probationary period. Partner with an adult education provider to customize training to business needs. HR staff members at Lion Oil knew about WAGE through the company’s partnerships with the community college. Although the program is based on a statewide model, it can be customized to meet business needs. When forming a new partnership, the WAGE coordinator conducts a literacy task analysis of the workplace, which involves evaluating written materials from the actual workplace in order to match literacy skill levels to job tasks. Develop a strong relationship with your community. By participating in WAGE and other community activities, Lion Oil seeks to give back to the community where it has been located for 80 years. The company feels a responsibility to invest in its employees and community. For example, for Earth Day 2007, Lion Oil organized a recycling program for a local school. It has also convened community leaders in a community action panel to discuss refinery issues, sponsored scholarship competitions, encouraged employee volunteerism, and provided grants to public schools as part of its philanthropy efforts. These activities strengthen the company’s reputation in the community. Some job applicants mention that their interest in working for Lion Oil developed because of the company’s reputation for being a responsible member of the community and a reliable employer. Benefits to Business "The biggest benefit is to the community. Over time, the general workforce here will improve. That’s the ultimate benefit. Not only for us, but also for the other industries in town." Some benefits to Lion Oil of its partnership with the WAGE program include:
Benefits to Adult Education Some benefits to WAGE of its partnership with Lion Oil include:
The following resource has been compiled for further reading on topics related to business-adult education partnerships. A pop-up window with a link to and description of the resource will appear as you click on the title. Resources may be categorized below as: Business Partnerships (descriptions of the business-adult education partnerships referenced above); Partnership Profiles (related examples of other community partnerships); How-Tos (guides and tools for establishing partnerships); Research; the Case for Business Involvement; and Web Sites. A complete list of resources related to business-adult education partnerships is found in the Workforce Issues section on the C-PAL Web site. Partnership Profiles Workforce Alliance For Growth in the Economy (WAGE) Jean Eckert |
