November 17, 2025 • 37 mins
This episode shifts the focus from student success stories to the broader impact of the Accelerated Training in Defense Manufacturing (ATDM) program on the maritime industrial base. Joined by Mike Villanueva of BAE Systems, Michael Ripich of AT&F, and Justin Scarce from ATDM, the conversation explores how companies are leveraging ATDM graduates to fill vital roles in shipbuilding and defense manufacturing. From welding and NDT to CNC machining, the program’s accelerated, hands-on training is helping employers meet urgent workforce needs.
Hear firsthand accounts of how career fairs at ATDM differ from traditional hiring events, why companies are sending their own employees for upskilling and how ATDM is helping solve one of the nation’s most pressing challenges: building submarines and ships to protect national security.
The Institute for Advanced Learning and Research serves as a regional catalyst for economic transformation in Southern Virginia. Our services, programs and offerings are diverse, impactful and far reaching.
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Justin Scarce (00:00):
I invite you to come see us.
Come see us firsthand.
We we're an open book.
We want you to come see thisfacility.
We want you to engage with ourstudents.
We want to make a differencefor this nation.
One day the history books aregoing to be written one way or
another.
And I'm hoping what it's goingto say is we tackled this
problem.
We tackled this challenge.
Our Navy was able to geteverything they needed to
(00:22):
continue protecting our freedom.
We've got to get thesesubmarines built.
We've got to get these shipsbuilt.
It's paramount for our nationalsecurity.
Caleb Ayers (00:42):
Thanks for being here.
Thanks for joining us today.
Um, we have talked a ton onthis podcast about the ATDM
program that's acceleratedtraining and defense
manufacturing.
Uh, I think, you know,generally when we have those
discussions, we're focusing onthe student impact and kind of
focusing on it from that angle,which uh this program transforms
life.
I think it's it's simple to saythat.
(01:03):
But we haven't talked as muchabout the impact that this
program is making for themaritime industrial base and the
companies who are producingparts and components that are
ultimately used in theproduction and maintenance of
ships and submarines.
So that's that's kind of theangle we're gonna take today is
kind of hearing directly fromcompanies who are, you know,
taking ATDM graduates andputting them in their workforce,
(01:25):
how this program is helpingthem.
So I guess to start, I willjust kind of turn it over to
each of you guys to introduceyourself, say your name, uh,
kind of what company you'rewith.
Yeah, just kind of hear alittle bit about who you are.
Mike Villanueva (01:36):
Hey everyone, I'm Mike Villanueva.
I am the talent outreachmanager with BAE Systems um and
uh been with the company for 16years and we work very closely
with ATDM.
Michael Ripich (01:49):
Yeah, I'm uh Michael Ripic from CEO of ATF.
Uh we're a fabricator oflarge-scale products.
We we say we build, protect,energize, and move the world
through through metalfabrication.
Uh, we serve the uh uh the thenaval programs with large-scale
custom critical fabrications foruh uh things like weapon
(02:11):
systems and propulsion systemsuh and uh and structural.
So uh and we've been workingwith ATM for several years now,
and it's been uh been a terrificuh experience for us and it's
transformed how we think abouttraining and uh sourcing and
training and retention.
Justin Scarce (02:30):
All right, I'm Justin Scares.
I'm the assistant director ofindustry engagement here with
the ATDM program.
I've been working with uhemployers like ATNF and BAE
systems for just a little overthree years now.
Um, I think we have just over200 companies that are what we
call participants in the programand would love to explore
(02:52):
opportunities to get more folkson board.
Caleb Ayers (02:54):
What I want to ask next, and and Mike one and Mike
two, we'll we'll go with thoseuh names for you guys.
I kind of want to hear abouthow you slash your company heard
about ATDM and decided to getinvolved and kind of what those,
yeah, I guess what were thosefirst impressions?
What were those initialthoughts when you first heard
about this program?
Mike Villanueva (03:15):
At BAE Systems, uh we have a um a lot of
partners and in our businessareas that are consistently
looking for opportunities for usto find great talent.
And so uh from our Jacksonvillefacility, I was um I got some
communications from one of mycolleagues there that uh had
(03:37):
seen an article about uh ATDMand you know the maritime
industrial base, and so um theyasked me to take a look into
finding out a little bit moreabout it.
And so my initial contacts waswith Justin, and I came to the
Danville location a couple ofyears ago, and my first
(04:00):
impression um was that I was uhextremely um extremely
fascinated about the thetraining that was given to the
students there.
Uh I like that it was a quickuh turnaround, and I like the
(04:20):
opportunities that the studentsare given for you know training
with industry partners that havebeen uh like our welders that
we have.
I know they have one onewelding instructor that used to
work at one of the shipyards,which is very closely to what we
are always looking for.
So I was super impressed on thethe trainers, the instructors,
and the staff there at ATDM.
(04:42):
So that was what that was myinitial impression.
Uh I have to say, one of theone of the questions that I
guess Justin probably hearsquite often is why Danville out
in the middle of centralVirginia, no water around.
So I was kind of intrigued ofwhy they were selected for this
opportunity to train with theNavy.
(05:03):
So he told me the story, anduh, and you know, so I was
impressed, and we startedbuilding a relationship with
ATDM.
Justin Scarce (05:11):
Yeah, Mike, I'll I'll jump in here.
I I remember when you camedown.
Um, I think I called you on, Iguess you could call it our
anniversary from when uh whenyou first came down because it
was on Valentine's Day.
Uh that'll that'll stick withme forever, but um I guess we'll
be three years coming up prettysoon.
(05:31):
Um but yeah, glad to get BAEsystems on board.
I know in the early days, andI'm sure we'll talk about it a
little bit more, but uh had someNDT hires out at the Norfolk
location, and then nowJacksonville has jumped in um I
mean, just right in the poolwith us, pretty much every
career fair for the past couple,lots of job offers going out,
(05:55):
welders going down there to dosome good work.
So appreciate you being a partof us.
Mike Villanueva (06:00):
Absolutely.
Michael Ripich (06:01):
So uh I I'll jump in.
My uh our our introduction touh ATDM came via our
participation in early early onin our participation in uh the
talent pipeline program.
And we were part of the second,I guess, flag that had that had
uh been been set on the talentpipeline program.
For those that don't know, uhis it was was uh an initiative
(06:25):
stood up by what was then thesubmarine industrial based
office, now known as the MIB.
Uh and they were intent on onproviding best practices to to
the industrial-based uhemployers uh regarding uh um
attraction and retention oftalent, which was and still is a
critical issue, but at the timewas was uh post-COVID um or
(06:49):
just uh amidst and post-COVIDwas was just a uh terrible uh
crisis uh for us, as well aseverybody in the in the
industrial base.
Uh and so the talent pipelineprogram, uh the Pittsburgh's
flag that we were part of, umpart of the part of that that
framework, which is talkingabout uh what you do in terms of
(07:12):
uh attraction uh of talent andretention through sound uh
middle management, is I guessyou would say the best uh uh the
the you know the the strategythat uh was employed and
training up your your middlemanagers to to be um better
advocates uh and better betterbetter managers for uh you know
(07:34):
for your operations.
Part of that whole frameworkwas talking about the the
connection to training and anduh and education uh in the
community and in the localcommunity perhaps around
Pittsburgh and and we're inCleveland, Ohio.
Um but uh but but part of thattraining network was ATDM.
Uh and it was probably the themain thrust was to say this was
(07:57):
the example of what can be doneuh by focusing on uh a lot of
effort on what's exactly neededin terms of trade skills uh and
and and shortages in in manpoweron particular areas that are
affecting the shipyards as wellas as well as the industrial
base.
And so that's where we learnedabout ATDM uh and was uh
(08:20):
somewhat skeptical of of its uhrelevance to us in Cleveland.
However, was learned too, andit's been terrific to be working
with ATDM, made a trip out uhwith my with some of my team uh
to uh to the campus, and thatreally was an eye-opener to see
everything that had been puttogether there.
(08:40):
Uh and since then, we've we'vehad uh several students uh come
that have come from the program,and we've sent several uh to
the program, uh, and it's anintegral part of how we're
looking at our growth and uh uhin in particular in the areas of
NDT and welding.
Uh and soon to be we're gonnabe focusing on machining uh and
(09:00):
some of the other pursuits,pretty much everything that's
involved in uh all the uh allthe aspects of ATDM.
Yeah, the five tracks are uhare integral to to our we've
been using and utilizing andhave plans to utilize all five
tracks in terms of our of ourgrowth of our plan for growth
for our our team members.
Justin Scarce (09:21):
Yeah, Mike, Mike, believe it or not, there's
still a lot of skepticism.
I get it from employers, wehear it from students.
Uh, even when they come herelike day one, they can't believe
it when they show up, you know,that this is the real deal.
Um I think that y'all, y'allare well aware of that.
Obviously, you've been heremany times, but yeah, I hear
(09:42):
that from a lot of employers.
We tell them that uh trainingand housing is provided at no
cost.
People want to know, is this ascam?
And I and rightfully so, I getthat, but no, this is a focused
effort, just like you mentioned.
Um, and I'll touch on that TPPas well, the talent pipeline
program, phenomenal group offolks helping companies in the
(10:04):
maritime industrial base build abetter business.
So we do work hand in hand withthem.
Obviously, on our end, as atraining provider, that's our
focus area.
But uh for the networkingopportunities that they provide
and the connection points we canget uh with employers all
across the country, it's surelya value add for us.
All for the same mission,obviously.
Caleb Ayers (10:26):
Justin, I feel like I have a good explanation of
ATDM when I'm talking about itfrom a here's how it works
mechanically, here's how itworks for a student.
Can you kind of give the overlike the very broad overview
elevator kind of pitch that yougive to companies who are, you
know, unfamiliar with thisprogram?
Kind of tell, get give yourpitch of how this program works,
(10:47):
what they can expect when theyengage with it.
Justin Scarce (10:49):
Okay, you're gonna put me on the spot with
this one.
I I see how I see how you can.
Caleb Ayers (10:52):
This is your job, right?
Your job is to leave companieson this.
Justin Scarce (10:55):
I you know, sometimes I think I can probably
do this in my sleep.
Um, and I'll try not to fumbleover my words here, but at its
at its core, ATDM is a workforcedevelopment program for
employers in the maritimeindustrial base.
That's what it's all about.
Um, all these folks needworkers.
(11:17):
Obviously, things have got toget built, uh, specific to our
national defense and ournational security.
Right now, the focus area isshipbuilding, submarines is
number one priority.
Um, you see this on the news.
We've got a lot of uh effortfocused on this, a lot of money
that's getting pumped into it, alot of uh advocates.
You've seen builtsubmarines.com commercials and
(11:39):
national marketing campaignsraising awareness for this
critical effort.
Um, I mean, it's it's at theforefront of our life every day
when you watch the news.
I mean, let's just be honest.
But we've got to get peopletrained and in this workforce,
these ships, these submarines,the components, the services
that are provided, all that'snot gonna happen on its own.
(12:00):
We've got to get people trainedin relevant skills.
Uh, we don't have a lot of timeto waste.
So that's what ATDM is allabout.
Uh, accelerated training indefense manufacturing.
The acronym is exactly what itsays it is.
Uh, we are intentional aboutit.
It is education andmanufacturing smashed together.
Uh, so students are herelearning, but they're learning
(12:22):
in a manufacturing environment.
We've got a lot of uhcollaboration between the
program areas, uh, specificallywelding working with NDT, CNC
working with quality control,additive doing much of the same.
Um, so I mean that's that'swhat it's all about is getting
folks trained and in thisworkforce to build the things
(12:42):
that our Navy needs uh toprotect our freedom that we
enjoy each and every day.
And we're passionate about it.
Uh, you probably hear thatcoming through in my voice.
You meet our staff here, we'resuper passionate about it.
Uh well, we do have a smallpiece of the puzzle to to solve
this problem, but it is a bigone and we're gonna tackle it.
Uh, as a nation, we've got to.
(13:03):
There's no other way about it.
Caleb Ayers (13:04):
And to add on to that, Justin, can you talk
about?
So, you know, obviously we'retraining, we're training people
here.
I know the goal is within, Ithink by 2027, we're talking
about 800 to 1,000 studentscoming through every year.
Can you talk about the twoprimary ways that companies can
kind of engage with ATDM,whether that be you know, hiring
(13:24):
graduates or using it as theirown kind of training?
Justin Scarce (13:27):
For sure.
So, so for the most part, mostcompanies will come hire our
graduates at at career fairs orjust engage with us, our career
service team.
I'd say that's about 80% ofcompany involvement.
Is it's coming, I guess thebest country board way I can
describe it is fishing from ourpond.
I don't know if that'sacceptable.
(13:47):
I don't know if that's theright audience for this, but
we'll just go with it.
Hey.
Um, but yeah, they'll come fishout of our pond, they'll come
to career fairs, scoop upgraduates because we have, you
know, as we've scaled up, wehave roughly 200 to 250 students
in training at any given time.
So as hiring demand ebbs andflows throughout the year, this
(14:11):
is a constant source of talentthat companies can tap into.
And a lot of them will do it inthat fashion.
They'll come to the careerfairs.
We have those roughly every twomonths uh to have stuff ongoing
throughout the year.
The other piece of the equationis they can send candidates to
the program.
So this is a national program.
Again, we're in Danville,Virginia, but the maritime
(14:35):
industrial base has suppliersall across the continental
United States, um, you know,even outside of the continental
United States, to be honest withyou.
But they can tap into theirlocal, you know, region, their
workforce or opportunityworkforce, uh, take those folks
that don't have the trainingoptions in their area, send them
(14:59):
down here to Danville uh to gettrained, and then they go right
back to them where they alreadyhave roots in the ground.
So companies can take uh that Icall that conditional hires,
folks that you know would youwant to hire after get receiving
the training here at ATDM.
That's one option.
Uh, or another one is you canupskill your existing workforce.
(15:21):
So you might have a lower skillset laborer that's in the on
the factory floor, you know,comes into work every day, it's
got a good attitude, a goodpositive team fit, everything's
working out.
They might have that might havethe capability of becoming a
welder, becoming a machinist, aninspector, but that company
(15:42):
doesn't have the bandwidth totake that person and train them
themselves.
They can send that person hereto Danville at no cost, other
than you know, companycontinuing to pay wages.
Um, that's that's a hurdlethere, but that's another
opportunity.
So multiple ways that we cantackle this.
Um, that's why we have so manyways for opportunity here at
(16:03):
ATDM, just whichever theemployee prefers.
We're we're here to be aresource.
That's what it is at the end ofthe day at the end of the day.
Michael Ripich (16:11):
Yeah, and I can I can attest uh because we've
we've we've fished from thepond, we have uh we have done
conditional hires, and we havesent uh team members there that
are you know part of our currentteam, sent them to the uh for
training, and then and they'veread and basically had great
success uh with uh with allthose approaches.
But the one that's worked bestfor us, I think, is the track
(16:33):
that we're on currently, whichis to hire, integrate uh team
members into our into ouroperations for one or two
months, and then send themthrough the program and return
them, you know, reinsert theminto our team and uh and and be
able to move very, very quickly,which is uh which is what we've
done here.
(16:54):
And and Justin knows that thisis something that has probably
been is recent within, I guess,the last 18 months, it's really
been our approach.
Uh, and we're seeing terrificsuccess.
The students that come back areengaged.
Uh they're engaged when theygo, but they're certainly even
more engaged when they comeback, and they bring something
to the rest of the team about uhyou know what it what it means
(17:16):
to be part of this movement andthis and the uh and work for
great purpose, as well as thetechnical skills and everything
else that they're bringing backthat we, you know, we don't have
uh inherently in a we, youknow, we're we're 200, about 200
people here at our Clevelandfacility.
So and we're trying to grow uhto the point where we have a we
(17:38):
have a list for 30 or 35 openpositions uh in in the in
welding, NDT uh and machining.
And so uh it's difficult for usat our size to be able to to
provide training or on-the-jobtraining.
Uh, and that's this is a muchbetter approach to have people
that can go through a program infour months that through
(18:00):
traditional training methods atlocal community colleges or tech
schools would take a year and ahalf to two years to get the
same amount of raw training andand knowledge.
It's it's it the acceleratedpart of this is is uh is
transformative in terms of uhbeing able to use that as a
strategy for uh for growth.
Mike Villanueva (18:20):
Same thing with BAE systems.
Uh we we definitely take thethe folks that graduate.
So um, Justin, I can't rememberif you call that a contingent
hire or if it's uh a completer,but um so our biggest focus is
on those who are about tograduate.
Uh we actually come to thesite, um, talk to the students,
do information sessions, andthen hire on the spot and make
(18:43):
offers on the spot.
So that's something that's beenextremely valuable for us.
It gives the student a littlebit of comfort of knowing that
they can weld in their boothsthat they're comfortable with.
Um so we interview them, wegive them a weld observation,
and then uh make offers to them.
So that's where we're at now.
We are looking uh at some moreNDT in the future um and then
(19:06):
potentially CNC machining forone of our sites in Louisville,
Kentucky, but uh more to come onthat.
Uh Justin and I have beentalking about that recently.
Justin Scarce (19:15):
Yeah, just let me know when you're ready, Mike.
We I want to make it happen.
Mike Villanueva (19:18):
Yeah, absolutely.
Caleb Ayers (19:20):
You guys have talked about these career fairs.
Um, so I would say based on myknowledge, these are not
traditional career fairs.
You think of a career fairwhere companies may or may not
actually have positionsavailable at that moment.
Um, companies are not usually,as you just said, Mike, making
offers on the spot.
Talk about y'all's experienceswith the career fairs.
Mike Villanueva (19:44):
So at the career fairs, we bring hiring
managers with us.
Um and as I stated earlier, weusually do information sessions
ahead of the career fair so thatthe students are uh they
understand what we're doing.
And they we share a day in thelife of what a welder does, what
a um NDT person does.
And so that kind of pumps themup, gets them ready for an
(20:05):
interview.
Uh, we'll talk with them faceto face at the uh at the career
fair, and then right after we'lltake them right over to the
welding booths over those whoare interested.
And um, you know, we get a listfrom the team there at ATDM of
who's interested in BAE systems,uh, and then we'll go through
and interview and test them.
So it's um it is a lotdifferent from just a normal
(20:28):
career fair where it's more of acattle call and you're talking
to people, you may not know ifthey're gonna be really
interested in and call you back,or you're trying to connect
with them and uh and then umnever hear back from those
candidates.
This is not at all what we'veexperienced with ATDM.
The students are superprepared.
(20:48):
Um, Justin and his team does agreat job of making sure they're
prepared, they understand whowe are, you know, through uh
their own their own researchalong with the information
sessions and um just passionateabout you know their the career
that they're that they'vechosen.
So that's super exciting to us,you know, to uh to get
(21:09):
passionate people to you knowwant to come in and work for a
defense contractor like us.
We're a very large defensecontractor, we have multiple
locations throughout thecountry, um, and specifically
for Maritime Solutions,Jacksonville.
Um, you know, we have a wholelot of work going on there now.
We've partnered with some greatpartners to do some submarine
(21:30):
work.
Um, we work on the Navy'snon-nuclear, we do modernization
overhaul.
Uh, we have a new shiplift thatwe have just uh started this
year.
And um, so yeah, super excitingtimes for BAE systems right
now.
And I see I've I know that alot of the the candidates that
(21:51):
we talk with are about thegrowth and the potential they
have with BAE systems.
Michael Ripich (21:56):
And from our perspective at ETNF, uh we've
been to a few of the uh careerfairs uh have gone and had a
presence there.
Our distance from uh fromDanville uh doesn't allow us
probably to go to as many as wewould like.
But uh in the those instanceswhere we're where we're not
there, the folks at ATDM havebeen helpful in in promoting us
(22:19):
uh as part of that, uh as partof those career fairs.
And the thing about thosethat's so you know, it's just
imagine having that many.
It's a target-rich environment,that's you know, for for for
talent, because you know thateverybody's you know there has
passed through or is nearlypassed or completed the program,
um, has been through a rigorousuh training, uh, which requires
(22:44):
you know quite a bit ofcommitment um and being being
timely uh and uh and disciplinedin terms of uh you know
learning uh the skills thatthey're that they're able to
impart.
But uh so you don't get thatfrom a normal career fair.
Any other career fair I I wouldimagine would be far, far less
um you know relevant.
(23:06):
And uh and so we've had somewe've had some success with
that.
We'd like to have more if wecould figure out a way to get
there for every one of them.
Justin Scarce (23:43):
So just from my side, those career fairs, they
are it's truly an event.
Um, and it's morphed quite abit from the early days when the
program was kind of in itsinfancy stages, I guess you
could say, Caleb.
We didn't have as much studentthroughput, you know, lower
numbers of students, employerparticipation quite a bit lower.
We're still trying to build ourbrand.
(24:05):
So we'd have a career fair andmight have you know 10 or less
employee, you know, companiesshow up to entertain, you know,
50, 50 or less students.
Now we've got 200, 250 studentsin the program at any given
time, career fairs every twomonths.
(24:25):
And if you've been to onelately in the Great Hall here at
the Institute, we pack out thewhole conference center.
Um, typically we're runningaround 35 to 40 employers at
every career fair.
We got a lot of folks that cometo all of them.
Um, like Mike mentioned,everybody's not able to come to
all of them, so we understandthat too.
(24:47):
We've even had uh, for example,Mike, when you had some folks
in the program and y'all weren'table to come to career fair,
your employees represented ATFwhile they were here.
So that's hey, so that'sanother way to get the word out.
You but what better than havingyour employees that are in the
training advertise for yourcompany while they're here?
So that's that's anotheropportunity.
(25:08):
But what's kind of come I had afull circle moment.
Um, it's been about a year agowhen we had an employer that had
hired a student from ATDM, andthen for a career fair, they
brought that student that'sworking with that employer back
to stand with the recruiter andrecruit for the company.
That was just an amazingexperience.
(25:30):
Um, I had helped that person intheir job placement, you know,
portion of the program here.
When earlier days we had lessstaff, this, that, and the
other.
So it was great to see thatcome full circle.
But those things are truly afull-day event.
We have companies come on site,interview students, on-the-spot
(25:50):
job offers.
I mean, it is it's a packedhouse.
Um, just a plug, the next one'sDecember 3rd, so it's fast
approaching.
I think we're already gettingclose to capacity there.
So our career service team isdoing an amazing job how they
handle those career fairs.
Really, all the staff here atATDM, uh, so hospitable.
I hear nothing but good thingsfrom the employers.
(26:12):
They are blown away when theycome to those events.
So we're gonna keep doing it,obviously.
Caleb Ayers (26:17):
From the other side of this, I know roughly 85% of
students who complete thisprogram have a job lined up
within 30 days of completing theprogram.
Um, and I think a big part ofthat is every student that comes
through gets at least twocracks at a career fair where
there's companies who areactively looking for them and
are hiring in positions of needthat they're they're learning
(26:39):
the skills for at that moment.
Last thing I really want totouch on is I just kind of
wanted to open up to Mike andMike for both of you to kind of
talk about what you have noticedabout the students who complete
the ATDM program and that arethat you all employ, um, both in
the short term and the longterm.
And I mean, at this point, youguys have been involved for
years.
So you can, you know, it's notjust, oh, they've been here for
(27:02):
a month, they seem like they'rehaving a good time, but like
what what you're seeing in theshort and long term as far as
the the students that you allare are bringing into your team,
whether that be a conditionalhire, whether that be hiring a
graduate, um, and justgenerally, you know, how is how
is ATDM making an impact on yourcompany?
Mike Villanueva (27:18):
Yeah, so I could start with that one.
Um, I could tell you that umthe students are they stand out,
uh quite honestly.
They stand out when we have thestudents go through our
training because they're gonnahave to go back through
additional training at any oneof our facilities to get uh
(27:38):
whatever military specificationsor certifications that uh are
required.
So um I was just talking to oneof our hiring managers down in
Jacksonville last week or twoweeks ago when uh when uh we
were talking about ATDM goinginto the career fair.
And one of the things that heenjoys the most is that they're
(27:59):
prepared when they get there.
You know, they they know theyknow about safety, which is
obviously paramount, you know,with uh uh a large defense
contractor and specifically inship repair.
So that is that is superhelpful that they have a lot of
understanding of safety and theyactually live it.
(28:21):
You know, they come down there,they're prepared, they're
they're good to go.
They have that foundation, thatgreat foundation that is with
the instructors there at theschool that um gives them that
real world experience prior tothem coming to us.
So uh it makes our process awhole lot easier, uh, and it's
exciting to see uh the studentsmove through the program as
(28:44):
quickly as they do.
Michael Ripich (28:45):
I'd echo that uh, but from and I guess in
general, from what we see is alevel of focus and discipline uh
is is is much higher than thanwe would experience through uh
through other methods of uh ofpeople coming on board of our
team.
So they're proud of the factthat they're that they've been
trained uh and that they'vethey've they're capable and can
(29:07):
enter our can enter into ourorganization contributing at a
high level, as opposed to youknow having to bring someone in
and that that's that's verygreen and albeit may have great
uh you know uh uh great attitudeuh and and uh and want to work
for great purpose, but theirability to uh to be able to
(29:28):
contribute um it's muted fromthe standpoint that they have to
go through a lengthy process ofbecoming assimilated to the
craft uh that they're thatthey're performing.
Uh and in this case, it ithappens you know you know that's
not the issue.
So there's a there's a gusto, Iguess you'd say, and a focus
that's that's there uh with thestudents that have come through
(29:49):
the program.
And so in so far as I I like topromote it to anybody I know
that's got that children thatare that are you know getting
ready to graduate from highschool and are considering
career path.
You know, a lot of people wouldsay college is the way to go.
It has been for you know thethe goal for generations, but
I'm I I beat the drum that saysthat's not for everybody, and
(30:12):
certainly there's a way to to touh have a great career when and
with great earnings um andbecome a become a useful part of
of a company uh by goingthrough AT DM as opposed to
spending four years um albeit
Caleb Ayers (30:30):
having fun for four years because it's a fun
college is a fun experience butuh but it's this is far more
focused and and quick and uh andit's a it's a great avenue for
young people to that to tobecome part of something great
and be get be contributing to uhuh to something as as as as
terror uh tantamount as or orparamount as is defending
(30:52):
freedom I'm I'm glad you broughtthat up Mike because that
that's a big part of this thingtoo is these students you know
they know coming into this heythat this is not easy work right
shipbuilding is not easy Ithink y'all could y'all could
attest to that more than I canbecause y'all y'all in and out
of it each and every day butthese students that come through
(31:15):
they know that they're they'regetting their foot in the door
for a career so this is veryearly career for them but the
growth opportunity is so is sothere I mean you you become a
welder or NDT inspector ormachinist and and you master
your craft I mean you talk abouta career that where you can
(31:37):
obviously raise a family livethe American dream I mean and
it's all tied to nationalsecurity and national defense I
mean this is really part ofbeing something bigger than
yourself and I think thesestudents I I tend to call them
kids but they're not they'readults I mean this is an adult
learner program um they theyknow that and they they're
mission focused when they comein the ability of this program
(32:00):
to yes you have 18 year old kidscoming out of high school and
yes you have people in their 30s40s 50s 60s we've seen people
in their 70s come through tofind a new career whether that
be through a conditional hirewhere a company takes them on
and says you go through thisprogram come work here or or
just go through the program andsee what happens and find a job
(32:22):
um it's cool to see that thatlevel of um diversity in the
student uh I guess career pathscoming in and and Justin as you
said you know that that's prettythat's a big deal to be able to
have a career that provides foryour family and can ultimately
contributes to something asimportant as national security.
Michael Ripich (32:39):
Or to enhance your career.
My my son's 30 years old andand he went through the additive
program uh and uh just beentransformative for him in terms
of learning uh some skills uh inin machining and and uh
additive manufacturing which ison the horizon for us as a
company um and will be uh youknow a great technology for for
(32:59):
the industrial base as it'sbeing embraced by uh by the Navy
that's awesome that's all thethe questions that I have you
know like I said I think this Isay it all the time this
program's cool uh that's that'sI think my simple explanation of
ATDM it's really cool that'sone way to put it for sure yeah
um but are there any otherthings that any of you guys
(33:21):
would want to add or anythingelse um that you think it's
important that people know Iwould just say that it it's more
than you would expect at on onseveral levels in terms of
support uh and and effectivenessuh the uh you know the the
resources that are that are partof atm and just that commitment
to be able to you know teachand house people for that period
(33:46):
of time and to provide themwith that you know what what's
the total number of hours oftraining that that are involved
eight eight hours a day timestimes uh they get 600 hours yeah
600 plus right so you can youcan you know you can become a a
a private get private pilotcertain certificate after you
know 70 or 80 hours of oftraining right so you're getting
(34:09):
600 hours of concentratedtraining for you know to learn a
craft uh that's that's that'syou know desperately needed uh
and it it that I mean gettingyour head around that and
understanding that is uh is I Ithink the the thing that I would
say you're you're un you wouldbe underestimating the program
(34:30):
if if you thought it was justanother training program so
because it is it is uh that thatelement of it that concentrated
effort and uh and all thesupport that this that the
students receive you knowthrough that process I mean
they're coming out you knowthey're coming out running uh
and it's uh it's it's a neat itit's just a neat thing to see.
Mike Villanueva (34:50):
I was gonna say I uh one of the things that um
I definitely want to touch on isthat the support that you get
from the faculty there and thestaff there at ATDM is just
outstanding.
Ever since we've started thisprocess partnering with uh ATDM
uh anytime we call and we askfor you know any type of help uh
(35:14):
the staff the faculty is alwayswilling to help us uh one of
the things that I had anopportunity to participate in
this year was the summit and tosee all of the industry partners
come in and talk about all thesuccess of what ATDM does for
them um you know prepare givingthem the talent that they need
(35:36):
is just outstanding.
You know one of our strategiesfor BA systems is driving
operational excellence and wesee nothing but excellence
coming from the school thestudents that come out of there
are just outstanding.
Justin Scarce (35:50):
And I'll just add to that Mike definitely
appreciate the relationship Ihave with both y'all at ATF and
BAE systems uh and my teamsurely appreciates it as well
all the relationships we havewith these various companies in
the maritime industrial base butkind of like we talked about
earlier that there's still someskepticism out there for those
(36:10):
that are skeptical and maybelistening to this I invite you
to come see us come see usfirsthand I mean we're open book
we want you to come see thisfacility we want you to engage
with our students we want tomake a difference for this
nation one day the history booksare going to be written one way
or another and I'm hoping whatit's gonna say is we tackled
(36:31):
this problem we tackled thischallenge our Navy was able to
to get everything they needed tocontinue protecting our freedom
we've got to get thesesubmarines built we've got to
get these ships built it'sparamount for our national
security this is one of manyefforts but it's a big part of
it to help solve that problemand we invite all these
(36:51):
companies in the maritimeindustrial base to tap into it
we're here to be a resource.
Caleb Ayers (36:55):
I got nothing to add on to that that's a good
closer good job guys we'll we'llsee you next time thanks thank
you thank you
I invite you to come see us.
Come see us firsthand.
We we're an open book.
We want you to come see thisfacility.
We want you to engage with ourstudents.
We want to make a differencefor this nation.
One day the history books aregoing to be written one way or
another.
And I'm hoping what it's goingto say is we tackled this
problem.
We tackled this challenge.
Our Navy was able to geteverything they needed to
(00:22):
continue protecting our freedom.
We've got to get thesesubmarines built.
We've got to get these shipsbuilt.
It's paramount for our nationalsecurity.
Caleb Ayers (00:42):
Thanks for being here.
Thanks for joining us today.
Um, we have talked a ton onthis podcast about the ATDM
program that's acceleratedtraining and defense
manufacturing.
Uh, I think, you know,generally when we have those
discussions, we're focusing onthe student impact and kind of
focusing on it from that angle,which uh this program transforms
life.
I think it's it's simple to saythat.
(01:03):
But we haven't talked as muchabout the impact that this
program is making for themaritime industrial base and the
companies who are producingparts and components that are
ultimately used in theproduction and maintenance of
ships and submarines.
So that's that's kind of theangle we're gonna take today is
kind of hearing directly fromcompanies who are, you know,
taking ATDM graduates andputting them in their workforce,
(01:25):
how this program is helpingthem.
So I guess to start, I willjust kind of turn it over to
each of you guys to introduceyourself, say your name, uh,
kind of what company you'rewith.
Yeah, just kind of hear alittle bit about who you are.
Mike Villanueva (01:36):
Hey everyone, I'm Mike Villanueva.
I am the talent outreachmanager with BAE Systems um and
uh been with the company for 16years and we work very closely
with ATDM.
Michael Ripich (01:49):
Yeah, I'm uh Michael Ripic from CEO of ATF.
Uh we're a fabricator oflarge-scale products.
We we say we build, protect,energize, and move the world
through through metalfabrication.
Uh, we serve the uh uh the thenaval programs with large-scale
custom critical fabrications foruh uh things like weapon
(02:11):
systems and propulsion systemsuh and uh and structural.
So uh and we've been workingwith ATM for several years now,
and it's been uh been a terrificuh experience for us and it's
transformed how we think abouttraining and uh sourcing and
training and retention.
Justin Scarce (02:30):
All right, I'm Justin Scares.
I'm the assistant director ofindustry engagement here with
the ATDM program.
I've been working with uhemployers like ATNF and BAE
systems for just a little overthree years now.
Um, I think we have just over200 companies that are what we
call participants in the programand would love to explore
(02:52):
opportunities to get more folkson board.
Caleb Ayers (02:54):
What I want to ask next, and and Mike one and Mike
two, we'll we'll go with thoseuh names for you guys.
I kind of want to hear abouthow you slash your company heard
about ATDM and decided to getinvolved and kind of what those,
yeah, I guess what were thosefirst impressions?
What were those initialthoughts when you first heard
about this program?
Mike Villanueva (03:15):
At BAE Systems, uh we have a um a lot of
partners and in our businessareas that are consistently
looking for opportunities for usto find great talent.
And so uh from our Jacksonvillefacility, I was um I got some
communications from one of mycolleagues there that uh had
(03:37):
seen an article about uh ATDMand you know the maritime
industrial base, and so um theyasked me to take a look into
finding out a little bit moreabout it.
And so my initial contacts waswith Justin, and I came to the
Danville location a couple ofyears ago, and my first
(04:00):
impression um was that I was uhextremely um extremely
fascinated about the thetraining that was given to the
students there.
Uh I like that it was a quickuh turnaround, and I like the
(04:20):
opportunities that the studentsare given for you know training
with industry partners that havebeen uh like our welders that
we have.
I know they have one onewelding instructor that used to
work at one of the shipyards,which is very closely to what we
are always looking for.
So I was super impressed on thethe trainers, the instructors,
and the staff there at ATDM.
(04:42):
So that was what that was myinitial impression.
Uh I have to say, one of theone of the questions that I
guess Justin probably hearsquite often is why Danville out
in the middle of centralVirginia, no water around.
So I was kind of intrigued ofwhy they were selected for this
opportunity to train with theNavy.
(05:03):
So he told me the story, anduh, and you know, so I was
impressed, and we startedbuilding a relationship with
ATDM.
Justin Scarce (05:11):
Yeah, Mike, I'll I'll jump in here.
I I remember when you camedown.
Um, I think I called you on, Iguess you could call it our
anniversary from when uh whenyou first came down because it
was on Valentine's Day.
Uh that'll that'll stick withme forever, but um I guess we'll
be three years coming up prettysoon.
(05:31):
Um but yeah, glad to get BAEsystems on board.
I know in the early days, andI'm sure we'll talk about it a
little bit more, but uh had someNDT hires out at the Norfolk
location, and then nowJacksonville has jumped in um I
mean, just right in the poolwith us, pretty much every
career fair for the past couple,lots of job offers going out,
(05:55):
welders going down there to dosome good work.
So appreciate you being a partof us.
Mike Villanueva (06:00):
Absolutely.
Michael Ripich (06:01):
So uh I I'll jump in.
My uh our our introduction touh ATDM came via our
participation in early early onin our participation in uh the
talent pipeline program.
And we were part of the second,I guess, flag that had that had
uh been been set on the talentpipeline program.
For those that don't know, uhis it was was uh an initiative
(06:25):
stood up by what was then thesubmarine industrial based
office, now known as the MIB.
Uh and they were intent on onproviding best practices to to
the industrial-based uhemployers uh regarding uh um
attraction and retention oftalent, which was and still is a
critical issue, but at the timewas was uh post-COVID um or
(06:49):
just uh amidst and post-COVIDwas was just a uh terrible uh
crisis uh for us, as well aseverybody in the in the
industrial base.
Uh and so the talent pipelineprogram, uh the Pittsburgh's
flag that we were part of, umpart of the part of that that
framework, which is talkingabout uh what you do in terms of
(07:12):
uh attraction uh of talent andretention through sound uh
middle management, is I guessyou would say the best uh uh the
the you know the the strategythat uh was employed and
training up your your middlemanagers to to be um better
advocates uh and better betterbetter managers for uh you know
(07:34):
for your operations.
Part of that whole frameworkwas talking about the the
connection to training and anduh and education uh in the
community and in the localcommunity perhaps around
Pittsburgh and and we're inCleveland, Ohio.
Um but uh but but part of thattraining network was ATDM.
Uh and it was probably the themain thrust was to say this was
(07:57):
the example of what can be doneuh by focusing on uh a lot of
effort on what's exactly neededin terms of trade skills uh and
and and shortages in in manpoweron particular areas that are
affecting the shipyards as wellas as well as the industrial
base.
And so that's where we learnedabout ATDM uh and was uh
(08:20):
somewhat skeptical of of its uhrelevance to us in Cleveland.
However, was learned too, andit's been terrific to be working
with ATDM, made a trip out uhwith my with some of my team uh
to uh to the campus, and thatreally was an eye-opener to see
everything that had been puttogether there.
(08:40):
Uh and since then, we've we'vehad uh several students uh come
that have come from the program,and we've sent several uh to
the program, uh, and it's anintegral part of how we're
looking at our growth and uh uhin in particular in the areas of
NDT and welding.
Uh and soon to be we're gonnabe focusing on machining uh and
(09:00):
some of the other pursuits,pretty much everything that's
involved in uh all the uh allthe aspects of ATDM.
Yeah, the five tracks are uhare integral to to our we've
been using and utilizing andhave plans to utilize all five
tracks in terms of our of ourgrowth of our plan for growth
for our our team members.
Justin Scarce (09:21):
Yeah, Mike, Mike, believe it or not, there's
still a lot of skepticism.
I get it from employers, wehear it from students.
Uh, even when they come herelike day one, they can't believe
it when they show up, you know,that this is the real deal.
Um I think that y'all, y'allare well aware of that.
Obviously, you've been heremany times, but yeah, I hear
(09:42):
that from a lot of employers.
We tell them that uh trainingand housing is provided at no
cost.
People want to know, is this ascam?
And I and rightfully so, I getthat, but no, this is a focused
effort, just like you mentioned.
Um, and I'll touch on that TPPas well, the talent pipeline
program, phenomenal group offolks helping companies in the
(10:04):
maritime industrial base build abetter business.
So we do work hand in hand withthem.
Obviously, on our end, as atraining provider, that's our
focus area.
But uh for the networkingopportunities that they provide
and the connection points we canget uh with employers all
across the country, it's surelya value add for us.
All for the same mission,obviously.
Caleb Ayers (10:26):
Justin, I feel like I have a good explanation of
ATDM when I'm talking about itfrom a here's how it works
mechanically, here's how itworks for a student.
Can you kind of give the overlike the very broad overview
elevator kind of pitch that yougive to companies who are, you
know, unfamiliar with thisprogram?
Kind of tell, get give yourpitch of how this program works,
(10:47):
what they can expect when theyengage with it.
Justin Scarce (10:49):
Okay, you're gonna put me on the spot with
this one.
I I see how I see how you can.
Caleb Ayers (10:52):
This is your job, right?
Your job is to leave companieson this.
Justin Scarce (10:55):
I you know, sometimes I think I can probably
do this in my sleep.
Um, and I'll try not to fumbleover my words here, but at its
at its core, ATDM is a workforcedevelopment program for
employers in the maritimeindustrial base.
That's what it's all about.
Um, all these folks needworkers.
(11:17):
Obviously, things have got toget built, uh, specific to our
national defense and ournational security.
Right now, the focus area isshipbuilding, submarines is
number one priority.
Um, you see this on the news.
We've got a lot of uh effortfocused on this, a lot of money
that's getting pumped into it, alot of uh advocates.
You've seen builtsubmarines.com commercials and
(11:39):
national marketing campaignsraising awareness for this
critical effort.
Um, I mean, it's it's at theforefront of our life every day
when you watch the news.
I mean, let's just be honest.
But we've got to get peopletrained and in this workforce,
these ships, these submarines,the components, the services
that are provided, all that'snot gonna happen on its own.
(12:00):
We've got to get people trainedin relevant skills.
Uh, we don't have a lot of timeto waste.
So that's what ATDM is allabout.
Uh, accelerated training indefense manufacturing.
The acronym is exactly what itsays it is.
Uh, we are intentional aboutit.
It is education andmanufacturing smashed together.
Uh, so students are herelearning, but they're learning
(12:22):
in a manufacturing environment.
We've got a lot of uhcollaboration between the
program areas, uh, specificallywelding working with NDT, CNC
working with quality control,additive doing much of the same.
Um, so I mean that's that'swhat it's all about is getting
folks trained and in thisworkforce to build the things
(12:42):
that our Navy needs uh toprotect our freedom that we
enjoy each and every day.
And we're passionate about it.
Uh, you probably hear thatcoming through in my voice.
You meet our staff here, we'resuper passionate about it.
Uh well, we do have a smallpiece of the puzzle to to solve
this problem, but it is a bigone and we're gonna tackle it.
Uh, as a nation, we've got to.
(13:03):
There's no other way about it.
Caleb Ayers (13:04):
And to add on to that, Justin, can you talk
about?
So, you know, obviously we'retraining, we're training people
here.
I know the goal is within, Ithink by 2027, we're talking
about 800 to 1,000 studentscoming through every year.
Can you talk about the twoprimary ways that companies can
kind of engage with ATDM,whether that be you know, hiring
(13:24):
graduates or using it as theirown kind of training?
Justin Scarce (13:27):
For sure.
So, so for the most part, mostcompanies will come hire our
graduates at at career fairs orjust engage with us, our career
service team.
I'd say that's about 80% ofcompany involvement.
Is it's coming, I guess thebest country board way I can
describe it is fishing from ourpond.
I don't know if that'sacceptable.
(13:47):
I don't know if that's theright audience for this, but
we'll just go with it.
Hey.
Um, but yeah, they'll come fishout of our pond, they'll come
to career fairs, scoop upgraduates because we have, you
know, as we've scaled up, wehave roughly 200 to 250 students
in training at any given time.
So as hiring demand ebbs andflows throughout the year, this
(14:11):
is a constant source of talentthat companies can tap into.
And a lot of them will do it inthat fashion.
They'll come to the careerfairs.
We have those roughly every twomonths uh to have stuff ongoing
throughout the year.
The other piece of the equationis they can send candidates to
the program.
So this is a national program.
Again, we're in Danville,Virginia, but the maritime
(14:35):
industrial base has suppliersall across the continental
United States, um, you know,even outside of the continental
United States, to be honest withyou.
But they can tap into theirlocal, you know, region, their
workforce or opportunityworkforce, uh, take those folks
that don't have the trainingoptions in their area, send them
(14:59):
down here to Danville uh to gettrained, and then they go right
back to them where they alreadyhave roots in the ground.
So companies can take uh that Icall that conditional hires,
folks that you know would youwant to hire after get receiving
the training here at ATDM.
That's one option.
Uh, or another one is you canupskill your existing workforce.
(15:21):
So you might have a lower skillset laborer that's in the on
the factory floor, you know,comes into work every day, it's
got a good attitude, a goodpositive team fit, everything's
working out.
They might have that might havethe capability of becoming a
welder, becoming a machinist, aninspector, but that company
(15:42):
doesn't have the bandwidth totake that person and train them
themselves.
They can send that person hereto Danville at no cost, other
than you know, companycontinuing to pay wages.
Um, that's that's a hurdlethere, but that's another
opportunity.
So multiple ways that we cantackle this.
Um, that's why we have so manyways for opportunity here at
(16:03):
ATDM, just whichever theemployee prefers.
We're we're here to be aresource.
That's what it is at the end ofthe day at the end of the day.
Michael Ripich (16:11):
Yeah, and I can I can attest uh because we've
we've we've fished from thepond, we have uh we have done
conditional hires, and we havesent uh team members there that
are you know part of our currentteam, sent them to the uh for
training, and then and they'veread and basically had great
success uh with uh with allthose approaches.
But the one that's worked bestfor us, I think, is the track
(16:33):
that we're on currently, whichis to hire, integrate uh team
members into our into ouroperations for one or two
months, and then send themthrough the program and return
them, you know, reinsert theminto our team and uh and and be
able to move very, very quickly,which is uh which is what we've
done here.
(16:54):
And and Justin knows that thisis something that has probably
been is recent within, I guess,the last 18 months, it's really
been our approach.
Uh, and we're seeing terrificsuccess.
The students that come back areengaged.
Uh they're engaged when theygo, but they're certainly even
more engaged when they comeback, and they bring something
to the rest of the team about uhyou know what it what it means
(17:16):
to be part of this movement andthis and the uh and work for
great purpose, as well as thetechnical skills and everything
else that they're bringing backthat we, you know, we don't have
uh inherently in a we, youknow, we're we're 200, about 200
people here at our Clevelandfacility.
So and we're trying to grow uhto the point where we have a we
(17:38):
have a list for 30 or 35 openpositions uh in in the in
welding, NDT uh and machining.
And so uh it's difficult for usat our size to be able to to
provide training or on-the-jobtraining.
Uh, and that's this is a muchbetter approach to have people
that can go through a program infour months that through
(18:00):
traditional training methods atlocal community colleges or tech
schools would take a year and ahalf to two years to get the
same amount of raw training andand knowledge.
It's it's it the acceleratedpart of this is is uh is
transformative in terms of uhbeing able to use that as a
strategy for uh for growth.
Mike Villanueva (18:20):
Same thing with BAE systems.
Uh we we definitely take thethe folks that graduate.
So um, Justin, I can't rememberif you call that a contingent
hire or if it's uh a completer,but um so our biggest focus is
on those who are about tograduate.
Uh we actually come to thesite, um, talk to the students,
do information sessions, andthen hire on the spot and make
(18:43):
offers on the spot.
So that's something that's beenextremely valuable for us.
It gives the student a littlebit of comfort of knowing that
they can weld in their boothsthat they're comfortable with.
Um so we interview them, wegive them a weld observation,
and then uh make offers to them.
So that's where we're at now.
We are looking uh at some moreNDT in the future um and then
(19:06):
potentially CNC machining forone of our sites in Louisville,
Kentucky, but uh more to come onthat.
Uh Justin and I have beentalking about that recently.
Justin Scarce (19:15):
Yeah, just let me know when you're ready, Mike.
We I want to make it happen.
Mike Villanueva (19:18):
Yeah, absolutely.
Caleb Ayers (19:20):
You guys have talked about these career fairs.
Um, so I would say based on myknowledge, these are not
traditional career fairs.
You think of a career fairwhere companies may or may not
actually have positionsavailable at that moment.
Um, companies are not usually,as you just said, Mike, making
offers on the spot.
Talk about y'all's experienceswith the career fairs.
Mike Villanueva (19:44):
So at the career fairs, we bring hiring
managers with us.
Um and as I stated earlier, weusually do information sessions
ahead of the career fair so thatthe students are uh they
understand what we're doing.
And they we share a day in thelife of what a welder does, what
a um NDT person does.
And so that kind of pumps themup, gets them ready for an
(20:05):
interview.
Uh, we'll talk with them faceto face at the uh at the career
fair, and then right after we'lltake them right over to the
welding booths over those whoare interested.
And um, you know, we get a listfrom the team there at ATDM of
who's interested in BAE systems,uh, and then we'll go through
and interview and test them.
So it's um it is a lotdifferent from just a normal
(20:28):
career fair where it's more of acattle call and you're talking
to people, you may not know ifthey're gonna be really
interested in and call you back,or you're trying to connect
with them and uh and then umnever hear back from those
candidates.
This is not at all what we'veexperienced with ATDM.
The students are superprepared.
(20:48):
Um, Justin and his team does agreat job of making sure they're
prepared, they understand whowe are, you know, through uh
their own their own researchalong with the information
sessions and um just passionateabout you know their the career
that they're that they'vechosen.
So that's super exciting to us,you know, to uh to get
(21:09):
passionate people to you knowwant to come in and work for a
defense contractor like us.
We're a very large defensecontractor, we have multiple
locations throughout thecountry, um, and specifically
for Maritime Solutions,Jacksonville.
Um, you know, we have a wholelot of work going on there now.
We've partnered with some greatpartners to do some submarine
(21:30):
work.
Um, we work on the Navy'snon-nuclear, we do modernization
overhaul.
Uh, we have a new shiplift thatwe have just uh started this
year.
And um, so yeah, super excitingtimes for BAE systems right
now.
And I see I've I know that alot of the the candidates that
(21:51):
we talk with are about thegrowth and the potential they
have with BAE systems.
Michael Ripich (21:56):
And from our perspective at ETNF, uh we've
been to a few of the uh careerfairs uh have gone and had a
presence there.
Our distance from uh fromDanville uh doesn't allow us
probably to go to as many as wewould like.
But uh in the those instanceswhere we're where we're not
there, the folks at ATDM havebeen helpful in in promoting us
(22:19):
uh as part of that, uh as partof those career fairs.
And the thing about thosethat's so you know, it's just
imagine having that many.
It's a target-rich environment,that's you know, for for for
talent, because you know thateverybody's you know there has
passed through or is nearlypassed or completed the program,
um, has been through a rigorousuh training, uh, which requires
(22:44):
you know quite a bit ofcommitment um and being being
timely uh and uh and disciplinedin terms of uh you know
learning uh the skills thatthey're that they're able to
impart.
But uh so you don't get thatfrom a normal career fair.
Any other career fair I I wouldimagine would be far, far less
um you know relevant.
(23:06):
And uh and so we've had somewe've had some success with
that.
We'd like to have more if wecould figure out a way to get
there for every one of them.
Justin Scarce (23:43):
So just from my side, those career fairs, they
are it's truly an event.
Um, and it's morphed quite abit from the early days when the
program was kind of in itsinfancy stages, I guess you
could say, Caleb.
We didn't have as much studentthroughput, you know, lower
numbers of students, employerparticipation quite a bit lower.
We're still trying to build ourbrand.
(24:05):
So we'd have a career fair andmight have you know 10 or less
employee, you know, companiesshow up to entertain, you know,
50, 50 or less students.
Now we've got 200, 250 studentsin the program at any given
time, career fairs every twomonths.
(24:25):
And if you've been to onelately in the Great Hall here at
the Institute, we pack out thewhole conference center.
Um, typically we're runningaround 35 to 40 employers at
every career fair.
We got a lot of folks that cometo all of them.
Um, like Mike mentioned,everybody's not able to come to
all of them, so we understandthat too.
(24:47):
We've even had uh, for example,Mike, when you had some folks
in the program and y'all weren'table to come to career fair,
your employees represented ATFwhile they were here.
So that's hey, so that'sanother way to get the word out.
You but what better than havingyour employees that are in the
training advertise for yourcompany while they're here?
So that's that's anotheropportunity.
(25:08):
But what's kind of come I had afull circle moment.
Um, it's been about a year agowhen we had an employer that had
hired a student from ATDM, andthen for a career fair, they
brought that student that'sworking with that employer back
to stand with the recruiter andrecruit for the company.
That was just an amazingexperience.
(25:30):
Um, I had helped that person intheir job placement, you know,
portion of the program here.
When earlier days we had lessstaff, this, that, and the
other.
So it was great to see thatcome full circle.
But those things are truly afull-day event.
We have companies come on site,interview students, on-the-spot
(25:50):
job offers.
I mean, it is it's a packedhouse.
Um, just a plug, the next one'sDecember 3rd, so it's fast
approaching.
I think we're already gettingclose to capacity there.
So our career service team isdoing an amazing job how they
handle those career fairs.
Really, all the staff here atATDM, uh, so hospitable.
I hear nothing but good thingsfrom the employers.
(26:12):
They are blown away when theycome to those events.
So we're gonna keep doing it,obviously.
Caleb Ayers (26:17):
From the other side of this, I know roughly 85% of
students who complete thisprogram have a job lined up
within 30 days of completing theprogram.
Um, and I think a big part ofthat is every student that comes
through gets at least twocracks at a career fair where
there's companies who areactively looking for them and
are hiring in positions of needthat they're they're learning
(26:39):
the skills for at that moment.
Last thing I really want totouch on is I just kind of
wanted to open up to Mike andMike for both of you to kind of
talk about what you have noticedabout the students who complete
the ATDM program and that arethat you all employ, um, both in
the short term and the longterm.
And I mean, at this point, youguys have been involved for
years.
So you can, you know, it's notjust, oh, they've been here for
(27:02):
a month, they seem like they'rehaving a good time, but like
what what you're seeing in theshort and long term as far as
the the students that you allare are bringing into your team,
whether that be a conditionalhire, whether that be hiring a
graduate, um, and justgenerally, you know, how is how
is ATDM making an impact on yourcompany?
Mike Villanueva (27:18):
Yeah, so I could start with that one.
Um, I could tell you that umthe students are they stand out,
uh quite honestly.
They stand out when we have thestudents go through our
training because they're gonnahave to go back through
additional training at any oneof our facilities to get uh
(27:38):
whatever military specificationsor certifications that uh are
required.
So um I was just talking to oneof our hiring managers down in
Jacksonville last week or twoweeks ago when uh when uh we
were talking about ATDM goinginto the career fair.
And one of the things that heenjoys the most is that they're
(27:59):
prepared when they get there.
You know, they they know theyknow about safety, which is
obviously paramount, you know,with uh uh a large defense
contractor and specifically inship repair.
So that is that is superhelpful that they have a lot of
understanding of safety and theyactually live it.
(28:21):
You know, they come down there,they're prepared, they're
they're good to go.
They have that foundation, thatgreat foundation that is with
the instructors there at theschool that um gives them that
real world experience prior tothem coming to us.
So uh it makes our process awhole lot easier, uh, and it's
exciting to see uh the studentsmove through the program as
(28:44):
quickly as they do.
Michael Ripich (28:45):
I'd echo that uh, but from and I guess in
general, from what we see is alevel of focus and discipline uh
is is is much higher than thanwe would experience through uh
through other methods of uh ofpeople coming on board of our
team.
So they're proud of the factthat they're that they've been
trained uh and that they'vethey've they're capable and can
(29:07):
enter our can enter into ourorganization contributing at a
high level, as opposed to youknow having to bring someone in
and that that's that's verygreen and albeit may have great
uh you know uh uh great attitudeuh and and uh and want to work
for great purpose, but theirability to uh to be able to
(29:28):
contribute um it's muted fromthe standpoint that they have to
go through a lengthy process ofbecoming assimilated to the
craft uh that they're thatthey're performing.
Uh and in this case, it ithappens you know you know that's
not the issue.
So there's a there's a gusto, Iguess you'd say, and a focus
that's that's there uh with thestudents that have come through
(29:49):
the program.
And so in so far as I I like topromote it to anybody I know
that's got that children thatare that are you know getting
ready to graduate from highschool and are considering
career path.
You know, a lot of people wouldsay college is the way to go.
It has been for you know thethe goal for generations, but
I'm I I beat the drum that saysthat's not for everybody, and
(30:12):
certainly there's a way to to touh have a great career when and
with great earnings um andbecome a become a useful part of
of a company uh by goingthrough AT DM as opposed to
spending four years um albeit
Caleb Ayers (30:30):
having fun for four years because it's a fun
college is a fun experience butuh but it's this is far more
focused and and quick and uh andit's a it's a great avenue for
young people to that to tobecome part of something great
and be get be contributing to uhuh to something as as as as
terror uh tantamount as or orparamount as is defending
(30:52):
freedom I'm I'm glad you broughtthat up Mike because that
that's a big part of this thingtoo is these students you know
they know coming into this heythat this is not easy work right
shipbuilding is not easy Ithink y'all could y'all could
attest to that more than I canbecause y'all y'all in and out
of it each and every day butthese students that come through
(31:15):
they know that they're they'regetting their foot in the door
for a career so this is veryearly career for them but the
growth opportunity is so is sothere I mean you you become a
welder or NDT inspector ormachinist and and you master
your craft I mean you talk abouta career that where you can
(31:37):
obviously raise a family livethe American dream I mean and
it's all tied to nationalsecurity and national defense I
mean this is really part ofbeing something bigger than
yourself and I think thesestudents I I tend to call them
kids but they're not they'readults I mean this is an adult
learner program um they theyknow that and they they're
mission focused when they comein the ability of this program
(32:00):
to yes you have 18 year old kidscoming out of high school and
yes you have people in their 30s40s 50s 60s we've seen people
in their 70s come through tofind a new career whether that
be through a conditional hirewhere a company takes them on
and says you go through thisprogram come work here or or
just go through the program andsee what happens and find a job
(32:22):
um it's cool to see that thatlevel of um diversity in the
student uh I guess career pathscoming in and and Justin as you
said you know that that's prettythat's a big deal to be able to
have a career that provides foryour family and can ultimately
contributes to something asimportant as national security.
Michael Ripich (32:39):
Or to enhance your career.
My my son's 30 years old andand he went through the additive
program uh and uh just beentransformative for him in terms
of learning uh some skills uh inin machining and and uh
additive manufacturing which ison the horizon for us as a
company um and will be uh youknow a great technology for for
(32:59):
the industrial base as it'sbeing embraced by uh by the Navy
that's awesome that's all thethe questions that I have you
know like I said I think this Isay it all the time this
program's cool uh that's that'sI think my simple explanation of
ATDM it's really cool that'sone way to put it for sure yeah
um but are there any otherthings that any of you guys
(33:21):
would want to add or anythingelse um that you think it's
important that people know Iwould just say that it it's more
than you would expect at on onseveral levels in terms of
support uh and and effectivenessuh the uh you know the the
resources that are that are partof atm and just that commitment
to be able to you know teachand house people for that period
(33:46):
of time and to provide themwith that you know what what's
the total number of hours oftraining that that are involved
eight eight hours a day timestimes uh they get 600 hours yeah
600 plus right so you can youcan you know you can become a a
a private get private pilotcertain certificate after you
know 70 or 80 hours of oftraining right so you're getting
(34:09):
600 hours of concentratedtraining for you know to learn a
craft uh that's that's that'syou know desperately needed uh
and it it that I mean gettingyour head around that and
understanding that is uh is I Ithink the the thing that I would
say you're you're un you wouldbe underestimating the program
(34:30):
if if you thought it was justanother training program so
because it is it is uh that thatelement of it that concentrated
effort and uh and all thesupport that this that the
students receive you knowthrough that process I mean
they're coming out you knowthey're coming out running uh
and it's uh it's it's a neat itit's just a neat thing to see.
Mike Villanueva (34:50):
I was gonna say I uh one of the things that um
I definitely want to touch on isthat the support that you get
from the faculty there and thestaff there at ATDM is just
outstanding.
Ever since we've started thisprocess partnering with uh ATDM
uh anytime we call and we askfor you know any type of help uh
(35:14):
the staff the faculty is alwayswilling to help us uh one of
the things that I had anopportunity to participate in
this year was the summit and tosee all of the industry partners
come in and talk about all thesuccess of what ATDM does for
them um you know prepare givingthem the talent that they need
(35:36):
is just outstanding.
You know one of our strategiesfor BA systems is driving
operational excellence and wesee nothing but excellence
coming from the school thestudents that come out of there
are just outstanding.
Justin Scarce (35:50):
And I'll just add to that Mike definitely
appreciate the relationship Ihave with both y'all at ATF and
BAE systems uh and my teamsurely appreciates it as well
all the relationships we havewith these various companies in
the maritime industrial base butkind of like we talked about
earlier that there's still someskepticism out there for those
(36:10):
that are skeptical and maybelistening to this I invite you
to come see us come see usfirsthand I mean we're open book
we want you to come see thisfacility we want you to engage
with our students we want tomake a difference for this
nation one day the history booksare going to be written one way
or another and I'm hoping whatit's gonna say is we tackled
(36:31):
this problem we tackled thischallenge our Navy was able to
to get everything they needed tocontinue protecting our freedom
we've got to get thesesubmarines built we've got to
get these ships built it'sparamount for our national
security this is one of manyefforts but it's a big part of
it to help solve that problemand we invite all these
(36:51):
companies in the maritimeindustrial base to tap into it
we're here to be a resource.
Caleb Ayers (36:55):
I got nothing to add on to that that's a good
closer good job guys we'll we'llsee you next time thanks thank
you thank you
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