Filling vacant mechanic positions proved challenging for one 700-vehicle fleet in Springfield, Mo. After attempting to hire a mechanic in January 2004 and finding the available work pool unqualified, City Utilities of Springfield (CU) Fleet Management Department got creative. To help increase the ranks of trained and qualified diesel mechanics, Joe Gorski, fleet manager, formed a co-op with Ozarks Technical Community College. The utility’s engineering, marketing, and human resources departments already had co-op training arrangements with the state’s university system, so Gorski was able to quickly attain approval from senior management and begin outlining the program. Co-op Formed with Tech College
With his supervisor and the head of human resources, Gorski met with instructors of Ozarks’ diesel technology program. Soon, the team met with the dean. “We couldn’t have been met with more open arms,” Gorski said. “We drafted the program, and even created a separate internship course for which the students can register. If we can provide students hands-on, practical experience, there will be better-trained people out there.” The co-op, which went into effect in the spring 2004 semester, includes such classes as diesel engine repair, diesel diagnostics and repair, and engine diagnostics and repair. The paid internship with the CU Fleet Management Department offers students a chance to put their learning into practice. Students intern with CU for a 16-week session. Each student is placed with a senior mechanic who mentors them throughout the internship. A second 16-week internship is possible, at the discretion of CU. “While students are here, we encourage them to work to get their commercial driver’s license,” Gorski said. The utility even provides a vehicle for practice driving or to use during testing. “Some may go out and gain more experience, and then come back to work for us,” he added. “The co-op is not just all about getting a job with CU. We’re supporting students, the community, and CU.” Co-op Success Lasts Long Term
To date, Gorski has seen five students go through the program, and two more students are in the interviewing process. CU has hired one student. While the program is in its infancy stages, the long-term payback will come over the next 10 years, when CU will see 50 percent of its mechanics eligible for retirement. “I need to replace those folks with quality people,” he said. “The goal is to educate students and have enthusiastic people who are going to do a great job and keep our customers happy.”