Building a Talent Pipeline Playbook to Meet Growth and Expansion Needs

Accelerated by construction of a new manufacturing facility and with recent hiring challenges across existing facilities, technical proficiency was recognized as a key challenge. Competition for a skilled or semi-skilled labor force and the speed of technology changes requires training and upskilling our existing employees and developing new sources. Multiple steps have been implemented, with Colorado leading the approach, to create a guide for other Entegris locations.

Future Workforce:

K-12: In Colorado, Entegris collaborated with several employers and Pikes Peak Business and Education Alliance (PPBEA) to engage area high schools, supporting 60-hour paid internship experiences for students to job shadow and get acquainted with advanced manufacturing as a career choice. Teachers toured and observed operations to assist in developing Career Technical Education (CTE) programs, and manufacturing leaders accepted advisory board roles and spoke at schools and supporting organizations. Middle school students were also invited and toured to observe manufacturing in action.

College/University students: Entegris provides scholarships at multiple universities for students in Science, Technology, Engineering and Mathematics studies. Meeting with students, Deans and university professors, having our employees on Engineering Leadership Councils, attend semi-conductor, resume review, mock interview and senior design review nights have been opportunities to provide insight regarding skillsets and gain traction with potential employees.

The Entegris Leadership Development Program (ELDP): Recruitment of graduating students to join a three year rotational program in a variety of departments, gaining experience and identifying an area of focus upon completion.

Cooperative Education and Summer Internship programs are very active and give college level students hands-on paid experience with opportunities in locations across the country and are a source for future hires into all locations and the ELDP.

Military: Entegris partners with Hiring our Heroes (HoH) and SkillBridge to increase this source for recruiting and hiring military Veterans returning to civilian life. Additionally, Entegris is expanding its recruiting program for military spouses and family members through its signature on the 4+1 Commitment.

Incumbent workforce:

Manufacturing Apprenticeships: Entegris collaborated with ManpowerGroup to develop skilled technician apprenticeships for Machine Set Up and Automation. One is approved by the Department of Labor (DOL) and the second is pending. Entegris also has a DOL approved Mold Maker apprenticeship active in multiple locations.

Educational credentials: Entegris, with area semiconductor manufacturers and Pikes Peak State College (PPSC), developed an Industrial Equipment Technician (IET) certificate program, which is part of our manufacturing employee development efforts and provides the educational component for the technician apprenticeships.

Cross training: Multiple Entegris sites have implemented internal certifications, cross training and job shadowing programs to allow employees to progress and explore interest for future opportunities.

Leadership: All leaders are trained in The Great Leader Profile (GLP), which defines how a Great Leader shows up to work to help Entegris execute against the company strategy. It serves as the foundation to
set the right leadership expectations and provides guidance on how to be great yet still maintain an authentic style. One key component of GLP is building talent for the future.