Florida Logistics and Supply Chain Report

Raising Awareness of Industry Needs

Like the PCC Corporate College, organizations across Florida’s workforce development system, from high schools and colleges to companies and industry leaders, have joined the efforts of the Banner Center.

They are also raising awareness of critical industry needs.

As Purie says, “There has historically been little visibility for what business needs for career supply chain planning and management.”

Workforce Florida Inc. President Chris Hart says the Banner Center’s efforts are paying off; filling a critical economic need and providing young workers with engaging education and new opportunities.

“Kids who used to say, ‘Why am I having to learn this, how is this relevant, how am I going to use this?’ can see how it’s transferred into the real world,” says Hart. “Through a class like operations management, students pick up math skills. Then they pick up interest and stay in school.” Hart notes that several U.S. Department of Education studies show that Florida’s career academy model boosts high school retention rates, prevents many students from dropping out and offers students a broader scope of options.

Students can also take advantage of articulation agreements and earn simultaneous college credits and valuable industry certifications.

The CHOICE Institutes of Okaloosa County is a great example of how educational investment can help cultivate workforce value. Since the 2004-05 school year, students earned 25 Federal Aviation Administration certifications and 1,848 Embry-Riddle Aeronautical University college credits — academic achievements that added $3.7 million to the economy.

Florida’s university system is also stepping up to relay talent in logistics and supply chain to the next level. At the Florida Institute of Technology in Melbourne, students can earn advanced degrees in logistics management. The Coggin College of Business at the University of North Florida in Jacksonville boasts a flagship Transportation and Logistics program for students seeking a Bachelor of Business Administration.

Retaining employees and training workers with upgraded skills are also vital to future success.

As president of Schenck Company, a full-service beverage distributor based in central Florida since 1954, Kelley Mossburg realizes that even during difficult economic times, employees have a choice of where to work. “Benefits and pay are important, but a lot goes to culture and relationships with management,” Mossburg says.

Employee retention is a key metric tracked on Schenck’s corporate scorecard. Through its Workplace of Choice program, employee satisfaction is consistently tested. Mossburg says he is always considering how to bring in and retain the best talent. Safety, he says, is a huge deal.

“Our drivers are delivery professionals, too, so they have an occasion to put themselves in harm’s way,” Mossburg says. Because Schenck focuses much training on safety, “It instills in our people that we care. Our folks are healthy and accident-free, happier citizens.”

Rail » 25 major rail terminals » 14 line-haul railroads » 4 terminal or switching companies » 17 bulk transfer facilities