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S T U F F M a d e I n C T . c o m
Russell was pleased to find that an academic faculty more
than willing to put together an impactful curriculum based
on the input of manufacturers.
Many manufacturers have some type of incentive for the new
employees they hire, especially those interested in getting
advanced degrees.
"We offer our employees 80-percent tuition reimbursement
towards a college degree with a grade of C or better,"
Ensminger said. He sees older employees embracing these
opportunities to advance their skills as well, including those
moving into the next stages of their manufacturing careers.
"Some of our tenured employees are taking advantage of
these opportunities as well. We have a manager and an
executive who just completed their (master's degree in
business administration)," he said.
In some cases, colleges are even establishing a physical
presence at the workplace.
"Goodwin College has a mobile classroom that they bring
to your business for the purpose of employee training,"
Ensminger said. "We hosted classes at the start of the month,
and we plan on more courses going forward."
High schools are also doing their part to ensure a new
generation of manufacturing professionals will be at the
ready when the workforce turns over.
Ensminger cites a number of initiatives for young people,
including an apprenticeship program at Russell with the
State of Connecticut boasting 12 apprentices enrolled in
toolmaker and electrical programs. Arthur G. Russell Co.
offers a paid internship program exposing college students
Arthur G. Russell Co.
LOCATION: Bristol
MAIN PRODUCT: Automated assembly systems
EMPLOYEES: 160
EMPLOYEE EDUCATION PROGRAM: On-site
mobile college courses, lean training, college-
tuition reimbursement program, apprenticeships
and internships, and curriculum development at
the university level
Arthur G. Russell Co. feeds medical products through equipment like this tower feeder.
