Workforce News

WASHINGTON, D.C. (September 25, 2025) – Today, the Manufacturing Institute, the 501(c)3 workforce development and education affiliate of the National Association of Manufacturers, announced Amatrol as an official sponsor of the Federation for Advanced Manufacturing Education USA.

FAME USA, an initiative of the MI, is the premier American model of manufacturing skills training, developing highly skilled, professional and sought-after talent to meet the unique needs and challenges of modern manufacturing. Amatrol is a globally recognized leader in technical education, providing critical certification, training equipment and continuing education materials to educational institutions and manufacturers—and is the exclusive FAME Training Equipment and Content sponsor for the Advanced manufacturing, Industrial Maintenance and Smart Manufacturing space. The new partnership brings two industry-leading institutions together to advance workforce readiness and upskilling as the sector embraces artificial intelligence and the Manufacturing 4.0 revolution.

“The Manufacturing Institute’s mission is building and strengthening the manufacturing workforce, and FAME USA is a key part of fulfilling that mission. Manufacturers will need to fill 3.8 million jobs by 2033, and half of those are expected to go unfilled because we don’t have the people with the right skills,” said MI President and Executive Director Carolyn Lee.

Lee continued, “Through the partnership with Amatrol, we’re creating a clear pathway for FAME USA chapters to access top-tier training resources—whether ensuring new chapters start with great equipment from day one, or giving existing chapters the opportunity to strengthen and expand their training programs as needs evolve.”

The MI and Amatrol both recognize the great need in today’s U.S. advanced manufacturing sector for highly skilled technicians and the potential for FAME USA to play a major role in filling this need. This partnership allows both organizations to leverage their strengths to bolster high-skilled manufacturing training across the U.S.

“Most importantly, this will allow us to work more cohesively with instructors throughout the FAME initiative and help them be more successful,” said Amatrol President Paul Perkins.

Under this partnership, Amatrol will continue its Diamond Sponsorship of the FAME National Conference while extending its support to the MI’s Workforce Summit as a Gold Sponsor.

BACKGROUND

FAME USA, originally created by Toyota, is an initiative of the Manufacturing Institute. It provides a global-best apprenticeship-style training program where students earn while they learn, gaining top-tier technical expertise by integrating core manufacturing competencies, professional practices, and authentic hands-on experience.

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The Manufacturing Institute works to build and strengthen the manufacturing workforce. Through implementing groundbreaking programs, convening industry leaders and conducting innovative research, the MI furthers individual opportunity, community prosperity and a more competitive manufacturing industry. As the 501(c)3 nonprofit workforce development and education affiliate of the National Association of Manufacturers, the MI is a trusted adviser to manufacturers, equipping them with solutions to address the toughest workforce issues.

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Amatrol is the world leader in skills-based technical learning. We produce hands-on training equipment, extensive interactive eLearning curriculum, and virtual training systems for technical subjects from basic electrical and fluid power to advanced Industry 4.0 topics in PLCs, automation, and networking. Our products are used by high schools, colleges, universities, and industry throughout the world.

Howmet Aerospace Vice President of Procurement Gina Govojdean never doubted that she would have a career in manufacturing.

• “I was always interested in manufacturing, because I was drawn to the idea of making things that matter,” she said.

Govojdean’s breadth of experience within the industry has shaped the leader she is today—from her first internship at what was then Alcoa Inc. to more than a decade of leadership in procurement, internal audit, operations and plant management.

The beginning: Govojdean’s early career in procurement gave her a chance to hone her negotiation skills. But it wasn’t long before she asked herself: how do I compete with colleagues who have decades more experience? Her answer: diversify. After four years working in procurement, she moved into an internal audit role—a position traditionally held by accountants.

• “I saw it as an opportunity,” said Govojdean. “The internal audit team travels, and that was the first lens for me that showed I could get closer to the plants that make things. I’d see all these processes and all these operations. I decided to diversify my skill set—and that became a key theme for me.”

Learning on the job: Govojdean has held 13 roles in 13 years—each one helping her grow and get closer to the action on the factory floor.

• “Stepping away and diversifying what I was able to experience really made me a much better leader,” said Govojdean.

Lots of opportunity: Her experiences in different areas demonstrate the wide range of opportunities that are available in manufacturing, and she’s enthusiastic about encouraging others to join the industry.

• “There are so many different functions and so many important people when it comes to making something—there’s something for everyone,” said Govojdean. “It’s something that’s special about manufacturing, and something that should draw in the kind of people who chase opportunities and want different experiences. It’s there. Sometimes you just have to raise your hand and say ‘yes.’”

Leading the field: Govojdean is grateful to the mentors who have encouraged her throughout her career—and as a leader in manufacturing herself, she’s enthusiastic about mentoring others.

• “It’s a fast-paced environment, and things really need to go right when you’re serving such a critical customer base—but being tough and kind is not mutually exclusive,” said Govojdean. “You can lead with grit while also being kind.”
• “Really believing in people and empowering them—that’s one of the most rewarding things about being in manufacturing leadership.”

Gaining recognition: Thanks to her passion for manufacturing, her dedication to mentorship and her relentless pursuit of excellence, Govojdean was named a 2025 Women MAKE Awards (now STEP Ahead Awards) Honoree by the Manufacturing Institute. The awards honor 130 individuals who have achieved excellence in the manufacturing industry, everywhere from the shop floor to the C-suite, helping the next generation see themselves in modern manufacturing careers.

Filling a need: At a time when manufacturing faces a significant employment gap—with an estimated 3.8 million positions needing to be filled by 2033—Govojdean sees the breadth of opportunity as the industry’s strong suit.

• “I see every day as an opportunity to challenge outdated perceptions around the manufacturing workforce and open doors to others,” said Govojdean. “This field thrives when diverse voices are part of the conversation.”

Looking to the future: As manufacturing continues to evolve, leaders like Govojdean show what’s possible when talent meets opportunity. Her journey is a reminder that this industry doesn’t just build products; it builds careers, leaders and futures. And as the next generation looks to make an impact, manufacturing is ready for them.

Get involved: Do you know someone like Govojdean who is making an outsized impact on the manufacturing industry? If so, you can nominate your peer or colleague for the 2026 STEP Ahead Awards here.

The Manufacturing Institute’s recent Heroes MAKE America ‘Military to Manufacturing’ Career Fair at Fort Bragg in North Carolina highlighted Johnson & Johnson’s commitment to helping our nation’s heroes.

What’s going on: The day’s event, which also comprised an employer spotlight and was held last Thursday on the 107-year-old military base, delivered on HMA’s mission: connecting military members seeking jobs with national and regional manufacturers looking for talent. More than 20 employers attended, hoping to recruit top talent.

• Since launching in 2018, Heroes MAKE America—an initiative of the NAM’s 501(c)3 workforce development and education affiliate, the Manufacturing Institute—has exposed nearly 50,000 participants searching for their next manufacturing careers through training and events.
• Johnson & Johnson Chief Technical Operations and Risk Officer and NAM Board chair and MI board member Kathy Wengel was on hand to give remarks to the audience, which consisted of HMA alumni, future class participants, active duty and transitioning military members, veterans, military spouses and state and military leadership.
• Wengel was joined by MI President and Executive Director Carolyn Lee, NAM President and CEO Jay Timmons, who serves as Chair of the MI’s Board, Johnson & Johnson Wilson plant manager and U.S. Army veteran Pete Goodridge, and North Carolina Department of Military and Veterans Affairs General Counsel Jimmie Bellamy.

Manufacturing needs you: A common theme among the manufacturing leaders’ remarks was the still-high number of open (and rewarding) jobs in the industry—currently at about 400,000.

• “We want even more people from across the nation to join this industry,” Lee told the crowd. “The skills you bring as transitioning service members—leadership, discipline, problem-solving, teamwork, technical expertise and more—are exactly what manufacturers are looking for. That’s what today is all about: connecting you with companies eager to meet you and that value your experience.”

Investing in the state—and the military: Timmons talked about the groundbreaking earlier this year of J&J’s new biologics facility in Wilson, North Carolina, as well as the health company’s announcement of its intention to invest $55 billion in U.S. manufacturing over the next four years.

• “That investment sends a powerful signal about the opportunities in store for those considering this career path,” Timmons added.
• Added Wengel, “In addition to our partnership with Heroes MAKE America, we have several initiatives at J&J to support military hires and the military community as a whole.”
• Through the Veteran’s Leadership Council, the group gives its workforce access to mentors and volunteers, leadership and development opportunities. It also has a strong military leave policy, which provides full pay and benefits to activated employees for up to three years. J&J partners with leading veterans service organizations to offer a wide range of services to veterans and their families.

Why Heroes? Heroes MAKE America—which has a Skillbridge Certified Logistics Technician course in partnership with Fayetteville Technical Community College, near Fort Bragg  also offers in-person and virtual training programs nationwide to assist veterans and transitioning military members in earning industry recognized certifications and skills needed in modern manufacturing.

• These include courses in manufacturing operations, industrial system maintenance, automation and robotics, and aviation maintenance.
• “These programs don’t just train you,” Lee told the audience. “They open doors.”
• More than 500 companies in 49 states have hired HMA graduates at salaries exceeding $72,000. The program has a 96% graduation rate and a 92% placement rate.

Dive deeper: Learn more about how your company can get involved with Heroes MAKE America here.

WASHINGTON, D.C. (September 19) —This week, the Manufacturing Institute’s Heroes MAKE America initiative showcased Johnson & Johnson at its “Military to Manufacturing” Career Fair at Fort Bragg.

National manufacturing leaders opened the career fair with a special presentation from Johnson & Johnson, highlighting the health care company’s recent announcement to increase its presence in North Carolina with a manufacturing facility in Wilson. Leaders from Johnson & Johnson inspired veterans to start their second careers in manufacturing—and recruit veterans to join their team.

Attendees of the career fair heard from MI President and Executive Director Carolyn Lee, MI Board Chair and National Association of Manufacturers President and CEO Jay Timmons, Johnson & Johnson Executive Vice President and Chief Technical Operations & Risk Officer and NAM Board Chair Kathy Wengel, Johnson & Johnson Wilson plant manager and U.S. Army veteran Pete Goodridge and North Carolina Department of Military and Veterans Affairs General Counsel Jimmie Bellamy.

Lee drew a connection between veterans’ work experience in the military and the qualities manufacturers look for to staff their teams. “Everyone here who’s served their country has demonstrated the leadership, discipline, problem-solving, teamwork, technical expertise and work ethic to thrive in manufacturing. Heroes MAKE America is designed to be the bridge between the military and manufacturers. Right here at Fort Bragg, through a partnership with the Department of Defense, we offer a SkillBridge training program in logistics—which provides integrated certifications and training specifically designed for veterans to help them hit the ground running as manufacturers. We are passionate about doing our part to thank our nation’s heroes by easing their transition and offering them a pathway to rewarding civilian careers.”

Timmons emphasized the importance of workforce development for manufacturers who are investing in new facilities. “Back in March, I was with Kathy as Johnson & Johnson broke ground on its new 500,000-square-foot, state-of-the-art biologics manufacturing facility in Wilson, North Carolina. For these investments to live up to their promise, we need top-notch talent to work inside these facilities and keep the lines running. We have over 400,000 open jobs—and we hope you’ll help fill some of them. These employers are committed to strengthening their operations with ‘Army Strong’ veterans.”

Wengel reinforced J&J’s commitment to the military community for the past 125 years. “There is no better community that understands how to serve a greater purpose and instill and live by strong values than the military. Members of the military-connected community have exceptional leadership and technical skills that make for successful careers. J&J is proud to support Heroes MAKE America and this incredible work to create a bridge for talented servicemembers and veterans interested in pursuing manufacturing careers.”

This week’s career fair connected more than 150 servicemembers with more than 25 employers, including Johnson & Johnson, Brooksource, Coca-Cola Consolidated, CBRE, Caterpillar and other area manufacturers. Since 2018, HMA has helped over 1,400 members of the military community find work in manufacturing.

Background

The MI’s Heroes MAKE America initiative connects transitioning servicemembers with career opportunities and job training in manufacturing. Johnson & Johnson has a long and proud history of supporting military servicemembers, dating back to the Spanish–American War in 1898 when the company held positions for employees and paid their salaries while they served. As the proud health care sponsor of HMA since 2021, Johnson & Johnson has helped expand in-person and virtual training programs and hosts HMA participants at various J&J facilities across the country.

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The Manufacturing Institute builds and strengthens the manufacturing workforce prepared for the challenges and opportunities of the future. Through implementing groundbreaking programs, convening industry leaders and conducting innovative research, the MI furthers individual opportunity, community prosperity and a more competitive manufacturing industry. As the 501(c)3 nonprofit workforce development and education affiliate of the National Association of Manufacturers, the MI is a trusted adviser to manufacturers, equipping them with solutions to address the toughest workforce issues. For more information on the MI, please visit www.themanufacturinginstitute.org.

The Manufacturing Institute, the NAM’s workforce development and education affiliate, announced a new partnership between the Federation for Advanced Manufacturing Education (FAME USA), the premier American model of manufacturing skills training, and ShopFloor Coffee, a mission-driven coffee brand that supports skilled trades and manufacturing education nationwide.

How it works: ShopFloor Coffee will donate 20% of proceeds directly to workforce development programs across the country, including FAME USA, Robotics Education & Competition Foundation and All Within My Hands, Metallica’s foundation supporting skilled trades.

• “FAME USA is proud to partner with ShopFloor Coffee to support our shared mission of growing and sustaining a highly skilled manufacturing workforce,” said FAME USA National Director Tony Davis. “It’s about creating opportunities for students, celebrating those already in the field and building a pipeline of talent for the future.”
• “We’re honored to fuel the future of manufacturing through this partnership,” said ShopFloor Coffee Co-Founder Mike Franz. “This isn’t just about better coffee in breakrooms. It’s about waking people up to the power of American manufacturing and the programs, like FAME USA, that keep it strong.”

FAME: FAME offers a cutting-edge earn-and-learn model, in which students earn associate degrees while also working at manufacturing facilities. Students across the country have gone on to many high-paying careers at major manufacturing firms.

What’s next: Together, FAME USA and ShopFloor Coffee will shine a spotlight on the stories of students, apprentices and employers shaping the future, while rallying communities to invest in workforce development in new and creative ways.

High schools and community colleges in Colorado are increasingly offering students an alternative to a four-year degree: training programs that will prepare them for well-paying jobs in manufacturing (KUNC).

What’s going on: At CEC Early College in Denver, the Cherry Creek Innovation Campus in Centennial and other campuses, apprenticeship “programs are coming back, in part, through funding for career and technical education. In Colorado, 69 manufacturing programs operate at high schools across the state.”

• CoorsTek, a Golden, Colorado–based manufacturer of technical ceramic products, trained 18-year-old Genesis Gomez on its complex machinery—including its computer numeric control machines—during Gomez’s apprenticeship through Early College. Gomez has since graduated and is now a full-time CoorsTek employee.
• Andrew Sutliff, an 18-year-old current apprentice at CoorsTek through Cherry Creek Innovation Campus, is planning a career in manufacturing upon graduation from the program. “I would much rather do this than sit in a classroom for another four years,” he said.

Why it’s important: Though U.S. manufacturing job openings have declined slightly  since 2024, talent acquisition remains a top manufacturer concern nationwide.

• “While job openings still remain significant, even though the pace of hiring has slowed, this creates space for employers to refocus on long-term talent development … like apprenticeships and upskilling,” NAM Chief Economist Victoria Bloom told the news outlet. Bloom is also head of research at the Manufacturing Institute (the NAM’s workforce development and education affiliate).
• In July, there were 437,000 manufacturing job openings in the U.S., down from the half-million jobs averaged throughout 2024.

Check it out: For more information about apprenticeships and other job-training programs, visit the MI’s website here.

• And to learn much about the industry’s most effective workforce strategies, join the MI for its Workforce Summit Oct. 20–22 in Charlotte, North Carolina.

Toyota has provided its manufacturing team members with high-quality childcare options for decades. This week, it announced a major expansion in its offerings, revealing plans for four new childcare centers for parents working at plants in North Carolina, Mississippi, Alabama and West Virginia.

How it works: The centers, which will all open by 2027, will be managed by third-party childcare providers and offer schedules that align with plant operations, so that team members can go to work confident that their children are well looked after.

• “At Toyota, we know it is paramount for working parents to have access to quality childcare, and manufacturing is not always a nine-to-five job,” said Denita Neville, vice president of Toyota’s corporate shared services.
• “Offering childcare motivates and empowers our team members, makes our industry more inclusive and helps our smallest learners of today become our biggest leaders of tomorrow.”

A long history: These four new centers will join two other facilities that have been in operation for years.

• Toyota’s Georgetown, Kentucky, plant has offered round-the-clock childcare since way back in 1993. Its Indiana center is also well-established, having opened its doors in 2003, and is undergoing an expansion that will be completed this September. (Check out our previous article on these centers here.)

• All of Toyota’s sites are or will be accredited by the National Association for the Education of Young Children, which establishes standards for high-quality childcare.

Other offerings: Toyota also provides other childcare options, partnering with Bright Horizons to help team members find regular childcare and backup options for emergency care, among other services.

Rave reviews: “As a working mom, it’s been such a relief to have childcare that supports my work schedule,” said Patricia Pastrana Arroyo, a group leader at Toyota Indiana, said about the Indiana center.

• “The early education program is exceptional. The teachers are nurturing, attentive and genuinely caring toward each child. They keep parents informed with daily reports, pictures and updates, which helps me feel connected to my son even when I’m not there.”

Partnering with the MI: As an active partner of the Manufacturing Institute, the NAM’s workforce development and education affiliate, Toyota has contributed to the MI’s efforts to bolster the manufacturing industry’s childcare offerings.

• Mazda Toyota Manufacturing, a joint venture between Mazda Motor Corporation and Toyota Motor Corporation, helped the MI formulate its influential whitepaper about childcare in the industry, “Flexibility Approaches for Manufacturing Production Workers,” which found that companies that provided workers with the flexibility to meet personal obligations, such as child care, reported greater success.
• Toyota also participated in an MI panel for manufacturing workforce leaders interested in expanding their own companies’ benefits.

The last word: “Toyota’s investment in childcare sets a powerful example of how manufacturers can meet the real needs of their workforce,” said MI President and Executive Director Carolyn Lee.

• “Access to quality, flexible childcare not only supports working parents, it strengthens our industry’s ability to attract and retain talent. By removing one of the biggest hurdles to workforce participation, Toyota is helping to ensure that more people can build meaningful, long-term careers in manufacturing.”

The Manufacturing Institute—the workforce development and education affiliate of the NAM—announced that Novonesis, a global leader in biosolutions, will serve as the platinum sponsor for MFG Day 2025, an initiative of the MI.

What it means: Novonesis will host the MI’s MFG Day event on Oct. 2 at their North American headquarters in Franklinton, North Carolina.

• In addition, Novonesis sites across the country will host other events in honor of MFG Day, a monthlong celebration of manufacturing excellence during which students, parents and educators can explore the industry’s many exciting career paths.
• Hundreds of other companies throughout the U.S. will join Novonesis and the MI in this celebration, hosting events that highlight a vast array of industry sectors, job types, educational opportunities and much more.

What they’ll see: Novonesis will welcome 200 local high school students, key educational institutions and biotech partners on Oct. 2, as well as state and national leadership for an in-depth, behind-the-scenes look at Novonesis’s laboratories and production facility.

• These visitors will get to see scientists developing biosolutions for use in food, fuel, household products, supplements, animal health and nutrition, agriculture and more.

What we’re saying: “As an innovative biomanufacturer, Novonesis is a perfect company to headline MFG Day. Its state-of-the-art labs and facilities showcase everything modern manufacturing has to offer as a career path,” said MI President and Executive Director Carolyn Lee.

• “In a study  co-written by MI and Deloitte last year, we found that the manufacturing sector will have more than 3.8 million job openings by 2033. This shortage is an existential threat to our industry. MFG Day is an opportunity for our industry to start building the workforce of tomorrow by educating students about rewarding career opportunities that they might not otherwise consider.”
• “We thank Novonesis for showing students everything our sector has to offer by opening its doors and inspiring students—not just in North Carolina, but nationwide.”

A long history: Manufacturers have been opening their doors on MFG Day since 2012, in one of the industry’s foremost efforts to attract and shape the next generation of talent.

• By stepping inside manufacturing facilities, students experience—up close and in action—what modern manufacturing really looks like.
• Last year, MFG Day boasted more than 700 registered events nationwide, inspiring thousands of students to imagine themselves in a wide range of creative, high-tech careers.

The last word: “The future of manufacturing—and biomanufacturing in particular—depends on our ability to inspire and prepare the next generation for the high-tech, high-impact careers ahead,” said Tue Micheelsen, Novonesis North America president and head of global consumer health.

• “For decades, Novonesis has helped strengthen America’s manufacturing workforce by supporting STEM education, advancing training programs like BioWork, and creating hands-on learning opportunities that connect talent with real-world applications.”
• “Through Manufacturing Day, we’re opening our doors to students and communities across the country to spark curiosity, challenge outdated perceptions, and show that the innovations shaping the world can start in their own backyards. These efforts aren’t just about building a pipeline of skilled workers. They’re about helping the U.S. lead the future of biomanufacturing.”

California’s manufacturing community has several reasons to celebrate.

What’s going on: On July 28, California marked a major milestone: the launch of the first-ever Federation for Advanced Manufacturing Education chapter west of the Rockies. Reedley College hosted both the chapter’s debut and FAME Signing Day, celebrating students who are beginning their journeys in advanced manufacturing.

• California Representatives Jim Fong and Jim Costa were on hand at Reedley on signing day, when the new Central Valley FAME Chapter was announced.
• Students in the new chapter will work part-time jobs this year at manufacturing companies while taking manufacturing-focused classes on campus.

The background: FAME is the highly successful workforce development program founded in 2010 by Toyota and now run entirely by the Manufacturing Institute, the NAM’s 501c3 workforce development and education affiliate.

Years in the making: The new chapter’s establishment was the result of four years of collaboration and commitment.

• Four years ago, Fresno County Economic Development Corporation was part of a cohort that received technical assistance from the MI, learning how to apply for the Good Jobs challenge grant from the U.S. Economic Development Administration.
• Three years ago, Fresno County EDC was awarded $23 million, allowing it to expand its work with the San Joaquin Valley Manufacturing Alliance and other regional partners.
• In 2023, Reedley College piloted a short-term manufacturing training program and started a regional listening tour for potential employers.
• Last year, dozens of manufacturers in the valley gathered to determine their training needs and start a local FAME chapter.

The MI says: “This milestone proves what’s possible when education and industry work together: a stronger talent pipeline, better career pathways and a brighter future for manufacturing in California and nationwide,” said Gardner Carrick, chief program officer at the Manufacturing Institute. “It’s proof that when industry and education come together with a shared vision, we can transform communities.”

Get involved: Learn more here about FAME and how you can tap into this global-best training resource. And don’t forget to follow FAME USA on LinkedIn.

Manufacturers are leading the charge on artificial intelligence—but unlocking its full potential depends on training workers to use AI technologies and expanding the talent pipeline. By embracing AI and equipping people with the right skills, the industry can help fill hundreds of thousands of open jobs, the NAM told Axios in a recent interview (subscription).

What’s going on: NAM President and CEO Jay Timmons and Manufacturing Institute President and Executive Director Carolyn Lee spoke with Axios’ Ben Berkowitz about the current “glittering need” for manufacturing employees and how the sector can attract, train and keep team members. (The MI is the NAM’s 501(c)3 workforce development and education affiliate.)

• “These are high-tech, 21st-century, well-paying, rewarding roles,” Timmons said. “Some require advanced degrees, some a four-year degree and some just a high school diploma.”

Why it’s important: Manufacturing has been averaging about 450,000 open positions every month for the past year, Timmons continued.

• “Looking ahead, if we don’t act now, we’re facing about 2 million unfilled manufacturing jobs by 2033,” he told Berkowitz, citing a recent study by the MI and Deloitte.

What must be done: The answer? Training and partnerships—the right kind, Lee said.

• “Manufacturers … recognize that we need new forms of training and that schools—K–12, higher ed and postsecondary institutions—need to integrate AI into their curriculums. And we are seeing that happen in parts of the country.”
• The MI is working with companies to create programs to train both the current and future generations of workers.
• “The reality is, today’s AI will be surpassed quickly,” Lee continued. “So we need people who are ready now—with skills like prompting, systems thinking and the ability to work alongside AI.”

Misperceptions: Though it pays well and offers exciting, cutting-edge career opportunities, manufacturing still suffers from outdated perceptions among the general populace, according to Timmons and Lee. But that can be fixed, they said.

• The FAME USA apprenticeship-style program, founded by Toyota and now operated by the MI, has chapters in 16 states, Lee told Berkowitz.
• “[W]hen we go out to recruit for these roles, the interest is huge—because students realize they’re learning high-demand, cutting-edge skills in a job with long-term security and strong pay,” she said, adding that a 2020 study found that members of the original FAME class in Kentucky were earning an average salary of $95,000 within five years of completing the program.
• “When Jay and I go out and talk to students—especially during Manufacturing Day events—once they hear the pay potential and understand the work, interest skyrockets.”

Not on the sidelines: When it comes to AI, manufacturers aren’t simply watching events unfold, the NAM and MI told Axios.

• “We’re helping shape the future of AI,” Timmons said. “We’re using [AI] tools to expand capacity, drive investment, create jobs and grow wages right here in the U.S.”

A lookback: According to the latest report from the Manufacturing Leadership Council—the digital transformation division of the NAM—51% of manufacturers stated they already use AI, but 82% cite a lack of AI-ready skills as the top workforce challenge. The NAM recently proposed a series of policy recommendations for policymakers to drive AI development and adoption in manufacturing, which includes a recommendation on developing the manufacturing workforce of the AI age by supporting training programs and career and technical education institutions.