Nearly four years ago, Heidelberg USA re-launched its Apprenticeship Program in response to the growing shortage of skilled labor in the country. The vocational training initiative, designed to cultivate a new generation of field service technicians, has already proven successful, with several graduates now employed full-time by Heidelberg. Currently, the program is training 25 apprentices across its sheetfed, postpress, and Gallus product lines – its largest group to date. With plans to hire an additional eight apprentices within the year, the program is not only filling a critical skills gap but also serving as a model for how companies can invest in their future workforce.

The Future Workforce

The Heidelberg Apprenticeship Program spans 18 to 36 months and combines classroom instruction at the company’s Print Media Performance & Training Center (PMPTC) in Kennesaw, GA and hands-on field training alongside a journeyman mentor within Heidelberg’s extensive network of service technicians. Apprentices are hired throughout the year, often beginning in the field and returning as a class to the PMPTC for a Fundamentals Training Course that covers every operating, electrical and mechanical function on a Heidelberg press in addition to pneumatics, software, and application.

“Bringing them in as a group helps build camaraderie and even friendly competition,” says Kimberly Wicker, skills development supervisor for Heidelberg. “This dynamic empowers them to rely on each other. Even as they move across the country, they frequently connect to share tips and troubleshooting challenges together.”

Heidelberg brought Wicker on board 18 months ago to support its Apprenticeship Program and other training initiatives. In addition to assisting with the hiring process, Wicker serves as a liaison and mentor for apprentices once they are hired. Her role helps apprentices – many of whom are new to both the company and the print industry – build a strong connection to Heidelberg. With retention critical to the program’s success, Wicker’s partnership with Training Manager, Rogers English, represents a new approach for Heidelberg.

“They really rely on Kimberly, especially in the early stages, for approval to ensure they’re meeting requirements,” comments Mike Koeberlein, VP of lifecycle operations for Heidelberg. “She keeps everything on track and ensures service managers stay engaged with the apprentices.”

Third year electrician apprentice Avery Maples joined the program with a background in automotive mechanics, electrical work, and heavy equipment operation. Compared to his previous roles, Maples says, “I enjoy the level of autonomy that we are given, as if it’s a test to see how we will perform in our career after graduation. While I specialize in sheetfed presses, I’m eager to learn about all areas of printing, from postpress to prepress, and how essential printing is to our daily lives. I’m excited to become a valuable asset for the industry and for Heidelberg.”

Apprentices are paid throughout the entire training period along with receiving per diem for travel and food, their own set of tools, and the ability to qualify for a company-paid car. Each apprentice is able to graduate the program at his or her own pace. After demonstrating mastery of a pre-defined list of technical skills, the apprentices will begin as trained service technicians specializing in one of Heidelberg’s many product areas with the opportunity to have lifelong career growth with the company.

Developing Well Rounded Technicians

As the availability of printing-focused programs in high schools and technical schools shrinks, Heidelberg is now targeting individuals with backgrounds in fields such as electrical, telecommunications, and automotive mechanics for its Apprenticeship Program. In addition to be technically inclined, candidates for the program must have a strong aptitude for problem solving.

For second-year electrician/mechatronic apprentice Devin Gill, this combination of technical skill and the critical thinking was a key factor that drew him to the Apprenticeship Program. He explains, “Over the years, I’ve realized the true satisfaction that comes from applying skill and knowledge to physical tasks.” With a background as both a painter and technician for a major telecommunications company, Gill said, “Heidelberg recognized my work ethic and passion for technology and innovation. They saw my potential to expand my knowledge and experience while contributing to the growth of the company’s passionate workforce.”

Gill’s background exemplifies Heidelberg’s mission of developing well-rounded technicians who not only understand the technology but also embrace the continuous learning required in the field. While apprentices apply to work within a certain product area during the hiring process, Koeberlein says that the program offers flexibility if an apprentice develops a passion for working with a particular type of equipment during training.

A Strong Example

Currently, Heidelberg USA boasts 25 apprentices at varying stages of completing their training. Of that, nine new hires are set to begin their Fundamentals Training course at the PMPTC in April. While the classes continue to grow, Heidelberg remains proactive in its efforts to refill its diminishing service force with a goal of having two classes of ten students per year.

Koeberlein adds, “The workforce is different today. People don’t often stay someplace for 20 or 30 years anymore, so we’ll need to continue to refine our program based on that dynamic as well.”

Prior to the start of the Apprenticeship Program, many Heidelberg customers were fearful of service continuity after their experienced technicians retired. Now, they are reassured seeing the apprentices in their plants. In the future, Heidelberg hopes to partner with its customers in its training and development efforts. “There are very few apprenticeship or even training programs available in the printing industry,” Koeberlein concludes, adding, “I believe the industry is counting on us to set a strong example.”