Plastics : Skilled Labor Shortages in the plastic industry

Understanding the Challenge:

The plastics manufacturing industry faces a persistent shortage of qualified process technicians, the skilled professionals who operate, troubleshoot, and optimize the complex machinery used to produce plastic products. 

This shortage affects companies across the sector, from injection molding facilities to extrusion operations.

Root causes of the shortage:

1. Aging workforce demographics:

• The current generation of highly experienced process technicians is reaching retirement age, with industry surveys showing that approximately 25% of plastic processing technicians are expected to retire within the next five years.
• Example: a mid-sized injection molding company in Ohio reported that 40% of their senior technicians were over 55 years old, with no clear pipeline of replacements available.

2. Technical education gaps:

• Many technical schools and community colleges have reduced or eliminated specialized plastics processing programs over the past two decades.
• Example: in Pennsylvania, a state with a high concentration of plastics manufacturers, the number of technical programs specifically focusing on plastics processing has declined from 12 to just 3 in the past fifteen years.

3. Industry image problems:

• The plastics industry often faces perception challenges that make it less attractive to young talent compared to other technical fields.
• Example: a survey of high school seniors showed only 2% considered careers in plastics manufacturing, compared to 18% interested in information technology and 12% in automotive technology.

4. Increasing technical complexity:

• Modern plastics equipment requires increasingly sophisticated skills, combining mechanical knowledge with electronics, programming, and materials science.
• Example: a process technician today needs to understand not only mechanical operations but also how to program and troubleshoot computerized control systems that weren't part of the job description a decade ago.

Impacts on plastic panufacturers:

Production efficiency losses:

• Without qualified technicians, companies experience longer machine setup times, more frequent quality issues, and higher scrap rates.
• Example: a custom molder in Texas reported that machine downtime increased by 22% during a six-month period when they operated with three unfilled technician positions.

Innovation constraints:

• Companies delay implementing new technologies due to concerns about whether their workforce can effectively operate advanced equipment.
• Example: a packaging manufacturer postponed a $2.5 million investment in new high-speed extrusion equipment because they couldn't find technicians skilled enough to run it efficiently.

Increased training costs:

• Manufacturers must invest more in training less-qualified workers, with longer ramp-up times before new hires become productive.
• Example: a medical device components manufacturer estimated spending $45,000 per new hire in training costs, compared to $15,000 five years ago.

Solutions and strategies:

1. Apprenticeship programs:

• Structured on-the-job learning combined with classroom instruction has proven effective in developing skilled technicians.
• Example: Toner Plastics in Massachusetts created a two-year apprenticeship program that pairs new hires with senior technicians, resulting in a 90% retention rate among program graduates.

2. Educational partnerships:

• Collaborating with local community colleges to develop curriculum that addresses industry needs.
• Example: a consortium of plastics manufacturers in Michigan partnered with Ferris State University to create a specialized certificate program in plastics processing, providing equipment, guest instructors, and guaranteed interviews for graduates.

3. Technology-enhanced training:

• Using virtual reality, augmented reality, and simulation tools to accelerate skill development.
• Example: Itekni-Plex implemented VR-based training for injection molding setup procedures, reducing training time by 40% while improving knowledge retention by 35%.

4. Internal career pathways:

• Creating clear advancement opportunities for entry-level employees to develop into technicians.
• Example: Berry Global established a structured pathway program where production operators can advance to assistant technician and then full technician roles through a combination of on-the-job performance and completing specific training modules.

5. Competitive  compensation packages:

• Reviewing and adjusting compensation to reflect the true value of technical skills.
• Example: after struggling to fill positions for months, a PVC pipe manufacturer increased their starting technician wage by 18% and added performance bonuses, filling all open positions within 60 days.

6. Workforce diversity initiatives:

• Expanding recruitment efforts to tap previously underrepresented talent pools.
• Example: a collaborative initiative by the Plastics Industry Association to attract women to technical roles resulted in participating companies increasing female representation in process technician positions from 8% to 22% over three years.

Measuring success:

• The most effective companies track specific metrics to evaluate their progress in addressing the skilled labor shortage:
• Time-to-fill for technician positions (industry average: 93 days)
• New hire retention at 1-year and 3-year marks
• Percentage of positions filled through internal advancement
• Training cost per new qualified technician
• Machine downtime related to operator error or knowledge gaps

Long-term industry initiatives:

Industry image campaigns:

• Collaborative efforts to rebrand plastics manufacturing as a high-tech, sustainable industry.
• Example: The "Modern Manufacturing" campaign brought plastics industry representatives to high schools across Wisconsin, reaching over 5,000 students and resulting in a 45% increase in applications to related technical programs.

Standardized certification programs:

• Creating industry-recognized credentials that validate specific technical competencies.
• Example:  Society of Plastics Engineers developed a tiered certification program for process technicians that has been adopted by over 200 companies as their standard for technical qualification.

Conclusion:

The skilled labor shortage represents one of the most significant challenges facing the plastics industry today. 

Companies that implement comprehensive strategies, combining educational partnerships, internal development pathways, and competitive compensation, are demonstrating the most success in building sustainable technical workforces.

While the problem remains significant, these targeted approaches are helping leading manufacturers maintain their competitive edge despite the challenging labor market.