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exposure to the business and related responsibilities,” said E.J. Kubick, executive vice president, MetalTek. “We find that the various rotations helps build a technical foundation. Engineers can learn how the entire operation works, while identifying where they would like to focus.” While in rotations, engineers can


apply to open positions as they come up. As a result, MetalTek typically fills vacancies with engineering talent already familiar with the company. “We rarely are out in the market


looking to fulfill an engineering posi- tion,” Kubick said. “We are familiar with the individuals and what they can do, so it’s a great way to ensure we’re filling positions with quality people.” Te relationship between the engineer and MetalTek is one that can evolve during the program’s duration, so the employee can find the most


“We find that the various rotations helps build a technical foundation.


Engineers can learn how the entire


operation works, while identifying where they would like to focus.” —E.J. Kubick, MetalTek


appropriate role, benefitting both par- ties in the long run. “We are relatively open to people


in different disciplines,” Kubick said. “We look for experience in materials and metallurgy but we also consider mechanical engineers and engineering sales backgrounds.” Having more than 15 engineers


in the three-year rotational program, MetalTek uses it to continually stock the company with talented people


working in a field that’s appealing. Tough employees will continue to leave every metalcasting operation, these programs represent steps forward in keeping acquired talent. “It’s a 50-50 shot. You have to


invest in them and they have to invest in you,” Ott said. “If you don’t offer the necessary opportunities to your important employees, they’ll find it on the outside. But if you do, you’ll make it easy for them to stay.”


Proper safety training and necessary personal protective equipment can improve emplyee retention. April 2016 MODERN CASTING | 35


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