Fluid Power Journal

Notable Words

NFPA Career Connections – Making A Difference in Tomorrow’s Workforce

notable-LynnBeyerPrice Engineering. Thirty high school students. A tour. Fluid power classroom kits. Sharing. An internship. What does all this equal? The new NFPA Student Career Connections (SCC) program. The first SCC event took place at NFPA member Price Engineering in Hartland, Wis., on March 17, 2015.

The SCC program is a newly developed initiative from NFPA to get middle and high school students interested in fluid power, engineering, and manufacturing. It’s a wonderful way to connect with students and get more involved in the community, and the schedule can be adjusted to fit whatever time and resources the company has available. Here’s how a typical half-day program works:

  • Students and teachers from local middle or high schools get a tour of an NFPA member company.
  • A member from that company speaks to students about careers, what a day in the life is like, and how to get into the industry, etc.
  • Members work with students to put together a basic fluid power classroom kit.
  • The member company provides lunch (if time allows).
  • NFPA can provide teachers with a fluid power curriculum that has been used in several Project Lead The Way (PLTW) schools before the group leaves.


At Price Engineering, students from Arrowhead High School met in a conference room and got to see through video and a presentation what Price does and the different creative and innovative job opportunities available in the fluid power field. They broke into groups and got a tour of the company, talking to several employees along the way about what they do and seeing first hand how it gets done. After that, all the students and employees came back to the conference room and worked together to build a fluid power classroom kit. While they were doing that, pizza was brought in, and Price played videos of innovative and fun work being done in fluid power. A group of students even shared their video of a robot they created to compete in FIRST Robotics. Because of this event, one student got an internship at Price.


Everyone involved had a lot of fun, and some great student/industry connections were definitely made. For more information on how to host a Student Career Connections event at your company, contact me at lbeyer@nfpa.com or call 414-778-3364. I can work with a local school (that you are already involved with) to invite students and teachers, or with your help, I can find some new options. This program offers a lot of flexibility and can be made to fit whatever you have to offer students to get them interested and involved in fluid power.


By Lynn Beyer, Workforce Program Manager (Pre-College Programs), National Fluid Power Association (NFPA)

An Emerging Workforce Crisis for U.S. Manufacturers

robert-labombardA sound recruitment strategy can help small- and mid-sized manufacturers stay competitive in the hunt for talent

Manufacturing companies across the country are searching high and low for trained, experienced workers for drill press, welding, lathe, injection molding, and a myriad of other manufacturing positions. Despite rapidly rising salaries, an estimated 600,000 skilled jobs are unfilled according to the National Association of Manufacturers (NAM). The days of placing help-wanted ads, receiving multiple applications, and hiring the best from a slate of qualified candidates are long gone.

What happened? Slowly and gradually over the past 30 years, the number of workers with the required skills for manufacturing jobs has declined substantially. Here are some of the contributing factors:

  1. Foreign competition, and the shift of manufacturing south of the border or to Asia, resulted in millions of lost jobs. As result, younger workers were forced to look for jobs in other fields.
  2. The Information Age and rapid growth in technology produced high demand and plentiful jobs for people with information-technology skills.
  3. High schools and vocational schools shifted curricula away from metalworking, woodworking, and similar “shop” coursework and shifted resources into computer, software, and high-tech education.
  4. Public perception placed more emphasis on the four-year college degree and its pathway to a high-paying, so-called “white-collar” career. Fueled by more financial-aid money, college application and matriculation rates substantially increased.

These and other factors decimated the demand for training in skilled manufacturing trades among young people. Clearly, we’re paying the price today.

Despite the current situation, there is room for optimism in making the manufacturing trades more attractive. Consider these facts:

  1. According to government statistics, only about 55% of the people who enter college actually graduate within six years. While the cost of college is clearly an issue, it’s safe to say that college probably isn’t the best post-secondary educational option for a lot of high school graduates.
  2. Data from various sources indicates that as many as 80% of new college grads are leaving campus without professional jobs using their degree. While most will find jobs, it is estimated that as many as 50% will be underemployed.
  3. About 70% of new college grads don’t know where their education and skills can be applied in the workforce (i.e., they don’t know what jobs are a fit).
  4. The average entry-level job for new grads pays around $40,000—far less than what a skilled-trades job might pay for a high school grad at 22 with 3-4 years of experience.

A college education is still a fantastic investment for a lot of young people after high school. However, college is not the best option for everyone, as the above information suggests. While college is not the right answer for all high school graduates, I firmly believe that all of them should have some type of post-secondary education.

Success in any type of recruiting is all about the law of supply and demand. The more qualified candidates you have, the easier it is to fill open positions. With this in mind, industry groups and companies can do more to increase the supply of people with the right skills and education.

Here are five things that manufacturing industries can do now to increase the availability of skilled workers:

  1. Government, broadcasters, and industry associations could collaborate on advertising and/or public service announcements providing education on jobs and career opportunities available in manufacturing.
  2. Local chapters of industry groups and member companies could visit high schools and vocational schools to promote careers in their industries.
  3. Local chapters of industry groups and member companies could offer to provide financial support to fund the development of jobs-training curricula in the manufacturing trades.
  4. Companies could sponsor internships to support high school and vocational training.
  5. Industry professionals could support political candidates who support the manufacturing trades and the development of effective educational programs in the trades.

While these initiatives will not provide instantaneous payback, it doesn’t take long for an intern or apprentice to make an impact after receiving a two-year degree from a quality vocational technical college.

Manufacturing jobs are once again in high demand, offering great pay and attractive benefits. With interest in these jobs battered over the years, industry trade groups and member companies have much to offer and be proud of. The key to success moving forward will be to aggressively promote the opportunities available and to invest in high-quality educational programs. Once understood, for many younger job seekers, the manufacturing trades will be their career path of choice.

Robert J. LaBombard is the CEO for GradStaff, Inc. Serving a national client base, GradStaff provides an outsourced college-recruiting program to help hiring companies fill entry-level positions. LaBombard has over 30 years of business experience in the chemical, environmental, professional services, and staffing industries. For more information, visit www.gradstaff.com.

Fluid Power Mobile Technology – Past Achievements and Future Opportunities

David-ThunSince this is the off-highway issue, it seems like a good time to reflect on the advances made in the mobile industry over the last 46 years and two months—the time I spent at Power Systems before retiring in July 2014.

In 1968, the year I began my career, the ORBIT motor [developed by the Char-Lynn Company of USA (now Eaton)] was rated at a maximum output of 2,000 in. lbs. with a flow rate of 15 gpm. Today, ORBIT motors are approaching torque values of 100,000 in. lbs. with a 100-gpm flow rate. What is so interesting is that many of the patents on this technology date back to the 1950s. We could have had many of these unique products sooner if the machining technology would have been in place.

I am consistently amazed at how manufacturers continue to develop unique new products. For example, cartridge valve technology has exploded over the last 20 years. It would be interesting to come up with a complete list of all the variations of valves in the marketplace today. Proportional valves are my favorite. Many assumed they would become popular in the 1980s, but the technology was not in place to drive them and there was too much contamination in the hydraulic systems. If you use proportional valves, you need to seriously consider filtration levels of 15/13/11.

In my early years working in the industry, customers often regarded filtration as an unneeded expense. It took a long time to change the industry’s perception to recognize the filtration levels needed in the mobile hydraulics world. My eyes were opened in the 1980s when a log loader manufacturer in Minnesota went to six-micron beta 200 filtration and cut warranty expenses from $600,000 to $100,000 in one year! When the components did fail, contamination was not the problem. Rather, it was a warranty problem. Today, it is still estimated that 70 to 90% of all failures on hydraulic components are from contamination. We need to eliminate abrasion, erosion, adhesion, corrosion, and fatigue wear found in hydraulic systems.

The marriage of electronics and hydraulics is an exciting union that gained a lot of interest in early 2000. With this marriage, brute force can be achieved and controlled. I believe electronics drive the industry and certainly is here to stay. Become familiar with the terms Hall Effect and linear position sensors, CANopen, J1939, ISOBU, Multiplexing, TFT displays, and Codesys. These are some of the terms electronic wizards are using today. I am quite certain there will be additional terms added to this list in the near future.

Today’s customers are no longer looking for the lowest-priced component. Our customers are more concerned with productivity, reliability, and creative ideas that make their products unique. And to the end users of our products, it’s all about getting the job done faster with more accuracy and no downtime.

In the almost half century I worked in the industry, the most critical and positive change has been the growing relationship between manufacturers and distributors. We have figured out that we need each other! Working together leads to market share gain.

Yes, there have been many other developments and gains in fluid power. I have only highlighted a few of the critical advancements that have contributed to making our industry stronger. It’s a unique field; I am thankful for the opportunity to work my entire career in this fast-growing industry and to work with so many of you in contributing to that growth. There is more to come.

By David E. Thun. Reach David at davidethun@gmail.com.

Fluid Power Journal is the official publication of the International Fluid Power Society

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