Javari Blade didn’t know much about manufacturing before entering the Early College, Early Career (ECEC) program at Cleveland’s Manufacturing Growth Advocacy Network (MAGNET).

In fact, Blade says all he knew was the industry had a reputation for being “dull, dirty and dangerous”—a perception the manufacturing sector has been battling for years.

“I was like, ‘I don’t know what this is, and I don’t know what it means,’” he says. Still, Blade decided to apply to ECEC in March 2022, during his junior year at Richmond Heights High School. “Actually, getting into the program opened my eyes.”

ECEC participant Javari Blade now has a full-time position at Swagelok, where he packages parts for shipmentHe spent 18 months at MAGNET’s Hough headquarters, among a group of fellow high-schoolers who wanted access into a burgeoning and increasingly high-tech marketplace. At ECEC, Blade and his peers learned professional development skills while enjoying paid internships at local manufacturing companies.

Hands-on training at Solon-based industrial fluid system products manufacturer Swagelok taught Blade how to handle a fast-paced working environment, he says. Though the internship taught essential technical skills, ECEC’s curriculum also focused on navigating tax returns and interacting with diverse personalities on the shop floor.

Blade, 20, now works full-time at Swagelok, where he packages parts for shipment nationwide.

“After ECEC, I had a job right away,” says Blade. “People recognize me from the program, but I’ve been working at Swagelok since I was 17. Some people are amazed when they hear that.”

Northeast Ohio producers are in constant need of skilled workers, a talent deficit that ECEC is filling with juniors and seniors from 14 area high schools, says Aram Nerpouni, MAGNET’s managing director of talent.

This year, 42 young men and women finished the two-year curriculum at MAGNET’s headquarters, housed in the former Margaret A. Ireland Elementary School at East 63rd Street and Chester Avenue.

Mentors from the manufacturing industry help participants juggle their internships, MAGNET training, and the challenges of a typical high school education. Time management skills and transportation assistance are part of the program's support services.

“Mentors are our secret sauce,” says Nerpouni. “Students have a person who knows their schedule and any barriers they have academically or at home.”

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MAGNET has created internships with nine local manufacturers, allowing students to earn high school credits while gaining practical experience. Launched at the nonprofit consulting firm in 2017, ECEC currently collaborates with businesses of all sizes, with more than 90% of graduates receiving an offer of employment at the end of the program. To date, ECEC has graduated 162 students from 14 high schools.

Each week, students spend three days in high school, one day in training at MAGNET, and one day working at their internships. ECEC was modeled after German apprenticeship programs that connect students to the workforce during their final two years of high school.

Aram Nerpouni, MAGNET’s managing director of talent“We want employers to know that they’re not just building a pathway for students, but finding kids who are excited about manufacturing,” Nerpouni says. “We’re making sure students have a solid learning experience and are getting support.”

Getting youth excited means dispelling the industry’s prevailing myths, adds Nerpouni. Traditional manufacturing is often viewed as a labor-intensive undertaking where beleaguered workers choke on dust from heavy machinery.

Yet, the rise of digital innovations such as robotics and artificial intelligence has transformed the sector globally, heralding the Industry 4.0 era of high-tech training and career opportunities. With baby boomers retiring, companies need a reliable and enthusiastic talent base to bridge the gap, says Nerpouni.

MAGNET's state-of-the-art facility, equipped with advanced manufacturing technology, is a cornerstone for these initiatives, according to Nerpouni. He also noted that ECEC has seen a decline in dropout rates since the headquarters opened in 2022.

“Students are getting an understanding of these different career paths and making an informed decision of where they want to work,” Nerpouni says. “Our goal is to make the connection between high school and manufacturing more robust.”

Onward and upward

ECEC prioritizes connecting students with project partners that provide practical skills training. Geoff Lipnevicius, senior manager of workforce development at global welding products manufacturer Lincoln Electric, says a trained workforce is needed for the robotics and automation technologies now enhancing operations worldwide.

A recent graduating class from MAGNET’s Early College Early Career pre-apprenticeship program, provides opportunities for students to work in manufacturing while in high schoolLincoln Electric has been with ECEC since the program’s inception, tapping into inner-city populations mostly unfamiliar with modern manufacturing. Company officials are not concerned about filling entry-level roles immediately—instead, Lincoln Electric is playing a “long game” with anyone considering their options.

“There’s the direct hire path, while other kids may be interested in getting engineering degrees, which also fits our future needs,” says Lipnevicius. “Or they may come back through community colleges. [All of these options] generate that direct pipeline.”

Lincoln Electric rotates interns through its key manufacturing areas. For instance, Lipnevicius notes that someone starting out in plastic injection molding may then be shuttled into steel stamping, machining and welding—all to provide a comprehensive understanding of what the company offers.

Students given full-time stock keeper positions earn $15 per hour, or they may do piecework where they are paid based on the number of units produced.

High-performing employees earn between $70,000 and $80,000 annually, with cross-training in other departments leading to even higher salaries.

Ultimately, ECEC is fostering a welcoming and upwardly mobile work environment, vital components for a sector that generates more than $125 billion in annual GDP, says Lipnevicius.

“You can either compete for talent, or you can work together and repopulate the pool with as much talent as possible,” he says. “We’re all in the same boat, so let’s work together.”