Williams Academy

CASE

Williams offers a comprehensive line of quality plumbing, civil construction, HVAC, green energy, engineering, fabrication, and service solutions to meet the needs of just about any building project. Williams is one of the largest job creators in Montana and has over 300 employees

CHALLeNGE

The organization sought a cost-effective way to train operators during slower winter seasons. They faced challenges in reducing the learning curve for new equipment operators and engaging the future workforce.

SOLUTION

Simulators were introduced to train current employees on new equipment, minimizing on-site disruptions. Additionally, they were used at community and school events to spark interest in trades among youth and establish connections with educational programs.

RESPONSE

The simulators facilitated entry into school trade programs, boosted name recognition within the local workforce, and became integral to their apprenticeship program.

BENEFITS

The simulators enhance muscle memory, workflow understanding, and operator confidence in a safe environment 

FUTURE

The organization envisions a three-phase plan:

1. Train and upskill current employees, transitioning laborers into Level 1 operators efficiently and safely.

2. Strengthen recruitment by exposing youth to trades early and solidifying their reputation as a workforce-focused company.

3. Leverage simulators alongside outdoor training grounds to expand skill development and promote community recognition for their investment in employees.

"When we experienced the Tenstar product, it was easily far and above the competition. It has exceeded out expectations..."

JOSH MONTANYE

Executive Vice President at Williams Companies

What led you to explore the use of a simulator?

We originally looked at simulators as a cost-effective training method for our operators to learn new skills in the winter season when construction is slower. We had hopes that it would also serve has preparation for the future of technological development as it leads toward remote operators working from screens offsite. 

 How are you utilizing your simulator?

Through the first season with simulators, we are primarily utilizing them for current employees who are moving to equipment they have never operated to curb the learning curve away from the active jobsite. Additionally, we are taking them to community events and school to expose kids and teens to the trades in a fun and engaging way. They have acted as our gateway into school trade programs to engage with kids and educate them about career opportunities in the trades. 

 What impact has the simulator had for you?

The simulators have opened many doors to gain access and name recognition with the local future workforce. We have incorporated them into our Heavy Equipment Operator Apprenticeship to allow for new operators to gain seat experience. They are a great experiential way to engage stakeholders into what we are promoting in Williams Academy in a matter of minutes vs. anything else we could do with our other trade apprenticeships. 

What benefits have you noticed?

The course work certainly improves the muscle memory for controls, checking mirrors, and understanding workflows. It decreases the anxiety level of new operators getting to learn the movements of a machine in a safe environment. We have also added additional trainings that we did not originally intend such as forklift training and CDL training. 

 What kind of feedback have you received?

I personally spent a year searching for simulators which I believed to be worth the investment. When we experienced the Tenstar product, it was easily far and above the competition. It has exceeded out expectations regarding the course training you have established for people to learn one step at a time. From the graphics and responsiveness of the hardware to the user-friendly interface, it has made it easier for us to select activities to use for demonstrations. 

What is your outlook on the future of simulators?

I look at the simulators as a three-phase use case. Phase one is to develop and provide career opportunities for our current employees. This winter will be our first season of training with the simulators in-house. We plan to strategize how to move 80% of our laborers into level 1 operators by the spring. Our intent is to use the Tenstar simulators in combination with our outdoor training grounds to provide a safe and cost-effective path for employees to learn new skills away from an active jobsite. Phase two is advance our recruitment pipeline with early expose to the trades, to our trade school, and our name recognition in our communities. We want to be the identifiable logo for job seekers, while also making it clear that Williams invests in our employees. Lastly, phase three will roll out in 2025, which is to incorporate the simulators into onboarding new employees to help with skills assessment and proper placement within our teams.