Workforce Training Background

Transforming Workforce Challenges Into Opportunities

Comprehensive job creation and workforce transition program for displaced workers from SpartanNash, Steelcase, and Utz

Program Overview

Key Metrics

1,184+

Target Beneficiaries

Displaced workers from major layoffs

470

Direct Jobs

Permanent positions created

$43.9M

Annual Economic Impact

For the Grand Rapids region

Executive Summary

This comprehensive business plan outlines the development of an indoor soybean production facility specifically designed to address workforce displacement from major local employers including SpartanNash, Steelcase, and Utz.

The plan integrates multiple advanced frameworks to create a robust workforce transition roadmap that transforms economic disruption into community resilience and sustainable agricultural innovation.

27-Month Implementation

Timeline to full operation

Program Components

  • Multi-track training programs for 6 specialized areas
  • Partnership with GRCC, MSU, and local organizations
  • Career advancement framework with 4 progression levels
  • Comprehensive risk mitigation strategies

Training Program Architecture

Six specialized tracks designed to match displaced workers' backgrounds with indoor farming requirements

Hydroponics & Soilless Agriculture

12-week program for 150 participants

  • • Nutrient management
  • • pH control
  • • Hydroponic systems

Facility Operations & Maintenance

16-week program for 200 participants

  • • HVAC systems
  • • LED lighting
  • • Automation equipment

Quality Control & Food Safety

8-week program for 100 participants

  • • HACCP protocols
  • • Organic certification
  • • Testing procedures

Logistics & Supply Chain

10-week program for 150 participants

  • • Distribution networks
  • • Inventory systems
  • • Cold chain management

Data Analysis & Crop Monitoring

14-week program for 80 participants

  • • Sensor systems
  • • Data analytics
  • • AI monitoring

Leadership & Farm Management

18-week program for 50 participants

  • • Operations management
  • • Financial planning
  • • Team leadership

Job Creation & Career Pathways

470 direct jobs across 8 categories with clear advancement opportunities

Employment Categories

Crop Technicians (120 positions)

Entry Level: $18-22/hour | Experienced: $24-28/hour

Facility Operators (90 positions)

Entry Level: $20-25/hour | Experienced: $27-32/hour

Quality Control Specialists (40 positions)

Entry Level: $22-28/hour | Experienced: $30-38/hour

Maintenance Technicians (60 positions)

Entry Level: $24-30/hour | Experienced: $35-42/hour

Logistics Coordinators (45 positions)

Entry Level: $22-28/hour | Experienced: $32-40/hour

Data Analysts (35 positions)

Entry Level: $28-35/hour | Experienced: $40-48/hour

Supervisors/Managers (40 positions)

Entry Level: $65K-75K | Experienced: $80K-95K

Administrative Support (40 positions)

Entry Level: $16-20/hour | Experienced: $22-25/hour

Career Advancement Framework

1

Entry Position (0-6 months)

On-the-job training, basic certification, mentorship

2

Experienced Worker (6-18 months)

Advanced skills, cross-training, leadership prep

3

Specialist/Supervisor (18-36 months)

Team leadership, advanced certification, management training

4

Senior Management (3+ years)

Department leadership, strategic planning, mentoring

Economic Impact Analysis

Quantifiable benefits for the Grand Rapids community

846

Total Jobs Created

Direct and indirect employment

$43.9M

Annual Wage Impact

Combined direct and indirect

$2.93M

Tax Revenue

Annual generation for community

340%

5-Year ROI

Community investment return

Investment Breakdown

Training Investment

$2.19M
  • • Federal grants: 60%
  • • State funds: 25%
  • • Private partnerships: 15%

Infrastructure

$15-20M
  • • Facility construction
  • • Equipment installation
  • • Technology systems

Community Development

$3.67M
  • • Local business support
  • • Engagement programs
  • • Educational partnerships

Implementation Timeline

27-month roadmap to full operation

Phase 1: Assessment & Outreach

Months 1-2

  • • Worker assessments (500+)
  • • Skills inventory
  • • Community outreach
  • • Partnership initiation

Phase 2: Partnership Development

Months 3-5

Phase 3: Training Program Launch

Months 6-11

  • • First training cohorts
  • • Instructor certification
  • • Industry mentorship
  • • 300 participants enrolled

Phase 4: Facility Construction

Months 12-23

Phase 5: Initial Hiring & Training

Months 24-27

  • • Priority hiring of graduates
  • • On-site operational training
  • • Quality system implementation
  • • 200 workers operational

Phase 6: Full Operations

Month 28+

Join Our Workforce Transformation Initiative

Whether you're a displaced worker seeking new opportunities or a partner interested in supporting our mission, we welcome your involvement.