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August 4th, 2011 | 
Author: Top High School Students Gain Real World Engineering Experience at the Savannah Engineering Academy Hosted by Georgia Tech Savannah
Savannah, GA (PRWEB) June 24, 2011
A week long summer camp consisting of engineering seminars and hands-on learning sessions got underway Monday, June 20, 2011 at the Savannah Engineering Academy hosted by Georgia Tech Savannah. The Academy is a program for the advanced teaching of science and engineering that incorporates and highlights industry experts from organizations such as Gulfstream, Standard Concrete Products, EFACEC and the U.S. Army Corps of Engineers, to name a few. Each day, the Academy showcases different engineering disciplines with subjects and activities pertaining to aerospace, civil, computer, electrical, environmental, manufacturing, mechanical, structural, and water resource engineering.
With only 30 slots available, students chosen for the Savannah Engineering Academy go through a highly competitive selection and application process. In addition to providing teacher recommendations, students have grades at the 80th percentile or better in all mathematics, engineering, technology, and science classes. The 2011 Academy includes students from the following schools in Georgia and South Carolina: Brentwood School (Sandersville, Ga.); Bulloch Academy (Statesboro, Ga.), Effingham County High School (Springfield, Ga.) , HV Jenkins High School Honors Academy (Savannah, Ga.); Landmark Christian High School (Newnan, Ga.); Liberty County High School (Hinesville, Ga.), Richmond Hill High School (Richmond Hill, Ga.), Robert W. Groves High School (Garden City, Ga.); Savannah Arts Academy (Savannah, Ga.); Savannah Christian Preparatory School (Savannah, Ga.); Savannah Early College (Savannah, Ga.), South Effingham High School (Guyton, Ga.); St. Andrew’s School (Savannah, Ga.); Vidalia High School (Vidalia, Ga.); and Wade Hampton High School (Varnville, S.C.).
“This program exposes students to various facets of engineering,” says Patricia Potter, Georgia Tech Savannah program manager and coordinator for the Savannah Engineering Academy. “Students really enjoy the experience as it helps them prepare for their college studies and a potential career in engineering.”
Day one of the Savannah Engineering Academy entailed a discussion of civil engineering conducted by Mike Zaitz of Hussey, Gay, Bell & DeYoung, Dawn Morgan of Collins Construction and John Panhorst of Spatial Engineering, Inc. After an introduction to the day’s events and concepts, the students were transported from the Georgia Tech Savannah campus to Standard Concrete Products and given a tour of the facilities. Upon returning to the campus, students were divided into two groups and alternated between activities that helped demonstrate the importance of survey groups and structural engineering.
“This year’s Savannah Engineering Academy is taking a notably different approach than those of years past,” says Potter. “This year, we’re making a greater effort in explaining the relevance and importance of the concepts and materials that the students will be exposed to.”
On day two of the Academy, Gulfstream’s AIAA members took students through an engineering challenge and a tour of the manufacturing facility. Students had a chance to talk with a diverse array of employees and co-op students while working on a classroom project. Gulfstream engineers provided real-world explanations and showed students the pros and cons related to each issue.
“This is a great opportunity to get youth and teachers excited about Science, Technology, Engineering and Mathematics (STEM),” says Miriam Hodesh, community relations specialist for Gulfstream. “The students involved with the Savannah Engineering Academy are passionate about engineering, and as a host, Gulfstream can inform and educate students about our diverse career options. For these high school juniors and seniors who are especially interested in engineering, we want to share the many possibilities available to them in flight sciences, custom engineering, aircraft systems, structural design, completion and other career paths.”
Days three and four included tours and engineering exercises at the City of Savannah Water Treatment Facility and at EFACEC, a Portuguese company that manufactures large power transformers at its Rincon, Ga. facility. Students also conducted a concrete crushing exercise, built a water filtration system, worked on constructing power transformers, and soldered circuits for LED flashlights.
The final day of the Savannah Engineering Academy focuses on water resource management and is led by Beth Williams of the U.S. Army Corps of Engineers, Savannah District. The Army Corps of Engineers helps with the camp annually as part of its community outreach program. The day begins with a brief overview of the Army Corps of Engineers followed by a riverboat tour of engineering projects taking place along the Savannah River. Additionally, students will learn about the Savannah River’s role as a shipping channel and an estuary with a unique system of tidal creeks, rivers and marshes. Topics that will be discussed include dredging, water quality and the Corps’ harbor deepening project. The day concludes with a panel discussion and awards ceremony.
“Seeing young people get excited about science and engineering makes all the effort worthwhile,” says Williams. “This camp can lead them to the type of rewarding career so vital to the nation and our region. We try to provide an opportunity for the students to learn about what is going on in their community as well as what engineers actually do every day, which gives them a perspective that they might not have had otherwise. We try to make the learning experience memorable and—more importantly—fun!”
The Savannah Engineering Academy is made possible by Georgia Tech Savannah, Armstrong Atlantic State University, the Savannah-Chatham County Public School System as well as many local companies, professional organizations, and professional engineers who volunteer their time, talent and energy to benefit academy students. Partners include the City of Savannah; Collins Construction; EFACEC; Georgia Ports Authority; Gulfstream; Home Depot; Hussey, Gay, Bell & DeYoung Engineering & Architects; MegaWatt Laser; Spatial Engineering; Stage Front Presentation Systems; Standard Concrete Products; Terracon; Thomas & Hutton Engineering Company; and the U.S. Army Corps of Engineers, Savannah District. Professional organizations include the Institute for Electrical and Electronics Engineers; National Association of Women in Construction; and the Society of American Military Engineers.
For more information about the Savannah Engineering Academy, visit:
http://savannah.gatech.edu/community-relations/k-12-outreach-programs/savannah-engineering-academy
Read the Media Advisory sent on June 15, 2011
Photos of the Academy are available upon request. Please contact Nikki Troxclair.
About Georgia Tech Savannah:
Georgia Institute of Technology, also known as Georgia Tech, is one of the world’s premier research universities. Ranked the 12th best engineering and information technology university in the world by the Times Higher Education-QS World University Rankings and seventh among U.S. News & World Report’s top public universities, Georgia Tech has more than 20,000 students and is among the nation’s top producers of women and minority engineers. Georgia Tech Savannah provides important outreach services to the local and regional community. Through the development of campus programs and participation in community outreach, Georgia Tech Savannah supports and encourages students, teachers and life-long learners in their understanding and appreciation of engineering and related fields.
http://savannah.gatech.edu
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If I asked you whether your goal is to always hire top performers, which w to otherwise? You say? My guess is that you say with enthusiasm: “Yes” But in reality? T. . . and let’s be honest. . . what percentage of new hires tats? floor lord again top performers? I bet it is much less than you were f? R recording. There are a lot of size? Nde why this is happening, and f? R those of you who know me and read my blogs and articles, you white t that I have a? Am convinced Anh? Receiver to pre-hire reeving ? estimates to know that you “really” setting. In this article we will show how much you lose when you are just average performers rather than hire top performers. They are removed when you see this to be blown. My hope is that you wake up and you say, “I need to ensure that I am really hire top performers … Not only is talking about?.” OK, here we go. . . A study (1) was some time ago that f done? Hrte to a model that employers can use to calculate how much it cost if you have less than top performers. For example, if you are on your management and skilled workers are looking for, the study found that top performers produced 48% more than the average worker! And that means that t, where the average salary of a manager or professional staff concerning? Gt $ 60,000, it costs you 48% or $ 28,000 per year, by setting an average worker will be a top performer! Suppose you are a small company with only 10 people at this level, there? the potential exposure your profits mean k? nnte up to 280,000 $ per year if you only average people! The k nnte? A devastating effect on your R? Ability, in the business ftsleben long term stay. It gets even worse if some of your staff at this level are less-than-average performers (non-manufacturer). They produce 96% less than your top employees! F? For each of these with your costs the same average wage? About w? Rde be a whopping $ 57,600! What about your skilled workers? Well, f? R skilled workers, the study found that the top performers 32% more productive more productive than average performers and 64% higher than the non-producer! And if you have unskilled or semi-skilled workers, better than the top performers of the average worker by 19% and the non-performer by 38%! Following are the figures: ** Management / specialists ** ’Average’ workers output = 48% more than ‘non-producers ’Superior’ workers output = 48% more than “average” ’Superior’ workers output = 96% more than ‘non-producers ** ** Fachkr? Ftenachwuchs ’Average’ workers output = 32% more than ‘non-producers ’Superior’ workers output = 32% more than “average” ’Superior’ workers output = 64% more than ‘non-producers ** Unskilled / semi-skilled semi-skilled / Workers ** ’Average’ workers output = 19% more than ‘non-producers ’Superior’ workers output = 19% more than “average” ’Superior’ workers output = 38% more than ‘non-producers Let’s look at an example of how this plays f r is a small business? * 50 unskilled / skilled workers with an average j incomparable a salary of $ 20,000 * 25 skilled workers with an average j incomparable a salary of $ 40,000 * 10 agencies with an average j incomparable a salary of $ 60,000 The cost of f r with “average” versus ‘Superior’ artists of the assumptions about the average salary w rde look like?: Unskilled – ($ 20,000 x 19%) x 50 = $ 190,000 Qualified – ($ 40,000 x 32%) x 25 = $ 320,000 Management – ($ 60,000 x 48%) x 10 = $ 288,000 Total potential exposure = $ 190,000 + $ 320,000 + $ 288,000 = $ 798,000 or 31% of the payroll! What do these numbers is that when you hire top performers, you beautiful tten money down the drain. Whether your business is big? or small, can kill m? impact can be huge compared to your bottom line. It is even gr? It if some of your employees are not producers. Each time you replace an average performer with a top performer, you have a positive, measurable financial impact on your wallet. Your challenge is to make every effort k? You can, whether it transportations are settings, Carrier’s or the development of people, the focus in selecting top performers. So what k? You can do today to assure you, dramatically improve the chances f? R they? Top performers in worse condition? F or rent? Rdern people who fit the job and the company. What does this mean? I am? Talk about the use of assessment tools k? You can determine how closely a candidate meeting the profile of your Leistungstr hunter is already in the labor market. I am not only represent? To talk about, skill F?, Education Bridge, work for history and the other St? On their resume. . . ? I am happy about their fit with the job and with the company based on the following conversation ch? * Your learning style, their cognitive F? Abilities bound ? * Your Kerngesch ft behavioral characteristics (this is different, they say about their people nlichkeit with tools such as DISC and Myers-Briggs -? Have never f r the setting, because f never r validates the prediction of success in the job should be used) * Your professional interests. improve the basis of this information along with reference checks and background checks drastically f you r the worse condition your chances of top producers, their corporate culture and job fit -? really important f r t the productivity and retention. In fact, studies have shown that doing without these things, you only have a 15% chance of hiring the right person to? Over at least a 75% chance if you use these tools. Not only will you be the best f? To your business, you have to keep it easier because they fit the culture of your company and the job. Warning: Not all assessment tools are the same. Make sure the tool you will st? FULLY f? R its reliability? Liquid and validity G? Predicting success examined in the labor market. This is crucial! Also, the Labor Department says so! Follow this method in the attitude and carriage shall process and prevent you will lose real dollars. The increase in productivity? Tonnes per Besch? Ftigten and reducing the costs of expensive Ums? Tze are always in a st? Result Amplifier line over time. (1) Source: “The G validity and utility of selection procedures in personnel psychology: Practical and theoretical implications of 85 years of research” Psychological Bulletin, September 1998, Vol 124, No. 2, pp 262-274.
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