How to Change a Lifetime in 12 Years

Southwire Co.’s roots date back to 1937 when Roy Richards started a company to erect power poles. On March 23, 1950, Richards founded Southwire with three used machines and a 12-person team in Carrolton, Ga. Over the years, Southwire has grown to become the second largest wire and cable manufacturer globally and largest in the United States—the company says it produces half of the cable used to transmit and distribute electricity throughout the nation, and about 50% of all new homes built in the country contain its wire.

The family-owned business, which delivers power to millions of people, has more than 9,000 employees throughout the world and 64 facilities within the U.S. The company prides itself on its “ONE Southwire culture,” which prioritizes the interests of team members, customers, communities and shareholders through a commitment to empowerment, trust, consistency and inclusion.

But it hasn’t always been smooth sailing, especially when it comes to attracting talent. By 2006, the situation was nearing a breaking point at the company’s Carrolton facilities.

Upon further investigation, it was discovered that the main reason students didn’t finish high school was due to dire economic positions, which necessitated that they find work instead. As a result, the company partnered with the Carroll County School System to develop a solution that addressed educational needs and provided a place for students to work and earn a good wage, says Cameron Searcy, plant manager for Southwire’s “12 for Life” facility.

Launched in January 2007, the 12 for Life program combines traditional classroom instruction with jobs inside a real manufacturing plant. Students work part-time while earning work-based learning and academic high school credits.

The program is a viable alternative for students who would otherwise drop out of school to become breadwinners, keeping food on the table and shelter for their families, Searcy says.

Work-Based Learning

“Our purpose is to positively change the lives of students,” adds Joel Grubbs, who serves as site supervisor and principal for the program at the 100,000-sq-ft (930-sq-m) 12 for Life facility. He’s joined by seven other school district staff members, including teachers and counselors.

Grubbs explains that before the program began, only six out of 10 adults applying to Southwire had a high school diploma, which the company required. “At the time,” Grubb says, “our local graduation rate was 65%, and the graduation rate for economically disadvantaged students was 54%.” The 12 for Life program serves as a bridge to connect education and training resources to employment through hands-on learning.

Students work one of three shifts (8 a.m. – noon, 1 p.m. – 5 p.m., or 5:30 p.m.– 9:30 p.m.) producing 1.3 to 1.5 million lbs. of copper wire per month for retail giants such as Home Depot, Lowe's, Menards, Ace Hardware, and Walmart. A fourth shift comprised of program graduates runs from 11 p.m. to 7 a.m.

Students earn $12 per hour base pay, with a $1 per hour bonus if they work all scheduled hours in a given period. They get a $1-per-hour pay raise after completing one year in the program. Additionally, students can earn a $300 bonus for achieving a 3.0 GPA and a $400 bonus for a 4.0 GPA at the end of each semester.

Students are recommended for the program by their high school counselors, with priority given to the highest-risk students based on a rubric of credit deficiency, attendance, economic hardship, and behavior. To qualify, students must be 16 years old before their interview date, pass a drug screening, have no violent or sexual offenses on their school record, and be able to lift 25 lbs. (11 kg) and stand for a four-hour work shift with a 15-minute break.

“Our students were on a path to not graduate, but the intervention of this program rights the ship, and now their performance and their way of being is one that produces results,” Searcy says. “What I see from students exiting the program is someone who values the opportunity.”

Course Correction

All 12 for Life students must attend rotation classes either before or after their work shift. The four rotations are:

• Professional skills
• Financial literacy
• Scientific research
• Manufacturing technology

Once students are in the program for a full year and have completed all four rotation classes, they are put into another class that specializes in reading and math skills. Seniors in this group receive instruction that focuses on resume building, networking skills, and mock interview training.

“Part of what the program is teaching students is professional skills, interview skills, financial literacy, and so on,” Searcy says. “When they’re on site and they move on to a full-time position, they have a greater readiness for that role, versus somebody who’s first job might be at Burger King or something similar.”

Students who fail to attend a rotation class are given a mandatory day off from work. This means that they can only work if they remain active in the classroom.

Upon completing three semesters, 12 for Life students will fulfill the requirements for Georgia’s Manufacturing Pathway, which is designed to help businesses in the state connect with skilled, young local talent. The program provides students an opportunity to earn as many as three career-ready diploma seals: Employability/Soft Skills, Pathway Skills and Leadership Skills.

Students in the 12-for-Life program are also working toward completion of Georgia’s Youth Apprenticeship Program (YAP), which prepares them for a high-skill occupation requiring an industry credential. To complete the program, students must obtain 720 hours of on-the-job training and earn an industry-recognized credential.

Lasting Outcomes

Starting as a partnership between Southwire and the Carroll County School District, the program has grown to include several school districts in Georgia and Alabama, with more than 3,000 students graduating from the 12 for Life program. In 2024, the graduation rate for Carroll County schools topped 97% overall and reached nearly the same level for economically disadvantaged students.

For the past two years, the 12 for Life program has integrated Tooling U-SME courses into its curriculum, after becoming aware of the platform during the COVID-19 pandemic.

“From the fall of 2020 to the fall of ‘21, we were out that whole school year,” Grubbs notes. “So, we worked with Southwire and said ‘Look, they’re off work so what can we do?’ We got in touch with West Georgia Technical College through their adult education program, and that’s where I found out about Tooling U-SME and their certified manufacturing (SME CMfgA) certification.”

During the pandemic, 12 for Life participants relied on Tooling U-SME courses in lieu of work-based learning. The success rate of the 40 students surpassed expectations, with a 60% pass rate vs. 20% in previous years on their “end-of-pathway” exam, a requirement for completing Georgia’s Manufacturing Pathway.

“What that told me was that Tooling U-SME gave them access beyond their work-based learning,” Grubbs says. “What was happening was these students were taking Chromebooks home, and they were doing extended study.” Since incorporating Tooling U-SME courses into the curriculum, the end-of-pathway assessment has enjoyed a consistent 50% pass rate, according to Grubbs.

“Our students don’t look at this program as being a charity; they look at it as something that they get to do versus something that they have got to do,” Searcy says. “The passion that our students have, that joy that you see on their faces from some of the things the program offers, really speaks volumes to what our job is here ... to build better lives through education, employment, and opportunity.”

The success of 12 for Life has led other companies to tour Southwire’s operations. As a result, Grubbs says, Textron, Ankerpak, Tiger Launch and Gorden Corp. have launched their own work-based learning programs with similar success.