BUSINESS OFFICIALS TEACH THE TEACHERS

CAPE GIRARDEAU -- Bob Renschen, technical education manager for Procter and Gamble Co., gave business teachers from Southeast Missouri a simple plan Friday to equip their students for business.

"They need to be able to numerate, think critically, be literate, and they need the ability to learn to learn," Renschen said. "You give us those people with those kind of skills and you've done your job."

Renschen and two other local business representatives addressed business teachers that were participating in the Southeast Missouri District Annual Teacher's Meeting here Friday.

The business education session was one of nine departmental meetings that were held as part of day-long conference.

Phyllis Lewis, office manager for Cardiovascular Consultants of Cape Girardeau, and Sue Crader, director of personnel for Drury Industries, joined Renschen at the business education meeting. All three professionals outlined the traits their respective companies seek in prospective employees.

"We're always looking for good people who are willing to work hard for our company," said Crader.

She said Drury Industries, a nationwide motel chain based in Cape Girardeau, also is quick to promote employees who show initiative and work well as part of the "Drury team."

Lewis said she looks for the "sparkle in the eye" of prospective employees that tells her they'll work hard and efficiently. She says the same criteria applies for workers seeking advancement.

"The main thing we look for is an enthusiasm and dedication for the company as a whole," Lewis said, "not somebody who comes in at eight (o'clock) and is checking out right at five not somebody who's just there to get a paycheck."

Lewis also told the educators to encourage their students to accept "entry level" positions and work toward promotion. "You have to start somewhere," she said. "That's where I started 20 years ago."

Renschen said Procter and Gamble wants its employees to have technical experience, with trouble-shooting skills, the ability to work with others and "learn and re-learn."

"When Procter and Gamble first started here, there were what I would call minor changes in the products every seven years," he said. "Now, we're having major changes in our product, and the equipment we use to produce it, every nine months."

Teachers attending the meeting asked the business representatives whether their companies considered candidate's past school attendance when hiring.

Renschen said Procter and Gamble is less concerned with past school attendance as it is with employees' attendance at work.

"The quickest way to get in trouble at P&G is to not show up for work," he said. "Our absentee rate typically runs under 1 percent."

Renschen explained that employees of Procter and Gamble work in "teams," and when one member is absent, others have to "pick up the slack." He said peer pressure alone usually is sufficient to overcome employee truancy.

Crader said that Drury Industries checks high school transcripts of prospective employees and considers absenteeism when deciding whether to hire someone. She said three unexcused absences is grounds for an employee's dismissal.

Renschen encouraged the teachers to continue to seek ways to train their students for business or technical careers. He said Procter and Gamble works with area high school counselors to help develop curriculum that trains students for future employment.

Cape Girardeau's Vocational-Technical School offers a "generic" vocational training course, which Renschen said is a good example of the type of classes that are helpful to students and businesses. The class trains students in various mechanical and problem-solving skills.