June 2025 Public Policy Webinar
Author: ddavis
The ITR Economics quarterly forecast report gives us insight into eight industries that are the primary drivers of our shops’ success. The ability to consistently look into the future with actionable data gives us a competitive edge. The reason that PMPA members closely follow the ITR Quarterly forecast report is that the ITR process of analysis clarifies and makes patterns clear that the news cycle seems to miss. Cut through what the financial media is telling you about the economy and use the ITR report to get at the heart of what affects your shop. The May report still shows moderate growth for this year and industrial production moving into an accelerating growth phase. Check out in this month’s PMPA May 2025 Economic Report from ITR Economics.
The Institute for Trend Research (ITR) quarterly reports focus on major areas of economic growth and decline in key market segments for the Precision Machined Products Industry. They are provided to PMPA members as part of the association’s overall business intelligence program and are used as a management tool to help PMPA members plan for what lies ahead and which markets they should focus on in a complex manufacturing environment.
Published June 1, 2025
By David Wynn, Technical Services Manager, PMPA
With tariffs at the forefront of everyone’s mind, it is important to understand how Harmonized Tariff Schedule (HTS) codes work. Careful consideration is required because a simple digit error can be the difference in paying a 170%+ tariff or no tariff. The first six digits are the Harmonized System (HS), the internationally recognized system for identifying products for trade. In the U.S., the addition of four digits is used for tariff classification and statistical data collection. An entire code is broken up in two-digit segments. The chart below explains an example 10-digit HTS code giving the details of each two-digit section.
David Wynn
David Wynn, MBA, is the PMPA Technical Services Manager with over 20 years of experience in the areas of manufacturing, quality, ownership, IT and economics. Email: gro.apmp@nnywd — Website: pmpa.org.
Published June 01, 2025
Fabricated Metal Products Manufacturing is a subsector of manufacturing that makes critical goods from metal components.
Precision Turned Products Manufacturing is a subsector of fabricated metal product manufacturing that makes the components that MAKE IT WORK!
WASHINGTON ECONOMIC OUTPUT
Washington Manufacturing
NAICS 31-33
$62,800,000,000
Fabricated Metal Product Manufacturing
NAICS 332
$5,107,475,000
Precision Turned Product Manufacturing
NAICS 332721
$588,802,000
WASHINGTON MANUFACTURING ACCOUNTS FOR
Manufacturing Is Productivity –8.6% of Washington’ total output. (GDP)
Manufacturing Builds Businesses –7,938 manufacturing establishments in the state of Washington.
Manufacturing Creates Jobs – Jobs: 7.6% of all Washington’s employees are in the manufacturing sector.
(271,000 employees)
Manufacturing produces for Washington
Washington is a great place for a career in manufacturing
Joe Jackson
Director of Communications & Events, PMPA
Email: gro.apmp@noskcajj — Website: pmpa.org.
Published June 1, 2025
Tariffs have become the number one item of concern and conversation in our manufacturing industry. Every day, every hour, it seems there is something new to learn about tariffs. And that is causing a great deal of concern and uncertainty. What do these mean for our business today, and in the immediate and longer-term future?
These concerns are magnified by the fact that “foreign trade” is not included in the scope of our quality management systems, nor has there been a need to understand the Harmonized Tariff Schedule (HTS) at the 10-digit level. Until now. Where can your shop turn to make sense of the tariff tsunami that is overwhelming all of the media and conversations between ourselves, our suppliers and our customers? May I humbly suggest effective associating through your industry trade association?
PMPA has led our shops to understand the impacts of the tariff developments since prior to their announcement. We have been working with our Washington D.C. team to prepare our members with online webinars, slide decks and review of HTS codes. We have helped our members push back on false tariff claims made by their package delivery providers who were misapplying tariffs by what seemed to be a random process. What else would explain an aluminum tariff being charged by the carrier for an international shipment of steel machine components? On the entire value of the shipment?
We have helped our members understand the taxonomy of HTS codes so they could help their customers determine the proper classification for the components that our shops supply based on the final product in which it is incorporated. This has been an essential benefit, as both our shop management and the supplier-facing procurement employees at our customers typically lack formal training in the increasingly important field of international business.
Navigating the Tsunami
What can you do to help your company navigate the tariff tsunami that has waves breaking far above all of our heads? Here are a few suggestions:
Join the trade association for your industry. At PMPA, we have an ongoing practice of advocating for our members as well as bringing them information that will help them navigate all of the legislative and administrative developments that can impact them and the markets that they serve.
Connect with your trade association’s staff and find out what resources they have available to explain these developments and ask advice on how to respond.
Attend the online and local programming as well as read any publications or breaking news shared by your association so that you will have authoritative, industry relevant details that you can apply to your situation.
Engage with your suppliers and customers to seek out alternatives that might allow all parties to avoid the tariff in the first place. If the first choice of material is imported and offers a 25% advantage in machining, but comes with a 25% tariff, why not use the domestically available alternative with the lower machinability and no tariff?
Study the categories for the components you make. Compare to the chapters of the HTS codes (hts.usitc.gov/) is your component an article of iron and steel under Chapter 73? Is it an article of plastic (Chapter 39) or rubber (Chapter 40)? Is it made of copper or copper-based materials (Chapter 74)? Nickel and articles thereof (Chapter 75)? Aluminum (Chapter 76)?
Don’t just look at it based on raw material — Chapter 84 reads “nuclear reactors, boilers” — not many of our shops are making parts for these on a daily basis, but Chapter 84 also includes machinery and mechanical appliances and parts thereof. Our components are essential in these applications. Chapters 86-89 cover vehicles and all things transport equipment.
There are more. Chapter 93 covers arms and ammunition parts and accessories. Miscellaneous manufactured items (furniture) can be found in Chapters 94-96.
The point of this article isn’t to teach you how to find it. The point is: Who is helping you make sense of the challenges you are facing? At PMPA, we provide this kind of sense making every day for our members so that they can adapt and thrive. Who is doing that for you? Because nobody has “must become expert on HTS codes for the raw materials, tools, equipment we buy or the components we sell” on their management scope and list of responsibilities and authorities. Until now. Who is helping you? PMPA is helping our members find the information that they need to become Better Together.
Miles Free III is the PMPA Director of Industry Affairs with over 50 years of experience in the areas of manufacturing, quality and steelmaking. Miles’ podcast is at pmpa.org/podcast. Email Miles
Published June 1, 2025
In last month’s article, I shared what I look for when I’m searching for a potential employee. This month I’m going share where to find them. Hidden talent is rarely lurking in responses to a job posting — hence the hidden part. You have to look for it. The algorithm the online job posting is using to weed out potential candidates could be throwing out your future MVE (most valuable employee).
Talent Could Be Right in Front of You
I’m always looking for hidden talent in the real world even if i don’t have an available position. Your future employee may be a janitor, barista, restaurant host/hostess, delivery person, landscaper, repair person or work at a hardware store. Watch them work and see how they interact with others. Do you recognize a strong work ethic? Are they pleasant? Entertaining? Going over and above the expected? Detail-oriented? There is no substitute for watching someone in their current work environment.
Look at the skill sets their job requires. How do they line up with what you are seeing?
Other industries can provide incredible employees. And most restaurant personnel, bank tellers, retail employees are not working those jobs for a career. They have other ambitions and may just need a break. You are going to train them to do things your way anyway, so find the right character, aptitude and fit for your culture and they may surprise you.
Hobbies Help
Whether you are talking with them at a job interview or just casually, ask them about their hobbies. Do they like to fix things around the house? They could be great at setup or maintenance. Do they like puzzles? Puzzle people are problem solvers. Are they creative? Do they like to read? Creative people and readers are usually curious people and curiosity is at the heart of continuous improvement. Have they played on a team sport? If so, they know how to work with others toward a common goal. Were they in the military? Veterans understand the importance of reliability, standard work and working together. Are they social? Do they like to talk? Social people are great salespeople. Do they build model trains/cars? That person usually likes to work alone, has attention to detail and likes to make things.
Plug and Play Isn’t Always The Answer
The dream is to find the person who can jump into the job with minimal training and be productive. It’s possible. But dreams aren’t always realized, so let’s look at this another way. If I had a choice between an experienced, grumpy, stubborn machinist and an inexperienced, curious, aspiring machinist, I’ll take the inexperienced person every time. In the long run, the aspiring machinist will want to keep learning, should work well with others and will probably be more productive. It’s worth the investment of training.
In the end, hiring is always a gamble on both the employer and employee’s part. But if you look to the core needs of each, instead of just what’s written on paper, your next MVE may be hiding in plain sight.
Carli Kistler-Miller, MBA has over 25 years of experience with operations, event/meeting planning, marketing, writing and communications.
Email: gro.apmp@rellimc — Website: pmpa.org.
Published May 1, 2025
In the world of machining, the selection and utilization of appropriate chipbreakers play a pivotal role in optimizing cutting processes. Chipbreakers are features integrated into cutting tools to control chip formation, breakage and evacuation during material removal. Effective chip management is crucial for enhancing cutting efficiency, improving surface finish and extending tool life.
The formation and management of chips are critical to having a stable process. Improper chip control can lead to several issues but the most important issue is machine downtime. Chipbreakers are designed to move the chip from the work area and create manageable chunks that can be evacuated from the machine. Proper management of chips is crucial to maximizing uptime.
There are several ways to break a chip. Many times, changes to machining parameters can break chips. Adjusting the feed and speed, creating peck cycles or utilizing the new features on some machines to create automated peck cycles while turning. (Think Citizen LFV, Tsugami Oscillation Cutting or Star HFT technology.) Some materials, no matter what techniques we utilize, still need help from tool geometry to break the chip. Chipbreakers will even vary by material because different properties require different geometry to break the chip. Copper alloys will need different geometry than high nickel alloys.
Chipbreakers come in various designs, each tailored to specific machining requirements. Most manufacturers have proprietary chipbreakers, but I feel most fall into these primary types:
2 Dimensional (2D)
Examples include top grooves ground into a tool, grinding grooves along the drill margin to break chips, creation of raised back walls or reduced back walls on tools. All of these give room for the chip to flow away from the work and create a stress point to break the chip. Most 2D chipbreakers are simple types that we have learned how to grind into our tooling. Chipbreakers of this type were discovered through trial and error while cutting metal.
Simple 3 Dimensional (3D)
These types of chipbreakers are much more complex than traditional 2D styles. It takes precise manufacturing techniques to produce the more complex shape. Tools with simple 3D chipbreakers have been CNC ground or had the shapes pressed into them during manufacturing. Variable grooves, flowing rank angles, stepped geometries and more are precisely designed for specific purposes and materials.
Complex 3 Dimensional (3D)
Complex chipbreakers are formed by pressing raw inserts to create complex shapes such as dimples, finger grooves, wavy formations, chip channels along the insert cutting edge and more. New styles are being developed every day. The complex shapes have allowed insert manufacturers to tackle very specific machining problems. Advances in manufacturing have allowed insert manufacturers the ability to make higher mixes of shapes providing greater variety in choice of chipbreakers.
In conclusion, the selection and utilization of appropriate chipbreakers is integral to achieving efficient and effective machining processes. By understanding the importance of chip control and becoming familiar with different chipbreaker types, machinists can optimize cutting tool performance, increase uptime to improve tool life and enhance overall productivity.
David Wynn is the PMPA Director of Technical Services with over 20 years of experience in the areas of manufacturing, quality, ownership, IT and economics. Email David
Published May 1, 2025
When I started my career in manufacturing, it was a decision born out of necessity. Out of economics. Out of a desire to be independent. But what I have learned is that while economics and a desire for more and better choices in my life were important, they paled in comparison to the real joy of operating at my highest and best use. Of continuously growing my knowledge and capabilities and by doing my job, making things that made a difference in the lives of millions of people. Manufacturing became my success space, my community and my expertise. This is because I did the work.
Why is doing the work important? Let me share a quote from Dorothy Sayers: “Work is not, primarily, a thing one does to live, but a thing one lives to do. It is, or should be, the full expression of the worker’s faculties.”
Our work is not just a job. What we make literally touches the lives of thousands each day, millions each year. We were deemed essential workers. Be essential.
How essential? You are — I am — all are — the customer. A precision machinist made the parts that you and I come into contact with every day: the breakaway hose fittings at the gas station, the nozzles and fittings on the coffee machines and soda fountains, parts on our appliances, HVAC, not to mention our cars (gas, electric or diesel) or the nozzles that glued the boxes and packages for food.
I didn’t know when I started, but I learned on the job that my safety comes first. Safety of others comes second. I put on my own PPE before worrying about others. That business about putting on your own oxygen mask on an airplane before helping someone else makes perfect sense. Call for assistance before trying to make a rescue. Calling backup first improves everyone’s odds.
Maintaining identification of materials and lot control of production comes after others’ safety. Then comes everything else. Maintaining material and lot identification is your greatest responsibility. Even if the part is perfectly machined, if it is of the wrong material the part is unusable. We cannot detect material differences with our senses — we can’t see, taste, smell, hear or feel differences in grades of metals. So, when we lose material identity and apply the incorrect material, perhaps it won’t weld, crimp or withstand the forces for which it was designed. That opens up the possibility of injury or even death for the end user.
There really aren’t any shortcuts. College doesn’t make you an expert at manufacturing. Manufacturing makes you an expert at manufacturing. Community college is a great place to first learn, and then grow the skills that will help you become the go-to expert on your shop floor.
There is more to a job than just doing the job. Learning more about materials, methods, tools, geometry, quality, safety — all these will combine to give you greater problem-solving abilities. Don’t be a one-note performer. Do find an area where you can become the expert. Maybe it’s regrinding a tool, 5-S, GD&T, quality, estimating, maintaining fluids, software, machines or G and M codes. We need experts. Become an expert. Bring your passion to be the best.
Learning is a process. Find your process to retain knowledge. I used a notebook for recording things as they came up about suppliers and processes. I also put brochures into binders by subject — steel, non-steel materials, tools, coatings, drills, fluids and so on. People always came to me because I had the answer. Actually, they came to me because I had a process for knowledge retention.
The last of the baby boomers will be out of the industry by 2030 — that’s just five years from now. When boomers are gone, it will be up to you. What do they know that you will need?
A second pair of safety shoes will keep you comfortable and less distracted. You are spending over 40 hours a week — 2,000 hours a year on your feet — so give your feet a break.
Pay yourself first. Younger me invested in my employer-sponsored savings plan. Today, I am all set for a comfortable retirement. Social security will be extra, not the base.
Quality is the absence of waste. This applies to you. Don’t waste your time. Don’t waste your talent. Precision machinists see the value that they create with each and every part, each and every day.
Our lives today are increasingly revolving around technology. Technology requires our talent to produce the functionality to make that technology work. Precision machinists hold a commanding position of advantage —
we make the things that make a difference. That’s what I know now and what I wish I knew then.
Miles Free III is the PMPA Director of Industry Affairs with over 50 years of experience in the areas of manufacturing, quality and steelmaking. Miles’ podcast is at pmpa.org/podcast. Email Miles
Published May 1, 2025
By David Wynn, Technical Services Manager, PMPA
Hardened materials are very difficult to machine. Hardness in materials means “resistance to penetration.” Finding tools that are harder than the material being machined becomes increasingly challenging as hardness levels increase. Coming from the older high strength steel (HSS) perspective, these are grind-only hardnesses. The advent of new technologies has made hard machining more accessible and increased its popularity. Hardened materials are typically classified into four categories, which are then divided by the material hardness range. The same material can often be hardened (then tempered back) to multiple levels of hardness, allowing it to be placed in multiple categories on this list. ISO material groups is what we use for identification of material we are cutting with carbide inserts.
Machinability is essentially meaningless for these categories of materials. There are tool geometries and grades of carbide that achieve high surface feet per minute (sfm) in hard materials. It is all about cutting parameters. For instance, one company makes a milling cutter that can achieve 375 sfm at 0.0002-inch feed rate at a 5% of diameter (of the mill) with depth of cut in materials of 65-70 HRC.
David Wynn
David Wynn, MBA, is the PMPA Technical Services Manager with over 20 years of experience in the areas of manufacturing, quality, ownership, IT and economics. Email: gro.apmp@nnywd — Website: pmpa.org.
Published May 1, 2025
Confession time: I have this dream where I stand in front of a room full of people that I know and start singing and I blow them away with my hidden talent. Reality is that my singing abilities (or lack of) should be restricted to my car when I’m alone. However, I have realized over the years that my hidden talent was recognizing hidden talent in others, and this has benefited my hiring choices. So, how can you spot hidden talent? It’s not by using a computer to weed out potential candidates.
What Resumes Can Tell You
Resumes are still essential. They give you an outline as to a potential employee’s education and work history. You can derive what skills they have (or claim to have), their education, if they are a job hopper and what their professional background looks like. But resumes also give you insight to their choices, opportunities and ambitions.
Access to opportunities is important to consider. I was fortunate to have access to the education I needed to get the job I wanted. However, not everyone is that fortunate. Hidden talent can be found regardless of the socioeconomic status, age, gender or race of a candidate. Someone may have the aptitude for the job you are offering, but has never had the chance to nurture it. Or jumped jobs trying to find it. Or has a dream and doesn’t know how to pursue it. Your job opportunity may just be the break a candidate needs to reveal their talents.
Beyond the Resume
Hiring is less about finding the right skills and more about character and aptitude. Think of your valuable employees. Did they walk in the door with the most skills or are they valuable because they show up, are willing and able to learn, get the job done and help problem-solve? Again, they need an aptitude for it. But with the right training and encouragement, they could be one of your most valuable employees.
Work ethic. I think the most important characteristic for an employee is work ethic. Work ethic is a set of values and principles related to how a person approaches their work. It includes qualities such as dedication, responsibility, reliability, professionalism and a strong sense of commitment to doing one’s best. A strong work ethic typically involves traits like punctuality, diligence, accountability and perseverance in achieving goals.
I’ve always worked in small business, so most employees wear more than one hat. When workforce choices are slim or the economy starts to tighten, having employees who are willing to do what it takes to succeed is key to survival.
Curiosity. A natural curiosity and willingness to learn is also important. Curiosity is at the heart of continuous improvement. How can we be more efficient? How can we make this better? How can we squeeze more money out of our machines? Curious people find joy in learning new things.
Compatibility. Do they work well with others? Will they fit in your culture? Someone with a strong work ethic and natural curiosity are only valuable if they are a good fit for your business.
Now you know how to spot hidden talent. In next month’s article, I will share where to look.
Carli Kistler-Miller, MBA has over 25 years of experience with operations, event/meeting planning, marketing, writing and communications.
Email: gro.apmp@rellimc — Website: pmpa.org.