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Facilitating Solutions for Business and Industry……. WORKFORCE DEVELOPMENT IN “FOUR STEPS”...
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Transcript of Facilitating Solutions for Business and Industry……. WORKFORCE DEVELOPMENT IN “FOUR STEPS”...
Facilitating Solutions for Business and Industry…….
WORKFORCE DEVELOPMENTIN
“FOUR STEPS”
Tim JohnsonPresident
The TJC Group
Historic Demand for Industrial Craft Workers
Historic Demand for Industrial Craft Workers
• $60 billion of announced plant expansions and new plants in Louisiana*– Driven by low price of
natural gas and greatly improved business climate
• 86,300 new crafts workers needed through 2016 in Louisiana– 35,000 new jobs– 51,300 jobs available
because of attrition
3
1991
1992
1993
1994
1995
1996
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
2016
70,000
80,000
90,000
100,000
110,000
120,000
130,000
140,000
YearC
on
str
uc
tio
n E
mp
loy
me
nt
Source: LSU Division of Economic Development, Louisiana Workforce Commission and Louisiana Economic Development
Facilitating Solutions for Business and Industry…..
Facilitating Solutions for Business and Industry…….
A Global Issue
“Nearly half of what will be the built environment in 2030 doesn’t exist yet.”
Brookings Institution Metropolitan Policy Program Report
A SHRINKING POOL?
will shrink in comparison to adult population
will grow faster than total population
>65
<18
Youth Demographic
Facilitating Solutions for Business and Industry…….
Workforce Development in the United StatesTHE WORKFORCE GAP
Why Career and Technical Education is Critical
SOURCE: Carol D’Amico,” Workforce 2020: Work & Workers in the 21st Century”
Average Mechanical Wages & Per Diems
Facilitating Solutions for Business and Industry…….
A CRISIS SITUATION
Are we running for running for our lives??
Facilitating Solutions for Business and Industry…….
Workforce Development In Four Steps
• Four Elements of WFD• Forecasting (Demand and Supply)• Career Awareness and Recruiting • Training (Also skill upgrade)• Employing (In developed career paths)
Facilitating Solutions for Business and Industry…….
STEP 1 - FORECASTINGFORECASTING
• Accurate analysis of demand
• Accurate analysis of supply
• Granular and specific
• Construction Labor Market Analyzer
• Over $3B of project data in the system
• www.myclma.com
CLMA® Forecasted Need by 2017
A nationwide shortage of as many as
2,000,000workers is looming and
project planning will become increasingly more
difficult.
www.myCLMA.com
An estimated
17% of the
construction workforce will
retire in the next 5 years
The REALITY (Aging Workforce – Construction)
Facilitating Solutions for Business and Industry…….
STEP 2 - CAREER AWARENESS - RECRUITINGCAREER AWARENESS AND RECRUTING
The mission of the Build Your Future campaign is to narrow the skills gap by guiding America’s youth and displaced workers into
opportunities for advanced education and training, that lead to long-term rewarding careers in construction.
• NCCER’s National, “grass-roots” initiative• Direct connection to instructors and students• Proven success• Changing public policy & public perception• www.BYF.org
CURT Workforce Development Award WinnerBYF has already reached 35 million students!
Facilitating Solutions for Business and Industry…….
STEP 3 - TRAINING
TRAINING
• Must move recruits in to world class high standards training programs
• Must provide industry based certifications
• Raises the level of esteem of the construction craft professional
• NCCER – Over 700 accredited sponsors providing training and assessments in almost 6,000 locations in the United States
• Realized return on investment
WFD - Return on Investment
SOURCE: Construction Industry Institute (CII). RT231-1 “Construction Industry Craft Training in the United States & Canada” (Aug 2007)
The Construction Industry Institute (CII) study assumes an investment of 1.0% of the total project budget for wages / labor
Facilitating Solutions for Business and Industry…….
NCCER Provides the Resources & Solutions
Resources Include
• Accreditation• Instructor Certification• Standardized Industry-Driven Curricula• Nationally Recognized Skill Assessments• Industry-Recognized Credentialing & Certification• Construction Career/Recruiting Resources• Construction Safety & Front-line Management Education
16
NCCER - Types of Craft Training Industry Association/Community Programs
• Apprenticeship• Traditional Craft Training (full & task)
Construction and Maintenance• Regional/Corporate Training Center• Site/Project-Based
Government Education• Department of Education
o School-Based CTE Secondary CTE
- Public & Charter High School- Adult Education
Public Post-secondary- Community & Technical College
Career/Proprietary (For-profit)• Department of Corrections• Department of Labor Grant Programs
Organized Labor
Owner – Maintenance
NCCER Standardized Construction and Maintenance Curricula
• 35 Construction and Maintenance Craft Areas• 8 Power Areas• 6 Sustainable Titles• 8 Pipeline and Pipeline Maintenance Craft Areas • 6 Safety and Management Titles• Maritime and Manufacturing• Available in Other Languages
Assessment vs. Training
Knowledge Verified
Journey-level AssessmentNCCER Core Curriculum
EXPERIENCED CRAFTSPERSON
Certificate of Recognition
NCCER Craft Curricula
Performance Verified
Optional
CRAFT TRAININGCRAFT ASSESSMENT
Certified - Plus
ENTRY-LEVELCRAFTSPERSON
Assessed Training Prescribed
Certified Plus
Performance Verified
January 1, 2015All Craft persons who have not
achieved Certified Plus, will revert to Knowledge Verified
Knowledge Verified
Certified Plus
Performance Verified
January 1, 2013All Experienced
Craft persons taking the test for the first time
Knowledge Verified
National Craft Assessment and Certification Process – Next Step
1. Start at the Top– Assign Industry Senior Management As Program Sponsors– Prepare Cost/Benefit Metrics To Identify ROI
2. Conduct a Needs Analysis– Have Industry (Plant/Project Manager, Supervisors, etc.) Articulate
Desired Outcomes• Identify Core Company Skills, As Well As Skill Deficiencies
– Provoke Interest & “Buy-In” – Involve All Levels Of Employees– Report Results Back To “Stakeholders”
3. Market Workforce Programs– Conduct A Briefing With Supervision
• And have the Project Manager Host The Briefing• Discuss Benefits Of Training To Trainees And Supervisors
– Reinforce New Skills And Behavior
Ten Steps for Best Practice
4. Bring the Workplace Into Training– Encourage Discussion Of Problems And Situations That Workers
Encounter On The Job– Correlate Training To Job Activities
5. Utilize Peers Instructors– Identify Supportive (Passionate) Plant/Project Supervisors and
Retirees & Target Them For Instructor Positions• Provide Instructor Certification Training Program (ICTP)
– Also Identify & Reward “Superior” Journey-/Technician-level• Compensate Instructors!
6. Assign A Training Director– A Champion – Ambassador to the cause
Ten Steps for Best Practice
7. Begin Small…Ensure Success– Every Plant, Facility or Project Should Have A Workforce
Development Plan– Recruiting, Staffing And Training Should Be An Integral Part Of The
Plan• Career & Technical Program Graduates• Minority and Female• Veterans
– Correlate Pay To Performance And Skill Competence– Include Management & Safety Training– Pre-Employment Training Enhances Positive Community Relations
Ten Steps for Best Practice
8. Take Training Back To The Workplace– Assign Employees’ Job Descriptions That Correlate To Their Training– Reward Those Who Gain New Skills
9. Measure Results For R.O.I– With Industry – Develop Action Plans (Metrics) To Measure Training
Effectiveness• Identify Cost Savings/Cost Avoidance
– Improved P/F– Reduced Re-Work – Improved Safety Performance– Reduced Turnover And Absenteeism– Improved Morale/Teamwork
10. Market Successes
Ten Steps for Best Practice
Facilitating Solutions for Business and Industry…….
STEP 4 - EMPLOYINGEMPLOYING
• The “Good Luck” approach is no longer acceptable
• Systematic process to move young people from training to careers
• Not a “job on a project” but a “career in an industry”
• Mentoring
• Onboarding
• Work-Life satisfaction issues
Facilitating Solutions for Business and Industry…….
THANK YOU!Tim Johnson
PresidentThe TJC Group
(225) 757-5527