Workforce Development Update · Source: 2016 AGC Workforce Survey • 12% report an increased...

Workforce Development Update

© 2016 Willis Towers Watson. All rights reserved.

22nd Annual Willis Towers Watson Construction Risk Management Conference

September 14, 2016

Stephen E. Sandherr – CEO, AGC of America Lauren Evans – University Relations Manager, Kiewit Tamika Carter – Senior Director of Construction HR, AGC of America

© 2016 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only. 2

AGC’s 2016 Workforce Development Report

What the Numbers Say…

How firms describe their current recruitment challenges

8%

69%

15%

38%

33%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

We are having no trouble filling any positions

We are having a hard time filling some hourly craft positions

We are having a hard time filling some hourly office positions

We are having a hard time filling some salaried field positions

We are having a hard time filling some salaried office positions

Source: 2016 AGC Workforce Survey

Firms looking for craft workers report…

Source: 2013-2016 AGC Workforce Surveys

73%

83% 86%

69%

18% 14% 14%

8%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

2013 2014 2015 2016

Having trouble Having no trouble

How firms think the labor market will change over next 12 months


86%

70% 78% 75%

6% 4% 6% 8%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

100%

2013 2014 2015 2016

It will continue to be hard or become harder to hire It will continue to be easy or become easier to hire

Source: 2013-2016 AGC Workforce Surveys

How firms think the labor market will change over the next 12 months

To combat labor shortages…

14%

11%

21%

27%

43%

16%

10%

22%

20%

48%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

We are not considering increases in pay and/or benefits

We are considering increases in pay and/or benefits in the near future

Our firm increased our portion of benefit contributions and/or improved employee

benefits

Our firm provided incentives/bonuses

Our firm increased base pay rates

Hourly craft Salaried


To combat shortages, firms increased use of…

7% 13% 15% 18% 21% 23% 24% 25%

35% 37% 39%

47% 48%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Virtual construction methods (e.g. BIM) Offsite prefabrication

Lean Construction Unions

Labor-saving equipment, tools, Staffing firms and professional employer

Labor suppliers (craft) Executive search firms

Interns Engage with career-building program

Subcontractors Overtime hours

In-house training


75% rate the local pipeline for supplying well-trained craft personnel as “poor” or “fair”


How shortages are impacting safety


•  12% report an increased number of reportable injuries and illnesses

•  10% report increased number of jobsite hazards identified in inspection reports

•  9% report increased number of workers compensation claims

AGC WORKFORCE DEVELOPMENT PLAN

11

•  Immigration reform •  Perkins Act reauthorization

•  House action this week •  Gives states additional flexibility •  Promotes CTE programs •  Encourages work-based learning •  Acknowledges industry recognized credentials

•  Tool kit for Work Force Development Board advocacy •  AGC coalition activity

•  Construction Careers Alliance (NCCER) •  Jobs and Careers Coalition—promote CTE

© 2016 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.


How Kiewit is Finding and Keeping Talent

A Closer Look…

Learning Objectives


At the end of this section of our presentation, you will be able to: §  Recognize the benefits of industry-academic partnerships, in addition

to student recruitment §  Understand how one company is using academic partnership to

address business and industry challenges

Kiewit University Relations & Talent Attraction Programming


1.  Business Opportunities

2.  Faculty Advisory Board

3.  Gap Analysis

4.  Prioritize Programming

Kiewit University Relations & Talent Attraction Programming


1.  Program Development a)  Faculty Advisory Board b)  Hiring Analysis c)  Contributions/Sponsorships d)  Accreditation Curriculum

Committees

2.  Faculty Development a)  Building Stronger Curriculum

with Kiewit Workshop b)  Kiewit Scholars c)  Technical Bootcamps d)  Faculty Engagement Portal

(Switch Yard)

3.  Student Experiential Activities a)  Virtual Project Tours b)  Project Tours c)  Technical “Lunch & Learns” d)  Associated Schools of

Construction Competition e)  Internship/Co-op Programming f)  Women in Construction

Leadership Conference g)  Video Introductions (Day in the

Life, Technical Topics)

4.  K-12 Outreach a)  Building Kiewit Futures

Kiewit University Relations & Talent Attraction Outcomes

16 © 2016 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.

University University

1656

177 151

2470

325 148

462

61 43

707

131 69 0

500

1000

1500

2000

2500

3000

Pref Forms 2014-15

Offered 2014-15 Accepts 2014 -15 Pref Forms 2015-16

Offered 2015-16 Accepts 2015-16

13% 13%

19% 11% 85%

70% 46% 53%

Legend: University Program


7 Ways to Recruit and Retain Your Construction Workforce

Winning Over Workers…

Winning Over Workers...



1.  Create Opportunities for People Who NEED Good Jobs §  Youth Programs (At-Risk Youth) §  Military Veterans (Helmets to Hardhats / Hiring Our Heroes) §  Prisons

Winning Over Workers



1.  Create Opportunities for People Who NEED Good Jobs 2.  Build a Robust Employee Referral Program

§  Most successful source of hire - #1 for construction employers §  Referrals are “pre-screened” §  Referrals will work hard and stay longer §  Incentivize and recognize employees




1.  Create Opportunities for People Who NEED Good Jobs 2.  Build a Robust Employee Referral Program 3.  Get Involved in the Community

§  Participate in community job fairs §  Sponsor community events §  Incentivize staff who represent the company at community events




1.  Create Opportunities for People Who NEED Good Jobs 2.  Build a Robust Employee Referral Program 3.  Get Involved in the Community 4.  Focus on the Future of Construction

§  Show prospects that there is a future in construction (cool, tech-driven, etc.) §  Show prospects that there is a future with your company §  Show prospects that there is a future for them in construction




1.  Create Opportunities for People Who NEED Good Jobs 2.  Build a Robust Employee Referral Program 3.  Get Involved in the Community 4.  Focus on the Future of Construction 5.  Create a Culture of Safety

§  Get ALL staff involved §  Don’t place blame for near misses or incidents §  Integrate safety into the day-to-day work §  Celebrate successes along the way




1.  Create Opportunities for People Who NEED Good Jobs 2.  Build a Robust Employee Referral Program 3.  Get Involved in the Community 4.  Focus on the Future of Construction 5.  Create a Culture of Safety 6.  Show Staff Appreciation

§  Highlight their value and accomplishments §  Get on their level §  Keep in touch




1.  Create Opportunities for People Who NEED Good Jobs 2.  Build a Robust Employee Referral Program 3.  Get Involved in the Community 4.  Focus on the Future of Construction 5.  Create a Culture of Safety 6.  Show Staff Appreciation 7.  Take Money Off the Table

Thank You!

25 © 2016 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.

Stephen Sandherr AGC of America

Lauren Evans Kiewit

Tamika Carter AGC of America

Workforce Development Update · Source: 2016 AGC Workforce Survey • 12% report an increased...

Documents

Transcript of Workforce Development Update · Source: 2016 AGC Workforce Survey • 12% report an increased...