McGraw-Hill Construction by yaohongm

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   Barrier Busters: Innovative Solutions
   That Work
Moderator: CURT Executive Vice President, Greg Sizemore
Panelists:
Matt Clark, Dean, Construction Technology Institute
Eddie Clayton, Outage Planning Manager, Southern Company
Brian Lash, CEO, Target Logistics
Jim Pavesic, Training Specialist for the UA Training Dept, Pipe Fitters Local 597,
Chicago
Leonard P. Toenjes, President, AGC of St. Louis
Charles E. Ware, CEO, Wyoming Contractors Association
  The “Choice” Program
  Community High: Okaloosa Institutes for
  Career Education


Matt Clark
Dean
Construction Technology Institute
Matt Clark, Dean
Construction Technology Institute
    “CHOICE is the model
    for Career Education
    in Florida.”
      Florida Senator Don Gaetz
      Chairman Senate Education
      Committee




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                                 Over 700
                                  NCCER
    163 Florida Bright Futures Scholarships
                               Certifications




           Over 600
          OSHA 10hr
          Credentials



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  AGC Wyoming Constructors Association
  Training Program



Charles E. Ware, CEO
Wyoming Contractors Association
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 Meeting Construction’s Current
 Workforce Needs


Customized/Concentrated
Craft Training
     Background

        If you can Google the World in fifteen seconds then you
         need to be training people in less than two years in order to
         be productive in a global economy. Education is a different
         topic.


        The intense workforce shortage is driving craft training to
         be more accelerated today. “Employers want new workers
         to come onto the job the first day ready to produce safely,”
         JR Justus, On Shore Asset Manager, Shell Oil Company.




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Jim Pavesic
Training Specialist for the UA Training Dept.
Pipe Fitters Local 597, Chicago
United Association
Recruitment Program
Offering more than a good
job
it offers a career
     UA Welder Recruitment Program
     Working  with the following
      organizations as sources for recruit
      welders:
      – Private welder training schools
      – Community Colleges
      – U.S. Military (Helmets to Hardhats)
      – Shipyards
      – Manufacturers




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     Direct Entry Program
     Recruit   entry achieved in one of two
      ways:
      –Apprenticeship:
        • Recruit given SMAW & GTAW weld tests at an
          accredited UA weld test facility.
        • Placed in local union as an apprentice in other
          than first year.
        • Level of placement dependent on recruit’s
          work experience (less than 5 years).




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     Direct Entry Program

      –Provisional Journeyman:
       • Minimum of 5 years trade related experience.
       • Recruit given SMAW & GTAW weld tests at an
         accredited UA weld test facility.
       • Local Union determines if any additional
         training is needed to round out member’s skills
         and qualifications. Once training is completed
         the provision designation is removed.




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     Helmets to Hardhats Program

        These people are disciplined, motivated and have proven
         themselves in the military arena.
        Over 157,000 candidates registered in program.
        Candidates complete comprehensive profile detailing skills
         acquired during military service.
        Credit provided for military training and experience.




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     HYBRID WELDING PROGRAM

      The
         Welding Program is strictly a voluntary
      educational program.
      Training   is provided at no cost to the students.
      Program is approximately 16 weeks 8 hours per
      day 40 hours per week
      Students that successfully complete program will
      be eligible for direct entry into Apprenticeship
      Program.




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  AGC of St. Louis Charter School




Leonard P. Toenjes, President,
AGC St. Louis
          Construction Careers Center Charter High School

     Founded on four assumptions
     1.      Worker shortage
     2.      New workforce will be primarily comprised of non-traditional
             workers
     3.      Most non-traditional
             workers attend public
             educational facilities
     4.      Public education is not
             preparing students for the
             work world




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         Construction Careers Center Charter High School


     History and Performance
        Opened in 2001
        365 students currently enrolled
        90% free and reduced lunch (household
         income less than $15,000)
        84 graduates to date (2005-2006)
          –   9 tradesworkers
          –   9 construction related employment
          –   5 continuing education industry related
          –   11 continuing education non-industry related
          –   44 employed non-industry related
          –   2 military
          –   4 unemployed




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     Construction Careers Center Charter High School




                                 Successes
                                    New young people in our industry
                                    Industry Ownership and Involvement
                                    Community Image


                                 Opportunities
                                    Double math and reading classes
                                           Elementary lack of preparation
                                    Transportation solutions
                                           Drivers Ed., Licenses, Cars
                                    Out of school activities
                                           ACE Mentoring
                                           Big Brothers – Big Sisters



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  Guest Worker Program




Brian Lash, CEO
Target Logistics
     Available for hire in the US & worldwide through:


                            Foreign
                            Skilled
                            Workers


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                                                     STAFFING
                                                     SERVICES
     Highly skilled labor from Mexico, Thailand
     and the Philippines. For example:
        – Plumbers
        – Welders (ARC, Flex Core, Aluminum, etc.)
        – Pipe & Ship Fitters
        – Electricians including Marine
        – Carpenters
        – Painters – All types
        – Heavy Equipment Operators
        – Masons
        – General Laborers



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                                                       STAFFING
                                                       SERVICES
     Turnkey
        All candidates are interviewed, vetted, drug tested and trade tested
         in their country of origin
        All candidates receive a physical examination and are reference
         and background checked
        Proud employees with an unparalleled work ethic
        Mexican and Thai workers speak some English and Supervisors
         are bi-lingual. Philippine workers are fluent in English
        H2B Visa processing and all transportation to/from their home
         country included
        50-60 hour weeks are the preferred schedule




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                                                      STAFFING
                                                      SERVICES
     Full Service
        Target Logistics will build a self-contained and fully managed man-
         camp at or near the job-site to provide housing, daily catering,
         recreation & medical facilities for all immigrant workers
        Transportation daily to/from the job site are included
        Competitive hourly rates include all taxes, workmen's comp and
         insurance as required by the country they will work in as well as
         the nation from which they originate
        Language and Safety classes administered on a nightly basis




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     CONTACT INFORMATION

                           Target Logistics
                        46 Birmingham Parkway
                              Boston, MA 02135
          www.targetlogistics.net | 617.562.1300
            Brian Lash, CEO
         Office: 617-5692-1300 ext 302
            Mobile: 617-605-5333
        brian@thetargetcompanies.com




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 SEMTA
 (Southeast Manpower Tripartite Alliance)




Eddie Clayton, Outage Planning Manager
Southern Company
     SEMTA
     What is SEMTA? An alliance of industrial owners, contractors, and labor
     (including open, merit and closed shop) cooperating to address craft labor
     needs in the Southeast.

     Current Objectives:

     • Provide useful information to help manage supply/demand gaps
         – 2007– 2012 Craft Labor Demand Survey www.surveystoday.com/sedemand.html
         – craft supply census
         – critical skills analyses

     • Seek opportunities to lower demand spikes
         – project scheduling opportunities
         – technology/process improvements

     • Support efforts of other industry organizations on related issues

     • Continue sharing of best practices
         – workforce recruitment
         – contingency planning
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      SEMTA Accomplishments

     2006 – 2010 SE Craft Labor Demand Projections (CLRC)
        – identified demand growth trends for specific areas
        – identified critical needs for specific crafts

     • Provided estimates on craft labor availability
        – SE Open Shop Craft Census Studies
        – Union Manpower Availability Report

     • Recommended action items
        – Critical Skills Assessment/Workforce Development Committee
        – Demand Leveling Committee




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      SEMTA – Value Adds
     • Unique forum for industrial construction industry
        – open shop, merit and union shop
        – refinery, chemical, utility, other
        – owners, contractors, and labor

     • Sharing of information
        – raising awareness of the issues
        – sharing of best practices

     • Credible source of data and information for strategy
       development
        – Energy Industry/DOL Skilled Trades Coalition
        – local user councils

     • Model for other regional partnerships
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