greater baton rouge industry alliance 2014 craft workforce development excellence awards program tim...
TRANSCRIPT
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Greater Baton Rouge Industry Alliance
2014 Craft Workforce DevelopmentExcellence Awards Program
Tim JohnsonPresident
The TJC Group
September 4, 2014
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A Global Issue
“Nearly half of what will be the built environment in 2030 doesn’t exist yet.”
Brookings Institution Metropolitan Policy Program Report
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A SHRINKING POOL?
Shrinking in comparison to adult population
Growing faster than total population
>65
Youth Demographic
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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”
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MEETING THE CHALLENGE
Are we running for our lives??
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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
6
*Source: LSU Division of Economic Development, Louisiana Workforce Commission and Louisiana Economic Development
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LOUISIANA’S WORKFORCE NEED LOUISIANA’S WORKFORCE NEED IS GREATIS GREAT
Source: Louisiana Economic Development and Louisiana Workforce Commission Gap Analysis for the WISE Act. Note: each represents 10 individuals.
Louisiana’s workforce forecast projects an ADDITIONAL ANNUAL job demand of over 14,000 “Tier One” jobs
2-Year12,152 annual
completers
4-Year2,085 annual completers
85% of additional
jobs will be supplied by 2 year colleges
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““TIER ONE” JOBS REQUIRING COMMUNITY OR TIER ONE” JOBS REQUIRING COMMUNITY OR TECHNICAL COLLEGE EDUCATION -TECHNICAL COLLEGE EDUCATION -
ANNUAL COMPLETERS COMPARED TO TARGETED ANNUAL COMPLETERS COMPARED TO TARGETED STATE NEEDSSTATE NEEDS
Source: Louisiana Economic Development and Louisiana Workforce Commission Gap Analysis
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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
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An estimated
17% of the
construction workforce will
retire in the next 5 years
The REALITY (Aging Workforce – Construction)
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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)
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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
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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• Career Paths• Proven success• Changing public policy & public perception• www.BYF.org
CURT Workforce Development Award WinnerBYF has already reached 35 million students!
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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
•CURT / NCCER Contractor Workforce Development Assessment Tool
•Realized return on investment
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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
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STEP 4 - EMPLOYINGEMPLOYING
•The “Good Luck” approach is no longer acceptable
•Systematic process to move young people from training to careers
•New Culture – “Not a job on a project but a “career in an industry.”
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LWIC Organizational Chart and Chairs
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RETENTION SUBCOMMITTEE
PRELIMINARY RECOMMENDATIONS•Standardize Mentoring for New Craft Professionals
•Improve the Onboarding Process
•Improve Work-Life Satisfaction for Craft Professionals
•Diversify Crew Mixes to Allow More OJT and Experience for New Craft Professionals
•Incentivize Skill Upgrade
•Incentivize Retention of More Experienced Craft Professionals
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THANK YOUTim Johnson
PresidentThe TJC Group
(225) 757-5527