1. Facilitating Solutions for Business and Industry……. WORKFORCE DEVELOPMENT “A CALL TO ACTION” Southeastern Insulation Contractors Association Tim Johnson President The TJC Group

2. A Global Issue “Nearly half of what will be the built environment in 2030 doesn’t exist yet.” Brookings Institution Metropolitan Policy Program Report

3. Historic Demand for Industrial Craft Professionals $100 billion+ of announced plant expansions and new plants in Louisiana*

4. A SHRINKING POOL? will shrink in comparison to adult population will grow faster than total population >65 <18 Youth Demographic

5. Facilitating Solutions for Business and Industry……. Workforce Development in the United States THE WORKFORCE GAP Why Career and Technical Education is Critical SOURCE: Carol D’Amico,” Workforce 2020: Work & Workers in the 21st Century”

6. LOUISIANA’S WORKFORCE NEED IS 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-Year 12,152 annual completers 4-Year 2,085 annual completers 85% of additional jobs will be supplied by 2 year colleges

7. Note: This is a sample of the questions from the CWDA, not the actual assessment.. Under the guidance and leadership of the CURT Workforce Development Committee and NCCER, the Contractors' Workforce Development Assessment (CWDA) was developed to evaluate and provide a qualitative metric that would fairly, consistently, and objectively represent a contractor's commitment to workforce development. The intention of the CWDA is to make workforce development a key criterion in both the prequalification and the final selection of contractors, just as contractor safety, quality, and schedule are key selection criteria. The CWDA can help owners compare contractor craft training programs and provide a set of objective measures to improve what has traditionally been a subjective analysis.

8. Note: This is a sample of the questions from the CWDA, not the actual assessment..

9. 1.Does your organization have a formal policy for or commitment to providing a formal craft skills training program? 2.Does your organization currently have employees who are credentialed/certified craft instructors or are employed by a Joint Apprenticeship Training Council? 3.Does your organization currently have credentialed/certified craft employees? 4.Does your organization provide formal, documented top-down support for your craft training program? 5.Does your craft training program use approved or recognized curriculum and/or training materials which offer portable credentials upon completion? 6.Is your primary craft training program approved or recognized by a professional organization? 7.Do you supplement your primary craft training program with in-house resources, outside vendors, or other training providers? 8.Does your organization recognize training achievements of employees? 9.Does your employee training program address leadership training for frontline managers? 10.Does your organization participate in partnerships and community activities that positively impact your community and the communities in which you work? 11.Does your organization engage in employee recruitment programs such as partnerships with local schools, referral incentives, job fairs, etc? 12.Is your organization currently an active member of any industry organizations and/or trade associations? 13.Does your training program include a structured craft progression program for craft employees? 14.Does your organization require craft employees to hold certain certifications and/or credentials? 15.Does your craft training program include any of the following examples of continuing education or upgrade training for credentialed journeymen? 16.Does your organization commit financial resources for workforce development? 17.Does your organization have a documented policy for the hiring/placement of qualified potential craft personnel? 18.Does your organization maintain detailed craft employee training records? 19.Does your organization offer programs to attract and accommodate women and minorities in the workforce? 20.Does your organization have a policy for evaluating the level of commitment to workforce development from your specialty trade sub-contractors? 21.Provide documentation (from insurance provider and/or OSHA 300 log) of the following safety statistics for the last two years: 22.Has your organization received any awards from trade associations, industry, or community organizations that would demonstrate your involvement with exceptional projects in the last three years? 23.List three client references that are able and willing to verify the quality of and management commitment to your training program. 24.Is there any additional information concerning the organization's workforce development program that may be important and should be considered? Note: This is a sample of the questions from the CWDA, not the actual assessment.

10. 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

11. Workforce Development In Four Steps Five Elements of WFD Forecasting (Demand and Supply) Career Awareness and Recruiting Training (Also skill upgrade) Employing (In developed career paths) Retaining

12. Facilitating Solutions for Business and Industry……. STEP 1 - FORECASTING FORECASTING Accurate analysis of demand Accurate analysis of supply Granular and specific Construction Labor Market Analyzer –$4.3 trillion of project data in the system –www.myclma.comwww.myclma.com

13. CLMA® Forecasted Need by 2017 A nationwide shortage of as many as 2,000,000 workers is looming and project planning will become increasingly more difficult. www.myCLMA.com

14. An estimated 17% of the construction workforce will retire in the next 5 years The REALITY (Aging Workforce – Construction)

15. Facilitating Solutions for Business and Industry……. STEP 2 - CAREER AWARENESS - RECRUITING CAREER 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 Winner BYF has already reached 35 million students!

16. Facilitating Solutions for Business and Industry……. STEP 2 - CAREER AWARENESS – RECRUITING BYF – Customized for Louisiana

17. Facilitating Solutions for Business and Industry……. STEP 3 - TRAINING TRAINING Must move recruits in to world class high standards training programs Must provide credentials and industry based certifications –NCCER Accredited Program –Union Apprenticeship Programs –Others Raises the level of esteem of the construction craft professional Realized return on investment IMPORTANT: –More focus on upgrading the skill of your existing core of craft professionals

18. NCCER Insulating Curriculum and Skill Assessment Industrial Insulator Skill Assessment Written Assessment Performance Verification

19. 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

20. 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

21. 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

22. 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

23. Facilitating Solutions for Business and Industry……. STEP 4 - EMPLOYING EMPLOYING 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” Four “Ps” – Public Policy and Public Perception –Harvard Pathways to Prosperity Study –Louisiana JumpStart –The Story of Corey –The HVAC Tech

24. Facilitating Solutions for Business and Industry……. STEP 5 - RETAINING RETAINING Standardize Mentoring for New Craft Professionals Improve the Onboarding Process Improve Work-Life Satisfaction for Craft Professionals Diversify Crew Mixes –Allow More OJT and Experience for New Craft Professionals Incentivize Skill Upgrade / Credentials / Certifications Incentivize Retention of More Experienced Craft Professionals

25. Facilitating Solutions for Business and Industry……. THANK YOU! Tim Johnson President The TJC Group www.thetjcgroup.com tim.johnson@thetjcgroup.com (225) 757-5527