Where Are They Now? Waiting for Us!

By Cathy Rock

Over the past four months, this space has highlighted some of the local construction work-force development initiatives that are in progress. The pool of potential employees examined includes high school students, adults looking for career/life changes and current workers. Before I summarize lessons learned, here are a couple of updates to information presented in previous columns:

 Colorado Construction Career Days had a record turn-out in October: 1,418 high school students attended over the two days of the event, accompanied by several hundred teachers and counselors and hosted by more than 400 industry volunteers. Student comments on evaluations asking them what the most important thing was they learned included: “All the different careers in the construction industry.” “That women can do this too.” “How school affects the construction industry.”

Teacher comments were uniformly positive: “Thank you so much I can’t imagine the time and effort. This makes a difference for the future of young people.” “We could use more info about internship opportunities so that we can encourage kids and connect them to opportunities.”

 The City & County of Denver Office of Economic Development released its 2007 Denver Regional Workforce Gap Analysis in September. Construction was identified as one of four key industries projected to be most affected by work-force gaps over the next four years. OED and the Metro Denver Workforce Boards will target it as they “strive to meet the work-force needs of Denver businesses.” (www.milehigh.com/newsdata/Studies). This translates not only to raised visibility of careers in the field but also potentially money for training, subsidized wages, etc.

So, are there answers to the question we started with several months ago: How do we, as an industry, become more effective in recruiting, educating and retaining our workers?

Start. The easiest, fastest, cheapest and most effective plan is this: individually we each choose a program that is already in the works, and volunteer. Speak at a middle school career day, offer an internship to a community college student, be a mentor to someone in an entry level job in your company. Choose the age group, format and experience level that you enjoy the most.

Personal connections attract people and inspire them to succeed. Talk about what you do with your colleagues to inspire them to get started. I think this plan is especially attractive because it does not have to involve committee meetings, budget considerations, IT issues, filling out reports, politics, justifying to the boss or sitting around waiting for someone else to do something.

Join Forces. Join industry organizations, encourage them to get involved in work-force development and keep the pressure on your peers to participate in making a difference. There are many choices:  ABC, AGC, CCA, CITC, ASA, JATCs, ARI, ACEC, SMACNA, NECA, IEC, APW, RMMI…..the alphabet soup of opportunity is endless! These organizations should be carrying the standard of construction work-force needs and solutions to the public and the government.

Industry image problems? Organizations can have a huge impact on the community by being visible and involved at a grassroots level. Think Colorado Construction Career Days.

No respect from schools? Organizations have lobbyists; support educational options that will serve all students. The Governor’s P-20 Council is working to make statewide policy recommendations speak up and tell them what construction industry needs and opportunities are.

No respect from the public? Organizations have marketing budgets. Share the many stories of opportunity, success and public service that make us a great industry.

Not enough skilled workers? Organizations offer educational opportunities in a variety of formats.  Send your employees.

Most of all, don’t re-invent the wheel. Become acquainted with the many resources, both public and private, that already exist to assist you with recruiting, educating and retaining. Support other organizations in attaining their goals they will reciprocate.  Get respect and cooperation by giving it.

 Is work-force development truly important to your company? Then take the time. Make it your issue.  Find the people in your organization who will champion it. Make it part of their job, not an add-on to be done “in their spare time.” Don’t wait for the "perfect" program: support those that are already going and shape them to meet your needs. Put up or shut up.

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