Greater Baton Rouge Industry Alliance
2014 Craft Workforce Development
Excellence Awards Program
September 4, 2014
Tim Johnson
President
The TJC Group
A Global Issue
“Nearly half of what will be
the built environment in
2030 doesn’t exist yet.”
Brookings Institution Metropolitan Policy Program Report
A SHRINKING POOL?
Youth Demographic
Shrinking in comparison to
<18
adult population
>65
Growing faster than
total population
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”
MEETING THE CHALLENGE
Are we running
for our lives??
Historic Demand for Industrial Craft Workers
• 86,300 new crafts workers
needed through 2016 in
Louisiana
– 35,000 new jobs
– 51,300 jobs available
because of attrition
140,000
Construction Employment
• $60 billion of announced
plant expansions and new
plants in Louisiana*
– Driven by low price of
natural gas and greatly
improved business
climate
130,000
120,000
110,000
100,000
90,000
80,000
70,000
1991
1996
2001
2006
2011
2016
Year
*Source: LSU Division of Economic Development, Louisiana Workforce
Commission and Louisiana Economic Development
6
LOUISIANA’S WORKFORCE NEED
IS GREAT
Louisiana’s workforce forecast projects an ADDITIONAL ANNUAL job demand
of over 14,000 “Tier One” jobs
4-Year
2,085 annual
completers
2-Year
12,152
annual
completers
Source: Louisiana Economic Development and Louisiana Workforce Commission Gap Analysis for the WISE Act. Note: each
represents 10 individuals.
85% of
additional
jobs will be
supplied by 2
year colleges
“TIER ONE” JOBS REQUIRING COMMUNITY OR
TECHNICAL COLLEGE EDUCATION ANNUAL COMPLETERS COMPARED TO TARGETED
STATE NEEDS
Source: Louisiana Economic Development and Louisiana Workforce Commission Gap Analysis
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
The REALITY (Aging Workforce – Construction)
An estimated
17%
of the
construction
workforce will
retire in the
next 5 years
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)
STEP 1 - FORECASTING
FORECASTING
•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
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 longterm 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 Winner
BYF has already reached 35 million students!
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
WFD - Return on Investment
The Construction Industry Institute (CII) study assumes an investment of 1.0% of the total project budget for wages / labor
SOURCE: Construction Industry Institute (CII). RT231-1 “Construction Industry Craft Training in the United States & Canada” (Aug 2007)
STEP 4 - EMPLOYING
EMPLOYING
•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.”
LWIC Organizational Chart and Chairs
WIC
Charles Moniotte
Craft Steering
Committee
Jorge Tarajano,
PALA Group
Training
High Schools
Recruitment
Retention
Jimmy Sawtelle,
Deidra Jackson,
Mike Albano,
Tim Johnson,
LCTCS
BASF
Dow
Industry
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
THANK YOU
Tim Johnson
President
The TJC Group
www.thetjcgroup.com
tim.johnson@thetjcgroup.com
(225) 757-5527