Greater Boston Plumbing Contractors Association’s Post

"Lessons Learned from Palm Springs" Our founder and president Terry Bierwirth knocked it out of the park last Monday at the SMART Recruitment and Retention Council meeting in Palm Springs, CA. Thanks to Council President Charles Greer and the SMART members from across the U.S. and Canada for having her. And a special shoutout to Lorenzo Miles from Sheet Metal JATC San Diego—your recommendation means a lot to us!   Terry’s presentation, "Lessons Learned," focused on what we’ve figured out after working with Sheet Metal JATC apprenticeship programs to fine-tune their branding, websites, and social media. Here’s a big takeaway worth sharing:   Your Website is a Recruitment Tool—Not Just a Placeholder  For a lot of young people, your website is where they decide if the trades are for them—or not. It’s got to feel professional and approachable. Things like clear career paths, success stories from actual apprentices, and a few behind-the-scenes glimpses can make someone hit "apply" instead of "back."   This isn’t about spending a fortune. It’s about being real. Show what makes your training center unique. Highlight the opportunities that a career in sheet metal can provide. A little authenticity goes a long way.   One thing was clear at the council meeting—SMART members are all in on building up the next generation of skilled workers. Now the question is, what’s your next move? If you were there for Terry’s talk, what’s one idea you’re ready to put into action? Let’s hear it! 👇  https://lnkd.in/gPusaXjV

Happy National Lineworker Appreciation Day! Kawehi Sablan, an April 2024 lineman graduate on Oahu, shared his experience with our lineman apprenticeship program. Our #lineman apprenticeship program is unique. We pay apprentices for their education and training during their time in the program and cover costs for any material and/or equipment. When you're accepted into the program, you're already considered as an employee. In other states, you'll need to complete an apprenticeship on your own dime before being able to apply for a lineman position at a utility. Essentially, you're paid while you learn as a lineman apprentice at Hawaiian Electric. We train our linemen using the same resources as Northwest Lineman College, a top-tier and recognized educational institution in our industry. You will start as a "Senior Helper" and will be required to complete 6,000 combined hours of hands-on and on-the-job work experience. In addition, you'll also need to complete 750 hours of classroom training. Afterwards, you'll graduate and be promoted to a lineman. The program takes a novice through four different "processes." Each process qualifies you to do certain types of electrical work. Process 1 teaches you how to climb and use your equipment and tools. Process 2 qualifies you to do "hot" (or energized) low voltage work, which is more commonly done for homes and businesses. Process 3 will qualify you to work on hot primary and secondary lines, which can go up to 12,000 volts. Those are the lines you see on top of utility poles. Process 4 focuses on transmission lines, which are found in the mountains and those go up to 138,000 volts. You can expect the lines to stay hot during training. Being a lineman is dangerous job so there’s plenty of training and education required. Read our latest Medium blog to learn more about the lineman apprenticeship program at https://t.co/W4afHmGfje. Make sure to thank your local lineman and let them know they are appreciated. They make a lot of sacrifices to keep the lights on. Edison Electric Institute International Brotherhood of Electrical Workers (Local 1260)

There's no 'one size fits all' career pathway. That's why we work with our stakeholders, communities, and participants to develop tailored programs that meet their needs. The AGA Multi-Industry Pathway Program is a great example of our collaborative approach. #employment #skills #education #support #vocationaleducation #VET #vibrantfutures

Mike Caruso joined DC 21 in June 2024 and is a 4th-year glazier apprentice. He tested into the apprenticeship program due to his previous experience. Mike got his start in the trades by emailing glass companies looking for work. Eventually, he landed an interview and a job and worked for 4 years at a non-union glass company. After learning about the improved pay and opportunities that union life provides, Mike applied to DC 21. He's found ample opportunities to learn, grow, and secure his future with the union. His apprenticeship has given him access to more knowledge and skills that he can use to build his career; he's learning proper by-the-book methods for work and has the opportunity to get certifications like OSHA, crane operator, and rigging certifications. Working as a union apprentice has given Mike more opportunities to grow. At a non-union company, there is often limited upward mobility. You could work at a place for years and have few pay increases, or even end up with the same salary as someone with little to no experience. But as a union apprentice, he has the opportunity to move up and diversify his skills with the union's continuing education classes. His favorite skill to learn so far has been welding; it's something he's always wanted to learn but never had the opportunity until joining the union. Beyond the superior training and access to incredible knowledge, Mike values how the union takes care of its people. He has access to a solid pension and annuity that will allow him to retire, something he never got in the non-union world. There's a greater emphasis on safety and healthy work practices on union jobs, which allows him to reduce the strain on his body and lengthen his career in the trades. Joining the union has improved Mike's career prospects for the better. His apprenticeship gave him access to better training, more security, and a brighter future. When asked what he'd say to someone considering an apprenticeship, Mike responded "It's definitely worth it. You get awesome training and it gives you a taste of the trade before going into the field blind. I highly recommend it."

A real conversation that happened between a newly qualified electrician and our head instructor: “Is that cable tray up yet?“ “No. I don’t know how to fix it to the ceiling” “What?” “I’ve never been shown” Clearly there’s a gap somewhere. Maybe in the apprenticeship curriculum? Maybe it’s people on site is not making the time to show improvers new things? PEIT was founded to fix this. Our courses are tailored for the individual whether they need to bridge the gap between theory and practical experience and make up for any holes in their education as an electrician, or whether need advance their skills further than what they learnt on their apprenticeship. If you’re interested in sending an employee on a course with us, or attending a course yourself, get in contact with us at info@peit.co.uk

Exciting News at Wiregrass Construction! We are thrilled to celebrate a major milestone for Gavin Johnson, who has become the FIRST Wiregrass Construction Company employee to successfully complete our groundbreaking Asphalt/Paving Equipment Operator Apprenticeship. Gavin’s hard work and determination have truly set the bar high. Balancing extensive classroom learning with hands-on fieldwork, all while being a dedicated husband and father, is no easy feat. Eric Fulmer, Director of Workforce Development, shares: "I am incredibly proud of Gavin for becoming the first WCC employee to successfully complete our Asphalt/Paving Equipment Operator Apprenticeship. His achievement is a testament to his dedication and work ethic, balancing extensive time spent in both the field and classroom, while fulfilling his important roles as a husband and father." But the story doesn’t stop there. Gavin’s incredible achievements recently earned him a well-deserved promotion to Foreman. This is a shining example of the power of education and opportunity in action. Lance Driskell, Area Manager, emphasizes the impact of this apprenticeship program: "There are apprenticeships in many other trades but nothing for asphalt equipment operators. This opportunity is vitally important. With this new apprenticeship, Wiregrass can specifically train individuals and, as in Gavin’s case, accelerate the advancement process. Gavin not only completed the apprenticeship, but he was also recently promoted to Foreman. This is not only a testament to Gavin’s ability, but also to the importance of training and education that is specific to the asphalt industry." At Wiregrass Construction, “Traveling Together” is more than a core value—it’s our mission. Programs like this apprenticeship open doors for hardworking individuals, helping us grow the future of our industry. Please join us in congratulating Gavin Johnson on this incredible achievement and his bright future ahead!

Taylor & Francis Group are delighted to publish The Design and Installation Guide for Roof Tiling, a collaboration between the NFRC and the Roof Tile Association This new guide has been written and released in partnership between the RTA (Roof Tile Association) and NFRC (National Federation of Roofing Contractors) to provide the most comprehensive and up-to-date guidance for roof tiling available, covering all the information that budding tilers, and those with experience, need to know when they’re on the job.  The Design and Installation Guide for Roof Tiling is a crucial tool for those undertaking diplomas, apprenticeships, and certifications. Order your copy today at this link and make use of a 20% discount: https://lnkd.in/eJFpHKsg

Wondering if Youth Apprenticeship is "worth it" for your company? Take Joe's story, a current Junior in a Youth Apprenticeship with Lakeside Foods, Inc. gaining hands on experience in a field he says "I would have never thought to work in". Joe has been thriving in his YA experience to the extent he is continuing into Senior year AND post high school in a Registered Apprenticeship. THE BEST PART? Lakeside Foods is getting early access to eager, trainable talent AND retaining this talent full-time post graduation. When it comes to future hiring needs, what are your workforce solutions? Does this make it "worth it"?