Workforce Development

One of the challenges of establishing the credibility of the C3 formula for success has been the difficulty in collecting data that illustrates the value of craft training.  When we began to collect the data that makes the case for craft training, we found an outstanding example from Chamberlin Roofing & Waterproofing, one of the […]

The industry has been told that the current skilled labor shortages will get worse as the economy improves, a generation of aging skilled workers retires and a new generation enters the industry. Key to that recruitment of a new skilled workforce is a well-defined and executed training program. To assist in training and development of

One of the questions that I am often asked when I speak to folks in the commercial construction industry about our work at Construction Career Collaborative is “When is C3 going to begin recruiting kids coming out of high school?”  It is frequently followed by the observation that not everyone is meant for college and

In the current construction market there is a growing craft worker shortage.  Firms not planning for their workforce future will find themselves without the resources to do the work when the future becomes the present. NCCER* states that transforming a newly hired craft worker into a seasoned professional takes a minimum of eleven years.  They

​As anyone in commercial construction will attest, the industry has a labor shortage and a perception problem.  The combination of those issues has led to an unsustainable craft workforce. Demand for skilled craft workers is greater than people looking for jobs. Baby Boomers are retiring, and the millennial generation has not been attracted to careers

According to Dr. Matt Stevens and Dr. Jennifer Day of Stevens-Day Construction Institute, the employment turnover rate for construction is double that “of most other industries.”  The majority of this occurs in the field positions.  High turnover leads to higher construction cost and lower productivity. The project based nature of construction facilitates more frequent cycles

Training is a key element to success in the workplace.  Few of us would disagree with this statement.  We believe intuitively that a well-trained workforce is able to produce better quality products in less time and with fewer accidents.  The tricky piece is finding or creating this well-trained set of employees to deliver excellent work.

​Training is a key element to success in the workplace.  Few of us would disagree with this statement.  We believe intuitively that a well-trained workforce is able to produce better quality products in less time and with fewer accidents.  The tricky piece is finding or creating this well-trained set of employees to deliver excellent work.

There have been occasions during my tenure as C3’s executive director where I have felt as if we were trying to change the world, and in many ways we are – the world of construction.  And as most readers of this blog would probably agree, change in the construction industry does not happen quickly, and

Houston’s Construction Career Collaborative (C3), a 501(c)(3) not-for-profit organization focused on the commercial construction industry in the Houston Region, has made significant progress in the last two years. Today, we are an alliance of over 200 institutional owners, general and specialty contractors that have each embraced the principles that drive C3. Those principles include providing