Workforce Development

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

​Construction Career Collaborative and the Archdiocese of Galveston-Houston hosted a town hall meeting for seven Contractors on April 11, 2016 at the offices of the Houston Chapter of Associated General Contractors to discuss the recent decision by Daniel Cardinal DiNardo for the Archdiocese to support the C3 initiative.  Those in attendance included representatives from Arch-Con

Recently, City of Houston Mayor, Sylvester Turner, and City Council passed a new ordinance encouraging developers, who apply for tax incentives designed to stimulate development of multi-family residential buildings, to provide workers with livable wages, to offer affordable or workforce housing assistance, to offer paid internships to low-income students and jobs to ex-cons re-entering the

Construction Career Collaborative was the beneficiary of two big announcements last week by high profile, influential owners, which illustrate C3’s growing presence and impact in the Greater Houston region.  The first came through the Archdiocese of Galveston-Houston from his emminence, Daniel Cardinal DiNardo, who declared that its projects would require C3 participation from this point