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Construction costs increase is driven by huge trade job deficit. training to supply labor reduces construction cost and rent.
The effects of long-term unemployment are a destructive and persistent social issue that causes unmeasurable suffering, and costs the government directly and indirectly, billions of dollars per year. IFP is fighting to resolve this national crisis.
Workforce shortages remain one of the single most significant threats to the construction industry. The worker shortage in the construction industry is worsening, and the private sector is hoping the government will get involved. Construction groups are asking federal officials to both increase funding for career and technical education programs and to allow more immigration to fill vacancies.
According to a new survey from the Associated General Contractors of America (AGC), 80 percent of construction firms say they are having a hard time filling hourly and craft positions, which represent the bulk of the industry’s workforce.
With cities and states carrying $4.3 trillion in outstanding debt, and the US government unable to meet even the most basic financial needs to improve publicly owned infrastructure, asking for the government to significantly increase funding is an unlikely scenario. Rather than asking government for handouts, IFP offers an alternative approach.
Construction sites are complex operations fraught with risks ranging from unsafe situations to financial pitfalls. With most construction projects facing razor-thin profit margins, construction firms need everything to go right. Technical education is critical in the construction industry. Construction managers and their teams need to have the skills necessary to perform their jobs. The issue is the inability to supply the demand for certified laborers.
The U.S. Bureau of Labor Statistics states that were 300,000monthly vacancies in the construction industry in 2019. They project the industry will require 747,000 more workers per month by 2026. This problem is not geographically based -- shortages were reported at nearly equal rates in regions across the entire U.S.
It’s not surprising then, that at the beginning of 2019, nearly 80 percent of construction firms said they wanted but were unable to expand headcount this year. This huge deficit of labor has raised the price of construction, affecting us all. Businesses typically resort to hiring overseas craft workers and perpetually relocating a diminishing pool of labor from state to state. This does nothing to expand the labor pool or localize employment.
In addition, people currently employed in the construction industry are, on average, older that the rest of the workers in other fields, with a medium age of 42.6. Only 1.8 per cent of the industry workers are between 16 and 19-year-old, while fewer than 9.4 per cent are younger than 25. This aging workforce creates the need and the opportunity to foster a new crop of young trade laborers.
For any developer of a consortium that is serious about saving money, improving the community, increasing project and operational efficiencies, and driving brand awareness, IFP’s certification program would not only be the best option, it would be the only option.
According to the Bureau of Labor Statistics, there are 6 million long-term unemployed or discouraged workers who have dropped out of the labor market, which constitutes about 32 percent of the nation’s unemployed population overall.
The fact that these populations still make up a significant portion of all unemployed individuals in America suggests that structural factors are contributing to the struggles many Americans face when seeking stable employment.
Typically, high unemployment rates are accompanied by low job vacancy rates; correspondingly, when job vacancies rise, unemployment should fall as job seekers fill job positions. However, after the Great Recession, both long term unemployment rates and job vacancy rates have remained elevated, indicating that employers have jobs available, but are not choosing from the pool of available workers.
Long term unemployment is the leading cause of homelessness, and the risk of homelessness intensifies the longer a person is unemployed.
In 2019, 552,830 Americans were homeless, or 1 in every 588 Americans. Sadly, 7% are unaccompanied youth under 25 and 7% are veterans. Long term unemployment not only leads to homelessness, but to family violence, mental and physical health disorders, and drug and alcohol addiction. The human cost, as well as the financial cost to every level of government, is enormous.
The persistence of unskilled unemployment is a structural issue requiring a different solution
Trade shortages most in demand by A/E companies and general contractors include carpentry, millwork, and electrical, although high level of shortages cut across all trades. The average trade job doesn’t require much formal education, so even in cases of candidates without a high school diploma, a GED, which can be incorporated as part of the training program, is an adequate prerequisite to access trade certification programs. Yet these jobs will enable new workers to enter the middle class. For example, the average electrician’s annual salary is $51,808 per year, while a journeyman plumber’s is $60,843.
Trade certificates may be obtained in months. Given that construction is a long-lead work cycle, and given that most trade services are applied towards the backend of the project, contractors have ample lead time to run their proposed workforce program.
Additionally, IFP coordinates businesses with local trade schools and community institutions offering free education and material to technically certify an apprentice or journeyman in a skilled trade.
TSI Certification will place millions of desirable middle-class trade jobs into the communities that most need them. The results will be a win for the companies, since construction projects will be more profitable and there will be a larger pool of skilled workers and they will receive better public relations, a win for government, since it will spend fewer dollars to support the long-term unemployed while lowering the price of housing and infrastructure, and a win for the public, as IFP will help create more middle class jobholders and lower the rate of homelessness.
It is not individuals or businesses that are accredited TSI certified, it is the building project or infrastructure development. To assure integrity of the program, the TSI rating system measures only executed programs, not training plans or intentions.
The various levels of certification represent the degree to which the project was designed and built while incorporating strategies for achieving high performance, in key areas of human impact.
Building owners that seek LIWD certification for their building or project will most likely engage the project’s general contractor, or a third-party provider to drive the certification process.
The cost to complete the certification process can be determined with some due diligence and a survey of the appropriate training program budget and invoices.
Construction certifications refer to credentialing for those who have chosen a career in construction and want to either advance in an organization or simply learn a trade to fulfill construction job requirements.
There are multiple trade and management certifications. LIWD will assure that extra points are earned to those trades most in demand within each community. Whilst there are over 100 different trades in need of new workers, some more common examples include:
For a construction project to earn a LIWD Certification, it must meet certain criteria and goals.
Trade work and technical education is critical in the construction industry. Numerous tax credit programs are already offered by IRS for businesses accommodating people with disabilities or minorities, such as the Disabled Access Credit, the Barrier Removal Credit, the Work Opportunity Tax Credit, and so on. However, these programs are sometimes impractical and burdensome for businesses to manage.
Costly paperwork has to be processed per workplace placement. There also is no procedure to aggregate workload for large companies, nor is there a way for them to use the certification as a marketing tool.
LIWD is a holistic, simple, metrics-based approach (LIWD scorecard) for evaluating a training and hiring program’s impact on a community. The more points earned, the more socially impactful and sustainable the program is. Depending on the number of points gained, the project can then earn certification on one of the following levels: Platinum -- 80+ points, Gold -- 70-79 points, Silver – 60-69 points, and Bronze certified -- 50-59 points.
LIWD will create an Advisory Committee of leading experts in construction, job training and economics to define the options in the scorecard, to agree on the tax incentives that will be offered to firms for each level, and to oversee the entire process of project scoring.
Firms choose the ratings options that best suit their project. After the LIWD team completes the review process, the project is awarded a certification level based on the number of points earned.
To assure sustainability, we have constructed 6 sets of evaluation criteria. Each of these credit categories will contain a series of goals to earn points. The project earns points when it properly fulfills the requirements of each goal.
Developers choose the rating goals that best suits their project. After the LIWD team completes the review process, the project is awarded a certification level based on the number of points earned.
BTI Advisory Committee is a committee of leading experts in transportation and infrastrure and disability inclusion & training, created to guarantee the integrity of the certification process. in the scorecard, to agree on the tax incentives that will be offered to firms for each level, and to oversee the entire process of project scoring.
Trade shortages most in demand by A/E companies and general contractors include carpentry, millwork, and electrical, although severe shortages cut across all trades.
•The average trade job doesn’t require much formal education, high-school diploma, or GED, suffices.
• The jobs generated enable new workers to enter the middle class. Average electrician’s annual salary is $51,808 pa, a journeyman plumber’s is $60,843pa.
•Trade certificates may be obtained in months. Construction is a long-lead work cycle, trade services applied at backend of the project, allows contractors ample time.
•Additionally, LIWD coordinates businesses with local trade schools and community institutions, offering free education and material
•This movement will radically lower the rate of homelessness.
We work with government workforce & economic development programs, to assure all companies hiring our candidate trainees are rewarded with thousands of dollars in savings per hire.
IFP is a unique and trendsetting nonprofit. We drive social impact, leveraging the nation's 3rd largest market sector "INFRASTRUCTURE' unmet demands and needs. Our model is not founded on transactional handouts. Our approach is to drive public support and cultivate a public private partnership vertically driven with our industry . This approach is pioneering, the first vertical nonprofit in the world.
In principle, we recognize corporate leaders and employees are every bit as caring and emphatic. Corporations and shareholders already support our society in great many ways. Yet, recreating a new model of fostering private-public social partnerships, requires a higher level of understanding and collaboration between industry and the community. Our model assures benefits are win-win.
The issue is structural, therefore IFP offers a program 'Leadership In Workforce Development'. LIWD program provides an opportunity for corporations to clearly demonstrate their commitment to the communities their infrastructures serve. At the same time rewarding their efforts with numerous business and financial incentives.
IFP offers a new model of charity public service, which bestows relevance and value to all our corporate donors,
Long-term unemployment is a destructive and persistent social issue. Current public initiatives are overwhelmed and cannot do it alone. Through our program Leadership in Wo, private industry has an opportunity to participate, not just by constructing buildings, but by building a more economically sustainable society.
Infrastructure for the People along with James Emmett & Company https://jamesemmettandcompany.com/ bring you this innovative project that will help the tolling industry access the most loyal & dependable workforce on the planet - people with autism and other disabilities.
Bridge to Inclusion will initially focus on two core positions within the tolling industry:
• Image Reviewers- people with autism bring the
visual acuity, attention to detail, and accuracy skills to this role
• Call Center Agents- people with disabilities bring the positive attitude, social structure, and detail orientation necessary for this role.
To help thousands of people with autism and similar disabilities obtain career-oriented employment in the tolling industry.
Bridge to Inclusion will be a cohort of companies that are primarily involved in back-office tolling operations. We will look to launch the cohort in the beginning of 2021 with 3 to 5 initial companies and the goal of helping 50 to 100 job seekers with disabilities to obtain employment in those companies by the end of 2021 - totaling 200 to 500 total jobs in the first year.
To help companies hire call-center agents and image reviewers. We will build in-depth knowledge of both positions and even potentially look to build job training efforts for individuals who are interested. Our first year will focus on the United States but eventually we will look to expand bridge to inclusion globally.
Once a company joins the cohort, we will help them build their autism and disability inclusion initiative in three major areas:
1. Sourcing- create a sustainable pipeline of candidates with autism and disabilities
2. Supporting- build natural support strategies that help each candidate with a disability thrive in their new job.
3. Messaging - create both internal and external messaging that help the company to communicate the goals of their disability initiative.
The effects of long-term unemployment are a destructive and persistent social issue that costs the government, directly and indirectly, billions of dollars per year.
According to the Bureau of Labor Statistics, there are 6 million long-term unemployed or discouraged workers who have dropped out of the labor market, which constitutes about 32 percent of the nation’s unemployed population overall.
The fact that these populations still make up a significant portion of all unemployed individuals in America suggests that structural factors are contributing to the struggles many Americans face when seeking stable employment.
Long term unemployment is the leading cause of homelessness, and the risk of homelessness intensifies the longer a person is unemployed.
In 2019, 552,830 Americans were homeless, or 1 in every 588 Americans. Sadly, 7% are unaccompanied youth under 25 and 7% are veterans.
The workforce shortage in the construction industry is worsening, and the private sector is hoping the government will get involved. Construction groups are asking federal officials to both increase funding for career and technical education programs and to allow more immigration to fill vacancies.
With cities and states carrying $4.3 trillion in outstanding debt, and the US government unable to meet even the most basic financial needs to improve publicly owned infrastructure, asking for the government to significantly increase funding is an unlikely scenario.
IFP offers an alternative approach.
Construction sites are complex operations fraught with risks ranging from unsafe situations to financial pitfalls. With most construction projects facing razor-thin profit margins, construction firms need everything to go right.
The issue is the inability to supply the demand for certified laborers.
The U.S. Bureau of Labor Statistics states that were 300,000 'monthly' vacancies in the construction industry in 2019.
In addition, people currently employed in the construction industry are, on average, older that the rest of the workers in other fields, with a medium age of 42.6. Only 1.8 per cent of the industry workers are between 16 and 19-year-old, while fewer than 9.4 per cent are younger than 25. This aging workforce creates the need and the opportunity to foster a new crop of young trade laborers.
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