Brave new world

Unemployment has been an especially high-profile issue during the past few years. Venturing into and returning to the work force have been difficult for many, as has the ability to advance in one's chosen field. However, the economy has not been the only obstacle for the unemployed. Some workers have been hindered by a lack of education and training, and often, adequate training is not available to those who want to begin a new career. In addition, some industries haven't had the resources to grow, and employers haven't had as much input into the government's attempts to improve the situation as they should.

"The employment system always has operated as a social service system, looking one by one at the people walking in rather than entire groups or industries," says Emily DeRocco, the assistant secretary for the Employment and Training Administration (ETA) at the U.S. Department of Labor (DOL).

ETA is striving to create a public work force system that will help workers access not only jobs, but careers. ETA plans to do this by finding where jobs are and knowing the necessary skills to obtain and advance in those jobs. With $15 billion in resources to invest, ETA's planned collaboration of the public work force system with business and training providers should lead to more than a "walk-in" experience.

The initiative

With the economy beginning to stabilize and DOL changing its employment approach, DOL is making some decisions that could change the work force situation with its High-Growth Job Training Initiative. Meant for all types of workers who are looking for jobs, the program investigates how to bring together employers, educators, the work force and government.

"We are now concentrating on looking at employers and their needs to create employment opportunities," DeRocco says.

Although DOL is looking to help all industries and their employers, it has targeted 12 industries that are believed to be high-growth and up-and-coming.

One of those industries is the construction industry, which includes the roofing industry.

Created to ensure no worker is left behind, DOL's program "is a strategic effort to prepare workers to take advantage of new and increasing job opportunities in high-growth/high-demand and economically vital industries and sectors of the U.S. economy. The initiative is designed to ensure worker-training and career-development resources in the public work force system are targeted to helping workers gain the skills and competencies they need to obtain jobs and build successful careers in these industries."

Partners

Partnerships are a significant part of this mission, DeRocco says.

"We look for a partnership of employers and educators," she says. "They play an important role in defining the skills for good jobs and careers, training, providing enhanced programs and helping workers access training."

The initiative has formed partnerships with schools, labor-management organizations such as the National Heavy & Highway Alliance, and organizations such as the National Association of Home Builders.

"Partnerships could look to developing an apprenticeship program that would take an entry-level person further," she says. "Construction apprenticeship programs can help move a worker from entry level to construction management or even to owning his own business."

Many people don't realize the opportunities for self-employment and advancement in the construction and roofing industry, and this has been one of the industry's challenges when it comes to employment, DeRocco says.

"One of the issues discussed in all forums is the issue of new workers," she says. "The image of the construction industry is burdened by a lack of recognition of the opportunities to advance and be self-employed. The public education system doesn't always provide information about apprenticeships and trades as postsecondary careers and opportunities. Self-employment drives small business. We view small businesses as the engine of the economy and want to continue supporting them."

According to DeRocco, promoting this idea could be a good place for NRCA to play a part in the initiative.

"A national organization might have some creative solutions for reinventing the image of an industry," she says. "It could be a good national project for an organization."

"NRCA has been with us in the executive forums," DeRocco continues. "Roofing contractors have been active in those deliberations. It is an opportunity to come together and validate their challenges, which will be carefully monitored to make sure we get solutions to these problems."

The forums identified different types of work force challenges facing the industry, as well as solutions being implemented to address the challenges. Challenges mentioned included a shortage of workers, the need to enhance the image of the industry and its career opportunities, and lack of industry skills—from math skills to employability skills.

To face these challenges, ETA will invest in strategic partnerships among employers, labor-management organizations, community colleges, the public work force system, and other partners that address the industry's challenges.

Some organizations already have addressed these issues. A separate initiative, Skills to Build America's Future, sought to increase the number of people in skilled trades and promote awareness of skilled trades. Sponsored by such organizations as DOL, Construction Industry Round Table and National Association of Home Builders, Skills to Build America's Future offers outreach to schools, job fairs and other events.

Skills

But a lack of government endorsement and the public's limited knowledge of certain industries are not the only challenges organizations such as NRCA face. People often don't have the background and skills that would make them employable, which can especially be a problem when an industry is aging and losing skilled workers who are retiring. This may lead to a growing shortage of workers in the construction industry.

An organization called Job Corps has taken steps to offer training to young people interested in learning these skills.

NRCA partnered with Job Corps in 2001 to provide entry-level roofing training. With centers across the United States, Job Corps offers training to disadvantaged youth in such fields as roofing, carpentry, bricklaying, facilities maintenance and painting. A total of 10,847 students graduated from the construction-field Job Corps programs in 2002.

Many people in the construction industry see increasing technology as another challenge because it means workers often are required to enhance their skills and learn skills that are completely new. However, DeRocco sees it as positive and a chance to boost productivity.

"From the days of the first computers, people were worried about being replaced by computers," DeRocco says. "But the opposite happened. The computer industry boomed and created many more jobs. We should not fear the opportunity to use more technology. We just need to drive more new skills-development requirements to make sure people have the skills necessary to be successful."

DOL challenges

Challenges for DOL with regard to the initiative also are enormous, DeRocco says. DOL faces the challenge of implementing new and updated skills into its training, as well as addressing the fact people switch jobs frequently.

"We are confronting a growing economy," she says. "It is transforming. In construction, technology is driving a whole new set of skills, such as enhanced computer skills. For example, sheet-metal workers now use computer systems to cut and bend sheet metal, and this requires them to have the skill sets to use these advanced systems."

"Employers need workers with strong academic foundations. The educational system must be strengthened and provide information and opportunity for young people to access apprenticeships and other programs," DeRocco continues. "Also, people are going to transition more—studies by the Bureau of Labor Statistics have shown people change careers up to nine times between age 18 and 34. The public work force system needs to be there with the right information for them on a continuing basis."

DeRocco says it is critical industry partnerships drive the investment of training dollars and provide access to skills development.

Getting help

DOL continues to strive to promote its education, training and employment placement services. It offers federal and state programs funded through DOL or other agencies. Because there is a wide array of programs that could benefit roofing workers, DOL says the best strategy for workers and contractors interested in accessing these programs is to contact their nearest Career One-Stop Center, which offers employment and training services in one place and quickly responds to employers' and workers' changing needs.

"Because One-Stops are required to partner with 19 different federal programs and may work with other organizations in their communities, they generally are aware of the resources available locally and can help individuals identify the programs that are the most appropriate for them," DeRocco says.

To find the Career One-Stop Center closest to you, access www.servicelocator.org.

Measuring success

In the end, the success of the employed, work force system and educators will define the initiative's success.

"We measure success at the end of the day," DeRocco says. "Three parts measure DOL's success—employment, retention and earnings increases. We make sure workers become employed and achieve. We measure their success by whether they can keep their jobs or advance in the job. They are the barometers of our success. We need to welcome them, ensure they have skills, integrate them into the opportunities we offer to them. Workers will be successful in job placement if trainers, educators and employers are successful."

Krista Reisdorf is associate editor of Professional Roofing magazine.