28-29 / 204
28
29
ment and Training Administration, guidelines
for apprenticeship standards. At the conclusion
of the three-year project 50 percent of the
apprentices chose to stay on with S&R, many of
them working toward Level 2 Ironworker.“SEAA’s
training and apprenticeship programs create a
pool of documented, qualified ironworkers who
can work anywhere. Before that only existed in
the union realm,” said Collins.
“Return on investment should be evident in
higher productivity, reduction in safety related
incidents, and less re-work,” said Eldridge. “I
think return on investment is an understate-
ment,” said Jeremy Macliver, Chief Operations
Officer, All Things Metal, Phoenix, Ariz. “Without
a qualified workforce, your marketing, sales, rep-
utation, and assets cannot do anything.”While
the company’s efforts are attracting both novic-
es and journeymen, the single biggest impact on
the company’s investment has been the ability to
conduct NCCER Knowledge Verification of their
current workforce. Giving employees the tools to
identify strengths and weaknesses has “encour-
aged them to attend courses in the areas that they
showed opportunity for growth.The results are
showing up in improved field performance and in
the crew’s confidence,” said Macliver.
Training also has positive returns for the in-
dividual worker. “We started the training pro-
gram in 2014. Since then nine employees have
reached the highest level of certification, Indus-
trial Ironworker Certified Plus,” said Josh Bobo,
Assistant Operations and QA Manager, CWI, for
Cooper Steel, Shelbyville, Tenn. Six other in-
dividuals have achieved Industrial Ironworker.
“These individuals have excelled within our
company and have been promoted accordingly.
The SEAA/NCCER Ironworker Training Program
continues to deliver quality results with each
successful examination,” he said.
“SEAA has worked hard to put a great pro-
gram together, but now we need to focus on
filling the classroom with students,” said Josh
Cilley, who is president of both American Steel
& Precast Erectors, Greenfield, N.H., and Buck-
ner Steel Erectors, Graham, N.C. Cilley is the
current president of SEAA’s board of directors.
“A grass roots effort by individual members
is necessary to partner with local high schools,
technical and junior colleges, and military bas-
es,” he said. Among the challenges the industry
faces are misperceptions regarding risk and
reward. “Although this is a high-risk occupation,
the perception that it is dangerous is misguid-
ed. Many erectors today have built strong safety
cultures. The equipment and methods used
today have come a long way in making our
industry safer. On the financial side, skilled craft
workers make a very good living—as much if
not more than recent four-year college gradu-
ates,” he added.
In Texas, Adaptive Construction Solutions
(ACS) is leading the charge to recruit, train, and
employ military veterans. ACS leverages work-
force development funding to offset most or all
expenses associated with their programs. They
have a successful recruiting program that pulls
veterans transitioning from active duty as well
as those who have not found a career since
separating from the Armed Forces. To date ACS’s
customers have experienced 87% retention
rate at 90 days of employment, and more than
100,000 man hours worked without a record-
able injury.