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There is a set of programs in West Virginia looking for a few good men and women, but it is not the armed forces. It is the state’s nearly 20 construction trades apprenticeship programs, which boast “good money, good benefits, adventure and thrills and work that’s a workout” among the top 10 reasons to sign up.
Aaron Hoback answered the call at the construction craft laborers apprenticeship program in Mineral Wells, West Virginia. At 27, Hoback has received some scrapes and bruises from the job market. Hoback has a degree in material engineering; however, the plant he worked for and his job were recently exported to Mexico. Now Hoback needs a new career. “I have yet to find my niche in the industry, which is part of why I joined the program,” he says.
Ross McPherson, an instructor who teaches instrument, line and grade and GPS explains that it is not uncommon for students to be uncertain as to what career path they want to pursue when they first arrive. “I want these students to understand that I am here to help. I am a laborer, so I have done what they are getting ready to do, and I can offer some guidance. But most importantly, if they’re willing to learn, they will not just have the skills to get a job, but to keep a job.”
The 115 acre facility, which opened in 1971, offers 350 different occupational areas of work. “The construction laborer works with every craft out there: the ironworkers, the operators, the pipe fitters, the plumbers. They have to know each occupational area so that they can perform that work,” says Carl Reynolds, apprenticeship coordinator.
In order to accommodate so many fields, the campus has a modern facility with two classrooms and 15,000 square feet of hands-on training space located in doors. It also has an environmental training area and plenty of outdoor space for large equipment training.
Each group of apprentices chooses a class project for applied learning. While some of the students already have had the opportunity to complete off-campus projects, they now have the chance to demonstrate their skills on campus as well. Some of those projects include a picnic pavilion, putt-putt golf course, campus roads and parking areas.
Reynolds says the students who come to his program range from young men and women just out of high school to seasoned veterans who have been laid-off. He tells each of them the same thing, “What an outstanding career path for someone who wants to go into the construction trades, or even the medical field, accounting or law. There’s an opportunity through the union to route this individual on a path to be whatever they want to be.”
When Reynolds says anything, he means it—even if it is not what might traditionally have been associated with labor. For example, laborers often encounter a great deal of dirt, dust, silica, lead and asbestos, which can lead to a variety of health risks. Therefore, the program works with a variety of health-related fields. “What does a doctor have to learn first to be effective in dealing with these things? He has to be able to go out and learn about the occupation first to understand how to help,” says Reynolds.
The program follows the same process with law students who might someday represent construction workers, researchers who may someday find a cure for job related diseases and teachers who are training the next generation of state and world leaders. “I am proud of our students for what they accomplish in the few short weeks that they are here. Some students who have completed this program are now taking engineering classes at West Virginia University and WVU Institute of Technology. Several others now have associate’s degrees,” says Reynolds.
A labor management group comprised of contractors and labor representatives contribute money to fund the apprenticeships. In this way, the program remains completely independent of taxpayer dollars so students pay nothing. Over the last two decades, the group has been very successful—it has set up its own health and safety, marketing and training funds.
David Mullens runs a similar in Medina for operating engineers. His program has been in existence since 1973 and is an integral component of the operator’s union local 132. The facility, known as “the longest running construction site in West Virginia,” has 165 acres dedicated to training for earth-moving equipment as well as cranes used in high-rise buildings, locks and damns and hoisting. “We have virtually everything here that you would see on a construction site, in one form or another, maybe we just have it on a more scaled down size,” says Mullens.
Inside the facility the operating engineers have office space and a shop. The shop is used to train as well as repair and maintain the equipment. They also have a training classroom and a kitchen area upstairs.
Like many occupations, laborers and operating engineers are going to face significant worker shortages as baby boomers begin to retire over the next couple of years. Therefore, apprenticeship programs like these are an important way to ensure a new generation of highly skilled workers. “We’re union and management working together for one reason—to get a job done, productively,” says Reynolds. “We train people for specific job openings. We keep our numbers low to make sure apprentices are employed fairly well so that they can earn while they learn,” says Mullens. “Not only is the training free, in addition to the training here, they go to the contractors which are obligated to train them on the job.”
Because both programs serve the entire state, students often must drive three to four hours to participate. Therefore, both the laborers and operating engineers have a dorm space. Depending on the training, apprentices and journeymen spend anywhere from a few days to a month on campus.
Both programs also offer an “earn while you learn” incentive. (See Charts 1 and 2) Apprentices generally earn a percentage of what journeymen do for the same job. It is the only exception to prevailing wage in the state of West Virginia.
Training Hours Percent of Journeyman Rate
Apprentice years Percent of Journeyman Rate
While the programs share many similar traits, the process for being accepted into them is different. The operating engineers only train 25 to 30 apprentices and 60 to 80 journeymen a year. The numbers remain small because they only accept applications once a year and applicants must be referred by their local union. Also, apprentices must belong to the operating engineers union to qualify for training. Mullens conducts polls among businesses, in different areas of the state, to determine what the job market is and how many apprentices the program will accept. “We produce an annual training schedule of the classes we are going to offer in the early fall. People who are interested call and we put their name on a roster, then about three weeks prior to the class we will call them.
If selected, the apprentices are mandated to attend the program three weeks a year, before they can advance from first year to second year to third year. The program is registered with the United States Department of Labor, and the Bureau of Apprenticeship and Training oversees it.
In contrast, the laborers’ program, which serves 1,500 to 2,000 people a year is open to anyone interested. Applications are typically accepted on the third Friday of every month at any job services office. Reynolds says while anyone can apply there are a few requirements. “You have to be at least 18, have a valid driver’s license, a GED or high school diploma, be physically fit to do the job and have a good attitude.”
Both apprenticeship programs like to promote from within their respective fields. For example, Reynolds was a project superintendent, grade checker and powder man before his current position. “How can you teach unless you understand something, and how can you really understand unless you have done it?”
The environment program is one that both teachers and students a like are proud of and respect. It teaches people how to protect themselves in the event of a chemical spill, leak or terrorist attack. It also deals with radiation, lead and asbestos problems.
After 9/11 the program was called to Washington, D.C., to help the metro police set up their protective gear program. They were also called in to help with the anthrax-letter scare at the senators’ offices. “We even received awards for what we did while we were there,” says Reynolds.
Mullens says the apprenticeship training model is one of the best in the world. “Europe uses it extensively. It’s been proven a success for hundreds of years. But to get the word out, we need to keep doing job fairs and meeting with technical centers, high schools and counselors. Not everyone is destined to be a Ph.D. or business executive, although we do have those in this field also. We need to let people know there is a demand for good, qualified, skilled, trained people.”
When contractors sign with the apprenticeship programs, they in effect have a ready, willing and able work force that they do not have to keep on the payroll at all times. When the job is finished, the program simply refers workers to other contractors. “It’s a different mentality, but every construction job has a starting date and an ending date. You need to keep that in mind. Our wages are reasonably high as far as the general public is concerned, but not when you take in to account that you can expect anywhere from three to five months that we are not working in any given year. Some long-term projects last three to five years, but from the day we set foot on the job, we’re working to work ourselves out of a job. We want to complete that project on time, under budget and safely. Those are our three main goals,” says Mullens.
Reynolds echoes his friend and adds, “What I want West Virginians to know and understand is that people have a great opportunity within this state to advance their own people through apprenticeship, training and education. We show our students a career path, with more money and more education. We give students the opportunity to get an associate’s degree, a baccalaureate degree or a master’s degree toward the education they desire.”
While an occasional worker may take advantage of the free program and then apply his or her skills elsewhere, it occurs on a very small scale. “It is better to do training and lose some people to competitors than not to train at all,” says Mullens. “After all, all we have to sell is our skills.” McPherson agrees whole heartedly. “I want to pass my craft on to others. I may not be perfect, but I certainly can teach the things I’ve learned.”
While Aaron Hoback still may not be certain which construction trade he will specialize in, he has already learned a great deal and offers a little advice to potential apprentices. “Make sure you are serious before you commit yourself. It’s a lot of hard work, and if you’re not goal oriented, you are not going to make it.”
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