CONstruction: Criminal Offender Neighborhood Stabilization Through Restoration of Urban Communities and Training In Occupational Necessities

Wednesday, 13 January 2010 11:23

CONstruction:  Criminal Offender Neighborhood Stabilization Through Restoration of Urban Communities & Training In Occupational Necessities

­­­­            This program proposal combines an occupational training program with an urban renewal effort designed to rehabilitate criminal offenders and the physical communities where they often live.  CONstruction works at many levels and creates the often-illusive “win-win-win” scenario.  It offsets the per-inmate cost of incarceration; it trains, challenges, and encourages criminal offenders to become responsible citizens; and it provides asset appreciation of real property, which currently disproportionately drains the municipal resources of police, sanitation, and fire services.  Ideally, at its core, CONstruction is a stabilization plan that can thwart the malignancy of crime and urban decay, and breed future development and revitalization in our inner city communities.

 

The occupational training portion of this program is derived from successful educational models for criminal rehabilitation and adult occupational training modules and my own experience teaching through the Sheriff’s Office of Morris County and Morris County Vocational and Technical School in Denville throughout the mid-1990s.

 

Throughout our country, our inner cities are plagued with deteriorating infrastructure and crime.  The following program aims to confront both of these scourges with the same mechanism.

 

It is my hope that the effort will make sense, eventually bear fruit, and contribute to the betterment of our inner cities and the people who dwell within them.

 

Executive Summary

The cost of incarceration is high and yields very little, real demonstrative change in behavior.

 

Our inner cities have within them decaying buildings and neighborhoods.  Many of these buildings are owned by the municipalities and are abandoned or blighted.  These buildings are breeding grounds for crime, vagrancy, and fires, and dumping grounds for unsanitary debris.  Beside their tangible drain on their respective communities, these cancerous sections tend to depress both the minds of those who live there and the value of real property.  Hopelessness is the common disposition of many who live in these neighborhoods, and urban flight only spreads the decay to adjacent streets and neighborhoods.

 

In very simple terms, CONstruction is a training program that purchases decayed and run-down city blocks or sections thereof, puts fences around these areas, and rehabilitates the properties using convicted criminal offenders who want to change themselves and their communities.  It is a work program that is granted in lieu of a prison or jail term with the understanding that failure to perform in the program or attempt to better one’s self, will result in a maximum adjudicated term in prison.  The products of this endeavor are restored city blocks and a source of pride and purpose for young criminal offenders and their communities.   In essence, it can be said that CONstruction breathes new life into people and property.

 

Ideally, the typical CONstruction project includes a mix of different types of buildings, which will assure a varied training program and culminate in a diversely zoned and restored neighborhood block.  The diversity of buildings may include: varying scales of residential units, restaurant spaces, retail spaces, artisan shops, theaters, and open public spaces.  All of these plans will be coordinated with the respective municipalities and professionally planned.

 

The financing of this project will be through private real estate investment trusts and corporate and individual philanthropy.  Unlike typical charitable/philanthropic contributors, the “donor/investors” involved with CONstruction will receive back  appreciated assets, with which they can do as they please because they retain ownership.  This is a program devised for a proactive government able to use private interests directly for public good in an efficient bottom-line manner.

 

CONstruction Trainers

 

Even the best training program is doomed to fail if the trainers who promulgate the program are not the right people for the job.  The right people to train young criminal offenders are often not industrial arts teachers from vocational schools, who ordinarily teach children. This program will utilize construction tradespeople and construction managers, who know real-world construction and often relate better to young criminal offenders than do school teachers.  It has been my experience that construction workers and managers often come from similar socioeconomic backgrounds as do many criminal offenders, and hence relate to the “street” side of our world better than college-educated vocational teachers.  The construction industry is unique in that most of the learning and training actually takes place on the job while doing the tasks with someone more experienced.  You simply cannot teach adults, especially troubled adults, within only a classroom environment.  On the job training in construction, supplemented by classroom work, is ideal for a quick and pedagogical structure.

 

Trainers in the CONstruction program will work alongside students, eat with them and send them out for coffee and donuts at breaks.  The very same personal interactions that take place on a construction site will take place on the CONstruction jobsites.  This personal interaction is necessary to help perpetuate camaraderie and teamwork among students and instructors, and will aid in positive role modeling.  Our instructors will be special people, who are personally and professionally dedicated to the core CONstruction purposes.  The jobsite will look and feel like any other construction site in town.   The instruction will be a mix of hands-on manual work performed directly on the site’s buildings, and “classroom” work performed in mobile trailers located within the construction site itself.

 

There are other advantages to such a hands-on pedagogical approach to construction using construction workers and construction managers.  First, the student learns and becomes familiar with the construction jobsite just as it would appear in the real world.  The student will learn everything, from the proper mechanics of a certain task to the job site’s chain of command, by working in a real-life atmosphere with real expectations.  This “embedded” position will provide as realistic a situation as possible for the student, because there will be budgets and deadlines.  This is a proven “real bullets overhead” approach to learning optimally achieved using real-world construction people.

 

CONstruction trainers will receive training in how to teach and train adult criminal offender students, with an emphasis on adult motivation.  We will seek to have the state university provide such services and abide by similar teaching modules as those adult training courses taught at the Region II OSHA Educational Center at The University of Medicine and Dentistry of New Jersey-School of Public Health.

 

The screening process for trainers will be instrumental to CONstruction success.  We will look for people who share a genuine ambition for the program.  They will have to be well-rounded experts in construction techniques, practices, methods, and protocol derived from hands-on experience.  They will need to be able to “talk” the language of construction and the language of their audience, in a manner that will be persuasive.    This nexus is vital, because trainers who talk condescendingly to their students will ultimately not be good facilitators of the program’s content and purpose.  Likewise, trainers who “spoon-feed” students without challenging them are likely to elongate the learning process and create a false sense of reality about the business of construction.

 

Inspiration and Source of Pride

 

The CONstruction project will take place in the same neighborhoods in which  many of the offenders lived.   Its presence will be a shinning light for renewal and a source of pride, not shame, as the project develops.  CONstruction, at its core, is an urban renewal project.  Little kids looking through the fence will see role models developing in front of their eyes:  people who decided to change course and take a difficult path to better themselves, and, through that change, better us all.  The people working on the CONstruction site will want to be there of their own volition.  The ethos of all connected with CONstruction will not be one of “work camp.”  CONstruction will not have a chain-gang mentality, it will perpetuate a team spirit and seek a sense of community, all bent on renewal, renovation, and hard work.  Through these efforts, CONstruction will promote community citizenship and teamwork, all essential tools for a successful career and a fruitful life.  If budgets and circumstances allow, two separate CONstruction projects can take place simultaneously with a friendly rivalry between the two sites to simulate the competitive spirit in real business.

 

Besides the technical training, CONstruction will teach offenders the principles behind a good work ethic and even entrepreneurialism.  The basic reason why I chose the construction industry as the ideal industry to create such a rehabilitation model is the relatively high percentage of self-employed people among the construction trades (see Department of Labor occupation overviews and outlooks).  Our hope is that graduates of this program will eventually go into their neighborhoods and aid in their  rejuvenation by becoming entrepreneurs.  They will learn about the underlying costs of certain jobs, how to work on a project schedule, how to work safely, and how work with other workers, contractors, construction professionals, and the like.

 

Guest Instructors

The program will regularly have guest lecturers talk about their personal paths to success.  Ideally, these people will be the self-made success types who came from  similar backgrounds as the students; their contributions will provide both education and inspiration.  Hopefully, these lecturers will instill hope within the students and help them believe they, too, can pull themselves up and achieve a better lot in life.  It should be mentioned here that a “success” does not have to be a millionaire businessperson, but rather an ordinary person married and successfully raising a family.  These guests may also provide an avenue for potential employment.

 

A Construction and Education Site Only

 

Although all of the students on the CONstruction site will be in probation or parole programs, no direct correctional or police activity will take place unless it is directly attributed to a new investigation or incident.  The treatment of all student/workers on a CONstruction site will be as employees only; to repeat, CONstruction will not perpetuate a chain-gang image, it will be with pride and dignity that these students work and learn.  If the Department of Corrections mandates that  officers will be needed to be present, they will be dressed in plain clothes appropriate to the site, and their numbers will be kept at a minimum, commensurate with the population.  This presence will be only for security and not authority.  The authority on a construction site is maintained by line managers and supervisors who will have autonomy on the sites.   Any testing (urine, breathalyzer, blood tests) will take place outside of the CONstruction site.

 

Specific Training Goals

The following is the actual trade syllabus that CONstruction will follow.  This syllabus will vary in size and scope according to site-specific conditions.

 

OSHA -- 10 and 30 hour training

OSHA courses on scaffolding, trenching, cranes

Blueprint Reading

Welding/Cutting/Brazing
General Environmental Control

Medical and First Aid  [CPR, AED]

Material Safety Data Sheets (MSDS) Workshops

Electric                                                                       Plumbing

Rough Carpentry                                                       Drywall Hanging and Finishing

Concrete/Masonry                                                    Finish Carpentry

Painting                                                                      Roofing

Heating and Air Conditioning                                  Advanced Carpentry

Cabinet Making                                                         Advanced Electrical

Construction Project Coordination                          Site Safety Management

 

The set syllabus will be based on a host of different job-specific criteria, such as the type of renovation or construction, weather conditions, project site coordination, and  availability of materials.  The site supervisor will meet with workers every morning and coordinate a construction plan for that day's work, which will include the integration of classroom and work site.  There will be several “tool box” talks during the day, and "downtime" will be spent in impromptu field training sessions.  In time, learning and work  will become indistinguishable.

 

Sample Syllabus (First Week Instruction)

 

●          Student Introduction to CONstruction:  Students are briefed on the program.  Instructors explain to students the “ground rules” of the work site and what the program will expect from them.

 

●          Construction Site Safety OSHA 10 hour:  Before any workers enter a construction site, they must become familiar with the safety issues at the site.  The OSHA 10 hour class is an ideal module for safety and will be the first construction-related learning module.  In time, the instructor will provide the more extensive OSHA 30 hour training module.  Students will go through a new worker initiation process.

 

●          Job Site Hierarchy: The students will learn the authority structure for the people with whom they will be working.  Trainers will discuss the tasks and authority of various people on the job site.  They will include the trainers themselves, supervisors, support staff personnel, professional engineers, architects, surveyors, building department officials etc.

 

●          Basic Introduction to Blueprint Reading.  Elevations, plans, section drawings, and schedules will be taught at a very basic level.   For example:

 

What does this drawing look like?

What room in a house would you find this drawing?

 

●          Basic Construction Terminology:  The trainers will introduce the construction site to students as if they were going into another country where, in order to get around and live, they would have to learn the language.  CONstruction has its own language.  The terminology taught here will include job site tools, equipment, and trade-specific peripherals.

 

●          Basic Building Terminology:  The trainers will display various components of a typical building such as studs, joists, rafters, slabs, and footings, and try to have the class distinguish between them.  Later, the trainer will walk the site and point out some of the building components.

 

●          Tour of Site:  Students will learn the site and its structure.  They will learn the names of various buildings (A,B,C etc).  They will learn where bathrooms, offices, tool bins, and trailers classrooms are located, and, gain general site familiarity.

 

Entrance into the CONstruction Program

Upon conviction of a non-sexual, non-violent crime or after a period of time deemed appropriate by the court, a convicted person who demonstrates remorse and promise will be afforded an opportunity to enter into the CONstruction program.  This will be a conditional sentence bound by court order.

 

The participants in the program will live on their own resources, however they will also receive New Jersey State welfare subsidies or the equivalent.  They will know before going into the program that it will not be easy.  They will have to work hard to learn, and will be informed that any problem can result in being sent back to prison or jail for the maximum sentence under law.  In many ways, the risk is all theirs (the offenders), and the direction of the remainder of their lives may hang on such a decision.

 

Staying in the CONstruction Program

Continued participation in the CONstruction program will be based on New Jersey’s existing Intensive Supervision Program.  The New Jersey Judiciary operates what is known as the Intensive Supervision Program, or ISP, which has proved successful in rehabilitating serious offenders.  Under ISP, offenders who are sentenced to state prison may apply to a panel of judges for release into this special monitoring and supervision program.  To be eligible, applicants must demonstrate the willingness and ability to adhere to the program's strict guidelines.

Clients who apply to the Intensive Supervision Programs (ISP) through the Administrative Office of the Courts can obtain representation through the NJ Office of the Public Defender (NJOPD) for those hearings.  ISP programs provide alternative, intermediate forms of community-based correctional supervision, allowing some offenders to serve sentences outside the traditional prison settings.

 

Those people convicted of a homicide, robbery, or sex offense, or sentenced on a first-degree offense, are not eligible for ISP.  However, most other offenders may apply. The most common forms of community-based supervision involve Department of Corrections officers maintaining both telephone and personal contact with offenders.  In some instances, electronic monitoring devices are required to be worn.  We recognize that the State may assign an appropriate number of officers directly to the work site.

 

The program focuses on helping participants change their lives, so that they may avoid the influences that have contributed to their past problems.  Drug, alcohol, and gambling counseling, curfews, community service, and employment requirements are among the guidelines that participants must follow to remain in the program.

 

All ISP participants are required to:

 

●          Maintain full time employment in CONstruction;

●          Maintain a diary and notebook of work-elated notes;

●          Maintain a budget log;

●          Submit to urine monitoring;

●          Undergo extensive contact with probation/parole officers outside of CONstruction;

●          Adhere to a restrictive curfew;

●          Undergo rigorous surveillance.

Why the Construction Industry -- Easy Entry and Outsource-proof

Traditionally, construction has had little or no barriers to entry.  Construction is one of the few industries that does not require a high school degree or equivalent, and construction avails a worker the possibility of advancement and entrepreneurialism, regardless of education.  Many “uneducated,” successful tradespeople earn more than their “educated” counterparts.  It is not uncommon for a master plumber or electrician, after less than a decade of experience, to earn in excess of $100,000 per year.  There are few barriers.

 

With a growing population and the continued obsolescence and deterioration of real property, there will be, well into the future, a need for skilled construction tradespeople for both residential and commercial construction trade work.

 

The trend in America is for less educated labor to be outsourced to foreign countries; however, construction is one industry in which outsourcing of labor is, literally, impossible.  Therefore, into the future, many occupations, which require much more education than construction, may actually shrink in size due to outsourcing, while  construction work is forecast by the Department of Labor (DOL) to grow, because of the need for on-site service, constant renovation and general maintenance requirements of exiting structures, and a growing population.

 

Funding

Funding for CONstruction projects will come from public and private channels.  Corporate sponsorships and in-kind donations from tool companies and material suppliers  are anticipated and will be pursued.  Incarcerating a convicted person costs the Department of Corrections tens of thousands of dollars per year.  The costs to the State will be considerably less, because private, for-profit mechanisms will drive the program, and will, ideally, yield viable real property appreciation, albeit marginal.  The fences that surround the projects will have sponsor placards to advertise their community involvement, and many avenues of tremendous media exposure will be sought.  A reality television show has already been discussed and will be pursued further if this program comes to fruition.   Such exposure would not only help fund this pilot concept, but would also promulgate its duplication throughout our country and perhaps beyond. Fundraisers, concerts, and the like will be an ongoing stream of revenue and heighten the societal impacts of the program.  

 

Occupations

The construction occupations chosen for CONstruction were selected based on certain criteria.  We had to make sure that the occupation would exist far enough into the future to provide someone with a lifelong opportunity to make a viable, thriving living.  Our hope was also that each occupation would product a good-paying career with room to advance and the opportunity for self-employment.  It is through self-employment that new jobs are created and individuals are allowed to pursue their dreams.  The following is a breakdown of various occupations, including those for which CONstruction will train its participant students.  The following information is based on numbers provided by the Department of Labor.  Our own numbers tend to yield higher figures, because the northeast region of the country has historically higher wages and more plentiful construction.   New Jersey is the most densely populated state in the country, so, statistically, these numbers are actually skewed lower than what we can anticipate for our State.   

 

Fastest growing occupations and occupations projected to have the largest numerical increases in employment between 2002 and 2012, by level of education or training
Education or training level	Fastest growing occupations	Occupations having the largest numerical job growth
First professional degree
	Pharmacists	Lawyers
	Veterinarians	Physicians and surgeons
	Chiropractors	Pharmacists
	Physicians and surgeons	Clergy
	Optometrists	Veterinarians
Doctoral degree
	Postsecondary teachers	Postsecondary teachers
	Computer and information scientists, research	Clinical, counseling, and school psychologists
	Medical scientists, except epidemiologists	Medical scientists, except Epidemiologists
	Clinical, counseling, and school psychologists	Computer and information scientists, research
	Biochemists and biophysicists	Biochemists and biophysicists
Master's degree
	Physical therapists	Physical therapists
	Mental health and substance abuse social workers	Rehabilitation counselors
	Rehabilitation counselors	Educational, vocational, and school counselors
	Survey researchers	Mental health and substance abuse social workers
	Epidemiologists	Market research analysts
Bachelor's or higher degree, plus work experience
	Computer and information systems managers	General and operations Managers
	Education administrators, preschool and childcare center/program	Management analysts
	Sales managers	Financial managers
	Management analysts	Sales managers
	Medical and health services managers	Computer and information systems managers
Bachelor's degree
	Network systems and data communications analysts	Elementary school teachers, except special education
	Physician assistants	Accountants and auditors
	Computer software engineers, applications	Computer systems analysts
	Computer software engineers, systems software	Secondary school teachers, except special and vocational education
	Database administrators	Computer software engineers, applications
Associate degree
	Medical records and health information technicians	Registered nurses
	Physical therapist assistants	Computer support specialists
	Veterinary technologists and technicians	Medical records and health information technicians
	Dental hygienists	Dental hygienists
	Occupational therapist assistants	Paralegals and legal Assistants
Postsecondary vocational award
	Fitness trainers and aerobics instructors	Preschool teachers, except special education
	Preschool teachers, except special education	Licensed practical and licensed vocational nurses
	Respiratory therapy technicians	Automotive service technicians and mechanics
	Emergency medical technicians and paramedics	Hairdressers, hairstylists, and cosmetologists
	Security and fire alarm systems installers	Fitness trainers and aerobics instructors
Work experience in a related occupation
	Self-enrichment education teachers	First-line supervisors/managers of retail sales workers
	Emergency management specialists	First-line supervisors/managers of food preparation and serving Workers
	Private detectives and investigators	First-line supervisors/managers of office and administrative support workers
	First-line supervisors/managers of protective service workers, except police, fire, and corrections	First-line supervisors/managers of construction trades and extraction workers
	Detectives and criminal investigators	Self-enrichment education Teachers
Long-term on-the-job training
	Heating, air-conditioning, and refrigeration mechanics and installers	Electricians
	Audio and video equipment technicians	Police and sheriff's patrol officers
	Tile and marble setters	Carpenters
	Police and sheriff's patrol officers	Cooks, restaurant
	Electricians	Plumbers, pipe fitters, and steamfitters
Moderate-term on-the-job training
	Medical assistants	Customer service representatives
	Social and human service assistants	Truck drivers, heavy and tractor-trailer
	Hazardous materials removal workers	Sales representatives, wholesale and manufacturing, except technical and scientific products
	Dental assistants	Medical assistants
	Residential advisors	Maintenance and repair workers, general
Short-term on-the-job training
	Home health aides	Retail salespersons
	Physical therapist aides	Combined food preparation and serving workers, including fast food
	Occupational therapist aides	Cashiers, except gaming
	Personal and home care aides	Janitors and cleaners, except maids and housekeeping cleaners
	Security guards	Waiters and waitresses

 

 

 

Percent change in wage and salary Employment, goods-producing industry divisions, 1992-2002 and projected 2002-2012

 

Changing employment between 2002 and 2012

 

Grow much faster than average = increases of increase 36 % or more

Grow faster than average = increase 21% to 35 %

Grow about as fast as average = increase 10% to 20 %

Grow more slowly than average = increase 3% to 9 %

Little or no growth = increase 0% to 2 %

Decline = decrease 1 % or more

 

Brick Masons, Block Masons, and Stonemasons

Significant Points of Interest

●          Job prospects are expected to be excellent;

●          Most entrants learn informally on the job, but apprenticeship programs provide the most thorough training;

●          The work is usually outdoors and involves lifting heavy materials and working on scaffolds;

●          More than 1 out of 4 are self-employed.

Brick masons, block masons, and stonemasons held 165,000 jobs in 2002. The vast majority were brick masons. Workers in these crafts are employed primarily by building, specialty trade, or general contractors. Brick masons, block masons, and stonemasons work throughout the country, but, like the general population, are concentrated in metropolitan areas.

 

More than 1 out of 4 brick masons, block masons, and stonemasons are self-employed. Many of the self-employed specialize in contracting to work on small jobs, such as patios, walkways, and fireplaces.

 

Job opportunities for brick masons, block masons, and stonemasons are expected to be excellent through 2012. Many openings will result from the need to replace workers who retire, transfer to other occupations, or leave these trades for other reasons. There may be fewer applicants than needed because many potential workers prefer to work under less strenuous, more comfortable conditions.

 

Employment of brick masons, block masons, and stonemasons is expected to increase about as fast as the average for all occupations over the 2002-12 period, as population and business growth create a need for new houses, industrial facilities, schools, hospitals, offices, and other structures. Also stimulating demand will be the need to restore a growing stock of old masonry buildings, as well as the increasing use of brick and stone for decorative work on building fronts and in lobbies and foyers. Brick exteriors should remain very popular, reflecting a growing preference for durable exterior materials requiring little maintenance.

 

Employment of brick masons, block masons, and stonemasons, like that of many other construction workers, is sensitive to changes in the economy. When the level of construction activity falls, workers in these trades can experience periods of unemployment.

 

The median hourly wage for brick masons and block masons in 2002 was  $20.11. The middle 50% earned between $15.36 and $25.32. The lowest 10% earned less than $11.55, and the highest 10 % earned more than $30.66. Median hourly earnings in the industries employing the largest number of brick masons in 2002 are shown below:

 

 

The median hourly wage for stonemasons in 2002 was $16.36. The middle 50%  earned between $12.06 and $20.76. The lowest 10% earned less than $9.43, and the highest 10% earned more than $26.59.

 

Earnings for workers in these trades can be reduced on occasion because poor weather and downturns in construction activity limit the time they can work. Apprentices or helpers usually start at about 50% of the wage rate paid to experienced workers. Pay increases as apprentices gain experience and learn new skills.

 

Some brick masons, block masons, and stonemasons are members of the International Union of Bricklayers and Allied Crafts workers.

 

Rough and Finish Carpenters

Significant Points of Interest

●          About 30% of all carpenters—the largest construction trade in 2002—were

self-employed.

●          Job opportunities should be excellent.

●          Carpenters with all-round skills will have the best opportunities for steady work.

 

Carpenters, who make up the largest building trades occupation, held about 1.2 million jobs in 2002. One-third worked for general building contractors, and one-fifth worked for special trade contractors. Most of the rest of the wage and salary workers worked for manufacturing firms, government agencies, retail establishments, and a wide variety of other industries. About 30% of all carpenters were self-employed.

 

Carpenters are employed throughout the country in almost every community.

 

Job opportunities for carpenters are expected to be excellent over the 2002-12 period, largely due to the numerous openings arising each year as experienced carpenters leave this large occupation. Contributing to this favorable job market is the fact that many potential workers prefer work that is less strenuous and has more comfortable working conditions. Because there are no strict training requirements for entry, many people with limited skills take jobs as carpenters, but eventually leave the occupation because they dislike the work or cannot find steady employment.

 

Employment of carpenters is expected to grow about as fast as the average for all occupations through 2012. Construction activity should increase in response to demand for new housing and commercial and industrial plants and the need to renovate and modernize existing structures. The demand for larger homes with more amenities and for second homes will continue to rise, especially as the baby boomers reach their peak earning years and can afford to spend more on housing. At the same time, the demand for manufactured housing, starter homes, and rental apartments also is expected to increase as the number of immigrants grows and as the relatively small baby bust generation, which followed the baby boom generation, is replaced by echo boomers (the children of the baby boomers) in the young adult age groups.

 

However, some of the demand for carpenters will be offset by expected productivity gains resulting from the increasing use of prefabricated components, such as perching doors and windows and prefabricated wall panels and stairs, which can be installed very quickly. Prefabricated walls, partitions, and stairs are lifted into place in one operation; beams—and, in some cases, entire roof assemblies—are lifted into place using a crane. As prefabricated components become more standardized, builders will use them more often. In addition, improved adhesives will reduce the time needed to join materials, and lightweight, cordless, and pneumatic tools—such as nailers and drills—all make carpenters more efficient.

 

Carpenters can experience periods of unemployment because of the short-term nature of many construction projects and the cyclical nature of the construction industry. Building activity depends on many factors—interest rates, availability of mortgage funds, the season, government spending, and business investment—most of which vary with the state of the economy. During economic downturns, the number of job openings for carpenters declines. New and improved tools, equipment, techniques, and materials require vastly increased carpenter versatility. Therefore, carpenters with all-round skills will have better opportunities for steady work than carpenters who can do only a few, relatively simple, routine tasks.

 

Job opportunities for carpenters also vary by geographic area. Construction activity parallels the movement of people and businesses and reflects differences in local economic conditions. Therefore, the number of job opportunities and apprenticeship opportunities in a given year may vary widely from area to area.

 

In 2002, the median hourly wage for carpenters was $16.44. The middle 50 % earned between $12.59 and $21.91. The lowest 10% earned less than $9.95, and the highest 10% earned more than $27.97. Median hourly earnings in the industries employing the largest numbers of carpenters in 2002 are shown below:

 

 

Earnings can be reduced on occasion, because carpenters lose work time in bad weather and during recessions when jobs are unavailable.  Some carpenters are members of the United Brotherhood of Carpenters and Joiners of America.

Carpet, Floor, and Tile Installers and Finishers

Significant Points of Interest

●          Forty-three percent of all carpet, floor, and tile installers and finishers are self-employed, compared with 19% of all construction trades workers.

●          Most workers learn on the job.

●          Carpet installers, the largest specialty, should have the best job opportunities.

●          The employment of carpet, floor, and tile installers and finishers is less sensitive to fluctuations in construction activity than that of other construction trades workers.

 

Carpet, floor, and tile installers and finishers held about 164,000 jobs in 2002. Forty-three percent of all carpet, floor, and tile installers and finishers were self-employed, compared with 19% of all construction trades workers. The following tabulation shows 2002 wage and salary employment by specialty:

 

 

Many carpet installers worked for flooring contractors or floor covering retailers. Most salaried tile setters were employed by tile setting contractors, who work mainly on nonresidential construction projects, such as schools, hospitals, and office buildings. Most self-employed tile setters work on residential projects.

 

Although carpet, floor, and tile installers and finishers are employed throughout the nation, they tend to be concentrated in populated areas where there are high levels of construction activity.

 

Employment of carpet, floor, and tile installers and finishers is expected to grow about as fast as the average for all occupations through the year 2012, reflecting the continued need to renovate and refurbish existing structures. However, employment of one specialty—floor sanders and finishers—is projected to grow more slowly than average due to the increasing use of refinished hardwood and similar flooring. Carpet installers, the largest specialty, should have the best job opportunities.

 

Carpet as a floor covering continues to be popular, and its use is expected to grow in structures such as schools, offices, hospitals, and industrial plants. Employment of carpet installers also is expected to grow because wall-to-wall carpeting is a necessity in the many houses built with plywood, rather than hardwood, floors. Similarly, offices, hotels, and stores often cover concrete floors with wall-to-wall carpet, which must be periodically replaced.

 

Demand for tile and marble setters will stem from population and business growth, which should result in more construction of shopping malls, hospitals, schools, restaurants, and other structures in which tile is used extensively. Tile is expected to continue to increase in popularity as a building material and to be used more, particularly in the growing number of more expensive homes, leading to faster than average growth for tile and marble setters. Demand for floor layers and sanders and finishers will expand as a result of growth in construction activity, particularly related to residential homes and commercial buildings, and as some people decide to replace their plywood floors with hardwood floors. Job opportunities for tile and marble setters and for floor layers and sanders, relatively small specialties, will not be as plentiful as those for carpet installers.

 

The employment of carpet, floor, and tile installers and finishers is less sensitive to changes in construction activity than that of most other construction occupations, because much of the work involves replacing carpet and other flooring in existing buildings. As a result, these workers tend to be sheltered from the business fluctuations that often occur in new construction activity.

 

In 2002, the median hourly wage for carpet installers was $15.67. The middle 50% earned between $11.39 and $21.03. The lowest 10% earned less than $8.90, and the top 10% earned more than $27.15. In 2002, the median hourly wage of carpet installers working for building finishing contractors was $16.09, and in home furnishings stores, $14.64.

 

Carpet installers are paid either on an hourly basis or by the number of yards of carpet installed. The rates vary widely depending on the geographic location and whether the installer is affiliated with a union.

 

The median hourly wage for floor layers was $16.15 in 2002. The middle 50%  earned between $11.42 and $20.81. The lowest 10% earned less than $8.58, and the top 10% earned more than $26.87.

 

The median hourly wage for floor sanders and finishers was $13.22 in 2002. The middle 50% earned between $10.38 and $16.97. The lowest 10% earned less than $8.96, and the top 10% earned more than $22.51.

 

The median hour wage for tile and marble setters was $17.20 in 2002. The middle 50% earned between $12.96 and $22.39. The lowest 10% earned less than $10.21, and the top 10% earned more than $28.22. Earnings of tile and marble setters also vary greatly by geographic location and by union membership status.

 

Apprentices and other trainees usually start out earning about half of what an experienced worker earns, although their wage rate increases as they advance through the training program.

 

Some carpet, floor, and tile installers and finishers belong to the United Brotherhood of Carpenters and Joiners of America. Some tile setters belong to the International Union of Bricklayers and Allied Craftsmen, while some carpet installers belong to the International Brotherhood of Painters and Allied Trades.

 

Cement Masons, Concrete Finishers, Segmental Pavers, and Terrazzo Workers

Significant Points of Interest

●          Job opportunities are expected to be favorable.

●          Most learn on the job, either through formal 3-year or 4-year apprenticeship

programs or by working as helpers. Like workers in many other construction

trades, these workers may experience reduced earnings and layoffs during

downturns in construction activity.

 

●          Cement masons often work overtime with premium pay, because, once concrete has been placed, the job must be completed.

 

Cement masons, concrete finishers, segmental pavers, and terrazzo workers held about 190,000 jobs in 2002; segmental pavers and terrazzo workers accounted for only a small portion of the total. Most cement masons and concrete finishers worked for concrete contractors or for general contractors on projects such as highways, bridges,  shopping malls, or large buildings such as factories, schools, and hospitals. A small number were employed by firms that manufacture concrete products. Most segmental pavers and terrazzo workers worked for special trade contractors, who install decorative floors and wall panels.

 

Only about 1 out of 20 cement masons, concrete finishers, segmental pavers, and terrazzo workers was self-employed, a smaller proportion than in other building trades. Most self-employed masons specialized in small jobs, such as driveways, sidewalks, and patios.

 

Opportunities for cement masons, concrete finishers, segmental pavers, and terrazzo workers are expected to be favorable as the demand meets the supply of workers trained in this craft. In addition, many potential workers may prefer work that is less strenuous and has more comfortable working conditions.

 

Employment of cement masons, concrete finishers, segmental pavers, and terrazzo workers is expected to grow about as fast as the average for all occupations through 2012. These workers will be needed to build highways, bridges, subways, factories, office buildings, hotels, shopping centers, schools, hospitals, and other structures. In addition, the increasing use of concrete as a building material will add to the demand. More cement masons also will be needed to repair and renovate existing highways, bridges, and other structures. In addition to opportunities for job growth, other openings will become available as experienced workers transfer to other occupations or leave the labor force.

 

Employment of cement masons, concrete finishers, segmental pavers, and terrazzo workers, like that of many other construction workers, is sensitive to the fluctuations of the economy. Workers in these trades may experience periods of unemployment when the overall level of construction falls. On the other hand, shortages of these workers may occur in some areas during peak periods of building activity.

 

In 2002, the median hourly wage for cement masons and concrete finishers was  $14.74. The middle 50% earned between $11.52 and $20.02. The top 10% earned over $26.02, and the bottom 10% earned less than $9.31.

 

In 2002, the median hourly wage for terrazzo workers and finishers was $13.42. The middle 50% earned between $10.46 and $17.72. The top 10% earned over $23.70, and the bottom 10% earned less than $8.94.

 

Like those of other construction trades workers, earnings of cement masons, concrete finishers, segmental pavers, and terrazzo workers may be reduced on occasion, because poor weather and downturns in construction activity limit the amount of time they can work. Cement masons often work overtime with premium pay, because once concrete has been placed, the job must be completed.

 

Many cement masons, concrete finishers, segmental pavers, and terrazzo workers belong to the Operative Plasterers’ and Cement Masons’ International Association of the United States and Canada, or to the International Union of Bricklayers and Allied Craft Workers. Some terrazzo workers belong to the United Brotherhood of Carpenters and Joiners of the United States. Nonunion workers generally have lower wage rates than do union workers. Apprentices usually start at 50% to 60% of the rate paid to experienced workers.

 

Construction Laborers

Significant Points of interest

●          Job opportunities should be good.

●          The work can be physically demanding and sometimes dangerous.

●          Most construction laborers learn through informal on-the-job training, but formal apprenticeship programs provide more thorough preparation.

●          As in many other construction occupations, employment opportunities are affected by the cyclical nature of the construction industry and can vary greatly by the State and locality.

 

Construction laborers held about 938,000 jobs in 2002. They worked throughout the country, but, like the general population, were concentrated in metropolitan areas. Almost all construction laborers work in the construction industry, and almost one-third work for special trade contractors. About 14% were self-employed in 2002.

 

Job opportunities for construction laborers are expected to be good due to the numerous openings arising each year as laborers leave the occupation. In addition, many potential workers are not attracted to the occupation because they prefer work that is less strenuous and has more comfortable working conditions. Opportunities will be best for workers who are willing to relocate to different worksites.

 

Employment of construction laborers is expected to grow about as fast as the average for all occupations through the year 2012. New jobs will arise from a continuing emphasis on environmental remediation and on rebuilding infrastructure—roads, airports, bridges, tunnels, and communications facilities, for example. However, employment growth will be adversely affected by automation as some jobs are replaced by new machines and equipment that improve productivity and quality.

 

Employment of construction laborers, like that of many other construction workers, can be variable or intermittent due to the limited duration of construction projects and the cyclical nature of the construction industry. Employment opportunities can vary greatly by State and locality. During economic downturns, job openings for construction laborers decrease as the level of construction activity declines.

 

The median hourly wage for construction laborers in 2002 were $11.90. The middle 50% earned between $9.33 and $17.06. The lowest 10% earned less than $7.58, and the highest 10% earned more than $23.36. Median hourly earnings in the industries employing the largest number of construction laborers in 2002 were as follows:

 

 

Earnings for construction laborers can be reduced by poor weather or by downturns in construction activity, which sometimes result in layoffs.

 

Apprentices or helpers usually start at about 50% of the wage rate paid to experienced workers. Pay increases as apprentices gain experience and learn new skills.   Some laborers belong to the Laborers’ International Union of North America.

 

Drywall Installers, Ceiling Tile Installers, and Tapers

Significant Points of Interest

●          Most workers learn the trade on the job, either by working as helpers or through a formal apprenticeship.

●          Job prospects are expected to be good.

●          Inclement weather seldom interrupts work, but workers may be idled when downturns in the economy slow new construction activity.

Drywall installers, ceiling tile installers, and tapers held about 176,000 jobs in 2002. Most worked for contractors specializing in drywall and ceiling tile installation; others worked for contractors doing many kinds of construction. About 33,000 were self-employed independent contractors.

 

Most installers and tapers are employed in populous areas. In other areas, where there may not be enough work to keep a drywall or ceiling tile installer employed full time, carpenters and painters usually do the work.

 

Job opportunities for drywall installers, ceiling tile installers, and tapers are expected to be good. Many potential workers are not attracted to this occupation because they prefer work that is less strenuous and has more comfortable working conditions. Experienced workers will have especially favorable opportunities.

 

Employment is expected to grow about as fast as the average for all occupations over the 2002-12 period, reflecting increases in the numbers of new construction and remodeling projects. In addition to jobs involving traditional interior work, drywall  employment opportunities will come from installation of insulated exterior wall systems, which are becoming increasingly popular.

 

Besides those resulting from job growth, many jobs will open up each year because of the need to replace workers who transfer to other occupations or leave the labor force. Some drywall installers, ceiling tile installers, and tapers with limited skills leave the occupation when they find that they dislike the work or fail to find steady employment.

 

Despite the growing use of exterior panels, most drywall installation and finishing is done indoors. Therefore, drywall workers lose less work time because of inclement weather than do some other construction workers. Nevertheless, they may be unemployed between construction projects and during downturns in construction activity.

 

In 2002, the median wage for drywall and ceiling tile installers was $16.21. The middle 50% earned between $12.43 and $21.50. The lowest 10% earned less than $9.76, and the highest 10% earned more than $28.03. The median hourly earnings in the industries employing the largest numbers of drywall and ceiling tile installers in 2002 were:

 

 

In 2002, the median hourly wage for tapers was $18.75. The middle 50% earned between $14.57 and $24.68. The lowest 10% earned less than $11.07, and the highest 10% earned more than $29.32.

 

Trainees usually started at about half the rate paid to experienced workers and received wage increases as they became more highly skilled.   Some contractors pay these workers according to the number of panels they install or finish per day; others pay an hourly rate. A 40-hour week is standard, but the workweek may sometimes be longer. Workers who are paid hourly rates receive premium pay for overtime.

 

Electricians

Significant Points of Interest

 

●          Job opportunities are expected to be good.

●          Most electricians acquire their skills by completing an apprenticeship program  lasting 3 to 5 years.

●          More than one-quarter of wage and salary electricians work in industries other than construction.

Electricians held about 659,000 jobs in 2002. More than one-quarter of wage and salary workers were employed in the construction industry, while the remainder worked as maintenance electricians employed outside the construction industry. In addition, about one in 10 electricians was self-employed.

 

Because of the widespread need for electrical services, jobs for electricians are found in all parts of the country.  Job opportunities for electricians are expected to be good. Numerous openings will arise each year as experienced electricians leave the occupation. In addition, many potential workers may choose not to enter training programs because they prefer work that is less strenuous and has more comfortable working conditions.

 

Employment of electricians is expected to grow about as fast as the average for all occupations through the year 2012. As the population and economy grow, more electricians will be needed to install and maintain electrical devices and wiring in homes, factories, offices, and other structures. New technologies also are expected to continue to stimulate the demand for these workers. For example, buildings will be rewired during construction to accommodate use of computers and telecommunications equipment. More factories will be using robots and automated manufacturing systems. Additional jobs will be created by rehabilitation and retrofitting of existing structures.

 

In addition to jobs created by increased demand for electrical work, many openings will occur each year as electricians transfer to other occupations, retire, or leave the labor force for other reasons. Because the training for this occupation is long and difficult and the earnings are relatively high, a smaller proportion of electricians than of other craft workers leave the occupation each year. The number of retirements is expected to rise, however, as more electricians reach retirement age.

 

Employment of construction electricians, like that of many other construction workers, is sensitive to changes in the economy. This impact results from the limited duration of construction projects and the cyclical nature of the construction industry. During economic downturns, job openings for electricians are reduced as the level of construction activity declines. Apprenticeship opportunities also are less plentiful during these periods.

 

Although employment of maintenance electricians is steadier than that of construction electricians, those working in the automotive and other manufacturing industries that are sensitive to cyclical swings in the economy may be laid off during recessions. Also, efforts to reduce operating costs and increase productivity through the increased use of outsourcing for electrical services may limit opportunities for maintenance electricians in many industries. However, this concern should be partially offset by increased job opportunities for electricians in electrical contracting firms.

 

Job opportunities for electricians also vary by area. Employment opportunities follow the movement of people and businesses among states and local areas, and reflect differences in local economic conditions. The number of job opportunities in a given year may fluctuate widely from area to area.

 

In 2002, the median hourly wage for electricians was $19.90. The middle 50%  earned between $14.95 and $26.50. The lowest 10% earned less than $11.81, and the highest 10% earned more than $33.21. Median hourly earnings in the industries employing the largest numbers of electricians in 2002 are shown below:

 

 

Depending on experience, apprentices usually start at between 40% and 50%  of the rate paid to fully trained electricians. As apprentices become more skilled, they receive periodic increases throughout the course of their training. Many employers also provide training opportunities for experienced electricians to improve their skills.

 

Many construction electricians are members of the International Brotherhood of Electrical Workers. Among unions organizing maintenance electricians are the International Brotherhood of Electrical Workers; the International Union of Electronic, Electrical, Salaried, Machine, and Furniture Workers; the International Association of Machinists and Aerospace Workers; the International Union, United Automobile, Aircraft and Agricultural Implement Workers of America; and the United Steelworkers of America.

 

Hazardous Materials Removal and Safety Workers

Significant Points of interest

●          Working  conditions can  be  hazardous,  and the use of  protective  clothing and equipment is often required.

●          Formal education beyond high school is not required, but a training program  leading to a Federal license is mandatory.

●          Good job opportunities are expected.

Hazardous materials removal workers held about 38,000 jobs in 2002. About seven in 10 were employed in waste management and remediation services. About 6% were employed by specialty trade contractors, primarily in asbestos abatement and lead abatement. A small number worked at nuclear and electric plants as decommissioning and decontamination workers and radiation safety and decontamination technicians.

 

Job opportunities are expected to be good for hazardous materials removal workers. The occupation is characterized by a relatively high rate of turnover, resulting in a number of job openings each year stemming from experienced workers leaving the occupation. In addition, many potential workers are not attracted to this occupation, because they may prefer work that is less strenuous and has safer working conditions. Experienced workers will have especially favorable opportunities, particularly in the private sector, as more state and local governments contract out hazardous materials removal work to private companies.

 

Employment of hazardous materials removal workers is expected to grow about as fast as the average for all occupations through the year 2012, reflecting increasing concern for a safe and clean environment. Special-trade contractors will have strong demand for the largest segment of these workers, namely, asbestos abatement and lead abatement workers; lead abatement should offer particularly good opportunities. Mold remediation is an especially fast-growing segment at the present time, but it is unclear whether its rapid growth will continue: until a few years ago, mold remediation was not considered a significant problem, and, perhaps a few years from now, less attention will be paid to it, again.

 

Employment of decontamination technicians, radiation safety technicians, and decommissioning and decontamination workers is expected to grow in response to increased pressure for safer and cleaner nuclear and electric generator facilities. In addition, the number of closed facilities that need decommissioning may continue to grow, due to Federal legislation. These workers also are less affected by economic fluctuations, because the facilities in which they work must operate, regardless of the state of the economy.

 

The median hourly wage for hazardous materials removal workers was $15.61 in 2002. The middle 50% earned between $12.37 and $22.18 per hour. The lowest 10% earned less than $10.29 per hour, and the highest 10% earned more than $26.60 per hour. The median hourly wage for remediation and other waste management services, the largest industry employing hazardous materials removal workers in 2002, was $14.92 for the same year.

 

According to the limited data available, treatment, storage, and disposal workers usually earn slightly more than asbestos abatement and lead abatement workers. Decontamination and decommissioning workers and radiation protection technicians, though constituting the smallest group, tend to earn the highest wages.

 

Insulation Workers

Significant Points of Interest

●          Workers must follow strict safety guidelines to protect themselves from the

dangers of insulating irritants.

●          Most insulation workers learn their work informally on the job; others complete formal apprenticeship programs.

●          Job opportunities in the occupation are expected to be excellent.

Insulation workers held about 53,000 jobs in 2002. The construction industry employed four out of five workers; most worked for building finishing contractors. Small numbers of insulation workers held jobs in the Federal Government, in wholesale trade, and in shipbuilding and other manufacturing industries that have extensive installations for power, heating, and cooling. Most worked in urban areas. In less populated areas, carpenters, heating and air-conditioning installers, or drywall installers may do insulation work.

 

Job opportunities are expected to be excellent for insulation workers. Because there are no strict training requirements for entry, many people with limited skills work as insulation workers for a short time and then move on to other types of work, creating many job openings. In addition, many potential workers may prefer work that is less strenuous and that has more comfortable working conditions. Other opportunities will arise from the need to replace workers who leave the labor force.

 

In addition to openings that result from replacement needs, new jobs for insulation workers will grow about as fast as the average for all occupations through the year 2012, due to growth in residential and nonresidential construction. Demand for insulation workers will be spurred by continuing concerns about the efficient use of energy to heat and cool buildings, resulting in increased demand for these workers in the construction of new residential, industrial, and commercial buildings. In addition, renovation and efforts to improve insulation in existing structures will increase demand.

 

Insulation workers in the construction industry may experience periods of unemployment because of the short duration of many construction projects and the cyclical nature of construction activity. Workers employed in industrial plants generally have more stable employment, because maintenance and repair must be done on a continuing basis. Most insulation is applied after buildings are enclosed, so weather conditions have less effect on the employment of insulation workers than on that of some other construction occupations.

 

In 2002, the median hourly wage for insulation workers was $13.91.  The middle 50% earned between $10.58 and $18.36. The lowest 10% earned less than $8.45, and the highest 10% earned more than $26.29. Median hourly earnings in the industries employing the largest numbers of insulation workers in 2002 are shown in the following tabulation:

 

 

Union workers tend to earn more than nonunion workers. Apprentices start at about one-half of the journey worker’s wage. Insulation workers doing commercial and industrial work earn substantially more than those working in residential construction, which does not require as much skill.

 

Painters and Paperhangers

Significant Points of Interest

 

●          Largely due to worker turnover, employment prospects should be good.

●          Most workers learn informally on the job as helpers; however, training authorities recommend completion of an apprenticeship program.

●          Two in five painters and paperhangers are self-employed, compared with one in five of all construction trades workers.

Painters and paperhangers held about 468,000 jobs in 2002; most were painters. Around 42% of painters and paperhangers work for contractors engaged in new construction, repair, restoration, or remodeling work. In addition, organizations that own or manage large buildings—such as apartment complexes—employ maintenance painters, as do some schools, hospitals, factories, and government agencies.

 

Self-employed, independent painting contractors accounted for two in five of all painters and paperhangers, significantly greater than the one in five of construction trades workers in general.

 

Job prospects should be good, as thousands of painters and paperhangers transfer to other occupations or leave the labor force each year. Because there are no strict training requirements for entry, many people with limited skills work as painters or paperhangers for a short time and then move on to other types of work. Many fewer openings will arise for paperhangers because the number of these jobs is comparatively small.

 

In addition to the need to replace experienced workers, new jobs will be created. Employment of painters and paperhangers is expected to grow about as fast as the average for all occupations through the year 2012, reflecting increases in the level of new construction and in the stock of buildings and other structures that require maintenance and renovation. Painting is very labor-intensive and not susceptible to technological changes that might make workers more productive and, thus, restrict employment growth.

 

Jobseekers considering these occupations should expect some periods of unemployment, especially until they gain experience. Many construction projects are of short duration, and construction activity is cyclical and seasonal in nature. Remodeling, restoration, and maintenance projects, however, often provide many jobs for painters and paperhangers even when new construction activity declines. The most versatile painters and skilled paperhangers generally are best able to keep working steadily during downturns in the economy.

 

In 2002, the median hourly wage for painters, construction and maintenance, was $13.98. The middle 50% earned between $11.08 and $18.00. The lowest 10%  earned less than $9.10, and the highest 10% earned more than $23.90. Median hourly earnings in the industries employing the largest numbers of painters in 2002 are shown below:

 

 

In 2002, the median wage for paperhangers was $15.22. The middle 50%  earned between $11.52 and $20.38. The lowest 10% earned less than $9.04, and the highest 10% earned more than $25.64.

 

Earnings for painters may be reduced on occasion because of bad weather and the short-term nature of many construction jobs. Hourly wage rates for apprentices usually start at 40% to 50% of the rate for experienced workers, and increase periodically.  Some painters and paperhangers are members of the International Brotherhood of Painters and Allied Trades. Some maintenance painters are members of other unions.

 

Plumbers, Pipe fitters, and Steamfitters

Significant Points of Interest

 

●          Job opportunities should be excellent because not enough people are seeking training.

●          Most workers learn the trade through four or five of formal apprenticeship

training.

●          Plumbers, pipe fitters, and steamfitters make up one of the largest and highest paying construction occupations.

Pipe layers, plumbers, pipe fitters, and steamfitters constitute one of the largest construction occupations, holding about 550,000 jobs in 2002. About seven in 10 worked for plumbing, heating, and air-conditioning contractors engaged in new construction, repair, modernization, or maintenance work. Others did maintenance work for a variety of industrial, commercial, and government employers. For example, pipe fitters were employed as maintenance personnel in the petroleum and chemical industries, in which manufacturing operations require the moving of liquids and gases through pipes. About  one of every 10 pipe layers, plumbers, pipe fitters, and steamfitters was self-employed. One in three pipe layers, plumbers, pipe fitters, and steamfitters belongs to a union.

 

Jobs for pipe layers, plumbers, pipe fitters, and steamfitters are distributed across the country in about the same proportion as the general population. Job opportunities are expected to be excellent, as demand for skilled pipe layers, plumbers, pipe fitters, and steamfitters is expected to outpace the supply of workers trained in this craft. Many potential workers may prefer work that is less strenuous and has more comfortable working conditions.

 

Employment of pipe layers, plumbers, pipe fitters, and steamfitters is expected to grow about as fast as the average for all occupations through the year 2012. Demand for plumbers will stem from building renovation, including the increasing installation of sprinkler systems, repair and maintenance of existing residential systems, and maintenance activities for places having extensive systems of pipes, such as power plants, water and wastewater treatment plants, pipelines, office buildings, and factories. The enforcement of laws pertaining to the certification requirements of workers on jobsites will create additional opportunities and demand for skilled workers. However, the number of new jobs will be limited by the growing use of plastic pipe and fittings, which are much easier to install and repair than other types, and by increasingly efficient sprinkler systems. In addition to new positions resulting from employment growth, many jobs will become available each year because of the need to replace experienced workers who retire or leave the occupation for other reasons.

 

Traditionally, many organizations with extensive pipe systems have employed their own plumbers or pipe fitters to maintain equipment and keep systems running smoothly. But, to reduce labor costs, many of these firms no longer employ full-time, in-house plumbers or pipe fitters. Instead, when they need plumbers, they rely on workers provided under service contracts by plumbing and pipefitting contractors.

 

Construction projects provide only temporary employment. So, when a project ends, pipe layers, plumbers, pipe fitters, and steamfitters working on the project may experience bouts of unemployment. Because construction activity varies from area to area, job openings, as well as apprenticeship opportunities, fluctuate with local economic conditions. However, employment of pipe layers, plumbers, pipe fitters, and steamfitters generally is less sensitive to changes in economic conditions than is employment of some other construction trades. Even when construction activity declines, maintenance, rehabilitation, and replacement of existing piping systems, as well as the increasing installation of fire sprinkler systems, provide many jobs for pipe layers, plumbers, pipe fitters, and steamfitters.

 

Plumbers, pipe fitters, and steamfitters are among the highest paid construction occupations. In 2002, the median hourly wage for pipe layers was $13.70. The middle 50% earned between $10.96 and $18.43. The lowest 10% earned less than $9.20, and the highest 10% earned more than $24.31. Also in 2002, the median hourly wage for  plumbers, pipe fitters, and steamfitters was $19.31. The middle 50% earned between $14.68 and $25.87. The lowest 10% earned less than $11.23, and the highest 10%   earned more than $32.27. Median hourly earnings in the industries employing the largest numbers of plumbers, pipe fitters, and steamfitters in 2002 are shown below.

 

 

Apprentices usually begin at about 50% of the wage rate paid to experienced pipe layers, plumbers, pipe fitters, and steamfitters. Wages increase periodically as skills improve. After an initial waiting period, apprentices receive the same benefits as experienced pipe layers, plumbers, pipe fitters, and steamfitters.

 

Many pipe layers, plumbers, pipe fitters, and steamfitters are members of the United Association of Journeymen and Apprentices of the Plumbing and Pipefitting Industry of the United States and Canada.

 

Plasterers and Stucco Masons

Significant Points of Interest

 

●          Plastering is physically demanding.  

●          Plastering is learned on the job, either through a formal apprenticeship program or by working as a helper.

●          Job opportunities are expected to be good, particularly in the South and

Southwest.

 

Plasterers and stucco masons held about 59,000 jobs in 2002. Most plasterers and stucco masons work on new construction sites, particularly where special architectural and lighting effects are required. Some repair and renovate older buildings. Many plasterers and stucco masons are employed in Florida, California, and the Southwest, where exterior stucco with decorative finishes is very popular.

 

Most plasterers and stucco masons work for independent contractors. About one out of every 10 plasterers and stucco masons is self-employed.

 

Job opportunities for plasterers and stucco masons are expected to be good through 2012. Many potential workers may choose not to enter this occupation, because they prefer work that is less strenuous and has more comfortable working conditions. The best employment opportunities should continue to be in Florida, California, and the Southwest, where exterior plaster and decorative finishes are expected to remain popular.

 

Employment of plasterers and stucco masons is expected to grow about as fast as the average for all occupations through the year 2012. Jobs will become available as plasterers and stucco masons transfer to other occupations or leave the labor force.

 

In past years, employment of plasterers declined as more builders switched to drywall construction. This decline has halted, however, and employment of plasterers is expected to continue growing as a result of the appreciation for the durability and attractiveness that toweled finishes provide. Thin-coat plastering—or veneering—in particular, is gaining wide acceptance as more builders recognize its ease of application, durability, quality of finish, and sound-proofing and fire-retarding qualities, although the increased use of fire sprinklers will reduce the demand for fire-resistant plaster work. Prefabricated wall systems and new polymer-based or polymer-modified acrylic exterior insulating finishes also are gaining popularity, particularly in the South and Southwest regions of the country. This trend is not only because of their durability, attractiveness, and insulating properties, but also because of their relatively low cost. In addition, plasterers will be needed to renovate plasterwork in old structures and to create special architectural effects, such as curved surfaces, which are not practical with drywall materials.

 

Most plasterers and stucco masons work in construction, where prospects fluctuate from year to year due to changing economic conditions. Bad weather affects plastering less than other construction trades, because most work is indoors. On exterior surfacing jobs, however, plasterers and stucco masons may lose time, because plastering materials cannot be applied under wet or freezing conditions.

 

In 2002, the median hourly wage for plasterers and stucco masons was $15.91. The middle 50% earned between $12.33 and $20.67. The lowest 10% earned less than $9.94, and the top 10% earned more than $26.81.

 

The median hourly wage in the largest industries employing plasterers and stucco masons in 2002 was $15.99 in building finishing contractors, and $14.94 in foundation, structure, and building exterior contractors.

 

Apprentice wage rates start at about half the rate paid to experienced plasterers and stucco masons. Annual earnings for plasterers and stucco masons and apprentices can be less than the hourly rate would indicate, because poor weather and periodic declines in construction activity can limit work hours.

 

Roofers

Significant Points of Interest

 

●          Most roofers acquire their skills informally on the job; some roofers train through three-year apprenticeship programs.

●          Jobs for roofers should be plentiful, because the work is hot, strenuous, and dirty, resulting in higher job turnover than in most construction trades.

●          Demand for roofers is less susceptible to downturns in the economy than demand for other construction trades, because most roofing work consists of repair and reproofing.

Roofers held about 166,000 jobs in 2002. Almost all wage and salary roofers worked for roofing contractors. About one out of every three roofers was self-employed. Many self-employed roofers specialized in residential work.

 

Jobs for roofers should be plentiful through the year 2012, primarily because of the need to replace workers who transfer to other occupations or leave the labor force. Turnover is higher than in most construction trades—roofing work is hot, strenuous, and dirty, and a significant number of workers treat roofing as a temporary job until something better comes along. Some roofers leave the occupation to go into other construction trades.

 

Employment of roofers is expected to grow about as fast as the average for all occupations through the year 2012. Roofs deteriorate faster and are more susceptible to weather damage than most other parts of buildings, and periodically need to be repaired or replaced. Roofing has a much higher proportion of repair and replacement work than most other construction occupations. As a result, demand for roofers is less susceptible to downturns in the economy than demand for other construction trades. In addition to repair and reproofing work on the growing stock of buildings, new construction of industrial, commercial, and residential buildings will add to the demand for roofers. Jobs should be easiest to find during spring and summer when most roofing is done.

 

In 2002, the median hourly wage for roofers was $14.51. The middle 50%  earned between $11.23 and $19.56. The lowest 10% earned less than $9.15, and the highest 10% earned more than $25.35. The median hourly wage for roofers in the foundation, structure, and building exterior contractors industry was $14.57 in 2002.

 

Apprentices usually start at about 40% to 50% of the rate paid to experienced roofers and receive periodic raises as they acquire the skills of the trade. Earnings for roofers are reduced on occasion, because poor weather often limits the time they can work.

 

Some roofers are members of the United Union of Roofers, Waterproofers and Allied Workers.

 

Sheet Metal Workers

Significant Points of Interest

●          Nearly two-thirds of the jobs are found in the construction industry; about one quarter are in manufacturing.

●          Apprenticeship programs lasting four or five years are considered the best training.

●          Job opportunities in construction should be good.

Sheet metal workers held about 205,000 jobs in 2002. Nearly two-thirds of all sheet metal workers were found in the construction industry. Of those employed in construction, almost half worked for plumbing, heating, and air-conditioning contractors; most of the rest worked for roofing and sheet metal contractors. Some worked for other special trade contractors and for general contractors engaged in residential and commercial building. One-quarter of all sheet metal workers work outside of construction, and are found in manufacturing industries, such as the fabricated metal products, machinery, and aerospace products and parts industries. Some work for the Federal Government.   Compared with workers in most construction craft occupations, relatively few sheet metal workers are self-employed.

 

Job opportunities are expected to be good for sheet metal workers in the construction industry and in construction-related sheet metal fabrication, reflecting both employment growth and openings arising each year as experienced sheet metal workers leave the occupation. In addition, many potential workers may prefer work that is less strenuous and that has more comfortable working conditions, thus limiting the number of applicants for sheet metal jobs. Opportunities should be particularly good for individuals who acquire apprenticeship training. Job prospects in manufacturing will not be as good, because construction is expected to grow faster than the manufacturing industries that employ sheet metal workers. Because some sheet metal manufacturing is labor-intensive, manufacturers sometimes move production to lower wage areas or countries.

 

Employment of sheet metal workers in construction is expected to grow about as fast as the average for all occupations through 2012, reflecting growth in the demand for sheet metal installations as more industrial, commercial, and residential structures are built. The need to install energy-efficient air-conditioning, heating, and ventilation systems in the increasing stock of old buildings and to perform other types of renovation and maintenance work also should boost employment. In addition, the popularity of decorative sheet metal products and increased architectural restoration are expected to add to the demand for sheet metal workers. On the other hand, slower-than-average job growth is projected for sheet metal workers in manufacturing.

 

Sheet metal workers in construction may experience periods of unemployment, particularly when construction projects end and economic conditions dampen construction activity. Nevertheless, employment of sheet metal workers is less sensitive to declines in new construction than is the employment of some other construction workers, such as carpenters. Maintenance of existing equipment—which is less affected by economic fluctuations than is new construction—makes up a large part of the work done by sheet metal workers. Installation of new air-conditioning and heating systems in existing buildings continues during construction slumps, as individuals and businesses adopt more energy-efficient equipment to cut utility bills. In addition, a large proportion of sheet metal installation and maintenance is done indoors, so sheet metal workers usually lose less work time due to bad weather, than other construction workers do.

 

In 2002, the median hourly wage for sheet metal workers was $16.62. The middle 50% earned between $12.15 and $23.03. The lowest 10% of all sheet metal workers earned less than $9.50, and the highest 10% earned more than $29.53. The median hourly earnings in the largest industries employing sheet metal workers in 2002 are shown below:

 

 

Apprentices normally start at about 40% to 50% of the rate paid to experienced workers. As apprentices acquire more skills throughout the course of their training, they receive periodic increases until their pay approaches that of experienced workers. In addition, union workers in some areas receive supplemental wages from the union when they are on layoff or shortened workweeks.

Structural and Reinforcing Iron and Metal Workers

Significant Points of Interest

●          Most employers recommend a three- or four-year apprenticeship.

●          During economic downturns, workers can experience high rates of unemployment.

●          The danger of injuries due to falls is high; those who work at great heights do not work in wet, icy, or extremely windy conditions.

Structural and reinforcing iron and metal workers held about 107,000 jobs in 2002. Around four out of five worked in construction, with nearly half working for  foundation, structure, and building exterior contractors. Most of the remaining ironworkers worked for contractors specializing in the construction of homes; factories; commercial buildings; religious structures; schools; bridges and tunnels; and water, sewer, communications, and power lines.

 

Structural and reinforcing iron and metal workers are employed in all parts of the country, but most work in metropolitan areas, where the bulk of commercial and industrial construction takes place.

 

Employment of structural and reinforcing iron and metal workers is expected to grow about as fast as the average for all occupations through the year 2012, largely on the basis of continued growth in industrial and commercial construction. The rehabilitation, maintenance, and replacement of a growing number of older buildings, factories, power plants, highways, and bridges are expected to create employment opportunities. In addition to new jobs that arise, other job openings will result from the need to replace experienced ironworkers who transfer to other occupations or leave the labor force.

 

The number of job openings fluctuates from year to year with economic conditions and the level of construction activity. During economic downturns, ironworkers can experience high rates of unemployment. Similarly, job opportunities for ironworkers may vary widely by geographic area. Job openings for ironworkers usually are more abundant during the spring and summer months, when the level of construction activity increases.

 

In 2002, the median hourly wage for structural iron and steel workers in all industries was $19.55. The middle 50% earned between $14.45 and $26.00. The lowest 10% earned less than $10.81, and the highest 10% earned more than $31.81. In 2002, the median wage for reinforcing iron and rebar workers in all industries were $17.66. The middle 50% earned between $12.72 and $25.74. The lowest 10% earned less than $10.07, and the highest 10% earned more than $31.40.

 

The median hourly wage for structural iron and steel workers in 2002 in foundation, structure, and building exterior contractors was $21.35 and, in nonresidential building construction, $16.98. Reinforcing iron and rebar workers earned median hourly earnings of $18.46 in foundation, structure, and building exterior contractors in 2002.

 

Many workers in this trade are members of the International Association of Bridge, Structural, Ornamental, and Reinforcing Iron Workers. According to the union, average hourly earnings, including benefits, for structural and reinforcing metal workers who belonged to a union and worked full time were 34% higher than the hourly earnings of nonunion workers. Structural and reinforcing iron and metal workers in New York, Boston, San Francisco, Chicago, Los Angeles, Philadelphia, and other large cities received the highest wages.

 

Apprentices generally start at about 50% to 60% of the rate paid to experienced journey workers. Throughout the course of the apprenticeship program, as they acquire the skills of the trade, they receive periodic increases until their pay approaches that of experienced workers.

 

Earnings for ironworkers may be reduced on occasion, because work can be limited by bad weather, the short-term nature of construction jobs, and economic downturns.

 

 

Appendix

Existing Outreach Infrastructure

There are currently several community-based programs in Brooklyn, New York, using the CONstruction model, for occupational outreach.  The following describes a group that is working with many, formerly incarcerated individuals and other economically depressed workers.  I used a private example because it is ideal for making our communities better places to live and work. Ultimately, private money fuels commerce.

 

The New York City Site Safety Manager’s

Apprentice/Mentor Program

  

 

A Private Venture by:

Homeland Safety Consultants, Inc.

 

General Program Description:

The New York City Site Safety Manager’s Apprentice Program is a mentor construction program for Homeland Safety Consultants (HSC), Inc.  Through a mix of classroom training and field training, the apprentice program supplies on-the-job training and supplemental classroom construction and safety education.  The apprentices come from economically depressed areas, and our mentors come from the field; they are seasoned site safety managers from HSC.

 

For decades, minorities have been under-represented in the construction industry, especially within the ranks of managerial construction positions.  This private program seeks to educate and train minority apprentices to become licensed New York City site safety managers, thereby increasing their representation in well paying managerial positions.  This program also seeks to assist and encourage minority entrepreneurs within the construction industry.

 

Within a period of 18 to 24 months, each apprentice achieves all the necessary experience and training requirements to sit for the NYC Site Safety Manager’s certification test. Upon passing this test, each apprentice receives his or her NYC Site Safety Manager’s license.  The curriculum for this apprentice program includes a comprehensive mix of on-the-job training and safety and construction classroom education.  The contracting client is only responsible for field-related expenditures. The curriculum contained within this program seeks to develop apprentices beyond the minimal educational and training requisites for their subsequent licenses.  We have set this standard to produce extremely viable safety managers for the construction industry.

Requirements for New York City Site Safety Manager’s License:

●          Upon completion of the apprenticeship program, all apprentices meet the following New York City Department of Building (NYCDOB) requirements for examination candidate eligibility:

●          Completion of an 18-month, on-the-job-training program under a certified NYC Site Safety Manager;

●          Completion of NYCDOB’s 40-hour Site Safety Manager’s Course. 

 

Classroom Construction and Safety Training:

Throughout the apprenticeship, each apprentice receives classroom training based on construction industry standards and codes for New York City, New York State, and the United States Department of Labor’s Occupational Safety and Health Administration (OSHA).  This comprehensive classroom training complements field training and reinforces fundamental standards in construction processes and occupational safety and hygiene.

 

Classroom training emphasis various OSHA and New York City courses, that  HSC is approved and authorized to teach through NYCDOB and the Region II OSHA Educational Center located at The University of Medicine and Dentistry School of Public Health of New Jersey (UMDNJ-SPH), respectively.  The mentor company, HSC,  includes other classroom programs specifically developed to provide supplemental training beyond NYCDOB prerequisites.  These additional programs are designed to create a working familiarity with construction building techniques and their applicable safety standards.  The classroom work totals well over 200 hours, and includes the following courses:

 

●          15-Hour Construction Terminology

●          10-Hour OSHA Construction

●          15-Hour Blueprint Reading

●          30-Hour OSHA Construction

●          10-Hour Electrical Safety

●          10-Hours Fall Protection Safety

●          10-Hour Soils and Excavation Safety

●          5-Hour NYC Anti-corruption Compliance

●          10-Hour Pedestrian Safety and Flagger

●          5-Hour Construction Violence Prevention

●          32-Hour OSHA and New York City Scaffold Training

●          16-Hour OSHA 7600 Disaster Site Worker Construction

●          40-Hour OSHA Hazardous Waste Operations and Emergency Response

●          40-Hour NYC Department of Buildings Site Safety Managers

 

The following are some course descriptions:

 

10-HOUR OSHA Construction Outreach

 

This course introduces OSHA policies, procedures, and standards as well as construction safety and health principles. The course reviews the scope and application of the OSH Act and General Duty Clause, and examines areas that are most hazardous. Upon successful completion of the course, participants receive an OSHA construction safety and health 10-hour course completion card. Topics include:

 

●          Introduction to OSHA and the General Duty Clause

●          General Provisions, Recordkeeping

●          Fall Protection, Scaffolding

●          Personal Protective Equipment and Lifesaving Equipment

●          Materials Handling, Storage, Use, and Disposal

●          Mechanized and Construction Equipment

●          Hand and Powered Tools

●          Excavation

●          Fire Protection

●          Electrical

●          Signs and Barricades

 

40-HOUR HAZWOPER Training 

This class meets the requirements for Hazardous Waste Operations and Emergency Response, under 29 CFR 1910.120. Instruction includes lecture, video, demonstrations, games, workshops, and hands-on activities.   Each student receives a student manual, NIOSH pocket guide, and DOT Emergency Response Guidebook.  Quizzes are administered daily, and certificates are issued upon successful completion.

 

30-HOUR OSHA Construction Outreach

 

This program provides instruction on a variety of safety standards applicable to the construction industry, as required by OSHA.  Topics include:

 

●          Introduction to OSHA Standards – at least Two Hours

●          Electrical, Subpart K – at least Two Hours

●          Fall Protection, Subpart M – at least Two Hours

●          Occupational Health and Environmental Controls

●          Hazard Communication, Subpart D

●          Health Hazards in Construction, Subpart D

●          Personal Protective and Lifesaving Equipment, Subpart E

●          Fire Protection and Prevention, Subpart F

●          Materials Handling, Storage, Use, and Disposal, Subpart H

●          Tools - Hand and Power, Subpart I

●          Welding and Cutting, Subpart J

●          Scaffolds, Subpart L

●          Cranes, Derricks, Hoists, Elevators, and Conveyors,

●          Motor Vehicles, Mechanized Equipment, and Marine

●          Overhead Protection; and Signs, Signals, and Barricades,

●          Excavations, Subpart P

●          Concrete and Masonry Construction, Subpart Q

●          Steel Erection, Subpart R

●          Stairways and Ladders, Subpart X

●          Confined Space Entry