Partners in Progress Vol 19 No 3

PartnersINProgress

MAY/JUNE 2025

SMACNA & SMART—Building a Future Together

ALSO IN THIS ISSUE:

SMACNA and SMART collaborate on recruitment RECRUITMENT TRAILERS 4

COLLEGE AND TRADES

6

DIVERSIFY AND RECRUIT 9

PartnersINProgress SMACNA & SMART—Building a Future Together

MICHAEL COLEMAN TOM H. MARTIN Co-Publishers JESSICA KIRBY jkirby@pointonemedia.com Editor-in-Chief

CONTENTS

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May/June 2025 – Volume 19, Number 3

3 SMACNA AND SMART: PARTNERS IN RECRUITMENT SMACNA constractors and SMART unions are thinking big when it comes to recruitment and retention.

4 TAKING EXPERIENCE ON THE ROAD

Local 9 and SMACNA Colorado take the trade to the community with recruitment trailers set up for a first-hand sheet metal experience.

POINT ONE MEDIA INC. artdept@pointonemedia.com Creative Services Cover image General Sheet Metal

Partners in Progress is a publication of the Sheet Metal Industry LaborManagement Cooperation Fund.

All contents ©2025 by the Sheet Metal Industry Labor-Management Cooperation Fund, P.O. Box 221211, Chantilly, VA 20153-1211.

7 COLLEGE OR A TRADE? YOU CAN DO BOTH A partnership between SMART, SMACNA, and a community college allows sheet

Find Partners in Progress online at pinp.org or at issuu.com/ partnersinprogress. An archive of all issues is available. Issues may be downloaded and printed for no fee.

9 DIVERSIFYING TO RECRUIT

For comments or questions, email editor@pinpmagazine.org

metal journeys in California’s Bay Area to also earn a two-year associate degree.

Local 19 and Fisher Balancing in New Jersey know a more diverse workforce opens opportunities, mitigates customer engagement, and brings more recruits to the industry.

11 PARTNERSHIP POWER

Collaborative Workforce Agreements bring life-changing opportunities to Sacramento’s underserved communities.

S HE E T M E TA L | A I R | R A I L | T R A N S P O R TAT I O N

13 FINANCIAL LITERACY FOR APPRENTICES The trades put young people on the fast track to a great career but with a good wage comes the need for acute financial responsibility.

15 RECRUIT LIKE A PRO

Check out the full suite of customizable recruitment tools developed by Partners in Progress and the SMACNA-SMART Best Practices Market Expansion Task Force.

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SMACNA and SMART

Partners in Recruitment The skilled trades recruitment landscape in the United States is facing record-high pressure because of labor scarcity, residual COVID-19 disruptions, and competition for talent, as labor force participation rates for people 55 and older continue to decline past the 2% decrease that has occurred since COIVD-19.

At the same time, Gen Z workers say there is still stigma attached to trades training—largely perpetuated but parents, who feel college is the better route. Still, a recent study says vocational enrollment overall is up three percent since 2018— an important increase, considering the economic and social challenges of the past five years.

In sheet metal, the Bureau of Labor Statistics says employment is projected to grow 2 percent from 2023 to 2033, creating about 11,500 openings each year, on average, over the decade. Across local areas, this means the landscape is ripe for innovative partnerships and out-of-the-box thinking about recruitment and retention.

This issue is all about exactly that: excellent examples of strong labor-management partnerships that are building signatory recruitment and retention numbers across the United States.

Local 9 and SMACNA contractors in Colorado are turning heads with a recruitment trailer that offers a “show me, don’t tell me” experience for people interested in the sheet metal trade, and their families. The trailer is outfitted with equipment that allows visitors to construct a simple project, like a metal tray or toolbox, or try out a skill, like virtual welding. When they come out the other side, a table with labor and management reps is waiting to share all the details of starting an apprenticeship.

Check out page 4 to learn more.

Anyone who has ever struggled with the conundrum of whether a college degree or apprenticeship is the best course of career action need look no further than California’s Bay Area for the solution. An innovative partnership between Local 104, SMACNA Bay Area, and Foothill College offers sheet metal apprentices the chance to earn a free two-year degree while they complete their union training. It is one of a few programs in North America that shows students they can, indeed, have it all when building their future in sheet metal. Learn more about how it all works on page 7, “College or a Trade? You Can Do Both.”

In “Diversifying to Recruit” (page 9) we look at practical reasons gender diversity can help companies and unions have more reach. Besides the well-studied behavioral and productivity benefits of a diverse crew, there are practical advantages—female workers, for example, can enter maternity wards, connect with female politicians during advocacy efforts, and be a relatable face behind the table at recruitment events.

Fisher Balance Company and Local 19 in New Jersey share their experiences in prioritizing diversity and how it has paid off.

Collaborative Workforce Agreements—agreements that bring underrepresented individuals into the trades, in partnership with non-profits and charity organizations—offer life-changing opportunities to those often overlooked. See “Partnership Power” on page 12 to see how SMACNA Sacramento Valley and Local 104 are filling critical roles in the sheet metal industry while tapping into a new area for recruitment.

So, you’ve got your skilled, union-trained apprentices—but do they have the skills to survive in the real world, outside of work? Money management is a skill young people don’t always have, and it isn’t taught in schools. But it’s never too early to learn about how to handle debt, budgeting, and investment, and those who do so will be better equipped to enjoy the benefits of a steady and secure career. Mark Breslin, author, speaker, and principal at Apprentice Performance Solutions, shares some great resources in “The Crucial Role of Financial Literacy in Completing Apprenticeship Training” (page 13) that can help apprentices start—and stay—on the right path to financial health.

And finally, the Best Practices Market Expansion Task Force has developed a full suite of recruitment materials for your free download, customization, and use. These include posters, flyers, t-shirts, webinars, and Brand Ambassador campaigns—everything you need to collaborate with your labor or management partners for recruitment success. Check out the resources on page 15 and remember that these are just a few of the many tools the Task Force offers to help you grow your partnership. Visit pinp.org and create a free account to see what else is available.

Save the date! One of the most important steps you can take in building your labor-management partnership is to attend the Partners in Progress Conference, scheduled for February 16 – 18, 2026 at the Walt Disney World Swan & Dolphin Registration Opens: September 3, 2025, at pinp.org/conferences/pinp26 ▪ Partners in Progress » Volume 19 / Number 3 » 3

Taking EXPERIENCE

© iStock / STILLFX

ON THE ROAD

By Sheralyn Belyeau

Local 9 was a star attraction for high school juniors

who attended a recent Western Colorado Contractors Association Annual Career Day at the fairgrounds near Grand Junction, Colorado.

“Our trailer is definitely a showstopper,” says Local 9 Western Slope Training Coordinator Brian Summers. “We had all these students come through to talk about our apprenticeship program and what it has to offer. Behind the trailer, we had tables set up, and then the participants assembled sheet metal tool trays.”

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The noise emanating from the trailer—sounds of students eager to pound metal and experience the sheet metal trade firsthand—only grew the crowd. Soon, as fast as groups moved through the trailer, new ones would be clamoring at the front for a look and the chance to add to the melee.

The Local has been seeing this kind of response for seven years, ever since they developed the sheet metal trailer, like a mobile JATC, for outreach. Local 9 business rep, Lon Comstock, says it’s not uncommon to see 100-150 guests and their chaperones—parents, teachers, or guidance counselors— visit the trailer at a fair.

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We get people through the trailer, explain how our trade works, explain the benefits, plus the wages,” says Lon Comstock, Local 9 business representative, noting that assembling the tool trays is the highlight of the experience. “We’ve had State Representatives put tool trays together with us.

“We get people through the trailer, explain how our trade works, explain the benefits, plus the wages and things like that,” he says, noting that assembling the tool trays is the highlight of the experience. “We’ve had State Representatives put tool trays together with us,” he says.

The trailer concept is available to any local area, and the trailers can be set up quickly and simply. “Most schools already have the equipment they need for a mobile shop,” says Andrew Gilliland, Local 9’s training director in Colorado Springs. “All it takes is bolting the equipment down in a trailer and making it

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accessible to people. It’s an extraordinarily simple idea that has a great return on investment.”

Local 9’s trailer inspired Local 49 in Albuquerque, New Mexico, to build one of their own. “We have a 22-foot snowmobile trailer we’ve converted into a mobile sheet metal shop,” says Business Manager Isaiah Zemke. “It’s outfitted with air test and balance modules and a virtual welder. We put a bunch of candy, stickers, and swag in there, too. It’s a ‘Don’t tell me, show me,’ experience, so they actually get their hands onto the metal.”

Students tour the trailer and build a toolbox, do virtual welding, or learn a little bit about test and balance. Last summer, the trailer made its way to a major career fair at a state-of-the-art facility in Amarillo, Texas. “We’ve been able to recruit local apprentices from that area,” Zemke says, “even though it’s over four hours away from Albuquerque.”

James Magoffe, Director of Safety and Manpower at Yearout Mechanical in Albuquerque, New Mexico, depends on the trailer for Yearout’s high school recruitment programs. “Isaiah will bring the trailer out whenever we request it,” he says. “The local has never missed a date for us. I usually get four or five calls from each high school afterwards.”

The trailer is also available to the contractor for events outside the union, such as recruitment events at community colleges or trade shows. “The thing that sets us apart from non-union is the training, so that’s something that we want to celebrate and show,” Magoffe says. “This is an incentive to let them see what the difference is.”

Partners in Progress » Volume 19 / Number 3 » 5

Taking Experience on the Road

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These trailers allow the hall to go to the people, instead of having the people come to them,” says Sal Tortorici, vice president of operations for Yearout Mechanical in Albuquerque. “The training trailer expands the breadth of the hall’s reach and benefits us because we depend on them to provide the workforce.”

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Local 9 uses their trailer for recruitment events across Colorado, from Second Chance programs for the formerly incarcerated, to trade schools and women’s groups. Over Labor Day weekend, Local 9 provided a barbeque and access to the trailer in an Aurora area neighborhood, which is predominantly African American. “Between high schools and community events, the trailer’s been booked solid for the last seven plus years,” Gilliland says. “There’s generally a backlog of people requesting it.”

Local 9 even takes the trailer to remote rural communities with limited economic opportunities. “If you’ve got a high school that is 60 miles from a major city, you’ve got amazing people out in those areas, and they don’t mind the hour commute to the JATC,” Gilliland says. “You end up with very dedicated, driven individuals that you would have otherwise overlooked.

Having the trailer lets us reach into those communities, then you get that spark and things happen.”

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Contractors in New Mexico see the same benefits. “These trailers allow the hall to go to the people, instead of having the people come to them,” says Sal Tortorici, vice president of operations for Yearout Mechanical in Albuquerque. “The training trailer expands the breadth of the hall’s reach and benefits us because we depend on them to provide the workforce.”

Rural residents often aren’t aware of sheet metal careers, Tortorici says. “It takes somebody coming in and breaching the zone to help them realize there’s a whole bigger world out there.

They say there’s hidden treasures in the hills, and by way of talent, there’s hidden treasures in pockets of rural New Mexico.”

Around Grand Junction, Local 9 has connected with adults who are looking for more stability than they can find in their current careers. “We’ve had oil and gas workers come over to our apprenticeship program,” especially when the petroleum industry is in a downturn, Summers explains. “These are gentlemen in their 30s and 40s, and they want to learn a different trade.”

Getting the trailer to outlying communities requires commitment, especially in Colorado’s rugged driving conditions.

The JATC recently approved funding to upgrade the truck used to haul the trailer, from a gas-powered vehicle to more costeffective diesel.

Will Callahan of US Engineering in Denver is one of the JATC trustees who supported the upgrade. “This trailer stands out compared to having a booth and passing out stickers,” Callahan says. “I see some of the other unions don’t have anything like that. It’s a better recruitment tool when we can roll up and have this hands-on experience for applicants.”

Best of all, Gilliland says, “It brings smiles to everybody, everywhere we take it.” ▪ A Colorado native, Sheralyn Belyeu lives and writes deep in the woods of Alabama. When she’s not writing, she grows organic blueberries and collects misspellings of her name.

COLLEGE OR A TRADE? YOU CAN DO BOTH

By Michael McConnell

Thanks to a partnership between SMART, SMACNA, and a community college, sheet metal apprentices in California’s Bay Area can earn a two-year associate degree along with their journeyperson license.

When Zachary Upton finishes his sheet metal apprenticeship in 2027, he’ll graduate with more than just a journeyperson license. He’ll also have an associate degree in sheet metal building science.

That’s thanks to an uncommon partnership between Los Altos Hills, California-based Foothill College, Local 104 in Livermore, California, and Bay Area SMACNA. The community college is one of a few nationwide to offer sheet metal apprentices the chance to earn a free two-year degree while they complete their union training.

According to Local 104 and SMACNA contractors, the blending of union training with college courses produces graduates who are better prepared for their futures—whatever they may hold.

For Upton, taking college courses makes a sheet metal career even more exciting. “It’s opened possibilities,” the third-year apprentice says. “I love being in this trade. If I can get some sort of degree that will allow me to do even more of it, why not?”

Upton’s comments are the kind that Tim Myres and Chris Allen like to hear. Myres is a member of Local 104 and administrator of the union’s Bay Area Industry Training Fund.

Allen is apprenticeship dean at Foothill College. When he was an Indiana resident, Myres worked with Fort Wayne, Indianabased Local 20 to set up a sheet metal associate degree program at an area community college. After relocating to Northern California, Myres was eager to establish a similar program in that region. He partnered with Allen in 2019 to get it started at Foothill. Under the program, sheet metal students at Foothill Partners in Progress » Volume 19 / Number 3 » 7

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College or Trade? You Can Do Both

By offering college-level courses for an in-demand career, Tim Myres, Local 104, says the program overcomes one of the longstanding obstacles to attracting young people to construction: the perception that it’s not a career for smart people.

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earn college credits for general education requirements through their apprentice classes and on-the-job training. For three other required courses—English, Humanities, and Ethnic Studies— students can take them online or in-person at the Local 104 training center.

Changing perceptions

By offering college-level courses for an in-demand career, Myres says the program overcomes one of the longstanding obstacles to attracting young people to construction: the perception that it’s not a career for smart people. “We always say we’re higher education,” he says. “This proves it. Now, we can say when you graduate from our program you can have an associate degree as a journeyperson.”

And since tuition for the Foothill courses is covered by the union, the students have a chance to further their education without being saddled with college debt, like many peers may be. It’s not just students who are impressed by the opportunity to earn a free two-year college degree. For a lot of parents who are apprehensive about their child signing up for a vocational career, it offers some reassurance, Myres says.

“There are a lot of parents who still think it doesn’t require intellectual skills to succeed in a construction trade,” Myres says. “They have not been educated on the high level of critical thinking that an individual needs to be a successful tradesperson.

And so now with this degree program, we’re making that clear.

You can have a college degree for free. Absolutely zero cost.

And an individual can be working, learning a high-paying skill, getting benefits—all at the same time. So that’s become a selling point.”

A great recruiting tool

Allen, the apprenticeship dean at Foothill, agrees. “I think it’s a great recruitment tool,” he says. “There’s a narrative in our society that says college is the only way. And really this work is to shift that narrative.” That shift needs to take place among school staff as well as parents, he adds. “You have to educate the educators, so they can educate the parents. I’m not trying to tell you to choose between the apprenticeship and the college—you can do both, and we’re proving it.”

That flexibility is what attracted 32-year-old Brian Jensen to the program. Jensen is about to start his third year as a sheet metal apprentice at Peterson Mechanical Inc. in Sonoma, California. “When you get out, not only do you have all the skills you learned through the apprenticeship, but now you have 8 » Partners in Progress » www.pinp.org

a degree from college, too, which kind of sets you apart,” he says. “It just looks a little better on a resume.”

Paul Irwin is vice president at Bell Products, a SMACNA mechanical contractor in Napa. He’s also co-chairman of the Bay Area Industry Training Fund, where labor and management work to attract people to sheet metal and HVAC careers. He says the Foothill College degree program makes his job recruiting industry workers easier.

“They’ve done a stellar job improving the apprenticeship program by bringing in this education component,” Irwin says.

“It just really makes it more attractive to those individuals who might be considering a college degree. It’s been well accepted by all the apprentices. It’s been lauded by all of the contractor members. I think it just raises the bar.”

Evolved sheet metal work

Irwin says sheet metal work today is much different than when he was learning the trade decades ago. Apprentices need the extra education and focus on communication skills the college program provides. “All the trainees recognize the complexity of our industry,” he says. “We’re handing apprentices iPads and sending them out on job sites. That’s certainly not the way I came through the industry. But having an apprentice who understands technology and the digital environment—that’s not anything that they really learn anywhere else.”

Kenneth Taylor, 32, is a journeyperson sheet metal worker at Critchfield Mechanical in San Jose. Even though he completed his sheet metal apprentice training a year ago, he’s earning an associate degree through Foothill College. He only has a few credits to go. “So, I figured why not?” he says. “It’s only beneficial for my future. I’m just trying to work my way up the ladder.”

Taylor says he enjoys taking college-level English and learning about different cultures in his humanities class. And it’s good to “take a little break” from just studying sheet metal, he adds.

Earning an associate degree is currently optional in Local 104—a fact Myres is hoping to change for future apprentices.

Based on the success of the program, Foothill is expanding the degrees it offers apprentices. As of July 1, the community college will offer associate degrees in air conditioning mechanics and in testing, adjusting, and balancing (TAB) science.

“It just proves what SMACNA and SMART can do when they work together,” Irwin says. “Labor and management don’t always agree on everything,” he says. “But for the training of apprentices, labor and management are lockstep on this. This is something that we can agree on.” ▪ Michael McConnell’s experience encompasses B2B and B2C copywriting, online journalism, and newspaper reporting. The former editor of a monthly magazine for HVAC and sheet metal contractors, he’s always interested in finding out the stories behind interesting people and projects. Contact him at mrmcconnell36@gmail.com.

© iStock / Pascal Kiszon

Diversifying to

Recruit

By Sheralyn Belyeau

A more diverse workforce opens opportunities,

mitigates customer engagement, and brings more recruits to the industry Fisher Balancing Company has a huge advantage in Wilmington, New Jersey’s competitive sheet metal market. Four out of the ten technicians they have working in the field are women.

“It’s a basic thing, common logical sense,” explains Matt Sano, president of Fisher. “The women can simply access spaces where men can’t go. It’s less of an impediment to us to schedule, because we can move more easily.”

“We work in all the hospitals in the city of Philadelphia, and South Jersey, Central Jersey, and North Jersey,” says Jennifer Lohr, Fisher’s vice president, Local 19 journeyperson, and a member of SMACNA’s Women in Leadership. “It’s easy for us to go into a labor and delivery department or a maternity ward.”

Skilled women simplify projects on university campuses, too, where dorms often have alternating floors for males and females.

“How do you work when there are students on campus if you only have males or only females on your team?” she asks, noting diversity keeps completing projects in gendered spaces simple.

“We switch back and forth between floors and get the job done quickly.”

Strong female representation also helps Fisher build rapport with customers—for example, female business leaders who may have concerns if she is the only woman in the room.

“There are a lot of women-owned businesses here,” says Local 19 Outreach Coordinator Natasha Scott Lawson, who is on the SMART Women’s Committee. “Their leaders may wonder, is this still a boys’ club? Are you not allowing women in? When they see Jennifer Lohr walk into the meeting, they can relate to her.”

Lawson sees a similar effect when Local 19 meets with politicians. “There are a lot of female politicians, and they always gear their conversation to me,” Lawson says, even when rest of the local representatives are men. “It helps when you have a diverse team in general. Customers don’t want to see one color, one gender. No matter what room you’re walking into, having a diverse team helps with different opinions and different outlooks.”

The many female business owners and leaders in SMACNA demonstrate the strength that women bring to the sheet metal industry. “SMACNA is leading by example, not by do as I say, not as I do,” Sano says.

Fisher has private clients who value diversity so much that they write it into contracts. “They’re dictating that a percentage of our apprentices have to be minority, female, or veteran,” Lohr says. Some urban clients prioritize hiring people from specific zip codes around their facility because they want to improve the economy of the neighborhood. “The thought process is that when local people get into the trade, they’re going to bring money back to the corner store and they’re going to bring money back to the Partners in Progress » Volume 19 / Number 3 » 9

Diversifying to Recruit

Lawson’s work as a recruiter for Local 19 is the key to future growth. “If you keep fishing in the same pond that you stock yourself, you’re going to get the same fish,” Lohr says. “But if you want to grow, you want something bigger and something better, you’ll go to the ocean. The only way that we’re going to fill the void of the people who are retiring is to cast a wider net.”

In their recent contract negotiations, the Sheet Metal Contractor’s Association in Philadelphia and Local 19 adopted a new tool for identifying good apprentices. “Our contract allowed us to put in language about pre-apprenticeships, which will give us an opportunity to hand pick people and then bring them into the apprenticeship after six months,” Sano says. “This will help with non-traditional roles for people who usually don’t get in.”

family. Then somebody else in the family or a neighbor is going to see that they’re working for a union.”

Local 19 is at work to fulfill these client requirements. “My business manager laid it out for us,” Lawson says. “Some shops are producing millions and millions of dollars but are located in underprivileged neighborhoods where people don’t know about these opportunities. It’s a part of my job to go out and find these individuals who live close by and are ready to join the sheet metal industry.”

Lawson spends many hours in underserved Philadelphia neighborhoods. “I share our side contractors and production contractors list with these individuals, and I tell them to apply for an apprenticeship,” Lawson says. “But because the process will take a bit, I also say to go to these contractors and apply for a job now because they are always hiring.”

Many individuals come back and thank Lawson for helping them find work. “I didn’t grow up bad or poor, but I also didn’t grow up privileged,” she says. “I fell into an opportunity, and I took advantage of it. I want to share that with other individuals who might not know that they have the opportunity as well.”

Lohr credits some of Lawson’s success to the fact that she’s a woman. “If women see someone that looks like them, they are more likely to approach the table,” she says. “I think younger generations might be less likely to approach and talk to a big man but seeing a woman softens that first step.”

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Local 19 will work with programs like Helmets to Hard Hat and Women in Nontraditional Careers to funnel people into preapprenticeships. The trial period will be especially helpful for candidates who are older or less athletic. “They may take one or two classes, but they’re going to go to work,” Lawson says. “It’s going to be a test run, not only to see if they like doing the work, but to see if the employer thinks that they’re capable of being in this industry.”

Pre-apprenticeship work gives candidates the ability to test the waters and find out if this is a career path that they really want before they invest three years into JATC classes. “When somebody drops out, we could have been training somebody else that in their heart of hearts, wanted that position,” Lohr says.

“This is going to be a better opportunity for us to get the best of the best.” ▪ A Colorado native, Sheralyn Belyeu lives and writes deep in the woods of Alabama. When she’s not writing, she grows organic blueberries and collects misspellings of her name.

Partnership

Power

Collaborative Workforce Agreements bring life-changing Opportunities to Sacramento’s underserved communities

By Natalie Bruckner A bold and transformative initiative in Sacramento, California, spearheaded by local area SMACNA and SMART, is reshaping the sheet metal industry in the region. By filling critical roles and providing life-changing opportunities to those often overlooked, it’s driving meaningful change. At the heart of this effort are Community Workforce Training Agreements (CWTA), which ensure access to these opportunities while upholding the trade’s renowned high standards.

Spearheaded by SMACNA’s Sacramento Valley Chapter and SMART Local 104, this initiative is dedicated to recruiting individuals from underserved communities, including those who have been formerly incarcerated. By partnering with communitybased organizations, government agencies, and local nonprofits, the collaboration provides second chances to those facing significant employment barriers, with a focus on rebuilding lives and creating a more diverse and inclusive workforce.

One of the most powerful success stories to emerge from this initiative is that of Ed Ramirez. Once serving a life sentence in San Quentin, Ramirez spent 23 years behind bars, believing he would never see the outside world again. That changed when he learned about the sheet metal industry during his incarceration.

In February 2005, Ramirez was released and wasted no time pursuing a new path. “I met some business reps at Local 104, and through their support, the board assisted me in getting started,” he recalls. “I signed up, got my tools, and have been going ever since.”

Fred Latu, assistant business manager for SMART District 2 and Local 104, underscores the importance of stories like Ramirez’s.

They’re not just personal triumphs—they’re powerful testaments to redemption and the transformative impact of second chances.

“I knew Ed for who he was, before I knew about his past,” Latu says. “And that’s the point. Someone’s past shouldn’t define them. What matters is who they are now and the value they bring to the table.”

Cheryl Sprague, executive vice president of SMACNA Sacramento Valley and co-chair of SMACNA and SMART’s Community Outreach & Resident Engagement (CORE) Committee, has witnessed the transformative power of these initiatives firsthand. She and her colleagues work tirelessly to educate the community about opportunities in the sheet metal trade, particularly for those who may have been unaware of them.

“We’ve been able to create opportunities for people from underserved communities, including homeless individuals, veterans, emancipated foster youth, and those who have been justice-involved,” Sprague explains. “It’s not just about recruiting for the trade; it’s about giving people a chance to build better lives.”

By collaborating with organizations like the Department of Rehabilitation and TimeDone (an initiative dedicated to supporting individuals with felony records) Sprague and her team have helped countless people secure meaningful employment.

This effort not only builds a skilled workforce for the sheet metal industry but also fosters stronger, safer communities.

For Sprague, the outreach started with simple grassroots efforts—knocking on doors and asking, “How can we help?”

It’s this hands-on, no-nonsense approach that has fostered Partners in Progress » Volume 19 / Number 3 » 11

Partnership Power

valuable partnerships with local organizations. Through these collaborations, barriers to employment are being dismantled, and new opportunities are being created.

“Once you start talking to people, you see that every organization facing a problem has another organization with a solution,” Sprague says. “Industry offers the ultimate solution because we don’t just offer jobs; we offer well-paying careers with health benefits and retirement plans. Plus, there are grants available for things like transportation, which can often be a barrier.”

By connecting individuals with these opportunities, SMACNA and SMART are not only addressing workforce development needs but also creating a broader social impact.

Research shows that hiring individuals with past convictions can significantly reduce the likelihood of those individuals reoffending. Studies also suggest that offering employment to people with criminal records can lower recidivism rates by up to 90%.

“Hiring justice-involved individuals is a win for the community as a whole,” Sprague says. “It’s about building stronger communities and giving people a real reason to succeed.”

At the heart of the program is its collaborative approach.

CWAs are agreements between unions, municipalities, and other entities that ensure opportunities for groups such as those from underserved areas or people of color to enter the workforce.

These agreements are crucial in addressing labor shortages in the sheet metal industry while also creating pathways for individuals who may have previously lacked access to such opportunities.

“We’ve worked with the City of Sacramento to implement a CWA, and it’s been incredibly rewarding to see how it has helped people from all walks of life,” Latu says. “It’s about ensuring everyone has a fair shot.”

The success of this initiative has led to significant growth, with the number of apprentices increasing each year. Where the program once had around 30 apprentices, it now boasts approximately 150. This surge in participation is a testament not only to the efforts of SMACNA and SMART but also to the collaborative nature of the program, which has raised awareness and garnered greater support.

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The stories keep coming. From apprentices reaching life milestones, like buying a house or starting a family, to individuals who were previously incarcerated finding stability and purpose in the trades, the impact of these initiatives is immeasurable.

“The most rewarding part of this work is when an apprentice calls to tell me they’ve bought a house or had a child,” Latu says.

“Those are the moments that make all the hard work worthwhile.”

Latu addresses the preconceived notions and implicit biases that can arise when hiring justice-involved individuals, acknowledging that, of course, there are challenges. “I had one contractor come to me after a bad experience with someone who had been incarcerated,” he says. “He promised he would never employ one again. I asked him if he had ever had a similar experience with someone who had never been incarcerated. He stopped, then admitted, ‘Yes, I have.’ I told him that I would work hard to ensure that anyone who was justice-involved in the future would be more suitable for the job. It’s about listening and working together on solutions.”

The partnership between SMACNA and SMART serves as proof of what can be achieved when the right support and community collaboration come together. As the program grows, stories like that of Ed Ramirez—who once thought he’d never have a chance—show how the right opportunity can change everything.

“We’re expanding the pool of people who can work in the industry,” Sprague says. “It’s not just about the family and friends of our current workers; we’re tapping into a much broader community, including those who may have felt excluded before.

We’re ensuring there are opportunities for everyone, no matter their background or challenges.” ▪ Natalie is an award-winning writer who has worked in the United Kingdom, Germany, Spain, the United States, and Canada. She has more than 23 years experience as a journalist, editor, and brand builder, specializing in construction and transportation. When she’s not writing, you will likely find her snowboarding, mountain biking, or climbing mountains with her rescue dog.

Photo | iStock Photo / Kuzma

The Crucial Role of

Financial Literacy in Completing Apprenticeship Training

By / Mark Breslin | Apprentice Performance Solutions

Apprenticeship puts talented young people on the fast track to a great career without college debt, right? But we’ve all seen it happen: Good young talent gets a few dollars in their pocket, but before long, they find themselves in over their heads.

Let’s consider some typical examples…

• Can’t Scrape By. The challenge of managing living expenses on a limited budget has led some apprentices to drop out simply because they didn’t have the budgeting skills to make ends meet.

• Temptation. Hey, wouldn’t it be great to get a new (or at least a new-to-you) truck?

• The Lull. Big projects finish, things are quiet for a while, but the savings aren’t there to pay the rent and see them through to the next job.

Poor financial management is not a one-in-a-million fluke—it’s a real trap that many apprentices fall into. But the industry can do something about it by training apprentices on the basics of financial literacy.

Here are the core elements to help your apprentices manage their money to make the most of their careers.

Partners in Progress » Volume 19 / Number 3 » 13

Photo | iStock Photo / vectormine

The Crucial Role of Financial Literacy

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Resources: The Consumer Financial Protection Bureau (CFPB) and Credit Karma are invaluable for learning about credit management and monitoring credit scores.

The 15% rule—allocating 15% of each paycheck to savings and spending the rest as necessary—is also simple and highly effective.

1. Budgeting Basics

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Mastering the art of budgeting is foundational for anyone, especially apprentices managing limited cash flow. It involves tracking income and expenses, identifying areas for savings, and setting spending limits to ensure financial stability and growth. By budgeting for essentials and using a budgeting app to track spending, apprentices can save up some money while still being able to do their leisure activities.

Resources: You Need a Budget (YNAB) is an excellent online tool offering practical advice and effective digital assistance for budgeting. Empower also handles investments.

2. Smart Saving

Saving money is crucial for preparing for future needs.

Smart saving strategies help apprentices set aside a portion of their earnings regularly, no matter how small, which eventually grows into a substantial financial cushion.

Resources: The 52-Week Money Challenge is a popular and easy way to get started with saving money and seeing how quickly it grows. The 15% rule—allocating 15% of each paycheck to savings and spending the rest as necessary—is also simple and highly effective.

3. Understanding Credit

A good understanding of how credit works enables apprentices to use it to their advantage—building a credit history while avoiding the pitfalls of debt accumulation by making small, manageable purchases and paying off the balance monthly.

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4. Investing in the Future

Investing is not just for the wealthy or people trying to get rich on meme stocks and Bitcoin; it’s a powerful tool for anyone looking to grow their wealth over time. Apprentices can benefit from understanding basic investment principles, starting early to take advantage of compound interest.

Resources: Investor.gov and financial management websites like NerdWallet provide beginner-friendly guides on investing, highlighting the importance of early contributions to retirement accounts.

5. Debt Management

Effective debt management is key to financial health for apprentices who’ve spent beyond their means. Learning to manage debt wisely can help avoid the stress and financial strain that comes with overburdening debt loads.

Resources: Non-profit credit counseling services and financial websites like Bankrate.com offer strategies for managing and reducing debt. They provide tools for calculating debt repayment scenarios and advice on managing debt without sacrificing other financial goals.

Incorporating basic financial training into apprenticeship programs or offering employer-sponsored workshops is a win-win for training centers, contractors, and apprentices.

Even just a one-hour curriculum or presentation on financial literacy can make a significant difference. By fostering financial literacy, we’re not just building solid tradespeople, but also financially savvy individuals prepared for both professional and personal success.

Learn more about developing successful apprentices at apprenticeperformance.com ▪ For more information on leadership training and performance or to find Mark’s best-selling books, Five Minute Foreman and Alpha Dog, visit breslin.biz.

Recruit like a Pro Partners in Progress and the SMACNA-SMART Best Practices Market Expansion Task Force have developed a full suite of customizable recruitment tools suitable for any local area.

The SMACNA/SMART Best Practices Market Expansion Task Force has everything labor-management partnerships need to kick-start recruitment initiatives in their local areas. These recruitment tools use an evidence-based approach to attract new recruits to the sheet metal trade, leveraging research collected by surveying apprentices in their first, second, third, and final years of training.

Online Ordering System

The Partners in Progress Online Ordering System (pinpmaterials.org) allows local areas to customize and order posters, t-shirts, and banner ads to reflect the relevant details of a specific region.

Brand Ambassador Program

Studies involving online consumer habits have found that 90% of people searching for programs and products online trust peer recommendations, and user-generated content is deemed 50% more trustworthy than traditional media. Consumers are 71% more likely to make a purchase based on social media referrals, and 81% of American consumers trust advice and information from blogs. Most importantly, 9 out of 10 people trust recommendations from within their networks.

Apprentices, journeypersons, and other members of the industry who love the trade and actively spread the word about the advantages of SMACNA and SMART careers to friends and family in social media can earn the title of “Brand Ambassador”.

Visit the Industrial Athlete Official Facebook and Instagram pages @industrialathleteofficial to learn more.

Ambassadors demonstrate members’ skill, pride, and craftspersonship and the high standards consistent in the unionized sheet metal industry. “We represent contractors and members that are a cut above the rest, and we should not be shy about making it known,” says Paul Pimentel, SMART’s manager of research and communications.

Read about the program in Partners in Progress’ August 2019 issue, page 4.

Those interested in being brand ambassadors should tag posts with the hashtag of our recruiting campaign. Exemplary brand ambassadors will receive $100 Amazon gift cards.

Organizations and members can purchase t-shirts emblazoned with the marketing campaign message to assist brand ambassadors with getting their message out more effectively.

Webinars

The Task Force held a series of webinars to promote the resources available to the local areas for recruiting. The information and resources covered in these webinars include banners and banner ads organizations can use on local websites and social media pages, with How-Tos, and Best Practices for tools such as Facebook custom audiences. In addition, the webinars provide information about additional available resources that are coming and a brief review of what is currently available to support your local efforts, with some examples of how they are being used in the field. To access these webinars and other recruitment tools, create a free account at pinp.org and click the Resources tab. ▪

Questions?

Lisa Bordeaux, A Mod Up LLC 503-422-6764 bordeaux11@gmail.com Paul Pimentel, SMART 202-783-5880 ppimentel@smart-union.org Maggie Powers, SMACNA 703-803-2981 mpowers@smacna.org Partners in Progress » Volume 19 / Number 3 » 15

Recruiting Resources Available YOUR MESSAGE.

YOUR VOICE.  SELECT YOUR CAMPAIGN.  CUSTOMIZE TO YOUR LOCAL.  GET MATERIALS DELIVERED. START SHOPPING

Put the SMACNA/SMART Resource Center to Work for You The SMACNA/SMART Best Practices Market Expansion Task Force has developed recruiting resources for contractors, chapters, locals, and JATCs that can be used to supplement and support local recruiting efforts. The resources include posters, handouts, and flyers for guidance counselors, parents, and students.

The materials are designed in multiple versions and languages (English and Spanish) and are customizable so that local groups can get their message out and appeal to the largest talent pool possible.

The Partners in Progress Online Ordering System allows you to customize materials for your area and order recruiting and brand ambassador resources.

Login to pinp.org/resources/recruiting and start shopping for resources today.

For more details on these and other resources visit pinp.org

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