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CONSTRUCTION INDUSTRY TRAINING NETWORK

ANNUAL MAGAZINE 2019

SUPPORTING TRADES TRAINING ADAPTING TO INDUSTRY NEEDS

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Great Training Makes Better Workers ICBA is proud to be the single largest sponsor of apprentices in British Columbia and a leader in professional development. Training

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CONTENTS

14 CONSTRUCTION INDUSTRY TRAINING NETWORK

The Construction Industry Training Network Magazine is published once a year by MediaEdge Communications Inc. The opinions expressed in the magazine are those of the authors and not necessarily endorsed by MediaEdge Communications Inc. Contact CITN at info@trainingnetwork.ca and 1-844-393-2339.

CITN 2019

Supporting Trades Training

LMS Leads On-the-Job Training

Revolutionizing Training in B.C.

Responding to Local Trade Demand

Beyond the Traditional Trades

JB Horizons Celebrates YVR-Musqueam Relationship

Building the Toughest Projects

Investing in Skilled Workers

Adapting to Industry Needs

Supporting Apprentices

Creating a Workplace Health and Wellness Program

The Construction Industry Training Network Magazine is published once a year by MediaEdge Communications Inc. REPRINTS: No part of this magazine may be reproduced in any form — print or electronic — without written permission from the publisher. Requests for permission to reprint any portion of this magazine should be sent to the publisher.

CITN 2019 | 3

SUPPORTING TRADES TRAINING On behalf of the Construction Industry Training Network (CITN) board of directors, welcome to the first edition of our annual magazine. For those new to the CITN, we are a not-for-profit collaboration of contractors, industry associations, progressive unions and training providers who have come together to ensure the Canadian construction industry has the diverse, skilled workforce required to meet the demands of the Canadian economy. Together, CITN partners and allies recruit, train and employ more than 85 per cent of the construction workforce. But no one group does it all – we all have a role to play. Employers have companyspecific training programs; independent unions do excellent work training and developing workers; and associations like the one I work for, the Independent Contractors and Businesses Association

(ICBA), offer professional development and apprenticeship management. In fact, ICBA is the single largest sponsor of apprentices in B.C. CITN partners and allies recruit, train and employ more than 85 per cent of the construction workforce. Training happens in a myriad of ways. We all use a combination of private trainers, in-house training programs that have been developed over time and, of course, the public training system to ensure workers are competent, safe and up-to-date with technology and good practice. It’s a system that works well, but just like the industry itself, we must continue to evolve and get better. By coming together under the banner of CITN, we share best practices, tackle industry challenges, and make

it easier for those involved in the construction industry to be better connected to all of our training and employment opportunities. No matter the challenge, someone in our network has the solution. This annual publication is not meant to be a comprehensive list of everything we do. Instead, it’s a showcase for some of the partnerships and unique training programs that have come from them. We look forward to building on the relationships we have made with those currently in the construction industry and encourage those wanting to learn more to get connected with us.

Todd Cumiskey Board Chair, CITN

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Time loss due to occupational and non-occupational injuries and illnesses can be frustrating to manage. Employees are subjected to long medical wait times which prolong recovery, and often undergo stress as a result of their break in routine, physical pain and at times financial strain. Businesses suffer at the operational and financial level from reduced productivity, increased administration, scheduling conflicts, as well as inflated workers’ compensation costs, which all affect their bottom line.

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LMS LEADS ON-THE-JOB TRAINING LMS Reinforcing Steel Group’s (LMS) commitment to excellence in all areas of business operations is a key element to the foundation of their ongoing success in the marketplace. As a leading fabricator and installer of reinforcing steel in Western Canada, LMS’ approach to steel sourcing, estimating and collaborating on projects is second to none. LMS takes great pride in their ability to offer ironworkers long-term careers. With a workforce that is 1,000plus strong, men and women alike receive the ongoing training and development they require that ensures the LMS team is equipped with superior skills to deliver exceptional results on their projects. LMS has bolstered their in-house training efforts by establishing formal curriculum administered through LMS Academy. “The academy is designed to encourage anyone and everyone to join our team,” says Ron McNeil, CEO and co-founder of LMS. “We provide entry level training and we make it easier for our experienced team members to pursue their Red Seal Certification by providing the training at times and locations that are convenient for them.” Located in Surrey, LMS Academy operates seven days a week providing on-site classes during the day, evenings and weekends to accommodate employees’ schedules. Each month, approximately 200 LMS employees participate in training courses. Adam House is LMS’ director of training. He is a third-generation Red Seal ironworker with more than 18 years experience in the ironworking trade. House has spent the past six years focused on education. Prior to joining LMS, House taught the Ironworker Apprentice program through the Southern Alberta Institute of Technology (SAIT). During his time at SAIT, he was recognized multiple times for his teaching performance and strategies in class. House is passionate about the development of ironworkers. At LMS, safety training begins on day one and is a primary component of the Academy’s curriculum; some of the specific elements include how to assemble a tool belt, change a roll of wire, and

6 | CITN 2019

make ties on pre-set walls. They also learn how to be aware of their surroundings on a busy construction site and to lift rebar appropriately to ensure they protect themselves. Upon hire, new workers are also aligned with one of their experienced field team members who will formally act as a mentor. “As trade professionals, on-site, hands-on learning is most effective,” says House. “This is why we established the LMS Academy; it makes formal apprenticeship training more accessible and effective through daily, weekly and monthly workshops.” The process is fairly simple: after three months of employment, LMS sponsors the new worker as an apprentice and indentures them with the provincial Industry Training Authority (ITA). The apprentice continues fully sponsored apprenticeship training on-site and in-class based on their availability and schedule. John Digberh is an active participant in the Academy: “I have learned a lot at the

Academy and I now hold my Red Seal Certification.” Keisha Johnston shares a similar sentiment: “As a woman, it has been quite liberating to pursue work as a tradesperson, do extremely well at my job and be confident in my position.” There are many benefits to this approach: • Trainees are given realistic insight into the expectations and challenges of the job and how to handle them positively. • Continuous mentorship and development ensures personnel are motivated to grow their careers for the long term. • The standard, performance and professionalism of the ironworker trade will be elevated industry-wide. • LMS’ contribution to construction projects will be enhanced. LMS values the contribution employees make to the organization and takes a leading-edge approach to adding value to employees’ lives. LMS offers its employees benefits, has an RRSP

program in place and is committed to promoting from within. Employees are also recognized for their performance and the team celebrates together with an annual Family Day in the summer and holiday celebrations. “Our team members work hard and take pride in their work,” say McNeil. “Our commitment to building their capabilities will strengthen the individual, the construction team and the organization as a whole.” Since its inception in 1987, LMS has been recognized for its performance in the marketplace. They have more than 400 active projects and operations throughout Western Canada and California. LMS is a Platinum Member of the Canada’s Best Managed Companies program. These achievements are a testament to their commitment to delivering superior performance and customer service while earning the trust of customers, suppliers and employees.

CITN 2019 | 7

REVOLUTIONIZING TRAINING IN B.C.

By Rob Bradbury

Pacific Vocational College (PVC) is known for revolutionizing trades training in British Columbia. From their inception in 1991 to present day, PVC and its instructors continue to find creative new ways to make sure apprentices get the training they need. One such innovation is their continuous intake program for level 1 piping apprentices in the plumbing, steamfitting, sprinkler fitting and gas fitting trades. Technical training curriculum was written and professionally produced into videos of PVC instructors delivering lectures and demonstrations. These videos were used in conjunction with an instructor readily available to answer questions, provide explanations and give demonstrations. The program started in 2005, and has now been transferred to DVD format and online. The training was a huge success, particularly for apprentices who were

on workers’ compensation, between jobs or simply needed to get their level 1 done at their convenience. PVC also provides upgrading training for plumbing apprentices taking their Interprovincial (IP) Red Seal Exam. This stemmed from the identification of hundreds of plumbing apprentices who had completed their level 4 technical training but failed their final exam, sometimes multiple times. Once an apprentice completes level 4 technical training, even if they haven’t passed the Red Seal (IP) exam, their technical training requirement is deemed to be completed by the ITA. This can be frustrating for someone who fails the Plumbing IP exam, as they now may feel they have nowhere to turn for help before their next exam attempt. They’ve finished their training but they still don’t have their plumbing certification, or their Class “B” gas certification.

Thank you for your continued loyalty to Pacific Vocational College...we treasure your patronage and never take it for granted. Pacific Vocational College (PVC) is a proud long time member of the ICBA and a founding member of CITN and we claim the title THE OPEN SHOP TRAINER FOR THE OPEN SHOP CONTRACTOR Thank you for your con nued loyalty to Paciﬁc Vo onal College… we treasure your patronage a Youithave our commitment that we will work relentlessly to continue take for granted.

improving the quality of our training programs delivery.

Paciﬁc Voca onal College (PVC) is a proud long me member of the ICBA and we claim the tle

I am so very proud of my instructors and staff for theirFOR dedication “THE OPEN SHOP TRAINER and professionalism. Our lifeblood is the apprentice and the open shop contractor, on thisTHE fact we are all perfectly clear. OPEN SHOP CONTRACTOR” You have our commitment that we will work relentlessly to con nue improving the quality of ou Again, to all the contractors that have supported PVC over the past programs delivery.

28 years, we thank you.

I am so very proud of my instructors and staﬀ for their dedi on and professionalism. Our life the ce and theshedule open shopfor contractor… on this fact we arenow all perfectly clear. Ourapp new training 2019/2020 is available at

pvc.training Again, to all the contractors that have supported PVC over the past 23 years, we thank you. Our new training schedule for 2014- 2015 is available now at www.paciﬁcvo

We look forward to a continued partnership.

We look forward to a con nued partnership.

Respectfully, Respec lly, PacificVoca Vocational College Paciﬁc onal College Ltd. Ltd.

Robert Bradbury MEd

Robert Bradbury MEd. President President

8 | CITN 2019

onalcollege.ca

PVC developed a training program specifically to help these people. Their “no-holds-barred” program is specifically designed to help people pass the Plumbing IP exam. Sometimes PVC can be their only hope to get their certification. The tuition is paid for by the person or by the company they work for and is sometimes partially subsidized by the ITA. PVC is very proud of their instructors and their commitment to this program. They are encouraged and driven by their successes and the courage of the apprentices who are not willing to give up. “I have found PVC instructors to be very helpful and dedicated in preparing students for success,” says Chris Albas, a former student. “The teachers care about their work and are dedicated in their guidance. This makes solving the problem a lot easier. I recommend this school to all apprentices that I talk to in my job setting.”

EMPLOYER SUPPORTED TRAINING Apprenticeship training with no wait lists? The concept is nearly unheard of, but a recent successful partnership shows it can happen. Pitt Meadows Plumbing (PMP) and Pacific Vocational College (PVC) piloted a training innovation in January 2017 that demonstrates what trades training should be. Together, they successfully completed four level 1, five level 2, three level 3, and two level 4 apprentice plumbing classes right when the students needed it with no wait lists. The PMP apprentices were joined by apprentices from other companies, with signed agreements in place to prevent apprentices being poached by other organizations. PVC provided technical training to the apprentices in the PMP classroom and in job site trailers throughout the province at the same time. PMP provided the practical training in their state-of-the-art shop in Maple Ridge or on various job sites for the apprentices outside of the Lower Mainland. All of the training was supervised by the PMP foreman, who took an active role in the training protocol. The ITA administered the same standard level exams to the apprentices that it does to all apprentices in B.C. No other college in Canada can compete with this robust level of apprentice training. This style of employer-supported training was beneficial for everyone. Interested in learning more? Contact CITN.

PVC INNOVATES IN GASFITTER UPGRADE TRAINING In the past, there was no way for someone who took a Class C level gas course at a public post-secondary institution to upgrade to a Class “B” gas license. PVC, in concert with Technical Safety BC, created a pathway. The first session of the “C” to “B” gas upgrader program started in May 2006. The classes were such a roaring success that Technical Safety BC began advertising the PVC program publicly. “PVC is the only school I would recommend for plumbing or gas fitting training,” says former student Brody Watts. “Their program is by far the strongest around.” As time passed, Level 1 Gasfitter apprentices joined the PVC classes. Soon, the upgrader program morphed into PVC’s full time Class “B” level 1 and 2 apprentice technical training program. Since 2006, PVC has trained more than 600 level 1 gas apprentices and nearly

600 level 2 gas apprentices, more than any other college in B.C. CREATIVE CONTROL OVER TARGETED SUBJECT DELIVERY At PVC, their in-class technical training delivery is internet driven. Their apprentices have laptops or tablets, and are given access to PVC’s e-Learning Portal. All curriculum, videos, charts, tables, review questions and exams are done online, and the exams are monitored and graded in real time. This also means the apprentices can access their training program on any electronic device whenever or wherever they are. At PVC, their in-class technical training delivery is internet driven. The apprentices of today expect this style of training after growing up with the internet at home and in school. Fortunately for PVC, their dedicated,

professional instructors, both veteran and novice, have witnessed the benefits and have embraced this style of training delivery. PVC is fortunate to have their own in-house internet training wizard, complete with IT, programming and overall computer training knowledge that is unparalleled. Their instructors have been trained to not only use but enhance the latest technology and the most up-to-date programs. Curriculum has been designed and developed directly by PVC, which allows them to constantly evolve and reinvent their training. This also allows them to respond to the need for curriculum upgrades and changes as they occur in real time. This is the meaning and primary advantage of “Creative Control over Targeted Subject Delivery.” Rob Bradbury is the president of Pacific Vocational College.

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CITN 2019 | 9

RESPONDING TO LOCAL TRAINING DEMAND Kitimat Valley Institute is dedicated to education and training

Construction at the LNG Canada facility is ramping up in Kitimat. This has also increased the demand for education and training for local and Indigenous workers. Kitimat Valley Institute (KVI) provides the only facility for post-secondary studies in Kitimat. The facility offers adult upgrading so students can receive their Grade 12 Diploma, as well as postsecondary programs, trades training, and workplace certifications. This unique facility is dedicated to provide access to education and training. “Kitimat Valley Institute is helping prepare and employ North Coast workers to be ready to actively participate in the many opportunities available in Kitimat, for the LNG industries and other industries to help diversify the local workforce,” says KVI president and CEO Tanya Rexin. In 2006, KVI was established by Haisla Nation and Rio Tinto as a private training institute. This collaboration was focused on assisting Haisla First Nation members and local residents to become ready for employment opportunities in the region. “Haisla Nation has been working closely with Kitimat Valley Institute to bring valuable training to our membership to get them jobready,” says Haisla Nation Council education manager Kailee Gardiner. “We’ve successfully run numerous courses and have many more in the works. KVI has worked closely with us to ensure that our community needs and wants are met, and they have been very accommodating.” In 2010 the Kitimat Modernization Project at Rio Tinto allowed KVI to be at the forefront of many work ready programs such as Basic Security and Construction Safety Officer. KVI worked closely with Bechtel and Rio Tinto to deliver their construction safety training for Rio Tinto’s old and new sites, including their camp accommodation site. During the peak of construction in 2014 more than 4,000 classroom seats were filled in one month.

10 | CITN 2019

KVI continues to offer a diverse range of training programs, including adult upgrading, entry level trades (such as HVAC and welding), Early Childhood Education certificate, and Environmental Natural Resources Technologist Diploma and a variety of workplace certifications. “In Fall 2019, we will begin to offer Project Management certification, Scaffolding, Construction Craft Worker, Carpentry Foundations, and a variety of marine training to meet the needs of local industry,” says Rexin. KVI is well recognized for their Cultural Awareness training, having been selected to provide all of the Cultural Awareness training in the induction for the LNG Canada site. KVI also offers an extended six-hour version of Cultural Awareness, which provides more skills for workplace specific situations. This

course has recently been accredited by Gold Seal. In addition to training, Kitimat Valley Institute operates a conference centre, an employment agency providing temporary workers, and a full service occupational testing facility (for pre-work testing including drug and alcohol). Today the challenges facing KVI include having sufficient classroom space to meet training demands and also providing extended hours so that training can occur on evenings and weekends. CITN has partnered with KVI as an official training partner on courses starting in September. “We are constantly updating our training plans to reflect anticipated construction hiring timelines to support the needs of the LNG Canada project, and their subcontractors,” says Rexin.

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BEYOND THE TRADITIONAL TRADES Training and developing high performing teams with Jacob Bros

When you normally think of a trades job the average person immediately thinks plumber, electrician or carpenter. However, jobs in the construction industry go far beyond that. Opportunities in non-traditional trades are high. Employers throughout Canada are looking for workers who are driven to succeed and love to learn new things. Opportunities in non-traditional trades are high. Jacob Bros is just such an employer. Sure, Jacob Bros employs Red Seal carpenters and other traditional trades like Heavy Equipment Technicians but they also employ utility installers, gradesmen, equipment operators and traffic control people to name a few. “We train and develop high performing teams that work together to get the job done safely and efficiently,” says Jacob Bros general manager Paul Simpson. “Employees are given opportunities to multi-skill and work on very diverse jobs giving them great experience to develop and advance up the ladder as far as they are willing to go.” Driven by a major civil construction project lately? You’ve likely seen their signs. Jacob Bros works across the province; some of the recent interesting projects include sites at Vancouver International Airport, the Centerm container terminal expansion and corporate office projects. Looking for a company that supports individual growth and offers a challenging and progressive work environment? You’ll find it at Jacob Bros. “As a recruiter, candidates ask me every day why people want to work for Jacob Bros,” says Brodie Rogers, recruitment specialist for Jacob Bros. “My first answer is people like to be associated with success and a winning team. Jacob Bros is truly built on relationships and when you

12 | CITN 2019

DEMAND FOR TRADES

ask about our reputation in the marketplace, you’ll hear positive comments about the success of the business and the calibre of people in the company.” Rogers notes that the atmosphere working in a family owned company is second to none. “Our principals are so hands-on in every aspect of building their business and legacy,” she says. “Many employees have followed the brothers for 10, 20 and even 30 years of their careers. It’s an environment where you and your contributions are seen and recognized, and where you have more capability to steer your own career growth. Jacob Bros hires true builders at heart, eliminates the bureaucracy, and there’s no hidden agenda here – what you see is what you get, and what we get is success.” Visit www.jacobbros.ca for more information about the exciting opportunities at Jacob Bros.

According to the B.C. government’s Labour Market Outlook 2018, there are expected to be more than 3,000 job openings for heavy equipment operators alone in the next 10 years. The oftrepeated refrain that the baby boomers are retiring and their jobs need to be filled remains true. About 11 per cent of the roughly 917,000 job openings expected over the next 10 years will be in the trades, according to the Industry Training Authority. BuildForce Canada reported in 2016 that approximately 23 per cent of people currently in the skilled trades in B.C. will be retiring in the next decade. But non-traditional trades move beyond the job itself. Any career where fewer than 25 per cent of the workforce is one gender is considered non-traditional. This is true of the construction trades in general, and especially true of the trades involved in heavy civil construction. According to a 2016 BuildForce Canada survey, only 4.4 per cent of people in the trades are women.

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CITN 2019 | 13

JB HORIZONS CELEBRATES YVR-MUSQUEAM RELATIONSHIP Jacob Bros’ First Nations partnership sets sail at YVR Jacob Bros Construction Inc. has become a leader in the British Columbia construction industry, and that leadership continues with the formation of the JB Horizons Limited Partnership. JB Horizons brings Jacob Bros together with C & C Horizon Contracting to form a Musqueam-member owned venture that can help clients to fulfill First Nations participation requirements. The initial project that JB Horizons landed is, appropriately, managing the carving of a traditional Musqueam journey canoe onsite at YVR. The project is a celebration of the two-year anniversary of the Musqueam Indian Band – YVR Airport Sustainability & Friendship Agreement signed in 2017.

The carving crew for the Musqueam YVR Canoe Project poses with the Red Cedar that will become a traditional journey canoe.

The 35-foot canoe is being built using traditional methods, employing up to eight Musqueam workers including skilled traditional carvers. The canoe will embark on a maiden journey in mid-September before going on display at YVR. “We are really excited that the first project for JB Horizons comes out of

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the relationship between YVR and the Musqueam community,” says Chris Coyne, JB Horizons director and site supervisor for the Musqueam YVR Canoe Project. “The reason we created JB Horizons in the first place was to create training, employment and business opportunities for members of the Musqueam community and we thank

Scott Jacob (second from left) and Gord Stewart (far right) of Jacob Bros Construction learn some of the finer points of canoe carving.

The 35-foot canoe is being built using traditional methods.

YVR for its commitment to live up to the spirit of the 2017 agreement.” “On our future projects, which may be a bit more conventional than a journey canoe, we plan to offer a range of exciting and innovative training and career opportunities to Musqueam members,” adds Coyne.

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CITN 2019 | 15

BUILDING THE TOUGHEST PROJECTS Canada’s biggest oil and gas projects are ramping up in B.C. and Alberta, and it will soon be time to put pipes in the ground. Surerus Pipeline Inc. is up to handling the challenge. “We’ve built a business that can handle the toughest projects,” says president Sean Surerus. “We are now part of some of the largest builds in Canada.” Among those projects are spread 5A of the Trans Mountain Pipeline, and spreads 1 and 2 of the Coastal GasLink Pipeline, through their Surerus Murphy Joint Venture. The joint venture brings together Surerus Pipeline Inc. with J. Murphy & Sons of the United Kingdom. Together, the companies combine more than 100 years of pipeline construction experience. The Trans Mountain and Coastal GasLink projects will provide more than two years of work for welders, mechanics,

pipe fitters, heavy equipment operators and other trades, as well as administrative staff, management, engineers, safety advisors and more. “We anticipate between 1,300 and 1,600 workers delivering our projects over the

next few years,” says Surerus. “There will be great opportunities for careers throughout the province.” Surerus Pipelines started in Fort St John in 1969 as Groundhog Enterprises, performing road maintenance for the Department of

PROUDLY TRAINING PIPELINERS FOR 50 YEARS www.surerus.com | Fort St. John | Gibbons, AB | Calgary | www.surerus-murphy.com

16 | CITN 2019

Highways with a single dump truck. Its first pipeline project in 1971 started the company on the road it is on today and included a name change to Surerus Construction & Development Ltd. before adding Surerus Pipeline Inc. in 1982. It now completes projects throughout Western Canada. “We have an incredible commitment to safety, quality, environmental stewardship and local and Indigenous inclusion,” says Surerus. “People are impressed by the efforts we put in on these pieces. Safety is paramount, and we pride ourselves on our great quality and environmental management. Providing meaningful employment and contracting opportunities to our local neighbours is essential for our project success.” People working for Surerus learn on the job, no matter their trade. The company recognizes the importance of continued education for its workers to learn new skills and develop their abilities to advance within, and outside of, the company.

People working for Surerus learn on the job, no matter their trade.

“A big part of our success is making sure people are capable and properly trained for the various aspects of their job,” says Surerus. “These are people from B.C. and across Canada working on these incredible projects. If you are willing to go where the work is, you can have a wonderful career in the industry and work on some world class projects.”

CITN 2019 | 17

INVESTING IN SKILLED WORKERS HELPS ALL BRITISH COLUMBIANS

By Kelly Scott

The BC Road Builders and Heavy Construction Association (BCRB & HCA) has been connecting communities across the province for more than 50 years, building and maintaining essential roads and infrastructure across British Columbia, from the Port Mann Bridge to the Coquihalla and the Steward-Cassiar highway. We are proud to say that our members have worked on every major road and bridge project throughout the province, and our association is focused on preparing our workforce to continue contributing to the economy and improving the lives of British Columbians. Today, our organization represents more than 250 companies operating in the highway maintenance, heavy construction, underground/utility, and paving sectors, as well as the many service and supply companies supporting the industry. More than 10,000 people in British Columbia are employed in the industry, and the requirement for new and skilled workers continues to grow as we see a rising demand for new infrastructure, maintenance and road projects. It is our aim at the BCRB to advocate for major core infrastructure development throughout B.C., in addition to government programs and policies that will help increase opportunities for our members. British Columbia is leading the country in economic growth and development, and as an industry we are currently seeing one of the most rapid expansions in the construction workforce in a decade. While this is positive for our industry and our communities, it reinforces the need to make strategic investments in our workforce to address growing gaps in skilled labour. Every road and infrastructure project requires contributions from our industry to move from vision to reality. As a province, we cannot realize our full economic potential without building a strong workforce of skilled labour within the road building and heavy construction industries. Throughout our collective history, the road building and heavy construction industry has continued to evolve and

18 | CITN 2019

innovate, with a focus towards building a skilled workforce that is prepared to meet new challenges. Over the next decade there will be thousands of new opportunities opening within our industry. The BCRB & HCA continues to invest in training and professional development to prepare our workforce, and we are proud to offer scholarships and additional resources to individuals pursuing a career in the road building and heavy construction industry. In addition, we also provide training, safety awareness and leadership to our valued members through a variety

of industry training programs and other supportive resources. From project management and leadership to heavy equipment operations, new and exciting opportunities are emerging in every area of our industry. The BCRB & HCA is committed to supporting our workforce as we continue to advocate and support projects that build our province and connect our communities. Kelly Scott is president of the BC Road Builders & Heavy Construction Association.

CITN’S EMPLOYMENT NETWORK CONNECTS WORKERS AND EMPLOYERS Are you an employer struggling to find qualified workers or a worker that has just finished a project and looking to get connected to the next job? If so, the Construction Industry Training Network’s Employment Network is here to help. We are connected to 85 per cent of the construction industry, which is made up of contractors both big and small, working in every corner of the province building everything from a small commercial building to the largest capital projects in Western Canada. If you are trying to figure out how to crew up for the next job, give us a call. Even in today’s world of skills shortages and a lack of people wanting a great construction career, we always have workers who are completing projects and looking for the next exciting opportunity. Looking for work? Our partners are hiring for all experience levels, whether you’re a labourer, a journeyperson, a superintendent, or anything in between. We send the resumes we receive directly to the people making the hiring decisions in our network. If you’re looking to start your apprenticeship or are between jobs and want to continue your apprenticeship, our network sponsors more than 80 per cent of all construction apprenticeships in British Columbia. We have all the connections you need! Send your resume to jobs@trainingnetwork.ca or learn more about our training and recruitment services at www.trainingnetwork.ca.

ADAPTING TO INDUSTRY NEEDS ICBA training department offers many services The Independent Contractors and Businesses Association (ICBA) offers many services to its members. One of these core services is the ICBA Professional Development Training Program – an ever-growing suite of in-person and online courses. The construction industry is constantly evolving; training is needed so workers don’t fall behind and are able to stay current with safety tickets, technical changes, code updates and more in order to get ahead in their careers. Whether you are new in the construction industry or would like to add to your experience – ICBA’s courses offer valuable content for any skill level. For employers, investment in workers and training is needed to stay competitive. They need to ensure their workers are not only experienced but also have the knowledge to complete projects safely, on time and on budget. Training and development of workers is a critical component

Public course locations

for employers to create a climate of safety, boost morale, and ensure their employees stay engaged and productive. ICBA’s courses are quality assured and audited on a regular basis to ensure participants always receive the best train-

Unitech Construction Management’s Stuart Currie: “Over the last few years I have taken several training courses that the ICBA offers. In conjunction with my onsite experience this has led to me attaining my Gold Seal certification.”

ing possible. In addition, most of ICBA’s courses are recognized with Gold Seal and by BC Housing. “Our staff can also help to navigate the process of becoming Gold Seal certified or how to satisfy BC Housing’s annual CPD requirements for builder certification

renewal,” says Sabine Just, ICBA’s director of training. In 2019, thousands of people will be trained in more than 400 professional development courses all across British Columbia. “Over the last few years I have taken several training courses that the ICBA offers. In conjunction with my onsite experience this has led to me attaining my Gold Seal certification,” says Stuart Currie, GSC, general superintendent at Unitech Construction Management. “ICBA has provided a wide variety of relevant, practical training options with resourceful support staff to assist before, during and after the certification process. I would recommend anyone in the construction industry further their education by attending the diverse selection of ICBA supported courses.” Ally Bodnar, ICBA’s senior training coordinator, encourages companies to touch base with her for all their training needs. “We can offer all of our courses in-house, meaning employers can schedule training to take place at a location of their choice and on the date and time that works best for their employees, even if that’s on a weekend.” If you have any questions or would like to learn more about how the ICBA Training Program can support you, please contact training@icba.ca or 1-800-663-2865

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SUPPORTING APPRENTICES ICBA’s successful apprenticeship program offers many resources

The Independent Contractors and Businesses Association (ICBA) prides itself on its apprenticeship program. As the single largest sponsor of apprentices in British Columbia, the ICBA apprenticeship team works with our apprentices, member contractors and the Industry Training Authority to ensure we are developing the next generation of tradespersons.

“We want people to know that a trades job shouldn’t be a last option,” says Desiree McGee, ICBA’s apprenticeship and workforce coordinator. “The construction industry is a good-paying, rewarding career and there has never been a better opportunity than now to start your path toward a successful career.” ICBA is also among the largest sponsors of female and Indigenous apprentices, and we work closely with local school districts to place youth apprentices with our member companies. The program is free for ICBA members, no matter how many apprentices a company has.

“Connelly Mechanical Systems Ltd. has been working with the ICBA Apprenticeship Department for many years now and we have had nothing short of an amazing experience. The people working in the department always make sure our apprentices are taken care of by responding in a timely fashion, entering hours and sending transcripts, and following up when anyone is close to finishing their program. Through any changes there has never been a miss or delay in response and everyone is friendly and professional. We look forward to continue working with the ICBA Apprenticeship Department for many years to come.” Connelly Mechanical Systems Ltd.

Apprentice locations in B.C.

DID YOU KNOW?

“Being new to working with the apprenticeship program, I have found the staff and resources at the ICBA amazing. The ICBA is truly committed and focused on the apprentices, and assisting them to become the best they can be. In return, this ultimately benefits our company and our industry.” Lore Electric

23,000 out of the 28,000 apprentices in B.C. are open shop ICBA is the single largest sponsor of construction apprentices in B.C. More than 5,000 people take courses with CITN partners annually The open shop represents 85 per cent of the construction industry Did You Know? ICBA apprentices receive more than $100,000 in bursaries and achievement bonuses annually

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“We give our contractors the time to focus their attention on training the apprentice instead of worrying about handling the paperwork. Additionally, we are the liaison between our contractors and the training system on everything from wait times for training seats to curriculum reviews. This year alone, we`ve brought on several new companies who are taking advantage of the services we offer through our apprenticeship program,” says McGee. “There are so many opportunities for people interested in the trades, no matter your age, gender, educational background or personal circumstances. There will

definitely be something for you!” For our apprentices, ICBA offers bursaries for each successfully completed training level and extra incentives for achieving high marks. Additional support is offered for apprentices with learning challenges, as well as assistance with accessing grants and tax credits. “We want to do everything possible to ensure our apprentices successfully complete,” says McGee. The team also offers resources for apprentices as they move between ICBA member companies and employers looking to hire through ICBA’s employment network.

ICBA Apprentice: “I enjoy the fact that every day is different. We work on many different types of equipment and systems so you are constantly learning. This trade is just as much mental as it is physical (if not even more) so I get to utilize my problemsolving skills and sometimes think outside the box to find a solution to a problem. My experience as an apprentice at Airstream has been very positive. I’ve received support from every level of the company which has been very motivating.”

For more information about the ICBA apprenticeship program, visit www.icba.ca/apprenticeship or contact Desiree McGee and the rest of the team at apprenticeship@icba.ca.

Universal Health and Safety is known for providing personalized health and safety solutions that are done right the first time. Bringing a wealth of experience and industry knowledge, we go above and beyond to exceed safety standards to enhance client production and savings. Our services include:

OCCUPATIONAL HEALTH AND SAFETY TRAINING: Our team of experienced instructors provide the highest quality occupational health and safety training in the most comfortable environment. We teach to the learning style of the student to ensure that they can apply the material to real-life situations. Some of our courses include: Occupational First Aid Course, Work Site Safety, Fall Protection, WHMIS Training, Mobile Equipment Training, Traffic Control Courses. OCCUPATIONAL HEALTH AND SAFETY PERSONNEL: Our passionate First Aid Attendants and CSO’s bring an exceptional level of professionalism to your workplace. Our health and safety personnel are an essential part of day-to-day operations while promoting an effective safety culture. Our employees are: Skills-tested, Punctual, Reliable, Supported by our 24/7-hour dispatch and Continuously mentored. Universal Health and Safety 4199 Lougheed Hwy #201 | Burnaby, BC | V5C 3Y6 | (604) 900-9205 www.theuniversalgroup.ca/training-programs

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CREATING A WORKPLACE HEALTH AND WELLNESS PROGRAM Organizations are hearing from every direction that workplace mental health is a top priority. Failing to consider workers’ mental health is detrimental to both staff well-being and an organization’s bottom line, but there are ways to counteract this. The Construction Industry Training Network (CITN) can provide the tools to address mental health in your workplace through our partnership with Jeffrey Cartwright, a certified trauma responder and community and workplace traumatologist. We offer services such as critical incident stress debriefing, critical incident stress management, organizational consulting and more. A critical part of dealing with a trauma in the workplace involves establishing a critical incident stress debriefing process in advance of an incident occurring. This deals with the emotional and/ or psychological fallout that people often experience after being exposed to a traumatic event. This should also include emergency response personnel, who are often overlooked with regard to the impact of trauma. The debriefing process is a critical step that impacts the speed at which the organization’s operations will be able to recover and resume productive business again. Research has shown that it takes six to 18 weeks for an employer to return their workplace to normal operations after a traumatic event. The process is considerably longer in workplaces where the employer fails to assist employees in the recovery process. In the event of workplace trauma, the following can be provided: 1. Immediate telephone support (24/7). 2. On-site support for staff and management (within 24 hours). 3. If needed, a formal debriefing for members directly affected (within 24-72 hours). 4. Follow up in days/weeks following the incident. 5. Support and referrals when needed. Critical incident stress management (CISM) is a comprehensive crisis intervention system that may be applied to

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individuals, small functional groups, large groups, families, organizations and even entire communities. It spans the entire temporal spectrum of a crisis. The goals of CISM are to mitigate the impact of an event, facilitate normal recovery processes, and restore adaptive function. The CITN can provide the following before or after a crisis to assist in critical incident stress management: 1. Pre-crisis preparation. This includes stress management education, stress resistance and crisis mitigation training. 2. Disaster or large-scale incident programs, as well as school and community support programs including demobilizations, informational briefings, “town meetings” and advising staff. 3. Brief small group discussions provided within hours of a crisis for assessment, triaging and mitigating acute symptoms. 4. Longer small group discussions known as Critical Incident Stress Debriefing (CISD). These structured group discussions are usually provided one to 10 days after a crisis to mitigate acute symptoms, assess the need for followup and, if possible, provide a sense of post-crisis psychological closure. 5. One-on-one crisis intervention/counseling or psychological support throughout the full range of the crisis spectrum. 6. Family crisis intervention and organizational consultation.

7. Follow-up and referral mechanisms for assessment and treatment, if necessary.

CITN can also assist with consulting services in a variety of areas to assist companies in addressing their challenging and sensitive people issues. We will offer your organization guidance with the difficult and often unpleasant task of talking with an employee about a performance concern. Whether it is addressing a routine issue like absenteeism, or a more demanding concern like sexual harassment or fitness for duty, we are available to help make the task easier for all involved. We are skilled and experienced in developing strategies and resources to address each unique issue. In addition, we can support your wellness efforts in a variety of ways including developing a company wellness program, on-site personalized wellness coaching, enhancing your existing programs, or developing training workshops on topics such as managing stress in the workplace, and developing skills for effective conflict resolution. We can support your efforts in a variety of ways, including assistances with policy development, employee and supervisor training or helping you sort out the best way to address a specific incident. Contact us at info@trainingnetwork.ca for more information.

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