THE MERIT TIMES
THE MERIT TIMES!
The latest issue of The Merit Times highlights the critical role that young, aspiring contractors play in shaping the future of California’s construction industry. As companies confront labor shortages and rising infrastructure demands, leaders like Jay Bradley of Applied Mechanical Solutions show how investing in Gen Z talent creates long-term strength. By providing extensive training, mentorship, and opportunities for advancement, AMS demonstrates that bringing young workers into the trades builds a skilled, loyal workforce and preserves the industry’s high standards as more young adults choose vocational training and purposedriven careers.
This issue also celebrates excellence in apprenticeship programs with coverage of ABC NorCal’s 11th Annual Local Craft Competition, where top apprentices in carpentry, electrical, and painting earned the chance to compete at the 2026 National Craft Championships. Their accomplishments highlight the value of ABC’s state- and federally-approved training programs and the leadership that continues to cultivate skill, safety, and professionalism.
We also spotlight W.E. Lyons Construction’s impressive work on the Livermore Labs Building 654 High Performance Computing facility, a project that expands the lab’s capabilities with advanced mechanical, electrical, and IT infrastructure. This groundbreaking effort reflects how merit shop contractors drive innovation on some of the nation’s most sophisticated federal projects.
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AN UNTAPPED RESOURCE: YOUNG, ASPIRING CONTRACTORS
Construction Businesses Must Invest in the Careers of Apprentices and Journeymen to See Positive Gains in 2026
If you had to guess what is a grossly untapped resource in our industry, you wouldn’t be wrong if you said leveraging AI tools or diversifying suppliers. But one you may not have thought of is right in our midst: hiring and training young contractors.
Some of those who have worked in the industry for a long time may not see it that way. After all, what does a Gen Z-er (born in 1997 or later) know about tried-and-true construction techniques? And how can you teach young people anything when they seem to always be on their phones?
If that’s your thinking, then you haven’t met Jay Bradley, President and Co-Founder of Applied Mechanical Solutions Inc., an HVAC solutions provider in San Diego.
The fourteen-employee company has unlocked a key component of business success by seeing Gen Z-ers as an asset and supporting their growth and hopes for success.
“We make an investment in young employees who are eager to learn the trade,” said the 62-year-old Bradley. “We actually bring them up in the industry and help them develop their skills for the future. They may not know everything or have a full skill set, but if there’s a hunger to gain technical skills, we’ll work with that individual and offer them training. They’ll grow with the company and understand our work culture, such as how to serve customers with the goal of gaining repeat business.”
AMS embraces young people who are willing to build a long-term relationship with the company. They offer them hundreds of hours of on-the-job training, as well as in-house and online classes. Sure, AMS could do what many larger companies do and hire older, more seasoned technicians – but there’s a risk with that approach, said Bradley, because they must “take on both their good and bad habits. Investing in apprentices helps ensure they develop our same high standard of quality workmanship and professionalism”.
At a time when construction businesses are struggling with severe labor shortages, Bradley sees this business model as critical to achieving long-term success. In addition, he believes that investing in the future of these young people fills an educational gap. Whereas, traditionally, high school students could study the trades and get graduation credits by taking classes like shop, that’s no longer the case today. “There is very little vocational education offered in middle and high school,” Bradley said.
It’s a 180-degree departure from how the industry operated when Bradley was young, when he had to work his way up the ladder. “It was a brutal grit-and-grind initiation. It wasn’t uncommon to be hazed
and run through the gauntlet, to get tested in all aspects of character to see if you were going to make it.”
The timing for developing training programs for young contractors couldn’t be better, since they are entering the trades in record numbers, eschewing college applications and signing up for vocational programs instead. It’s why Gen Z is known as the “toolbelt generation.” It’s not just for a paycheck, but for purpose, community, and an enduring career, a point that was recently underscored by Nvidia’s CEO Jensen Huang who said in an interview that the industry will soon see an unprecedented building boom as large-scale data centers come online, opening career paths to young, trade school graduates.
Contrary to what some veteran contractors say about Gen Z-ers, they are shaped by adverse life experiences. Many have grown up with the Great Recession, COVID lockdowns, and record inflation and saw how their families were affected when the country was hit by one crisis after another. These negative experiences – which have left many Gen Z-ers feeling skeptical about the future – make it even more important that older contractors offer them mentoring, leadership, and guidance.
Here’s what they can do for the younger generations in this moment:
• Explain the cycles. Walk them through past shutdowns. Show them how projects and people bounced back. This builds context and confidence.
• Emphasize the trade advantage. Unlike some industries, construction doesn’t fold up when Washington takes a recess. Roads still need paving, hospitals still need repairs, housing still needs building. Stability is one of our selling points.
• Create belonging in the chaos. Culture becomes glue when uncertainty rises. Keep routines alive, check in one-onone, and make sure Gen Zers feel seen – not just as new hires, but teammates weathering the same storm.
• Highlight resilience as a skill. Make it clear that adapting to change is part of the trade, just like learning to wire a circuit or set forms. Gen Z values skills they can use, so frame resilience as one more tool in their belt.
All that makes sense to Ezra Balderson, age 19, who was recently hired as a technicianin-training by AMS. “These guys give me the experience and training I need to be an asset,” said Balderson. This is in sharp contrast to what he saw happening with other apprentices he observed in trade
school. “A majority of my classmates who were working for a big company got laid off because they weren’t gaining technical skills fast enough. The company wasn’t invested in them so they weren’t invested in the company.”
Bringing a young person up in the trades does require companies to make a significant financial investment. Jay Bradley noted that his business can’t bill clients for the many hours spent in on-the-job training. “We probably invest 4000 man-hours of training per employee on average. So that’s two years of time apprentices that we can’t always bill for,” said Bradley. And when technicians are sent to factory schools out of town, the company picks up the tab for their travel, hotels, and meals.
But it’s worth it, Bradley said, because the company gets a return on investment in the long run. “We end up working with individuals who are the right fit, and that’s key in a business climate where labor is tight.”
Ezra Balderson said he has “truly enjoyed working with these men and the work we do. I am investing in myself by going to school, attempting to learn as much as I can every day, and buying tools.” He said another one of his career goals is “to go step by step toward becoming a part owner of this company.”
CONSTRUCTION APPRENTICES EARNED TOP HONORS AT LOCAL CRAFT COMPETITION
November 10, 2025 (Livermore, CA)— Associated Builders and Contractors Northern California Chapter (ABC NorCal) hosted its 11th annual Local Craft Competition on Friday, November 7th at the ABC NorCal Training Facility in Livermore.
Over a dozen ABC NorCal apprentices showcased their superior skills, training and safe work practices while competing for top honors in their chosen craft: carpentry, electrical, or painting. Local construction professionals judged the final projects and selected the winners who will advance to the ABC National Craft Championships in Salt Lake City March 17–20, 2026.
Our 2025 winners who will represent ABC NorCal at the National Craft Championship are:
• 1st Place in Carpentry: Jose Nunez - 4th year apprentice with Bobo Construction, Inc.
• 1st Place in Electrical Commercial/ Residential: Ricardo Serna – 3rd year apprentice with Don Celillo Electric Co., Inc.
• 1st Place in Electrical Industrial/ Commercial: Keng Xiong – 2nd year apprentice with Telstar Instruments
• 2nd Place in Electrical Industrial/ Commercial: Michael Gomez-Limon – 3rd year apprentice with High Tech Electric, Inc.
“We are proud to invest in the growth and development of the next generation of skilled construction professionals,” said ABC NorCal, Training Trust Operations Officer, Sagit Ploof. “The future of our industry depends on our ability to attract and retain talented individuals.”
ABC NorCal’s state and federally approved apprenticeship programs train more than 400 individuals annually in five trades: carpentry, construction craft laborer, electrical, painting and plumbing.
When asked about the importance of the Local Craft Competition, ABC NorCal Interim President and CEO, Debora Allen said: “This event is a competition; but also, a celebration of how much these apprentices have learned and a demonstration of their commitment to training and safety.”
Mrs. Allen praised the competition saying: “Though millions of people work in the construction industry, very few can say they are a Regional or National Craft Champion. It is one of our industry’s highest honors.”
FEATURED PROJECT: LIVERMORE LABS BUILDING 654
HIGH PERFORMANCE COMPUTING
This groundbreaking infrastructure project builds on the legacy of the original facility while significantly advancing the capabilities of the Livermore laboratory. Phase one consisted of 16,000 sq ft of modular data center and phase 2 expanded the footprint to 24,166 sq ft to enhance the computing infrastructure.
Creatively named building number 654, now has increased computational demand to meet the evolving requirements and innovative scientific research. With installation of state-of-the-art mechanical, electrical, fire protection and IT infrastructure.
Company: W.E. Lyons Construction Category: Federal Government/Military
