United Contractors Magazine May 2023

Cultivating the Next Generation Strategies to Focus on Growth, Development and Values for Increasing Retention

Next Gen Is Now Gen p.6 _____________________ Your Current and Future Workforce is Here p.12 _____________________ Whatever You Do, Don’t Tell Them Your Age p.20

M AY 2 0 2 3 I S S U E / VO LU M E 2 2 9 W W W.U N I T E D C O N T R AC T O R S . O R G

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magazine

CONTENTS

2023 UNITED CONTRACTORS BOARD OFFICERS President..................... Ron Bianchini, Preston Pipelines, Inc. VP/President-Elect.............. Kevin Hester, McGuire and Hester Secretary/Treasurer...........Dale Breen, Midstate Barrier, Inc. Sec/Treas-Elect.......Juan C. Arrequin, Bay Line Cutting & Coring, Inc.

UNITED CONTRACTORS BOARD OF DIRECTORS Kelly Attebery, F & M Bank; Tom Barr, Ghilotti Bros., Inc.; Bryn Burke, Dees Burke Engineering Constructors, LLC; Teresa Dias, Peterson Trucks, Inc.; Kurt Eddy, Pavement Recycling Systems, Inc.; Greg Goebel Jr., Goebel Construction, Inc.; Alan Guy, Anvil Builders; Jeff Peel, Steve P. Rados, Inc.; Joe Sostaric, The Conco Companies

UCON LEADERS

United Contractors Committee Chairs Associates: Teresa Dias (Associate Director), Peterson Trucks, Inc. | Kelly Attebery (Associate Director-Elect), F & M Bank | Caltrans: Michael Ghilotti (Chairman), Ghilotti Bros., Inc. | Legislative: Rob Layne, O.C. Jones & Sons, Inc. | Political Action (PAC): Chris Young (Chairman), D.W. Young Construction Co., Inc. | Safety & Insurance: Robert Sabin, Harbor Linx, Inc. | Attorney Roundtable (ART): Facilitated by Mark Breslin | SF City Contractor Liaison: Mike Ghilotti (Chairman), Ghilotti Bros., Inc., Miguel Galarza (Chairman), Yerba Buena Engineering & Construction, Inc. | Scholarship: Trony Fuller, West Coast Sand & Gravel | Southern CA Steering Committee: Steve Concannon, Pavement Recycling Systems, Inc.

UNITED CONTRACTORS STAFF

Mark Breslin, Chief Executive Officer; Emily Cohen, Executive Vice President; Tejel Patel, Executive Assistant to CEO; Ursula Becker, Executive Assistant to EVP; Victor Sella, Vice President of Labor Relations; Clay O’Neal, Regional Vice President, Southern CA Operations; Dave Jenkins, Contractor Services, Southern California; Ruby Varnadore, Labor Contracts Manager; Lucia Mixon, Senior Labor & Member Services Specialist; Sandra Kaya, Administrative Specialist; Sue Weiler-Doke, Labor Relations Consultant; Melissa Gutwald, Director of Finance & Operations; Denise Ramirez, Online Services Manager; Emmy McConnell, Senior Accountant; Michelle Hannigan, Bookkeeper; Angelica Gouig, Director of Events & Education; Christine Traina, Event Manager; Rachel Oraa, Event Assistant; Avanti Mehta, Education Assistant; Marissa Miller, Marketing & Communications Manager; Michelle Vejby, Publications Manager; Eddie Bernacchi, UCON Chief Lobbyist; Christopher Lee, Safety Consultant; Drew Delaney, Mike Buckantz, Regulatory Consultants

United Contractors Magazine (ISSN: 2166-3777) is published monthly, 11x a year, by United Contractors, 17 Crow Canyon Court, Suite 100, San Ramon, CA 94583. Editorial comments, letters, and article submissions are welcomed and encouraged.

Correspondence should be directed to the United Contractors office at the above address, by phone at (925) 855-7900, or by e-mail at info@unitedcontractors.org. Reproduction of editorial material in this issue is permitted if accompanied by proper source credit. Periodicals postage paid at San Ramon, CA and other offices. Postmaster: Send address changes to: United Contractors Magazine, 17 Crow Canyon Court, Suite 100, San Ramon, CA 94583. © 2023 Published in the U.S.A.

MAY 2023

w w w. u n i t e d c o n t r a c t o r s . o r g

6 UP Front

Next Gen is Now Gen And You Can’t Buy Them Off

By Mark Breslin, UCON CEO

8 LEAD

UCON’s 2023 Executive Leadership Program

12 LABOR

The Answer is Right Under Your Nose

By Victor Sella, VP of Labor Relations

Union Training & Apprenticeship

Resources and Information from Several of UCON’s Union Partners

20 30 FACES

UCON’s Scholarship ThrowDown Cornhole Tournament

MORE INSIDE:

CONNECT WITH U N I T E D C O N T R ACTO R S :

34 NEXT UP - EDUCATION 36 NEXT UP - EVENTS 40 LEAD - BUILT ON TRUST 44 WE ARE UCON 46 LAST CALL M AY 2 0 2 3

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By Mark Breslin, UCON CEO

NEXT GEN IS NOW GEN AND YOU CAN’T BUY THEM OFF

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n the year 2025 approximately 75% of the US workforce will be Millennials. The second most active will be the 62,000,000 Gen Z workers right behind them. For all the talk about Next Generation Leaders, the fact is, they are here now. And successful organizations should have a game plan for their development. Because you can’t buy them off.

A convergence of market opportunity, shortage of talent, need for accelerated development and giving people a reason to stay (retention) all argue for a major rethink of how upcoming talent is cultivated. In addition to that, it is very likely that there is someone willing to pay your best talent more than you are paying them now.

That sloshing you hear is the sound of desperate money chasing limited talent. So, you need to not only be at market for compensation, but providing more of what they need and want.

With this change comes acceptance of the changing of the guard. Of the culture. Of expectations. Of meeting people where they are. Moving from hours in the office seat, to outcomes and metrics of excellence. From 25-year service awards (which no young person expects to get or gives a crap about anyway) to individual development

plans, tools, budgets, coaches, feedback and internal/ external professionals to push the organization forward.

There are three components for employers to keep in mind: opportunity, development and values. And if you miss one of these, you probably miss them all.

On the subject of opportunity, I had a remarkable conversation not long ago with the CEO of one of our member companies. He said, almost painfully, “Mark, I don’t have a choice. I have to grow.” I said hey man you sound bummed about that. He told me. “If I don’t grow, I am going to lose all my top talent at our mid-level.

They are looking at the senior leaders ahead of them who are maybe 45 years old and they are thinking I’ve hit my ceiling, and maybe I should go someplace else.”

It’s the first time I heard one of our contractors talk about growth as a talent retention strategy. And it is real. Understand with great clarity that if you don’t have a path forward for them, and communicate it well, they will find another place to work that does.

On the challenge of career and skill development, UCON has been ahead of this curve for 10 years. We could see it from 100 miles away and built programs to meet contractors’ needs.

UCON LEADERSHIP & PROFESSIONAL DEVELOPMENT: • • • •

4,300+ individuals from over 265 companies registered for 2021/2022 courses.

2,100+ users of UCON’s App. 40+ classes offered in 2023.

Highly rated—4.7 out of 5 overall, with several classes rated 5/5!

www.unitedcontractors.org/calendar 6

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UCON provides Leadership Development at every level.

UCON programs for development cover every area from Field to CEO. Your Foremen and Superintendents?

Our Fearless Foreman has had 1200+ graduates. Your PM’s and PE’s? Our UCON Project Manager Career Advancement Program (PMCA) has had over 1000+ graduates (see pages 28-29). Your Senior leaders for now and the future for companies and industry? UCON’s Executive Leadership Program has had graduates from more than 150 companies in the association (all costs underwritten by UCON as an investment in future industry leadership—see the next few pages highlighting the program).

In addition, UCON in 2023 has 40+ professional development programs for talent at every level of your organization. I would love to tell you that is enough, but it’s not even close. What the new generation is looking for is ongoing individual development. What other strategies can be implemented? Here are some suggestions for your action plan: •

•

•

360 Evaluations for your leaders to keep them sharp, humble and self-aware. The truth of what others really think of your performance can sting, but without that feedback lots of young hotshot leaders think they have arrived.

Executive Coaching for your key team leaders.

I always have some of my team in Coaching.

Minimum nine months to a year. This is the kind of investment that boosts retention by taking a personal interest in the leaders you’ve got now.

Formal Mentoring programs are here. Anyone who knows me well understands how important this is to me and how engaged I have been on this front. This is the most important thing in my view that creates super performers. Senior leaders must make the time. But the culture of the organization has to reflect it as well. Recently one of the members had me look at their company mentoring program template. It was 19 pages long and I had the opportunity to provide some practical and useful upgrades that they found helpful.

This is the obligation of those of us with experience to assist at the organizational, team and individual level in promoting mentoring as a best practice.

Knowledge transfer has very high commodity value.

And finally this is not just for young people. I still have a mentor who is invaluable to me. A former Fortune 1000 turnaround guy who has more business insight that anyone I’ve met and more money than God. He does it because he wants to share wisdom and success with others. This is the same motivation that should drive all of us to do the same.

•

Online courses that matter can make a difference.

Recently some of my top leaders attended Wharton School of Business courses online. The best curriculum and instructors in the world at our fingertips. Don’t miss that opportunity as well.

The final and potentially most important factor is values. Gen Z rates compensation at number four on their list of why they would go to work for a company.

What the Next Gen wants to know is this; • • • • •

Do you care about me and the people I work with, and can I feel it?

What do you stand for as an organization and can I see it?

Are you open with communications on direction and purpose?

Do you have a fair, open, and merit-based culture that is also inclusive?

Will my leader or manager be someone I can admire and will mentor me?

At UCON when asked about the most important parts of my job, I always come back to values. As the leader, if I don’t have clarity on what the organization stands for and how we execute as a result, then I am not giving my people their “reason why” and the members will feel it.

This issue of the magazine focuses on the number one challenge to our industry. Finding, developing, and retaining your Next Gen talent. UCON is your partner in this process. We are your resource and go-to and we have been doing it a long time. Don’t miss the opportunity to leverage these offerings with your people. Make sure your HR, Recruiting, Field Operations, and Senior Leaders all are engaged, informed and committed to this effort and connected to UCON. Formally, informally, and consistently. Because the news is in; you can’t buy them off. Not anymore. z

M AY 2 0 2 3

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LEAD

UCON’S INVESTMENT IN LEADERS UCON’S Executive Leadership Program Helps Contractors Lead with Vision, Strategy, and Impact

A

s part of UCON’s mission to build the next generation of industry leaders, five years ago we developed the Executive Leadership Program (ELP). The program, held annually, is a two-day, interactive, industry-tailored retreat which challenges participants to harness and grow their leadership skills.

The 2023 program was held May 1-2 in Southern CA and was attended by 24 leaders from across the industry. The UCON Board of Directors nominates participants based on their capacity to lead their organizations and the greater industry. Ultimately, the goal is to deepen their engagement within their own organizations, the industry, and UCON. This small-group program is co-led by best-selling author, speaker, and consultant, Bill Treasurer, CEO of Giant Leap Consulting, and retired Navy Seal Captain John “Coach” Havlik, Ph.D., who are both experts in leadership development, strategic planning, and team building.

Together, they lead attendees through an engaging and highly interactive curriculum focused on strengthening leadership in three broad areas: leading oneself, leading teams, and leading in the construction industry.

The mission of ELP is to help UCON members maximize their effectiveness and capacity to create more value for themselves, the people they work with, and the organization they serve. Members also build meaningful connections with each other over the two days, sharing ideas, experiences and challenges, while enjoying some casual connection time together.

The UCON Board of Directors views the ELP as a valuable, long-term investment in the organization and industry. Since its inception, more than 100 leaders from construction firms of all sizes have graduated from the program (see pages 10-11 for a full list of program participants). z The Executive Leadership Program is an exclusive invitation-only program for established and emerging industry leaders. If you would like to learn more about the program, contact UCON’s Director of Events & Education, Angelica Gouig, agouig@unitedcontractors.org.

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“I am grateful for the opportunity to represent our industry, our company, and myself. Thank you for investing in me; it will pay dividends for our organization with UCON.” —Thiel Harryman, Underground Construction Co., Inc. “Extremely engaging, thought-provoking, and supportive, and it gives tools for people operating in a bubble.”

—Mitchell Cooper, Cooper Engineering, Inc. “Loved it! Thank you, Bill and Coach John. The group of people that came was great—everyone!”

—John Suarez, Suarez and Munoz Construction, Inc. “Both Bill and John were great, fun, enlightening, and engaging.”

—Clark Hulbert, Teichert Inc.

“

“

“I appreciated all the hard work that went into this program by UCON and the team. Keep it going!”

—Brian Gardner, Kiewit Infrastructure West Co.

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LEAD

Thank You to Our Executive Leadership Program Participants: Thank you to the following companies and individuals who participated in our Executive Leadership Programs over the past 5 years.

Thank you to our 2023 Executive Leadership Program Participants: Brett Brennan, Urban Habitat Mitchell Cooper, Cooper Engineering, Inc. Matt Dorsa, O.C. Jones & Sons, Inc. Jennifer Duncan, Mr. Crane Ron Fadelli, Jr., Berkeley Cement, Inc. Brian Gardner, Kiewit Infrastructure West Co. Thiel Harryman, Underground Construction Co., Inc. Jeff Hoebel, McGuire and Hester Clark Hulbert, Teichert Inc. David Jaeger, Nor Cal Pipeline Services Alex Medyn, Group OHL North America Alejandro Murillo, Joseph J. Albanese, Inc. Andrew Paulazzo, Interstate Concrete Pumping Co. Inc. Christi Plum, P C & N Construction, Inc. Michael Prlich, Mike Prlich & Sons, Inc. Everardo Rodriguez, The Traffic Guys LLC Taka Sakai, Zefiro Corporation Dean Salinas, DeSilva Gates Construction, LLC Alexander Santamaria, Santamaria Concrete Inc. Wes Staley, The Crane Guys John Suarez, Suarez and Munoz Construction, Inc. Ahron Valverde Jr, Valverde Construction, Inc. Rita Vigil-Ferguson, G & F Concrete Cutting, Inc. Jeffrey Ward, GSW Construction, Inc.

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Phil Albanese, Joseph J. Albanese, Inc. Rick Andreatos, Pavement Recycling Systems, Inc. Juan C. Arrequin, Bay Line Cutting & Coring, Inc. Kelly Attebery, F & M Bank Jeffrey Atwan, Atlantic Global Risk (Formerly Sanexen Water) Bill Ayers, WMA Landscape Construction Inc. Andrew Bader, Bear Electrical Solutions, Inc. Andy Baksheeff, Con-Quest Contractors, Inc. Thomas Barr, Ghilotti Bros., Inc. Angela Bauman, Bauman Landscape and Construction, Inc. Douglas Benton, Sierra Mountain Construction, Inc. Bill Boyd, Sully-Miller Contracting Co. Dale Breen, Midstate Barrier, Inc. Bryn Burke, Dees Burke Engineering Constructors, LLC Joe Capriola, Silverado Contractors, Inc. Fernando Carillo, Yerba Buena Engineering & Construction, Inc. Kimberly Carone, Harbor Linx, Inc. Sean Castillo, Toro Enterprises, Inc. Andre K. Catellier, P.E., R N R Construction, Inc. Jeff Chrisp, Chrisp Company Lance Concepcion, Gordon N. Ball, Inc. Katie Condon, Condon-Johnson & Associates, Inc. Denise Cooper, Cooper Engineering, Inc. Robert Cowan, Marina Landscape, Inc. Lisa de Freitas Sundberg, Platinum Pipeline, Inc. Fernando De Leon, Shimmick Construction Company, Inc. Chris DellAringa, Blue Iron Foundations & Shoring LLC Chad Dessert, Preston Pipelines Infrastructure LLC – Preston Electric Patrick Diebel, Woodruff-Sawyer & Co. Bryan Dragus, Billd, LLC (formerly with Volvo Construction Equipment & Services) Jimmy Draper, Shimmick Construction Company, Inc. Ray Duran, Jr., Duran Construction Group

Kurt Eddy, Pavement Recycling Systems, Inc. Gabe Farncroft, Bridgeway Civil Constructors, Inc. Matthew Finley, McGuire and Hester Gregg Fischer, Duran & Venables, Inc. Louis “LJ” Fisher III, Cell-Crete Corporation Doug Ford, Pavement Coatings Co. Garrett Francis, Fryman Management Inc. John Franich, Joseph J. Albanese, Inc. Mike Gates, DeSilva Gates Construction, LLC Vince Germann, BrightView Landscape Development, Inc. Scott Ghilotti, Maggiora & Ghilotti, Inc. Kevin Ghilotti, Team Ghilotti, Inc. Mario Ghilotti, Ghilotti Bros., Inc. Greg Goebel, Jr., Goebel Construction, Inc. Matt Goldsmith, Smith Denison Construction Co. Dave Greco, Teichert Inc. Ryan Greene, O’Grady Paving, Inc. Cody Gunning, GSW Construction Inc. Alan Guy, Anvil Builders Brenda Hampton-Ortiz, Super Seal & Stripe Caleb Haus, KRC Safety Co., Inc. Nina Hayes, ILB Electric Dave Heier, Moss Adams LLP Scott Helf, SVG Contractors, Inc. Ed Herrnberger, Teichert Inc. Tyler Hester, McGuire and Hester Erik Jacobsson, Jacobsson Engineering Construction, Inc. Monica Johnson, Independent Construction Company Nick Jones, Ford Construction Company, Inc. David Jordan, Vulcan Materials Co. Kyle Kincaid, O’Grady Paving, Inc. Nicole Laurence, Graniterock Matt Lovingier, JMH Engineering and Construction, Inc. Todd Majors, DMZ Builders

Marco Ramirez, De Haro Ramirez Group Felipe Martin, Martin Brothers Construction Inc. Eric McCosker, Independent Construction Company Carlos Raposo, J.J.R. Construction, Inc. Joe Rehrmann, Stomper Company, Inc. Dave Miller, Bolton & Company Michael Mingrone, Robert A. Bothman Construction Kevin Reimers, Woodruff-Sawyer & Co. Daniel Rodriguez, Bay Cities Paving & John Moffat, MCK Services, Inc. Grading, Inc. Catherine Moncada, Granite Construction Company Ben Rodriguez, Jr., Bay Cities Paving & Tobin Moon, TYS, LLP Grading, Inc. Carlos Moreno, The Traffic Guys LLC Tim Saenz, RMA Group, Inc. Tony Naranjo, J&M Concrete Contractors Stephanie Samaniego, Lone Star Landscape, Inc. Jim Nelson, Western Paving Contractors, Inc. Vince Scolari, McSherry & Hudson, LLC David Nicholas, Statewide Safety Systems Nicholas Scruggs, Columbia Electric, Inc. Maizer Ouijdani, The Conco Companies Ricardo Sepulveda, Veteran Pipeline Construction Mariano Pacheco, BATS Traffic Solutions, Inc. Dave Sherman, Capitol Barricade Mark Padien, Guy F. Atkinson Construction, LLC Greg Silva, Haggerty Construction, Inc (Formerly Jeffrey Pike, Total Traffic Control Inc. Knife River Construction - Stockton) Dean Pollack, Burnham Brown Kyle Preston, Preston Pipelines Infrastructure LLC – Scott Silvestri, Ghilotti Bros., Inc. Preston Electric Thomas Smith, Ghilotti Construction Co. David Preston, Safety Striping Service, Inc. Brad Sorem, Mike Bubalo Construction Company Darrell Qualls, QLM, Inc. Fernando Soriano, Traffic Management, Inc. (TMI)

Joe Sostaric, The Conco Companies Spencer Stahl, SpenCon Construction, Inc. Dennis S. (Chip) Sterndahl, Sterndahl Enterprises, Inc. Willy Stober, Gordon N. Ball, Inc. Tanya Stukes, Kiewit Infrastructure West Co. Keary Sullivan, F & M Bank Sarah Tacker, Flatiron West, Inc. Matt Tennyson, Tennyson Electric, Inc. Jordan Thomas, Preston Pipelines Infrastructure LLC – Preston Electric Chas Wall, Brosamer & Wall, Inc. Daniel Wanner, Hoseley Corporation Chad Watson, The Conco Companies John White, Shimmick Construction Company, Inc. Bill E. Williams, Garney Pacific, Inc. Cory Wolfrom, Caliagua, Inc. Peter Worhunsky, Live Oak Infrastructure and Radix Services (Formerly Disney Construction, Inc.) Hiromi Young, Allen Construction Group LLP

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By Victor Sella, Vice President of Labor Relations

THE ANSWER IS RIGHT UNDER YOUR NOSE YOUR CURRENT AND FUTURE WORKFORCE This article is being re-issued by popular demand and its continual relevance as we ramp up into the busy season. If you didn’t read it last year, give it a look. I’d be interested in your feedback.

I

frequently get calls from contractors about their field workforce hiring challenges. Construction is by nature a production-based business. We want people who can get it done yesterday. And the expectations and incentives in the field to the c-suite typically line up with that. Yet we’re coming to generational cliff. How much longer do your key people have before they hang it up?

2 years? 5 years? 10 years, if you’re lucky?

It’s not news that the construction industry is not as appealing to the younger generations entering the

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workforce as it was with previous generations. That’s a major industry issue, which unions and companies are doing all kinds of things to address with varying success.

While we can spend a lot of time defining or even complaining about the problem, there is a massively underutilized solution sitting beneath our noses. In fact, it’s one you’re already paying for.

If you don’t know what I’m talking about yet, let me ask you this: How many apprentices do you employ?

Whether you know the answer or not, the future of the construction industry is not just in those programs, but most of the future talent we need is on a waitlist trying to get into the programs. At last count, over 8,000 applicants are waiting on our union partners’ apprenticeship waiting lists.

IF WE DON’T HIRE MORE, YOUNG TALENT WHO ARE INTERESTED IN CONSTRUCTION WILL MOVE ON TO OTHER INDUSTRIES BEFORE THEY GET A CHANCE TO STRAP ON THEIR BOOTS.

talent development and mentorship program? And how would your next-gen talent rate your program?

So how is it that our industry is seeking thousands in new talent, but our talent pipeline isn’t getting them in? The answer is simple: You need to hire them. If apprentices on the out-of-work list don’t get hired, the thousands of applicants can’t get in. And if we don’t hire more, young talent who are interested in construction will move on to other industries before they get a chance to strap on their boots, let alone become the future leadership of your company and this industry.

Now, I’ve heard my fair share of feedback of how the next gen is lazy and doesn’t want to work hard. That message gets projected on apprenticeship programs as much as anything else. But as a member of that generation, it makes me curious about a couple things: How would you rate the quality of your company’s field

It’s true that the next gen is different. They want to know what the pathway is and how you’re going to help get them there. And if our industry is going to meet talent demands, we need to align with what makes the next gen tick. Apprenticeship is part of that. Your company’s development and mentorship program is part of that that. And UCON’s dozens of leadership and educational courses for field leaders are part of that.

This is the only way our industry can grow the workers that we need and move towards sustainable production —not developing talent is what creates the labor shortage. Think you can’t afford to put apprentices on your jobs? You can’t afford not to.

Many apprenticeship programs offer the ability to come talent scout apprentices or those wait-listed for the apprenticeship program, in case you don’t have someone you’d like to sponsor. Contact the apprenticeship programs listed on page 18 to start filling up your talent pipeline. z

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UNION TRAINING & APPRENTICESHIP Resources and Value for Union Contractors

U

CON contacted all of our signatory unions to get the latest on their programs for training and development. In particular, we asked them to focus on their efforts to bring in a more diverse workforce, which helps contractors meet their DEI goals, and how they are attracting the next generation. The responses we received are featured here.

Nor Cal Carpenters

Submitted by Scott Lewis, Executive Director, NorCal Carpenters Training The Nor Cal Carpenters Union (NCCU) and Nor Cal Carpenters Training (NCCT) are supporting the mentorships and recruiting of women and disadvantaged groups to the trades.

One way we are accomplishing this is by conducting all-female pre-apprenticeship training programs. The recruitment of these participants comes from working with our community-based organizations in underserved areas and contractors and hosting our own “Women in Construction” awareness training days.

Working closely with our industry partners, we have had a 99% success rate not only for placement of the tradeswomen but continuous employment.

The NCCU has created committees involving the rank and file to promote, assist and address current industry needs. FOCUS: is our women’s committee

that includes sisters that are successful in their industry becoming mentors to help those who are struggling with the transition into the trades. This committee also provides different services such as resumé preparation, navigating the worksite and effective communication.

Monthly meetings are held to generate new ideas, provide mentoring to those in need or just share stories on the commonality of belonging.

With the recognition of industry hurdles, our employers are sending their employees to the International Training Center (ITC) for advanced leadership training.

Our members are signing up on their own to attend the Journeymen Leadership Training and 212 Advanced Journeymen Leadership Training, and apprentices are signed up on a waiting list to be chosen to attend the 3rd Year Apprentice Program. These have become popular through member to member communication.

The NCCU staff engages with our apprentices at a higher level than ever before, making weekly visits to UCON members and staff tour the Training Center (from left to right): Marisa Miller UCON; Victor Sella, UCON; Dave Riccitiello, Golden State Bridge, Inc.; Joe Sostaric, The Conco Companies; Ken Lindberg, Power Engineering Construction Co.; Andy Vasconi, Casey-Fogli Concrete Contractors; Erin Estenson, Kiewit Infrastructure West Co.; Scott Lewis, Executive Director, NCCT; Emily Cohen, UCON; Angelica Gouig, UCON; Matt Rowlett, Director of Operations NCCT; Chris Pedroza, Executive Director, Carpenters 46 Counties Conference Board

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the Training Center to address each year of apprenticeship.

With constant communications, the apprentices now understand this is their organization and are taking ownership of their responsibility for success.

We are developing local leadership training to address all areas of the construction site: Superintendent training, Foreman training, instructor leadership training, and Journey level training, as well as training for the apprentices to lead the industry in change.

As we know, women in the construction industry is nothing new; however, there is still a need to increase the presence and overall representation of women working in the trades. The NCCU & NCCT will lead the industry to ensure our contractors set the standards and grow market share in the industry and have the inclusive workforce to represent the required changes for our future. Successfully arming our contractors with diversity not only in the management areas of the project but also the working power of diversity of boots on the construction sites.

Events like this are vital to the future of our trade. We want to model how we are committed to helping anyone, no matter background or identity, who is interested in improving their lives, their communities and their futures. It gives the women who attended the opportunity to make connections, explore and start the process of becoming a proud Carpenters Union Member.

For more information, see our website: https://www. ctcnc.org/women-in-construction.html Continued on next page

Nor Cal Carpenters Host Successful Women in Construction Events Union companies, local unions, organizations and vendors participated in recent Women in Construction Career Events, hosted by the Nor Cal Carpenters Morgan Hill and Fairfield Training Centers. Speakers encouraged the growth and future of diversity in construction. Our industry partners, who have firsthand knowledge and experience with the trades, had tables set up to interact one-on-one with the participants in attendance.

Presentations from our training staff and trust fund employees allowed participants to gain a better understanding of the Nor Cal Carpenters Training Program and what it means to be a Union Member.

Participants enjoyed hands-on experiences, like virtual reality welding, a nailing station and building toolboxes that they could take home. These interactive presentations are a big hit, because it makes carpentry an accessible job that they could see themselves doing in the future.

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By UCON’s Labor Relations & Member Services Team

Northern California Laborers

Submitted by Hugo de la Torre, Director of Apprenticeship, Laborers’ Training & Retraining Trust Fund for Northern California As the last of this season’s storms pass and the sun begins to break through the skies, the Northern California Laborers Apprenticeship Program prepares to ramp up for the approaching peak season. As much needed as all the rain has been, it’s also brought a lot of damage to our roads and infrastructure. This, of course, means work for our members and contractors. To meet the incoming demand for laborer apprentices, we are deploying a varied approach to recruitment of the next generation of LiUNA members.

For starters, the tried-and-true method of partnering with local school districts and setting up a booth at career fairs continues to be an effective way of outreach and spreading information about our Apprenticeship Programs. Especially considering recent years’ events, we welcome the face-to-face interaction that these types of events offer us. Also, it affords us the opportunity to answer questions about our organization, our trade, and our contractors. In addition, we’re able to hand out informational brochures and other promotional items that contain our logo and links that direct interested individuals to our online application.

It goes without saying that anyone wanting to promote their business or organization needs to have a social media strategy. Understanding this, the Northern California Laborers Apprenticeship Program has utilized the wellknown social media platforms Facebook & Instagram (Tik-Tok account coming soon!) to make announcements, showcase our Apprentices in the field and in the classroom. We also have a YouTube channel which we admittedly haven’t been very active on, but are in the process of putting together content for.

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Whether it be attending career fairs or online engagement through our social media platforms, the most effective strategy of recruitment for Laborers Apprenticeship has been our Pre-Apprenticeship Program model (PAP).

Working directly with Community Based Organizations (CBO’s) to provide Multi-Craft Core Curriculum (MC3), the Laborers have opened career pathways for a variety of diverse groups.

From all female cohorts, people transitioning back from incarceration looking for a new start to members from communities that have historically been underserved.

As one of the first supporters of San Francisco’s City Build Academy back in 2006, spearheaded by then mayor Gavin Newsom, the Laborers Training Center has gone on to create dozens of similar partnerships over the past 17 years. We take great pride in the work we’ve done and understand that we will need to remain dynamic and innovative to meet the future needs of our organization and our signatory contractors. For more information, www.norcaltc.org.

Operating Engineers Local No. 12 Training Trust (OETT)— Diversity in Construction Submitted by Larry L. Hopkins, Director of Training, Operating Engineers Local No. 12

The Operating Engineers Training Trust (OETT) has over 750 apprentices enrolled in our program, headquartered in Whittier, California. For several years now the OETT has stepped up our efforts to recruit female and disadvantaged candidates to apply for our apprentice program, through participation at job fairs in southern California.

The OETT currently has 5.35% female participation throughout the entire program on average, which is nearly 1-1/2% higher than the national average, but we continue working hard to push those numbers higher. Our Special Building Inspector apprentice program has over 28% female participation and seems to be continually growing. Our training staff includes a female coordinator and female instructors, who are graduates of our program, that not only perform important technical training for our apprentices, but also attend many of these job fairs as role models to women who may be interested but apprehensive to apply. They can encourage them to take that step and overcome their apprehension, opening a door for a great opportunity.

We often hear that the bigger issue with recruiting women is childcare or similar challenges that exist disproportionately with women. We have been doing our best to educate ourselves on the available resource options for single mothers to tap into, that may help mitigate some of these problems. The fact is that not a lot of options exist at this point. The requirements for early morning and sometimes overnight shifts are predominant in the construction industry, and daycare often becomes a roadblock for single parents.

We are hopeful that the state and federal agencies, as well as the construction industry, will continue to search for a resolution to these problems.

Tradeswomen Build Nations (2019) largest conference of women in the trades, www.nabtu.org

Our organization, historically, has not had a lot of success tracking the disadvantaged participation, as completing surveys is strictly voluntary and some do not wish to disclose this information. We do, however, believe that it is a sizable number, based on observation over the years and hearing the many testimonials that we have heard from participants.

There are several job fairs that we participate in that offer very diverse audiences, including high schools, junior colleges, The Salvation Army, Women in nontraditional employment roles, MC3, and a host of other organizations. Part of our strategy is to have current or graduated apprentices with similar backgrounds attend these fairs, when available, and offer testimonials to their success in the apprentice program. Some of our members are more than willing to share their stories of where they were in their life and the opportunity apprenticeship gave them.

We sometimes offer a direct entry option for those from a low socioeconomic background who have passed the entrance exam and meet the other qualifications. This gives them a leg up and provides a special opportunity for entrance into our apprenticeship program.

In conclusion, the OETT will continue to strive for inclusion and equality in the trades.

However it is so important to realize that this will require a collaborative effort between programs and employers to A pre-apprentice workshop close this gap. z M AY 2 0 2 3

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Find a Program — Develop Your Workforce Resources & Value for Union Contractors

Have you contacted your union’s training center lately to see what they have to help you develop an effective workforce? The list below contains links to training program information including apprenticeship, and upcoming schedules where available, and the main phone numbers to contact at each training center.

NORTHERN CALIFORNIA

SOUTHERN CALIFORNIA

Carpenters/Pile Drivers: (925) 462-9640 • https://journeyman.ctcnc.org/ Journeyperson-level class schedules and course descriptions

Carpenters/Pile Drivers: (855) 533-5282 • https://www.swctf.org/ Information on both journey-level training and apprenticeship with class schedule by course

•

http://www.ctcnc.org/apprenticeship.html Click on the Training Center in your area to find the link to the current apprentice class schedule

Cement Masons: (925) 484-2271 • https://www.norcalcementmasons.org/Training_Journey/ General information on journey-level training •

http://www.norcalcementmasonsapprenticeship.org Information on apprenticeship, including courses and schedule of classes

Laborers: (925) 828-2513 • https://norcaltc.org/ Information on both journey-level training and apprenticeship, along with current schedule of classes Operating Engineers Local No. 3: (916) 354-2029 • https://www.oe3.org/training-california/ Information on both journey-level training and apprenticeship Teamsters: (916) 354-2122 • http://www.nctat.org/cs/ Information on training; click on the drop-down under Classes for the Class Schedule

Cement Masons: (626) 444-4600

•

https://www.cmscapprentice.org/ Information on apprenticeship

•

https://www.cmscapprentice.org/training-schedules-1 Schedule for classes by location and program (apprentice schedules, and OSHA and Confined Space which are also open to journey-level workers)

Laborers: (626) 610-1700 • https://www.laborerstrainingschool.com/ Information on both journey-level training and apprenticeship •

Operating Engineers Local No. 12: (562) 695-0611 • https://www.oett.net/ Information on both journeyman training and apprenticeship

CALIFORNIA STATEWIDE Iron Workers: (707) 746-7666 • http://www.ironworkers.org/training Information on both journeyman training and apprenticeship •

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https://www.laborerstrainingschool.com/calendars Schedule for classes by location and program

http://www.ironworkers.org/training/regional-training-centers Link to class schedules

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M AY 2 0 2 3

19

THE NEXT GEN

CONSTRUCTION INDUSTRY

By Emily Cohen, UCON Executive Vice President

RECRUITMENT & RETENTION

WHATEVER YOU DO, DON’T TELL THEM YOUR AGE

I

was hired as the Director of Government Relations when I first came to United Contractors 13+ years ago. I was (very) young, I had no experience in the construction industry or the association world, and I was convinced they were insane for hiring me.

I didn’t think I’d last long, and I certainly didn’t plan on building a career here. On day one, before sending me out in the world, Mark Breslin, CEO, gave me three blunt pieces of advice:

1.

From here on out, it will be all or mostly men when you walk into a room. Speak up in the first 15 minutes, or they’ll expect you to start taking the minutes.

2.

3.

People are going to ask you your age. Don’t tell them. It’s none of their f*cking business.

You don’t have to put up with any BS. Come to me.

I will always have your back.

Although I didn’t realize it at the time, those three pieces of advice profoundly impacted my career and my ability to navigate the industry and be successful.

When Mark told me to speak up within the first 15 minutes, I heard, “You belong in any room or space where you are representing UCON. Your ideas matter.”

When he told me not to tell anyone my age, I heard, “Your career, contributions, and work here are serious, and I expect you to be taken seriously.” And when he told me he would always have my back, what I heard loud and clear was….”I will always have your back.”

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This month’s issue focuses on challenges and opportunities for recruiting the next generation into the industry. As a female, a millennial, an association leader, and someone passionate about what this industry offers the next generation, I am constantly thinking about what we can—and must—do to bring more people in. Where are we getting it right? And where, most urgently, do we need to change what we are doing?

Recently, I had the opportunity to moderate three separate panels and participate in two podcasts, all focused on how to recruit more women into the industry. As a result, I saw and heard some consistent themes around the opportunities and roadblocks we face. I share them with you because 1) they’re honest and eye-opening, and 2) most importantly, they do not just apply to women. From the C-suite to the field and every position in between, here were the key themes:

What are the biggest barriers to bringing women into construction careers?

•

Still perception of a good ol’ boys club

•

The face of the industry is still very male-dominated, so many women don’t see themselves in it. We must change the faces we put forward in our marketing about the industry so that more people see themselves in it.

•

There’s still a misperception that you must be physically strong. We need problem solvers, team builders, innovators, and people who take pride in their work. But we aren’t telling that story.

How can employers and unions help overcome the perceptions holding the industry back from recruiting more people?

•

Change how we tell the story of construction.

•

Show a more diverse industry and you will attract more diverse talent. “You cannot be what you cannot see.”

•

We must build a better culture that fosters a sense of belonging.

•

We must take a more active role in mentoring and putting mentor systems (formally and informally) into place.

•

Go beyond recruiting from STEM. Look for people studying in other fields.

What is the most important thing a company can do to help women succeed at all levels of the business?

•

Build a human-centric company culture where all people are valued for their ideas and contributions.

•

Invest in recruiting women at all levels.

•

Re-set expectations and be honest about the work and what it takes to succeed.

•

Make sure they have a mentor and opportunities to grow and learn.

Other law firms interpret construction law.

Carno Law Group Defines it.

Again, what’s important about this feedback is that it doesn’t just apply to recruiting women into the industry. These changes can profoundly impact driving more talent into this industry, no matter who they are, where they came from, or what they look like.

My final question to all panelists and interviewees was: What do you love about working in this

industry?

•

We are doing important work for the communities we live in.

•

I am building significant infrastructure that I can point to and be proud of.

Continued on next page M AY 2 0 2 3

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THE NEXT GEN

CONSTRUCTION INDUSTRY

RECRUITMENT & RETENTION •

As a woman in this industry, I’m a trailblazer.

•

Every day is different.

•

The sky is the limit.

•

Or, as one Carpenter put it: “It takes a certain kind of person to succeed in this industry—but they can come from anywhere. Doesn’t matter about your background. We don’t care where you’ve been or what degree you have or don’t have. We care about what you can contribute.”

PRESTONCO.COM

Emily Cohen, UCON EVP moderates the Nor Cal Carpenters Union’s first-ever Empowerment Conference dedicated to supporting female carpenters at every level

To sum it all up, if we want to do a better job of recruiting the next gen, we must: 1. Change the story we are telling about this industry and what it means to be a part of it and expand who we are telling that story to.

2. Mentor the next generation at every level.

3. And focus on building an industry and company culture that people can see themselves in and want to be a part of.

I still think about that first conversation I had with Mark as my new boss and its impact. These days, it’s a reminder that we all have a part to play in shaping how we recruit the next generation and how we show up to help them succeed: Mentor. Set the expectation that this is an industry—and you are a company—where, no matter their background, gender, color, or creed— their ideas and contributions will matter. And build a company culture that has their back and sets them up for success on day one.

By deploying these important changes across the industry, I am convinced we can transform from a talent shortage to a talent abundance. Ten years from now, let’s all look back and be proud of the changes we made and the results we delivered for our companies and the greater industry. z (P.S. I was 24)

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Emily Cohen is Executive Vice President of UCON. She oversees government relations, public policy, political advocacy and external affairs for United Contractors. She is driven by the opportunity to elevate the industry and the voice of UCON members across California. Contact her at (925) 855-7900.

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23

THE NEXT GEN

CONSTRUCTION INDUSTRY

RECRUITMENT & RETENTION

SUCCESSFULLY ENGAGING YOUR NEXT GENERATION

By Kevin Albanese, Family Business Institute

A

logical question most contractors have is how to best engage the next generation. Succession in business requires successors, and there can be no successful transition without a thriving, prepared, and committed group of people. This task of preparing for succession can feel incredibly daunting for contractors who, since succession usually only comes around once every quarter century or so, don’t have track on which to run. How can they tap into the potential greatness of their future leaders?

There are seven common traits among companies that build robust successor leadership and, ultimately, winning succession strategies.

First, great contractors are deliberate about developing their successors. These companies engage and inspire future leaders to not only understand the fundamentals of their craft, but also the bigger picture. For example, project managers understand their impact on the finances and the challenges of procuring work. This development doesn’t just happen through osmosis, but rather a deliberate process to identify, train, and engage high potential next generation leaders.

Next, these companies successfully develop their people by focusing on their mission, vision, and values— concepts that provide the guideposts and compass necessary for a changing business environment. What makes the best contractors special and unique are the values that allow them to do what they do in a way unique to their employees and trade partners. Focusing future leaders on the core values most important to you provides a cornerstone of learning and a foundation for the future.

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Third, companies surround their successor leaders with other great leaders. I’ve seen this firsthand having been fortunate to engage with the best employers of EUCA and then UCON. The ability to learn from other owners and leaders in the construction industry helped shape me to be the person I am today. Exposing your rising leaders to diverse and accomplished mentor figures will broaden their perspectives and create strong relationships; iron sharpens iron!

The next trait takes effort—leaders successfully developing successor leadership invest time in their people. This involves engaging with future leaders —understanding what inspires them, what engages them, and what they value in their careers. It isn’t until your rising leaders understand how much you care about them that they care about how much you know.

Use your time together to learn about them as leaders personally and professionally—show through actions that your investment in them transcends the enterprise and instead is focused on them individually.

The fifth trait is running your company with an appropriate level of transparency. I had the opportunity to learn this firsthand taking over from my father who ran his business focused on privacy and “mind your own business.” I learned quickly how important it was for others to not just share your leadership “burden” but to understand the overall challenges of business. In the event of an untimely departure, you want your successor leaders to be prepared and to understand the bigger challenges of business. In other words, they will have the ability to focus on the forest instead of just a few individual trees.

The sixth trait is successful leaders celebrate and appreciate the contributions of their successors.

They allow for mistakes— everyone makes them. Successful leaders readily accept blame for things that don’t go quite right, but quickly look outward to deflect credit to others for things that go well.

Appreciation and recognition are powerful tools in today’s world of cutthroat competition for talent.

The seventh and last trait: don’t confuse enthusiasm with capability. Leaders must have a grasp on reality and the ability to appropriately set expectations and hold

others accountable while inspiring future leaders to push their limits. Some cheering the loudest are simply hiding inabilities—and it takes a special leader to recognize talent and set appropriate expectations without quashing the inner aspiration to be the best one can be.

Ultimately, developing successor leadership requires effort in developing the skills necessary to lead, inspire, and cultivate relationships. This transcends the ability to build, construct, or engineer—it is about leading people, driving culture, and inspiring greatness. Anyone can build structures, but it takes effort and deliberation to build future leaders—it doesn’t just happen on its own! z Kevin J. Albanese is a Senior Consultant with the Family Business Institute (“FBI”). He works with contractors across the U.S. and Canada on strategic planning, succession planning, and CEO peer group facilitation. Additionally, he is a speaker and Contractor Business Boot Camp instructor helping to develop the industry’s future leaders. Kevin is a Past-President of United Contractors and retired from Joseph J. Albanese, Inc. as CEO and President in 2020.

M AY 2 0 2 3

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THE NEXT GEN

CONSTRUCTION INDUSTRY

RECRUITMENT & RETENTION

A CLEAR PATH TO RETENTION

Give your people the tools to grow—take advantage of UCON’s Professional Development programs As a member of United Contractors (UCON), you and your teams have access to quality learning resources and experiences—focused meaningful professional and leadership development to meet you wherever you are on your career path. Check out the following offerings, targeted to your next gen leaders:

PROJECT MANAGEMENT CAREER ADVANCEMENT (PMCA) PROGRAM This innovative program reveals the essentials of Construction Project Management with an engaging and interactive learning environment that encourages team collaboration and will increase overall job performance.

The courses offered in this thirteen-week program go deeper and are more interactive than the classes offered to the general membership. You will learn new strategies and gain valuable insight on courses related to your profession, and further your personal growth and development.

PMCA Session Dates/Times: Wednesdays: July 19 through October 11; 9:00am-Noon; Graduation: October 18 Instructors: Vary per class Class Style: Virtual | Class Limit: 25 Early-Bird Cost (expires June 19): Member: $2,185; Non-member: $2,285 Standard Cost: Member: $2,200; Non-member $2,300

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UCON’s PMCA Program includes all of the following class sessions:

SESSION 1: Emotionally Intelligent Leader Wednesday, July 19 and July 26; 9:00am-Noon Instructor: Estie Briggs, Briggs Performance Consulting Construction executives, managers, and supervisors who lead with emotional intelligence (EQ) create a culture of success in their workplaces. Includes two 1-1 coaching sessions paired with EQi assessments at the start and conclusion of the PMCA program.

SESSION 2: Customer Connected Wednesday, August 2; 9:00am-Noon Instructor: Bill Treasurer, Giant Leap Consulting Learn strategies for initiating, building and capitalizing on strong internal and external customer relationships.

SESSION 3: Conflict Resolution in Construction Wednesday, August 9; 9:00am-Noon Instructor: Rob Reaugh, OrgMetrics LLC Learn practical skills that will help you improve as a communicator, negotiator and project leader.

“

“Extremely useful for anyone that wants to advance their careers in construction.

The material is interesting and increases your understanding of what goes on in the background or at a higher level in the industry.” —Joseph J. Albanese, Inc.

UCON’S FEARLESS FIELD LEADER PROGRAM

Do you want to be recognized as a Professional Foreman, Leader, and Manager? Take the following seminar taught by UCON’s CEO, Mark Breslin, that focuses on key strategies and techniques to emerge as leaders, mentors, and innovators on the jobsite.

June 14 – Northern CA Wednesday, June 14; 4:30pm-8:00pm Class Style: In-person | Class Limit: 110 Cost – Member: Early-Bird $210; Standard $225 | Non-member: Early-Bird $310; Standard $325 (Early-Bird pricing expires May 14)

September 21 – Southern CA Thursday, September 21; 4:30pm-8:00pm Class Style: In-person | Class Limit: 100 Cost – Member: Early-Bird $210; Standard $225 | Non-member: Early-Bird $310; Standard $325 (Early-Bird pricing expires August 21)

Location: San Ramon Marriott, San Ramon 2600 Bishop Drive, San Ramon, CA 94583

Location: Long Beach Marriott, Long Beach 4700 Airport Plaza Drive, Long Beach, CA 90815

SESSION 4: Communication for Construction Professionals Wednesday, August 16; 9:30am-12:30pm Instructor: Eric Herdman This training offers the easiest, most effective way to build essential communication skills and rapport.

SESSION 5: Construction Contracts Wednesday, August 23; 9:00am-Noon Instructor: A. Robert Rosin, Leonidou & Rosin Professional Corp.

Gain valuable tips on how to modify contract language and what impact those changes may have.

SESSION 6: Change Orders Wednesday, August 30; 9:00am-Noon Instructor: A. Robert Rosin, Leonidou & Rosin Professional Corp.

Learn about warning signs for claims, and how to identify, preserve, document, perfect, and quantify your damages, including delay damages

SESSION 7: Construction Finance Wednesday, September 13; 9:00am-Noon Instructors: Russ Riger and David Ternes, CliftonLarsonAllen LLP Hands-on training with focus on the percentage of completion method, job costing, estimated costs to complete, and cash flow examples.

SESSION 8: Insurance and Bonding Wednesday, September 20; 9:00am-Noon Instructors: Tyler Kannon and Kevin Re, Arthur J. Gallagher & Co. Includes case studies and breakout rooms to practice applying the principles learned to mitigate risk.

SESSION 9: No BS Leadership Wednesday, September 27; 9:00am-Noon Instructor: Mark Breslin, United Contractors Obtain resources and ideas on taking ownership of your own development and advancement.

SESSION 10: Project Documentation Wednesday, October 4; 9:00am-Noon Instructor: Paul Stout, Power Summit Participants will be challenged to understand the why and the how of communicating within the industry.

SESSION 11: Project Closeout Wednesday, October 11; 9:00am-Noon Instructor: Paul Stout, Power Summit Think outside the matrix of conventional wisdom to seek new ways to expedite project closeout.

PMCA Graduation Wednesday, October 18; 10:00am-Noon

M AY 2 0 2 3

27

MORE LOCATIONS TO MEET YOUR WATERWORKS NEEDS!

Central Valley

Bay Area

800-400-4654 | wwsacramento@pacesupply.com

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916-999-8679 |waterworksplant@pacesupply.com

Locations Throughout Northern California Bakersfield

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W W W.U N I T E D C O N T R AC T O R S . O R G

200 Florida St (877) 686-7223

630 Quinn Ave (800) 619-4723 1151 Andersen Dr (888) 454-8282 605 Laurelwood Rd (877) 685-7223

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M AY 2 0 2 3

29

20 THROW 2 3 DOWN FOR EDUCATION

UCON’s Throw Down for Education Cornhole Tournament returned to Wente Vineyard in Livermore on May 4, 2023.

The weather didn’t dampen our spirits!

Teams had an a-maizing time with over 200 people joining UCON to go headto-head in a friendly bean bag toss competition to raise funds for UCON’s Scholarship Program. The program helps deserving students—member-affiliated, as well as those studying Construction Management and/or Civil Engineering at California colleges.

For the first time in Throw Down history, the Long Toss Competition sponsored by Bolton & Company awarded a $500 prize to the bag nearest to the hole, crowning them Kernal of the event. Congrats to Drew Walker of Hoseley Corporation and all our 2023 Throw Down Winners!

“UCON isn’t just about the construction industry; it’s about the construction community. The proof is in their events.”

—Joe Santos, Anvil Builders Inc.

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CONGRATULATIONS TO THE 2023 THROW DOWN WINNERS! 1st Place:

Team OCJ | Justin Cromwell & Danny Muscarella of O.C. Jones & Sons, Inc. 2nd Place: Anvil PC490’s | Ross Wickes & Bryan Burnham of Anvil Builders 3rd Place: CornStars2 | Kurt Roessler & Jacob Lomanto of Duran & Venables, Inc. 4th Place : Bag Slingers | Robert Magana & Matt Spencer of Heritage Bank of Commerce

M AY 2 0 2 3

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THANK YOU TO OUR UCON 2023 ANNUAL SPONSORS: ANNUAL PLATINUM SPONSORS — Ghilotti Construction Co. R N R Construction, Inc. Trench Shoring Company ANNUAL GOLD SPONSORS — Anvil Builders Bay Area Traffic Solutions Chrisp Company Granite Construction Company Graniterock Griffin Soil Group Joseph J. Albanese, Inc. PACE Supply Pavement Coatings Co. Pavement Recycling Systems, Inc. Peterson Cat R & M Paving Smith Currie & Hancock, LLP Stacy and Witbeck, Inc. Sukut Construction Sully-Miller Contracting Company Sweeney Mason LLP Teichert Inc. United Rentals Trench Safety Vulcan Materials Company Woodruff-Sawyer & Co. ANNUAL SILVER SPONSORS — Acrisure/PentaRisk Insurance Services LLC Heritage Bank of Commerce Alliant Insurance Services, Inc. Hoseley Corporation Bauman Landscape and Construction, Inc. JCC, Inc. Bay Area Temporary Sanitation Kiewit Infrastructure West Co. BFBA, LLP Knife River Construction Blue Iron Foundations & Shoring LLC McSherry & Hudson, LLC BrightView Landscape Development, Inc. Midstate Barrier, Inc. California Bank of Commerce Moss Adams LLP Carno Law Group National Trench Safety, LLC Cell-Crete Corporation Newfront CliftonLarsonAllen LLP Silverado Contractors, Inc. The Conco Companies Smith Denison Construction Co. DMZ Builders Team Ghilotti, Inc. Doyle’s Work Company, Inc. Toro Enterprises, Inc. Dynamic Office & Accounting Solutions/ TYS, LLP Dynamic Technical Partners Underground Construction Co., Inc. Ghilotti Bros., Inc. Volvo Construction Equipment & Services The Hartford Walsh Construction Company II, LLC

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Thank You Event Sponsors!

Thank You Volunteers!

Kelly Attebery, F&M Bank Sam Campos, Sompo International Insurance Tyler Christensen. Enterprise Fleet Management Ross Darby, HUB International Insurance Services Inc. Lisa de Freitas Sundberg, Platinum Pipeline, Inc. Teresa Dias, Peterson Trucks Dylan Eggers, The Conco Companies Lindsey Eppler, LogoBoss LLC Delwyn Falk, George Reed, Inc. Trony Fuller, Vulcan Materials Co., Western Division Jason Herrera, BFBA, LLP Andrew Holloway, Woodruff-Sawyer & Co. Glen Hungerbuhler, Mission Clay Products, LLC Andrew Kavert, Peterson Trucks, Inc. Michael Kirby, National Trench Safety, LLC Roger Mason, Sweeney Mason LLP Lisa Mearns, BFBA, LLP Clinton Pickering, Heritage Bank of Commerce Kevin Reimers, Woodruff-Sawyer & Co. Melanie Rickett, Allen A. Waggoner Construction, Inc. Russell Rigler, CliftonLarsonAllen LLP Hiromi Young, Allen Construction Group LLP

REGISTRATION SPONSOR

BEAN BAG SPONSOR

WATER BOTTLE SPONSOR

SUNSCREEN SPONSOR Simpson Garrity Innes & Jacuzzi

BOARD SPONSORS

Special Thank You’s: Thank you to Wente Vineyards, Winslow & Associates, Construct Your Image, Bolton & Company, Brad Kinney Productions, Breslow Imaging for photography, and our UCON members for helping to make this a successful Throw Down event!

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UP

By Angelica Gouig, Director of Events and Education

LEVEL-UP YOUR TEAMS

Over 4,300 individuals from over 230 companies registered for classes last year. We have highlighted the 2023 May and June classes on the following pages. Plus, we have just announced our Project Management Career Advancement (PMCA) class for 2023 (see pages 28-29

E N GAG E | G R OW | I N S P I R E | L E AD

C OU R S E CATA LOG

T

ake advantage of UCON’s Professional Development Programs—40+ classes focused on Leadership, Safety, Compliance, HR, Construction Specific and more. Most classes are FREE to UCON members.

for more detail). Be sure to download the latest 2023 PROFESSIONAL UCON Professional DEVELOPMENT Development catalog, as we continue to add classes to our offerings for the year—register: www.unitedcontractors.org/calendar

2023

Take advantage of UCON’s Leadership & Professional Development Classes

For any questions regarding UCON’s programs, contact Angelica Gouig, Director of Events & Education, at agouig@unitedcontractors.org or (925) 362-7309.

ONE OF AMERICA’S

LEADING

HEAVY CIVIL ENGINEERING GENERAL CONTRACTORS DELIVERING EXCEPTIONAL SERVICE ON RESIDENTIAL, PUBLIC, COMMERCIAL, AND INDUSTRIAL PROJECTS. 4010 W. Chandler Avenue • Santa Ana, CA 92704 I 1847 Iron Point Road, Suite 100 • Folsom, CA 95630 (800) 785 - 8801 • www.sukut.com

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chinery

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Professional Development May/June 2023 MAY COURSES:

JUNE 14

MAY 11

Previously Fearless Foreman

Analyze Problems and Make Decisions Thursday, May 11; 2:30pm-5:30pm Instructor: Cayly Dixon, Dale Carnegie Class Style: Virtual | Class Limit: Unlimited Cost – Member: FREE | Non-member: $100

Fearless Field Leader (Northern CA) Wednesday, June 14; 4:30pm-8:00pm Instructor: Mark Breslin, United Contractors Class Style: In-person | Class Limit: 110 Cost – Member: Early-Bird $210; Standard $225 | Nonmember: Early-Bird $310; Standard $325 (Early-Bird pricing expires May 14) Location: San Ramon Marriott, San Ramon 2600 Bishop Drive, San Ramon, CA 94583

MAY 18

Transition from Doing the Job to Manager Thursday, May 18; 2:30pm-4:30pm Instructor: Eric Herdman, Speaker Class Style: Virtual | Class Limit: Unlimited Cost – Member: Free | Non-member: $100

JUNE COURSES: JUNE 6

The Art of Supportive Leadership Tuesday, June 6; 2:30pm-4:00pm Instructor: David Gamow, Clarity Seminars Class Style: Virtual Class Limit: Unlimited Cost – Member: Free Non-member: $100

JUNE 8

The Critical Processes that Drive Project Success Thursday, June 8; 2:30pm-4:30pm Instructors: Luke Matelan, FMI Class Style: Virtual | Class Limit: Unlimited Cost – Member: FREE | Non-member: $100

JUNE 27

Construction Estimating—A Quick Start Guide Tuesday, June 27; 2:30pm-4:00pm Instructor: Paul Stout, Power Summit Class Style: Virtual | Class Limit: Unlimited Cost – Member: FREE | Non-member: $100

JUNE 29

Creating Pathways into Construction Thursday, June 29; 2:30pm-4:30pm Instructors: Stephane McShane, Maxim Consulting Group Class Style: Virtual | Class Limit: Unlimited Cost – Member: FREE | Non-member: $100

Register: www.unitedcontractors.org/calendar

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UP

22

Join Us! Thursday, June 22, 5:30pm-8:30pm The Huntington Beach House 21601 PCH Huntington State Beach

JUN THURSDAY

(Hosted Parking)

GREAT FOOD, FRIENDS & MUSIC

By Christine Traina, Event Manager

2023 SUMMER

BEACH BASH The Huntington Beach House

SCAN TO REGISTER

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YOUR PROJECT

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The local team you know and trust, with the CA footprint to cover all your work.

100% Employee Owned 36

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PROTECTING OUR FUTURE

please join us for two special evenings to benefit the ucon pac

southern california: may 25, 2023

northern california: july 20, 2023

Location: Salt Creek Grille,

Location: Alamo, CA, home of

Dana Point, CA

Mark Breslin, UCON CEO

Thursday, 5:00 - 8:00pm

Thursday, 5:00 - 8:00pm

Attend one or both special evenings. Enjoy premium wines, great food, specialty cocktails, and networking with industry leaders in support of UCON’s Political Action Committee.

The UCON Political Action Committee (PAC) exists to improve your business environment by strengthening the political voice of union contractors.

To learn more, or register, visit: unitedcontractors.org/PAC2023

M AY 2 0 2 3

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THANK YOU 2023 ANNUAL SPONSORS

EXCAVATION OF SOIL IS DANGEROUS WORK and can lead to severe injuries and even death if the excavation process is not properly addressed. National Trench Safety has a full complement of excavation support systems as well as engineering and training services to ensure you have the equipment needed to perform the job safely and effectively.

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www.ntsafety.com M AY 2 0 2 3

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LEAD

BUILT ON TRUST

THE FUTURE OF CONSTRUCTION IS BEING CREATED TODAY

By Sue Dyer, Sudyco.com

Dear Sue, I have owned my engineering construction business for 30 years. I’ve seen a lot of changes over the years, but it seems like there are so many things shifting that I can’t see what’s going to happen over the next 5-10 years. Can you help me get some perspective?

— Need to See What’s Coming

Dear Need to See,

Disruption #2: Remote Working

You are not alone in wondering what is going to happen over the next decade or so. We are seeing so many things shift that it is very hard to keep up with all of the changes. I believe, if you can see, the large disrupting changes, then the future becomes much more predictable. So, here are five disruptions that are happening and changing how construction operates.

The post pandemic state of work has changed, probably forever. Over 80% of employees surveyed do NOT want to go to work outside of their home. There are several studies, but in 2023 around 70% of workers worked from home (full time or hybrid). During the pandemic 7.7 percent of construction workers worked remotely. What does this mean for construction workers? The friction between employees and employers is prompting some construction workers to look for a new place to work. You are seeing many people shifting companies. Of course, in construction, some work must take place on the job, but many teams rarely meet in person. What employees seem to want most is flexibility. This really takes a mind shift for construction business leaders. It takes a different type of company culture and structure to create a team that is both apart physically, but together and cohesive as a team. Of course, you will need a coordinated set of remote tools and processes so your team can work together remotely. Knowing when to bring people together face to face, and when to allow for

H

ere are five disruptions that are happening and changing how construction operates.

Disruption #1: Rise of Polarization Edelman does research worldwide each year to determine the level of trust in the U.S. and worldwide. In 2022 the Trust Barometer1 dipped

40

into Distrust as the norm worldwide. This means that your employees, customers, vendors, are all going to be distrusting you as their norm. You will need to do much more to build trust in your relationships. In 2023 the Trust Barometer moved further away from trust into polarization. This means the norm is “you vs me,” or “us vs them.” This is the norm worldwide as the response to everything—including business, and we all know that construction already has an adversarial tendency. When you are polarized you feel the need to protect. So, communication and coordination are much more difficult. But if you can drive out fear and build trust, then you will be a superstar in this environment.

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Disruption is under way and accelerating

the flexibility to work from home will be the key to becoming a powerful construction leader.

Disruption #3: Digital Transformation Anyone who has played with Open AI’s ChatGPT knows that we are on the cusp of a digital transformation. ChatGPT is a language model that can serve as an administrative, research, writing assistant.

Language AI is just in its infancy, but the rate of growth is astounding. And it isn’t going to stop with ChatGPT— it is estimated that the “singularity” will occur between 2035-2045. The singularity is when technology becomes intelligent and capable of its own reproduction. With the emergence of AI, many things will be possible that today would be impossible. In construction this will mean that our machines are much smarter than they are today.

That our computers are much smarter, and that we are much more interactive with our computers—talking with them to solve problems or set out the work to be done. Smart AI will be augmenting every part of what we do in ways that today we can’t imagine. With web 3.0 this will also incorporate more three-dimensional interactions in all aspects of our life and business. We already have this within the traffic apps that are tied to the highway data system. It will expand so that your experience will be integrated into systems where computers are assisting you to do more, with greater accuracy. Keeping up with the emerging technologies is a good way to predict the future of work, including construction.

Continued on next page M AY 2 0 2 3

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Disruption #4: Climate Change We have all watched as climate change has shifted weather into new, and more dramatic, weather patterns. From fires, flooding, tornados, hurricanes, extreme heat, and extreme cold, weather has a much larger, and growing, impact on construction. Project delays caused by weather are approaching $4B in weather delays. It isn’t that unusual to have 30 days of weather delay in a month, sometimes making projects miss an entire construction season. Colder and hotter weather for longer durations is making work more dangerous for workers. This shows up in higher workers’ compensation rates. Climate change is driving changes in construction materials composition and manufacturing, and increasingly there is a need for lighter, stronger, more durable materials. This drives up costs. Insurance costs are being driven up due to the many project delays. Construction operates on very

Contract Drafting, Review and Negotiation Trial and Arbitration Claims, Dispute Resolution and Mediation Bid Protests Collection

Tel: (650) 691-2888 Fax (650) 691-2889 www.lrconstructionlaw.com

Contact: A. Robert Rosin Janette G. Leonidou Michael M. Lum

Leonidou & Rosin 777 Cuesta Drive | Suite 200 Mountain View, California 94040

small margins, as climate change is driving up costs and we try to keep the margins needed to succeed.

Disruption #5: Demographics Today nearly 500,000 construction jobs are unfilled. In two years, as more people in the industry retire, that number will grow to 620,000. People are not coming into construction today like they have in the past. We still have 20 years of an ageing population to deal with, that will open up even more jobs. The good news is that both women and Gen Z folks are much more open to joining the industry. But they must know about it, feel welcomed, and feel it meets their flexibility needs. Gen Z will be in power for over 50 years, so what they do will determine what happens in construction.

There you have it, Need to See, These five disruptions are underway and accelerating.

These disruptions can either be a challenge for you to try to overcome. Or they can be an opportunity for you to create a strong competitive advantage. The choice is yours. But there is little doubt that the future of construction is being created today by these large disruptors. z Sue Dyer, MBA, is a Master Partnering Facilitator for OrgMetrics, WSJ bestselling author and trainer on Trusted Leadership for construction leaders, and Founder of the International Partnering Institute.

Send your questions for Sue to answer at suedyer@orgmet.com, (510) 504-5877.

1. www.edelman.com/trust/2023/trust-barometer

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THE LEADING CELLULAR CONCRETE PROVIDER OF CHOICE.

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Contact us for a presentation (in person or virtually) to learn how cellular concrete can help you achieve your project goals.

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Photo courtesy R N R Construction, Inc.

MEMBER ANNIVERSARIES: MAY United Contractors would like to take this opportunity to recognize and thank the following companies who are celebrating their anniversary of membership with our organization in May:

46 YEARS – 1977 Associate Member: Reed & Graham, Inc. Sal Guido

32 YEARS – 1991 Associate Members: J.M. Turner Engineering, Inc. Adrianus Vermeulen

30 YEARS – 1993 Associate Member: R & B Company, Core and Main LP Raul Soria

29 YEARS – 1994 Associate Member: Travelers Brittany Murphy

United Rentals John Delgado

27 YEARS – 1996

19 YEARS – 2004

26 YEARS – 1997

Vanguard Construction Dominic Sposeto

Contractor Member: Andrew M. Jordan Inc. dba A & B Construction Andrew Jordan Contractor Member: T & S Construction Co., Inc. Arthur Spinella

25 YEARS – 1998 Contractor Member: Power Engineering Construction Co. Ken Lindberg

24 YEARS – 1999

Contractor Member: Columbia Electric, Inc. Jo Anne Scruggs

23 YEARS – 2000 Contractor Members: MCK Services, Inc. Mark Hazen

Proven Management, Inc. Alan Varela Sposeto Engineering, Inc. John Sposeto Associate Member: Craftsmen Tool Rentals Mike Carter

22 YEARS – 2001

Contractor Member: Duran & Venables, Inc. Gregg Fisher

21 YEARS – 2002

Contractor Member: Yerba Buena Engineering & Construction, Inc. Miguel Galarza

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W W W.U N I T E D C O N T R AC T O R S . O R G

Contractor Members: Shimmick Construction Company, Inc. Steve Richards

Associate Members: Central Concrete Supply Co., Inc. Steve Pryde RDO–Vermeer Mark Meyer

18 YEARS – 2005

Contractor Member: Las Vegas Paving, Inc. Bill Wellman

16 YEARS – 2007 Contractor Member: Waller, Inc. Michael Waller

15 YEARS – 2008

Contractor Member: Bayside Stripe & Seal, Inc. Ramy Mughannam

13 YEARS – 2010 Associate Member: Adler Tank Rentals Erik Peters

10 YEARS – 2013 Contractor Member: Sierra Traffic Markings, Inc. Ron Johnson

Associate Member: Prestige Printing and Graphics Rose Maloney

9 YEARS – 2014

Contractor Members: Berkeley Cement, Inc. (BCI) Ron Fadelli R. E. Maher, Inc. Rod Maher Associate Members: PentaRisk Insurance Services LLC Jim Untiedt

8 YEAR – 2015

Associate Members: Bay Area Backhoes, Inc. Greg Chiaravalle HSG Safety Supplies, Inc. Sareena Grewal

7 YEARS – 2016

Contractor Members: Clipper International Equipment Company, Inc. Rob Terheyden Fontenoy Engineering, Inc. Aidan O’Sullivan

6 YEARS – 2017

Contractor Members: Eagle Rock Industries Matt Sorrow Serafix Engineering Contractors, Inc. Larry Brandt Westland Contractors, Inc. Neil Hunt Associate Members: Clear Creek Systems Brendan Coyne

5 YEARS – 2018

Contractor Members: Cooper Engineering, Inc. Denise Cooper RCI General Engineering Jake Richter Associate Member: H&E Equipment Services Ethan Ray

4 YEARS – 2019

Contractor Members: J & M, Inc. John M. DeFreitas

Vintage Paving Company, Inc. Ed Carbahal

3 YEARS – 2020

Contractor Members: C&W Construction Specialties, Inc. Daniel Payan Capax Group, Inc. Rachel McIntyre Casey Fogli Concrete Contractors, Inc. Andrew Vasconi Devaney Engineering, Inc. Derek Devaney FERMA Greenbox Inc. Marc Ferrari Glosage Engineering, Inc. Luis Guzman Sculpt Land Development Harvy Dhillon SubTerra Construction, Inc. Andrew Chung

2 YEARS – 2021

Contractor Members: Foundation Soil Stabilization, Inc. Eric Quiles

Concrete When You Need It!

Machado & Sons Construction Inc. Mike Machado Associate Members: Big Rentz, Inc. Jennifer Becker

1 YEAR – 2022

Contractor Members: Bess Testlab Inc. dba Bess Utility Solutions Joseph Bohorquez Papich Construction Company, Inc. Mike Machado Strive Concrete Cutting, Inc. Sandra Chavez Western Paving Contractors, Inc. Jim Nelson WGJ Enterprises, Inc., dba PCI William Jacob

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San Francisco HRC LBE/SBE Certified License #372478 A, C-27 San Francisco CA PH: 415-447-4800 FAX: 415-447-4258 www.baumanland.com

M AY 2 0 2 3

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Add Talent Development to Your Game Plan

25% In a study of more than 3,200 US workplaces, a 10% increase in educational development produced an 8.6% gain in productivity

Companies that invest $1,500 on training per employee can see an average of 24% more profit than companies who invest less.

8.6%

35%

35% of millennials consider comprehensive training and development programs as the top benefit they would want from a company

12x

Employees who feel they cannot develop in the company and fulfill their career goals are 12 times more likely to leave the company

Talent Development — Over 250 contractor companies participate in UCON’s leadership and professional development programs.

Training programs have been proven to increase productivity, create change, and improve your bottom-line profit. UCON is committed to elevating the industry with top rated programs taught be industry leaders and innovators.

Take advantage of this member benefit: www.unitedcontractors.org/calendar 46

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Sources: FMI Quarterly, fminet.com; PwC Report, pwc.com; IBM The Value of Training, ibm. com; Right Management, hr.blr.com; HR Magazine, huffingtonpost.com; The National Center on the Educational Quality of the Workforce (EQW), businessknowhow.com; inc.com

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*Offer of 0% is for a loan term of 24 months which offer is only valid from January 1, 2023 through June 30, 2023 on new compact (compact track loaders, compact wheel loaders, micro/mini excavators, skid steer loaders) and small (backhoe loaders, telehandlers, small track type tractors, small wheel loaders) Cat® machines sold by participating Cat dealers to customers in the USA or Canada. The credit of up to $500 USD for CVA purchase can only be applied toward the purchase of a qualifying Cat Customer Value Agreement (CVA). Purchases (both machine and CVA) and machine delivery must occur during offer period. Offer subject to machine availability and credit approval by Cat Financial. Not all customers will qualify. Amount of the CVA credit cannot exceed the price of the qualifying CVA. CVA must include 1-year Preventative Maintenance Parts Kit, TA1 annual Inspection, signed CVA contract, and Product Link™. Amount of credit towards CVA is the same for all models. Offer may change without prior notice and cannot be combined with any other offers. Additional terms and conditions will apply. Contact Peterson Cat for details.

P233_0423 ©2023 Caterpillar. All Rights Reserved. CAT, CATERPILLAR, LET’S DO THE WORK, their respective logos, “Caterpillar Corporate Yellow,” the “Power Edge” and Cat “Modern Hex” trade dress, as well as corporate and product identity used herein, are trademarks of Caterpillar and may not be used without permission.