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  • One piece of the overall green economy is the home performance industry. This sector alone has a large potential to create green jobs.Explanation of Efficiency FirstHome performance comprehensive whole-house approach to identifying and fixing comfort and energy efficiency problems in a home.Efficiency First is the national non-profit trade association that represents more than 750 home performance contractors across the US
  • Small: Entrepreneurs (founder plus a few subs)Mid-sized, home performance only (few, e.g. Recurve)Construction, HVAC or insulation companies adding home performance as an additional division/ serviceSupport service providers (ie. for-profit training, consulting, marketing & customer outreach)
  • Small: Entrepreneurs (founder plus a few subs)Mid-sized, home performance only (few, e.g. Recurve)Construction, HVAC or insulation companies adding home performance as an additional division/ serviceSupport service providers (ie. for-profit training, consulting, marketing & customer outreach)
  • A lot is happening that will spur the growth of this industry. Incentives and programs at all levels of government, utilities, etc.By increasing the amount and ease of use for incentives, all Building Performance companies interviewed for this research anticipate growth in the 1-3 years.
  • show progression/ career ladder for doing good work and having experience. Make sure titles give credit for hard jobs.
  • Financial advising - People who put together financial packages from PACE, rebates, private capital, etc.
  • BPI= Building Performance InstituteHERS Rater, HERS II from RESNET5 types of BPI Certifications:Building Analyst – go beyond a traditional energy audit to perform comprehensive, whole-home assessments, identify problems at the root cause and prescribe and prioritize solutions based on building science. Envelope – quantify performance and prescribe improvements to help tighten the building envelope (shell), stop uncontrolled air leakage and optimize comfort, durability and HV/AC performance. Heating – optimize the performance of heating equipment to help save energy and ensure occupant comfort, health and safety. Air Conditioning and Heat Pump – understand the role of these systems within the whole home and how to diagnose and correct problems properly to achieve peak performance. BPI Field Tech Cert coming out soon (probably first week of April)
  • Put screening in hands of trainers and employers: this takes issue away from CC.Many employers will not hire candidates with DUI (or other significant moving violations) because their company auto insurance company will not cover them under the company’s policy).Code requirement for crawlspace height (in California) = 18” high.  Therefore, one must be able to WORK within that space whether they are auditing  the home or performing the improvements.
  • Ie. JobsNow subsidy, WIB subsidizes first 90 days.
  • BPI field certification likely to be released March 31
  • Ie. many small companies, have just 1 contractor & subs. Need to engage these since they will create jobs but not necessarily have HR person
  • Training within industry as a model. As contractors, it’s very expensive to train people. ISLES Paying 50% of people’s hourly wage for 6 months. Encourage more of this.Goodwill has a subsidy for hiring people on the job. Could apply to this industry.JobsNow program in SF is another good example.
  • Scenario for rapid scaling, employees mainly trained by employers.Get employee quickly into work “Pyramid training” existing workplace provides crew leads and mentors who train and get incentivized for effective trainingMake sure there are discrete tasks for testing employee learning tied to receiving subsidiesAddresses ability to rapidly scale, screening who can do the job best/ who wants to do the job
  • For people with more time to do learning. Enough framework to teach multiple levels of employees. Could be at community colleges, training centers, etc.for more highly educated, skilled, motivated or experienced: This scenario is building towards auditors or pulling together the home performance concept for out of work construction people who already have some experience, could be sales, managing.Example?
  • Employers in CA can get subsidized labor. Some have 100% subsidized. Or certain percentage. Ie. JobsNow, Goodwill
  • This section may be excluded, depending on audience.
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  • This slide may be excluded, depending on audience.Example Of problem in other state: NJ tied to CSG trainers, omits ISLES and other BPI affiliates
  • This slide may be excluded, depending on audience.
  • This slide may be excluded, depending on audience.Ie. Jobs Now, ISLES, Goodwill.union apprenticeship program?

Transcript

  • 1. Green Jobs in the Home Performance Industry:The Industry’s Perspective on Workforce Development
    Presented By: XX, XX, XX
    Date
    Prepared By:
    Efficiency First
    www.efficiencyfirst.org
  • 2. What is Home Performance?
    • Looking at the whole home
    • 3. Systemic approach
    • 4. Identify and fix problems in a home
    • 5. Goals:
    • 6. Comfort
    • 7. Durability
    • 8. Health/Safety
    • 9. Energy Efficiency
  • Home Performance:All the Components of a Home’s System are connected
    Graphic courtesy of Rising Sun Energy Center
  • 10. Who is Efficiency First?
    • National non-profit trade association
    • 11. More than 750 Home Performance Contractors across the US
    • 12. Representing the Home Performance industry in public policy discussions
    • 13. State and national levels
    • 14. Promoting the benefits of efficiency retrofitting
    • 15. Helping grow the Home Performance industry
    • 16. Key player in Home Star
  • The Current Home Performance Industry: Company Sizes
    • Majority are Small Companies
    • 17. Founder + a few employees & subs
    • 18. Some Mid-sized Companies (10-75 employees)
    • 19. More of a corporate structure
    • 20. Larger (75+ employees)
    • 21. Construction
    • 22. HVAC
    • 23. Insulation
  • The Current Home Performance Industry: Company Types
    • Home Performance Only
    • 24. Single contractor
    • 25. Construction + Home Performance
    • 26. Established companies adding Home Performance as an additional division or service
    • 27. Support service providers
    • 28. Training
    • 29. Consulting
    • 30. Marketing & customer outreach
  • How do you do a Home Performance Retrofit?
    • Find the Problems
    • 31. Home Performance Evaluation/Assessment “Test in”
    • 32. Fix the Problems
    • 33. Basic: Duct sealing, draft sealing, etc.
    • 34. Skilled Work: General Contractors, HVAC & Mechanical Specialists, Window & Door Specialists, Electricians and Plumbers
    • 35. Quality Assurance & Testing
    • 36. “Test Out”
    • 37. Client Interaction
    • 38. Explaining the problems and the solutions
    • 39. Passing along energy efficiency & water conservation information
  • Driving Demand for Home Performance
    • AB 758 (Skinner)
    • 40. PACE (Property Assessed Clean Energy) financing
    • 41. California First/ AB 811
    • 42. Utility rebate programs
    • 43. Home Star
    • 44. Legislation currently being considered by Congress
    • 45. $6 Billion in incentives to homeowners for retrofits
    • 46. Expected to create 168,000 jobs
    Residential Energy Efficiency Performance (REEP) as passed in ACES
  • 47. Insulation Installers
    Building Analysts
    Quality Assurance Testers
    Retrofit Technicians
    Who does Home Performance Jobs?
    Graphics courtesy of Rising Sun Energy Center & Greener Dawn
  • 48. PromotionalJobs
    • Analysts/Auditors/Estimators
    • 49. Business Development
    • 50. Marketing & Customer Education
    • 51. Inside & Outside sales staff
  • Home Performance Job Requirements
    • Good interpersonal skills
    • 52. Previous sales experience a plus
    • 53. Home components & construction knowledge
    • 54. “Green” or sustainable life philosophy
  • Building Performance Field Jobs
    • Entry Level: Field Technician
    • 55. Minimum Training Required
    • 56. Crawl space & attic work
    • 57. Mostly Draft Sealing, Duct Sealing & Insulation Technicians
    • 58. Intermediate/ Advanced Level: Crew Lead
    • 59. Additional Training Required
    • 60. Experienced Field Technicians
    • 61. Crew lead or construction manager (2-3 person crews)
    • 62. Skilled labor
    • 63. Carpentry, Electrical, Plumbing, HVAC, Window Replacement
  • Home PerformanceField Job Requirements
    • Drug Fee
    • 64. No criminal background (or at least no theft or violence)
    • 65. Reliable Transportation, Drivers License, Clean Driving Record
    • 66. Physically fit: able to lift 75 pounds, fits through minimum crawl space dimensions
    • 67. Not claustrophobic – able to maneuver in tight, dark spaces
    • 68. Willing to get dirty, doesn’t mind heat
    • 69. Not afraid of heights: Able to climb ladders easily and confidently
    • 70. Able to work on knees for long periods of time
    • 71. Good attention to detail
    • 72. Able to accurately and legibly write and interpret reports
    • 73. Good customer service, interpersonal and communication skills (oral and written)
    • 74. Problem-solving and critical thinking skills
    • 75. Construction or trade background a plus
    • 76. “Green” or sustainable life philosophy
  • Good Candidates for Home Performance Field Jobs
  • Home Performance Office Jobs
    • Managerial/ Administrative (i.e., HR, IT, etc.)
    • 83. Data Entry, Report Writing & Proposal Development
    • 84. Customer Service
    • 85. Rebate Processing
    • 86. Financial Advising
    • 87. Purchasing/ Inventory Management
    • 88. Engineers
    • 89. Project Managers
    • 90. Construction Managers
    • 91. Trainers
  • Good Candidates for Home Performance Office Jobs
    • Previous experience with:
    • 92. Construction-related industries
    • 93. Office administration
    • 94. Accounting: Quickbooks
    • 95. Engineers: Wrightsoft Suite
    • 96. Customer Service reps
    • 97. Warehouse Management
  • Accreditation & Quality Control Jobs
    • Field certification/training (i.e., BPI, HERS, Build It Green, RESNet, CBPCA, etc.)
    • 98. Third party verifiers & quality assurance inspectors (tied to incentive program requirements )
    • 99. Third party verifiers & quality assurance inspectors (tied to certifications)
    • 100. Written/field exam proctors
  • Home Performance Pay Scales
    Field Technicians (entry-level): $10 -$20/hr
    Crew Leads: $14 -20/ hr
    Building Analysts or Estimators: $15-22/hr
    Mechanical systems & skilled: $25/hr & up
    Sales jobs: generally flat fee plus commission
  • 101. Standards & Certifications
    Most common: BPI (5 types), HERS & HERS II
    Will be required by many programs to qualify for financing or incentives
    Companies will need at least one certified contractor to perform or oversee each job
    Not yet generally required on hiring by employers, but good investment in future
    Independent 3rd party QC likely to rise – creates business opportunities for experienced contractors
  • 102. Industry Concerns
    Today: How can we hire people if we don’t first increase customer demand?
    As demand grows: How quickly will we be able to scale and find qualified workforce?
    When economy rebounds: Will we be able to keep good employees in this industry when other construction jobs provide more pleasant working environments?
  • 103. Recommendations for Workforce andTraining Organizations
  • 104. Pre-Screen Candidates
    • Candidates must meet minimum training and occupational requirements
    • 105. Clean driving record (no DUI’s, moving violations, etc.)
    • 106. US Employability (SSN, Green Card, etc.)
    • 107. Minimum reading/writing/math ability
    • 108. English fluency
    • 109. Interest in Home Performance
    • 110. Physical requirements
  • Conduct Training in the Field
    • Classroom learning is not sufficient
    • 111. No house or project is the same – no substitute for experience
    • 112. Most successful programs include fast-transition field work, internships, apprenticeships, or other “on-the-job” (OJT) training
    • 113. Subsidies for taking on apprentices/ trainees are optimal
  • Emphasize Soft Skills
    • The home performance industry operates in people’s most intimate spaces: their homes.
    • 114. It is essential that the workforce have good interpersonal skills, dress appropriately, be articulate, and respect people’s space at all times
    • 115. Keenly aware of safety and comfort and willing to take responsibility for decisions
  • Teach Additional Relevant Skills
    • Familiarity, experience and expertise with energy efficiency modeling software
    • 116. Specifics of local home performance incentive programs
    • 117. Rebate processing & paperwork
    • 118. Reading drawings
    • 119. Following installation manuals
    • 120. Understanding safety procedures
  • Follow Industry Standards
    Teach to BPI, Home Performance w/ Energy Star, or other industry-accepted standards
    Training is good, but following professional certification program standards offers consistency & quality assurance
    BPI’s new “Field Technician” certification will be helpful for training consistency for entry level positions
    Prepare workers for written and field tests
  • 121. Develop Employer Relationships
    • Advisory council, etc. to advise on changing standards, what’s working/what’s not, etc.
    • 122. Understand range of company sizes and how to work with each
    • 123. Work with industry associations to reach multiple employers
  • Offer Benefits to Employers
    • Give employers marketing & name recognition
    • 124. Use trainees to do customer outreach & homeowner education to build client base
    • 125. Assist employers with business growth issues
    • 126. Screen candidates effectively and quickly
    • 127. Cover training costs on the job
    • 128. Provide financial incentives for mentoring interns or apprentices
    • 129. Have snacks at meetings!
  • Track Participants After Training
    • Trainers should develop a systems of communications with trainees
    • 130. Follow up with program participants to:
    • 131. Know who has found work
    • 132. Who is still looking for work
    • 133. Those companies looking for additional staff
    • 134. Starting wages, benefits, etc.
    • 135. Identify effective mentors at companies, subsidize companies at higher rates if training effectively
  • Scenario 1: Training Within Industry Fast ramp up for entry level workers
    • Screen for physical & mental aptitude
    • 136. Basic short course – safety, equipment, entry level work procedures
    • 137. Subsidize employers for hands-on component
    • 138. Track & follow up
    • 139. Test frequently and certify ascending levels of experience & expertise
  • Scenario 2: Adapt existing training & education programs to teach home performance framework and job-specific skills
    • Lab training, models training, and theory (more time in classroom than scenario 1)
    • 140. And Targeted Training for Specific Job Function
    • 141. Building Analyst or Auditor (BPI or HERS)
    • 142. Sales, Marketing & Homeowner Outreach
    • 143. Project/ Construction Business Management
    • 144. Field Supervisor
    • 145. Financial management (Rebate Processing, Loans)
    • 146. CAD design or engineering (ACCA Manual J,D,S,T, hydronics and piping layout)
    • 147. Inventory & Materials Management
  • Home Performance Training: Best Practices
    • ISLES in New Jersey
    • 148. subsidizes 50% of trainee’s wages for 6 months
    • 149. Rising Sun Energy Center
    • 150. “Green Energy Training Services” (GETS)
    • 151. Building Performance Grade 1
    • 152. Designed for individuals with barriers to employment, displaced/transitioning construction workers, etc.
    • 153. Curriculum available for licensing
  • Recommendations for Policymakers
  • 154. Drive Demand First
    • We’ve “put the cart before the horse”
    • 155. Most companies are more concerned about customer demand than worker supply
    • 156. Few are having trouble finding qualified people right now
  • Match Supply & Demand
    • Link training funds to demand creation legislation (i.e., incentive programs, homeowner outreach)
    • 157. California SEP Funding from ARRA:
    • 158. $226 million
    • 159. Demand Side: California Comprehensive Residential Building Retrofit Program
    • 160. $ 50,212,451
    • 161. Supply Side: California Clean Energy Workforce Training Program
    • 162. $75 million
  • Offer Funding Consistency
    • ARRA funds over large infusion of cash for a short period, then funds will drop off
    • 163. Training funds should be consistent over several years or escalated in response to increases in program scale or customer demand
  • Build in Quality Assurance
    • Incentive programs should be tied to third party quality control assurance (ie. BPI or HERS)
  • Give Contractors Options
    • Make sure training subsidies can be received through multiple certified providers
    • 164. Clearly define “grace periods” before mandated certifications begin
  • Other Recommendations
    • Be sensitive to cash-flow issues created for contractors- paying up front is difficult.
    • 165. TWI would alleviate this through subsidized training and employment
  • Other Recommendations
    • Provide funds to offset hands-on training/ mentoring (offer subsidized/free labor)
  • Conclusions
    • Once demand grows, how quickly the industry can grow depends on how much training is done in classrooms vs. OJT
    • 166. Important to lay the groundwork now and get the infrastructure right
    • 167. Target the support of Home Performance companies when designing training
    • 168. Use established standards and partnerships between training providers & employers to support quick industry scaling
  • Green Jobs in the Home Performance Industry:The Industry’s Perspective on Workforce Development
    Prepared By:
    Elizabeth Redman,
    Efficiency First
    elizabeth@efficiencyfirst.org
    www.efficiencyfirst.org