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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.
  • 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?
  • Ef workforce compressed aw

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