The Power of a Third-Party Training Program

By Jarad Van Wagoner, Director of Development, NAHETS

Safety.  Efficiency.  Risk Management.  These are key terms and concepts throughout the construction, energy, and mining industries.  Each stakeholder in the process—operators, supervisors, employers, general contractors, insurers, clients, and end users—depends on the skills and knowledge of the operators.  Accidents, inefficiency, and sub-standard work increase costs and reduce quality.  Responsible parties are obligated to ensure that their operators are skilled, knowledgeable, and safe through the use of effective assessment, certification, and training programs.

 

Companies have two basic options in terms of formal assessment and training programs.  First, they can run a program internally.  Using in-house tests and training plans they can work directly with their own operators to make sure they have the necessary skills and knowledge.  Second, they can opt to have an external, third-party manage some or the entire assessment and training program.

 

An internal program, on the surface, seems to have several obvious advantages.

• Cost Savings.  The assumption is that a company will keep costs down by managing their own training program.  Using in-house trainers and supervisors, a company should be able to save money as opposed to bringing in outsiders.
• Familiarity with Operator Skills and Training Needs.  A company often feels that they are very aware of the strengths and weaknesses of their operators due to their daily proximity.
• Control of Training.  Companies like to be able to set their own training schedules and control the topics that will be covered.  Supervisors and managers are familiar with construction and job schedules and know when training can be scheduled.
• Unique Operations.  Many companies believe that their operations are unique compared to other parts of industry.  An internal training program allows them to make sure their needs are met and avoid wasting time on irrelevant topics and information.

 

Many of the advantages listed above have the potential to be disadvantages as well.  Consider the following:

• Higher Costs.  Often companies lose time and money as operators and supervisors are assigned training duties as additional responsibilities.  The time required to run these programs often isn’t taken into consideration when planning personnel and job schedules resulting in loss production time.  Records maintenance also takes up additional time and money.  Time is wasted, as employees with no experience and limited familiarity with regulatory requirements are required to establish, run, and maintain training programs.  These hidden costs in time and money often aren’t considered in the budgeting and planning process.
• Lack of Clarity.  Companies focus the bulk of their time and effort on completing jobs and generating revenue.  In pursuit of these purposes it is easy to lose focus on assessment and training needs.  Up against deadlines and going from job-to-job, supervisors, training directors, and safety directors are forced to fight for time to assess the skills and knowledge of their operators much less provide meaningful training.  The focus on job completion reduces the ability of supervisors and others to focus on specific training needs of individual operators.
• Accidents and Inspections = Loss of Control.   Too often training is ineffective as training presentations are too general or not enough time is allowed.  Accidents and mistakes may be the unfortunate result of insufficient or ineffective training.  Once an accident occurs, or an inspection reveals a discrepancy, control is lost as the company records are reviewed and mandatory meetings and trainings are scheduled.
• Industry Standards.   Internal training programs often rely on internal definitions, concepts, and standards.  Internal standards are difficult to explain to outside stakeholders, making it difficult to provide a transparent understanding of what an operator does or does not know.  Without the transparency of industry standards, insurers and inspectors are less likely to have confidence in internal training programs.

 

A training program managed by a third-party, while it may have higher up front costs, has several advantages.

• Lower Costs.  Third-party training programs tend be lower cost over the long run.  Costs are upfront and are easier to budget accurately.  Hidden costs are removed.  Supervisors, training directors, and safety directors save time and are able to focus on their primary roles and important decisions rather than having to spend extra time planning and executing training programs.
• Expertise.  Experts staff a third-party training organization.  These experts understand how to assess operators, how to develop and implement training programs, and the associated legal and regulatory issues.  They work directly with supervisors, employers, and other stakeholders to make sure that needs are met and that the training program works within the framework of the company’s standard operations.  Using their expertise, these training experts can develop and execute targeted training programs that meet the most pressing needs for operators.
• Increased Clarity.  A well structured assessment and training program is based on common language and industry standards.  Third-party providers use a curriculum that is generally accepted across the industry.  While this may be challenging initially for operators and supervisors whose training was more localized or internal, it provides transparency to all stakeholders in terms of what operators should know and be able to do.  Such programs remove the guesswork or the “I hope they know” factor from training and operations.
• Decreased Risk.  A robust and well-managed training program will reduce the risk and likelihood of accidents through the use of accurate assessments of training needs and opportunities that are focused and effective in addressing those needs.  Operators are more likely to pay attention to and participate in training programs when they know that one of their deficiencies, or the deficiency of a co-worker, is being addressed.  Training performed by a trained trainer, whether a company employee who is properly trained or by a third-party trainer, is likely to be more effective at presenting the material and interacting with the operators.  Effective training programs based on industry standards for safety and efficiency, are going to provide operators with correct and useful knowledge and skills as they operate dangerous equipment and perform dangerous tasks.  All of this combines to reduce the likelihood of accidents and injuries on the job.
• Decreased Liability.  When an accident or injury occurs on the job stakeholders must deal with liability issues related to the accident.  Did they provide adequate training?  Were they aware of the operator’s limitations?  Did they properly document training and performance?  At this point supervisors, employers, attorneys, and other stakeholders become very interested in the effectiveness of the company’s training program.  Whereas before the training program might have been a secondary concern, everyone is now checking to make sure that all “i”s are dotted and “t”s are crossed.  A failure on the part of the company to manage an effective training program properly may cost the company in attorney fees and increased insurance costs, not to mention additional time and money spent on fixing any shortcomings in the training program.  Third-party training organizations will work with a company to make sure that everything is run correctly and that all records are maintained.  Accurate records of assessments and training will show that the company did its due diligence.  Attorneys and insurance providers will be able to work directly with the training company to obtain necessary details.  A properly run program will reduce risk and shift liability as employers provide the required and expected training.

 

As you consider the current status of your training program, take the time to determine the best course of management for your organization.  The up-front costs of a third-party provider may provide sufficient benefits to warrant a change.

 

 

NATIONAL ASSOCIATION OF HEAVY EQUIPMENT TRAINING SERVICES TO OFFER NEW NATIONAL CERTIFICATION AND EDUCATION PROGRAMS

FOR IMMEDIATE RELEASE                                   Media Contact:   Bill Marion

           June 4, 2013                                                                                       702-222-2362

      

 

NATIONAL ASSOCIATION OF HEAVY EQUIPMENT TRAINING SERVICES TO OFFER NEW NATIONAL CERTIFICATION AND EDUCATION PROGRAMS

Board of Directors Approves Expanded Services for Job Training and Heavy Equipment Operations Certification

 

(LAS VEGAS) – At its recent annual meeting, the Board of Directors for NAHETS, the National Association of Heavy Equipment Training Schools, announced the creation of new national certification and training programs for the operation of heavy construction equipment such as bulldozers, backhoes, excavators, graders and cranes.

 

Through its nationally-recognized Colleges of Construction in California, Oklahoma and Georgia, NAHETS has been providing comprehensive heavy-equipment training to military veterans and construction workers to meet industry needs throughout the country, from mining to construction and public works projects. “We provide this service in order to increase jobsite proficiency and reduce jobsite accidents because worker safety and quality training go hand in hand,” said Robert List, former Governor of Nevada and current NAHETS Board chairman.

 

“We’ve recognized, however, that there is no current uniform certification process to ensure that all heavy equipment operators are sufficiently trained to ensure their safety, as well as the safety of others,” added List. “We’re taking the initiative to provide a certification process that can be trusted and relied upon, and we’re creating curriculum and training programs that can be implemented on-site as well as in the classroom.”

 

NAHETS certification will be technical and methodical, expanding on current Adaptable Equipment Proficiency Testing (ADEPT) that measures knowledge and abilities, focusing on ensuring that entry-level operators have the knowledge and skills necessary to be safe and effective. Certification criteria includes general knowledge of heavy equipment, heavy equipment safety, practical math applications, grades and site layout, soils, blueprint reading, basic earthmoving, and specific equipment functions.

Currently, more than 2000 heavy equipment operators have received NAHETS certification, as well as almost 500 crane operators.

 

NAHETS also will offer industry partners additional corresponding programs that build on the instruction and certification success of its member schools. These include training curriculum programs as well as specialized equipment training that can be implemented on-site.  “Workforce education and safety instruction is an on-going process,” said Robert Albano, chief operating officer of NAHETS. “And we’ll bring that service right to where the construction activity takes place.”

 

The newly-elected NAHETS Board of Directors brings prominent industry leaders together with decades of experience in workforce training and safety. Joining Governor List are Wade Turlington, sales and operator training support manager for Volvo Equipment USA, Dr. Barry Savage, senior leadership seminar director for the Battelle Memorial Institute; Greg Prentice, partner with Southwest Risk Management, LLC; Rodney Gamble, vice president and general manager of Aggregates and Asphalt, Cemex; Thomas Wanamaker, human resources and training manager at STARCON International, and Robert Albano, chief operating officer for NAHETS.

 

With its corporate headquarters in Las Vegas, Nev., NAHETS has members at The Georgia College of Construction in Atlanta, The Oklahoma College of Construction in Oklahoma City, and the Northern California College of Construction in Stockton. At these schools entry-level operators receive intense, innovative and flexible heavy equipment training, earning certification that exceeds industry standards and ensures that certified operators are safe and effective.

 

###

June 13, 2013

Temp Help, Oil And Gas, Construction, And Motor Vehicles Show Strong Job Growth

1. Temporary help services employment increased by 25,600 jobs in May, following increases of 26,400 in April and 19,500 in March and 27,500 in February, bringing the total number of temporary jobs last month to a new record high of 2.68 million (see chart below). Compared to May last year, temporary help employment has increased by 186,000 jobs and by 7.5%, which is almost five times the overall payroll growth of 1.6% over the last 12 months. On a daily basis, U.S. employers have been hiring an average of more than 715 temporary workers every business day over the last year. Since the recession ended and temporary help employment fell to a cyclical low, U.S. employers hired almost one million temporary workers over the last four years.

As a leading indicator of overall U.S. labor market demand, the ongoing positive trend in temporary hiring is a sign that the labor market is showing some gradual signs of improvement, and suggests an increased pace of broader-based hiring for workers going forward in 2013. It’s also likely that many employees who initially get hired on a temporary or contract basis will be offered employment on a full-time, permanent basis as the economy continues to improve.

2. Construction employment in May increased by 7,000 jobs to an employment level of 5.79 million, the highest construction payroll level since August 2009, more than four years ago. Over the last year, construction employment has increased by 189,000 jobs and by 3.4%, more than twice the overall 1.6% national rate of payroll growth. Except for a slightly higher annual increase of 3.6% in January 2012, the 3.4% year-over-year gain in construction payrolls was the highest yearly percentage increase since September 2006. Since May of last year, construction companies nationwide have been hiring at a pace of 727 new construction workers every business day. The increased demand for construction workers reflects the housing rebound that took hold last year, and which is starting to gain momentum this year.

3. Along with an increased demand for construction workers, there has also been a strong increase in the hiring of workers for "architectural and engineering services." In May, payrolls for architects and engineers increased by 4,900 jobs, bringing total employment for those workers to 1.35 million, which is the highest employment level since March 2009, more than four years ago.

4. In the area durable manufacturing, jobs in the auto industry ("motor vehicles and parts") increased by 2,400 in May and by 26,300 over the last year, which is an annual employment increase of 3.4% and more than twice the overall growth of 1.6% for all U.S. payrolls over that period. U.S. automakers have been hiring at a pace of more than 100 new workers every day over the last year.

5. Reflecting America’s shale revolution, oil and gas extraction payrolls increased in May to 193,800 — the highest employment level for those jobs since August 1988, more than 24 years ago. Over the last year, oil and gas companies have hired 8,600 new employees at a rate of 33 every day, and payrolls have increased by 4.4% from May 2012 to May 2013, more than three times the national average increase in payrolls of 1.6% over that period.

Although overall U.S. job growth continues to be weak, we are seeing strong job growth in some sectors of the economy — temporary help services, construction, architectural and engineering services, motor vehicles, and oil and gas extraction. Together, those five sectors added 40,600 jobs in May, which represents more than 23% of the overall increase in U.S. payrolls last month of 175,000. Looking forward, we can expect increased hiring in those sectors, as America’s energy revolution continues, the housing recovery gains momentum, and auto production and sales continue on an upward trajectory.

Construction unemployment at lowest level in five years

Construction employers added 7,000 jobs in May 2013 and have added 189,000 since May 2012, moving the sector to its lowest unemployment rate since August of 2009 — 10.8 percent.

Associated General Contractors of America officials said the analysis of new government data marks a relatively positive report for the sector, although there is still a concern about potential shortages of skilled workers.

“Although the monthly job gain in May was modest, both residential and nonresidential construction have been adding workers at roughly double the rate of the overall economy in the past year,” Ken Simonson, the association’s chief economist, said. “At the same time, formerly unemployed construction workers are finding jobs in other sectors, retiring or going back to school. These conditions may lead abruptly to worker shortages in parts of the industry, such as welders and pipefitters.”

Construction employment in May totaled 5.8 million, an increase of 189,000 or 3.4 percent over the past year. The unemployment rate for workers who last worked in construction dropped to 10.8 percent from 14.2 percent in May 2012, while the number of unemployed construction workers shrank over the year by 259,000 to 891,000.

Employment expanded in both residential and nonresidential construction in May.

The latest local data show that construction-related employment in the Duke City area increased from April 2012 to April 2013 by 1,000 jobs to 19,600, and the state gained 2,100 construction jobs during the same time period, going from 41,000 to 43,100. But the totals are still well below New Mexico’s peak, which was 61,000 in 2007.

Caterpillar Funding Courses at Five Universities

As the construction pace picks up worldwide the industry is looking for ways to find and train qualified operators and laborers.

SIX engineering scholarships at the University of Nottingham are to be funded by a leading manufacturer of heavy equipment

Oregon jobless rate declines

The state added far more manufacturing jobs than expected, helping a drop in unemployment to 8 percent

Oregon’s unemployment rate fell to 8 percent in April, down from 8.2 percent in March, as employers added jobs for the seventh month in a row, the state Employment Department said Tuesday.

Employers added 3,700 jobs in April. Large gains in leisure and hospitality, manufacturing and other services were partially offset by a drop in construction jobs, according to state economists.

Public construction projects have declined compared to several years ago, said David Cooke, an economist with the Employment Department. Single- and multifamily home construction has offset that a bit, Cooke said, but construction employment is still well below prerecession peaks of more than 100,000 jobs. “It was only up to 71,300 as of April,” he said.

Manufacturing, which has generally been a bright spot in the state and local economies, was expected to add 500 jobs in April as a result of normal seasonal factors. Instead, it added 1,700, according to preliminary estimates from the federal Bureau of Labor Statistics.

“This better-than-expected reading put manufacturing back on track with its moderate recovery seen during the prior three years,” Employment Department economists said.

Like construction, manufacturing of durable goods such as RVs is still well below it prerecession peak — 155,000 jobs in 2006, Cooke said, dropping as low as 113,000 at the end of 2009 and then growing steadily to 125,300 jobs in April, with wood products leading the way.

Manufacturing of nondurable goods, such as food products, was not hit as hard as durable goods, falling from an employment peak at 54,000 in 2007 to 49,000 during the recession and then growing slowly back to 50,500 in April, Cooke said.

The leisure and hospitality industry has been seeing record growth this year, Cooke said, but he added that he expects those numbers to be revised downward.

Oregon’s Unemployment Rate Dips Slightly In April To 8.0 Percent

By Albany Tribune

Oregon’s seasonally adjusted unemployment rate was 8.0 percent in April and 8.2 percent in March.

On a seasonally adjusted basis, preliminary estimates from the federal Bureau of Labor Statistics (BLS) indicate nonfarm payroll employment in Oregon rose by 3,700 jobs in April. Large gains in leisure and hospitality (+2,600 jobs), manufacturing (+1,200), and other services (+1,100) were partially offset by a drop in construction (-1,200). Revised estimates for March show a gain of 1,300 jobs, when a gain of 1,900 was initially reported.

The federal Bureau of Labor Statistics estimates that construction employment rose by only 1,700 in April when a gain of 2,900 is the normal seasonal movement. This weak showing followed strong gains in February and March. Over the longer term, construction added 1,400 jobs since April 2012, but at 68,100 jobs in April 2013, it was still well below its record April high of 101,500 reached in April 2007.

Manufacturing was expected to add 500 jobs in April due to normal seasonal factors, but added 1,700 instead. This better-than-expected reading put manufacturing back on track with its moderate recovery seen during the prior three years. Seasonally adjusted employment in manufacturing stood at 175,800 in April, which was well above its low point of 162,100 in late 2009.

Economists with the BLS estimate that leisure and hospitality added 4,600 jobs in April, at a time of year when a gain of 2,000 was expected due to seasonal factors. The industry has added employees at an accelerating rate so far this year.

Since April 2012, leisure and hospitality has been one of the fastest growing major industries. Over the past 12 months it added 9,300 jobs, or 5.6 percent. Food services and drinking places, a major component sector, has added 6,600 in that time.

The BLS estimates that in April, other services added 500 jobs when a loss of 600 is the normal seasonal pattern for the month.

This better-than-expected showing puts the industry slightly above its slow-growth trend seen over the past two years. This industry, which includes establishments engaged in repair, maintenance, personal services, and religious organizations, has recovered less than half of the jobs it lost during the 2008-2009 recession.

While several major industries – including manufacturing, construction, and financial activities – remain well below their pre-recession employment peaks, several industries were at record levels in April. Professional and business services employed 199,500 on a seasonally adjusted basis in April. This was slightly above its pre recession peak of 198,900 reached in April 2008.

Earlier this year, leisure and hospitality blew past its prior peak; the industry employed 179,100 in April. And private-sector educational and health services never experienced an employment downturn during the past 20 years. Its employment growth rate slowed over the past year, but at 240,600 jobs it is still in record territory.

Quarterly Revisions (Establishment Survey Data)

Effective today, the Oregon payroll employment numbers were revised for all months from October 2012 through March 2013. The figures now incorporate a near-universe count of employment covered by the unemployment insurance program for October through December. The months of January through March were then adjusted to reflect the newly revised December figures.

These improvements to this Oregon data resulted in an upward revision of 3,100 jobs to December’s seasonally adjusted total nonfarm payroll employment. The private-sector was revised upward by 6,500, while government was revised downward by 3,400. Private-sector revisions were largest in the following industries: leisure and hospitality (revised upward by 2,100 jobs); construction (+1,200); and trade, transportation and utilities (+1,200).

Unemployment (Household Survey Data)

The national unemployment rate was 7.5 percent in April and 7.6 percent in March, while Oregon’s rate was 8.0 percent in April and 8.2 percent in March.

In April, 150,576 Oregonians were unemployed. This was 19,955 fewer individuals than in April 2012 when 170,531 Oregonians were unemployed.

NAHETS Rolls Out “ADEPT” Operator Certification

The National Association of Heavy Equipment Training Services (NAHETS) recently
introduced the ADEPT (Adaptable Equipment Proficiency Testing) Certification.
The ADEPT Heavy Equipment Operator Certification is designed to measure the

knowledge and skills of an operator against industry and regulatory standards and
expectations using a validated and transparent certification process.

NAHETS offers ADEPT Heavy Equipment Operator Certification on the following

pieces of equipment to students at the member schools:
– Dozer
– Wheel Loader
– Backhoe
– Hydraulic Excavator

As part of its ongoing efforts, NAHETS is introducing the ADEPT Heavy Equipment
Certification directly to industry.

ADEPT Methodology
ADEPT Certification uses an outcome-based methodology. Based on industry
standards, regulatory requirements, and the input of subject-matter experts,
NAHETS developed a set of domains and outcomes that describe the basic

knowledge and skills needed to operate heavy equipment. Each outcome is
measurable and each question and exercise comprising the assessment process is
designed to measure the operator’s knowledge or skill in terms of one or more of

the stated outcomes. As part of the validation process, each domain, outcome, and
assessment tool has been reviewed by experienced subject matter experts and field-
tested for accuracy and applicability.

ADEPT Heavy Equipment Certification consists of written and practical exams.

Written exams explicitly measure the operator’s knowledge of applicable terms,
concepts, and operations. The written exams are divided up into the following:

–

Core Examination assesses operators on their knowledge of basic heavy

equipment safety and function, earthmoving operations, soils, site layout, and
practical math application.
Equipment Specific Examinations assess the operators on their knowledge
of equipment specific uses, components, controls, safety procedures,

inspection and maintenance, basic operations and cycle time.

–

The ADEPT practical exams assess the operators on their ability to operate the
specific pieces of equipment safely and effectively. Each operator is required to

execute a set number of exercises on the equipment. These exercises are based on
common tasks and expectations associated with the normal uses for that piece of
equipment.

What is the value of a third-party certification to the employer?

NAHETS acts as a body independent of the schools or any employers in the
administration of the ADEPT assessments and in determining which operators
will receive the ADEPT certification. The ADEPT certification is built on years of

certification, assessment, and training experience that have been validated by a
sound methodology.

An operator with a third-party certification is a valuable asset to the employer. The
ADEPT certification provides the following benefits to both the employer and the

operator:

–

It provides a clear and transparent record that the operator has exhibited
the desired or required level of knowledge and skills as measured against the
stated outcomes.
This record is available for review not just by the employer but also by all

other stakeholders to include safety inspectors, training inspectors, OSHA
and MSHA inspectors, clients and contractors, and insurance providers.
It removes reliance on assumptions and guesses, which may prove faulty, as

to what an operator may or may know in terms of heavy equipment safety
and operation.
It can provide a capstone verification of either an employer operated training
program or a NAHETS Heavy Equipment Training course designed to meet

the needs of the employer.

–

–

–

While many experienced and current heavy equipment operators likely are safe
and effective, the ADEPT certification acts as a solid verification of the operator’s

knowledge and skills. The certification provides a clear and transparent record to
all interested parties. As part of the ADEPT certification service, NAHETS maintains
an up-to-date database that records all certified operators. The information is

available upon request to operators, employers and other stakeholders subject to
the relevant privacy policies and laws.

ADEPT Products and Services
Along with the ADEPT Heavy Equipment Certification, NAHETS offers other

products and services to enhance the quality and transparency of heavy equipment
operator knowledge and skills.

ADEPT Heavy Equipment Operator Certification: The ADEPT certification for
heavy equipment operators is designed to assess whether or not an operator

has the basic knowledge, skills, and abilities commensurate with the stated
outcomes. The outcomes are designed to describe the expected knowledge,
skills, and abilities of an “entry-level” operator. The outcomes, and the

associated assessments, are based on the following general areas:
– Safety
– Preventive Maintenance

Basic knowledge of:
o Heavy equipment in the construction, energy, and mining
environment
o Roles and functions that support the use of heavy equipment

– Basic skills in operating the equipment
The assessment tools consist of a series of written and practical exams with
questions and exercises linked explicitly to stated outcomes. Customized
modules of the exams can be developed to meet an employer’s unique needs

and requirements.

–

ADEPT Heavy Equipment Operator Assessments: The ADEPT Operator
Assessments are designed to determine the knowledge and skills of current
heavy equipment operators. Similar to the ADEPT Certification, these

assessments are linked to stated outcomes. The ADEPT Assessment tools
provide employers, operators, and other stakeholders an indication of
the operator’s knowledge, skills, and abilities as measured against the

outcomes. Due to the explicit link between assessment questions and tasks
to the outcomes, it is possible to identify and report areas of deficiency and
necessary follow-up training. The assessment tools consist of a series of

written and practical exams. The employer may choose which exams to use
as part of their assessment process. Customized modules of the exams can
be developed to meet an employer’s unique needs and requirements.

The ADEPT Operator Assessments are not the same as the ADEPT Operator
Certification. Completion of the ADEPT Operator Assessments does not earn
the operator an ADEPT Operator Certification.

ADEPT Heavy Equipment Operator Pre-Employment Assessments: The

pre-employment assessments are similar to the operator assessments
but are designed to assist in the hiring decision process. Pre-employment
assessments are administered to applicants for heavy equipment operator

positions to help determine the level or degree of expected knowledge,
skills, and abilities. The assessment tools consist of a series of written and
practical exams. The employer may choose which exams to use as part of

their assessment process. Customized modules of the pre-employment
assessments can be developed to meet the employer’s unique needs and
requirements.

The ADEPT Pre-Employment Assessments are not the same as the ADEPT

Operator Certification. Completion of the ADEPT Pre-Employment
Assessments does not earn the operator an ADEPT Operator Certification.

ADEPT Customized Curriculum, Certification, and Assessments: NAHETS
works directly with companies to develop dynamic and unique assessment

tools that meet their needs. NAHETS can create a new assessment program

or build on an existing one. Either the company or NAHETS can manage the
administration of the certification or assessment program.

NAHETS ADEPT Training Courses: NAHETS offers flexible courses using
a curriculum based on the stated outcomes. The courses are focused on
safe and effective heavy equipment operation. The courses can be designed

to prepare operators to take the ADEPT Heavy Equipment Operator
Certification exams or to meet specific shortcomings in knowledge, skills,
and abilities as determined by the results of an ADEPT Heavy Equipment
Operator Assessment. Courses can also be designed to meet the unique

needs and requirements of the employer.

Construction News: Manitex Shows off 70 Ton Truck Mounted Crane

Manitex Unveils 70-Ton Truck-Mounted Crane

Manitex, Inc. has unveiled its newest truck-mounted telescopic crane, the 70-ton TC700. The crane is specifically designed to be used on commercial carriers, allowing operators quickly travel to and between job sites. Once on the job, the TC700’s ROC radio outrigger controls, swing-out outrigger design, on-board outrigger pads, and remote winch control option combine to greatly speed setup time by a single operator.

R

ead more here

May 3, 2013

Kansas construction employment down 3.2% from last year

Kansas was among 19 states losing construction jobs from March 2012 to March 2013, the Associated General Contractors of America said in a report Friday.

The state lost 1,800 jobs from year ago, a drop of 3.2 percent, the AGC’s analysis of U.S. Labor Department data shows.

Kansas construction employment last month stood at 54,900, AGC says.

On a brighter note, Kansas picked up 200 jobs from February to March, a gain of 0.4 percent.

The AGC, in a news release, cautioned that many states remain vulnerable to construction cutbacks from newly enacted and proposed decreases in federal funding for infrastructure. Association officials said the cuts in federal funding for construction enacted in March would push employment totals lower in states with large military and federal civilian facilities.

March Construction Employment Up in 30 States

Construction employment increased in 30 states in March as the industry expanded, but at a slower pace than in February, according to an analysis by the Associated General Contractors of America of Labor Department data. Association officials caution, however, that many states remain vulnerable to construction cutbacks from newly enacted and proposed decreases in federal funding for infrastructure.

“A majority of states are adding jobs month by month and year-over-year,” said Ken Simonson, the association’s chief economist. “The expansion appears poised to continue for residential and private nonresidential construction. But investment in infrastructure and public buildings is still on a downward path. That will keep employment down in states with a large federal presence.”

Simonson said hiring for recovery work from Hurricane Sandy may be the reason New York had the largest increase in construction employment between February and March (6,000 jobs, 1.9 percent) and Connecticut had the largest percentage increase (5.7 percent, 2,900 jobs).

Twenty states and the District of Columbia lost construction jobs between February and March. The largest losses occurred in Missouri (-3,400 jobs, -3.2 percent).

Association officials said cuts in federal funding for construction enacted in March would push employment totals lower in states with large military and federal civilian facilities. “Shortchanging investment in the nation’s infrastructure hurts not just construction workers but anyone who relies on good roads, air travel or drinking water,” said Stephen E. Sandherr, the association’s chief executive officer.

“We need to make urgent repairs and new investments in transportation and environmental infrastructure before our aging and overused systems begin to drag on economic growth,” Sandherr said.

View the state employment data by rank and by state.

Texas construction firms added nearly 40,000 employees to payrolls

Texas was on the gaining end in construction employment over the past 12 months, according to a new report by Arlington, Va.-based Associated General Contractors of America (AGC).

Texas added a total of 39,800 jobs between March 2012 and March 2013. Only California added more jobs on a year-over-year basis. The Golden State added a total of 41,000 jobs over the 12-month period.

Texas’ construction companies had a total of 616,200 jobs as of March 31, 2013 — a 6.9 percent increase from the 576,400 jobs reported last March.

The AGC analysis tracks employment numbers for all 50 states, plus the District of Columbia.

Texas was one of 31 states, plus the District of Columbia, that added construction workers to their payrolls between March 2012 and 2013, AGC reports. The remaining 19 states lost construction jobs.

Looking at monthly job gains/losses, AGC reports that 30 states added jobs between February and March 2013. Another 21 states, plus the District of Columbia, lost construction jobs. Nationally, a total of 18,000 jobs were added on a monthly basis — marking the 10th consecutive month of employment increases.

Texas added 1,900 construction jobs between February and March — going from a total of 614,300 employees in February, to 616,200 a month later.

While noting that the majority of the states are adding jobs on a month-over-month and year-over-year basis, Ken Simonson, chief economist of AGC, also points out that those states with a large federal presence are facing some challenges.

“The expansion appears poised to continue for residential and private nonresidential construction,” Simonson says. “But investment in infrastructure and public buildings is still on a downward path. That will keep employment down in states with a large federal presence.”

Delaware Fast Tracking Equipment Operator Licensing

State creates fast track for vets to gain heavy equipment, truck licenses

Posted on April 23, 2013 by Bill McMichael
I read this great article on military heavy equipment training transitioning into occupational licensure

read more here…..

United Rentals Profits Go UP!

As the equipment rental business goes up, so goes the economy. Or at least that is what many say.

United Rentals First-Quarter Profit Up 62%

United Rentals’ quarter #1 earnings climbed 62% as the company’s revenue continued to gain strength. UR reported a profit of $21 million, up from $13 million a year earlier.

GO GET ‘EM United Rentals!