Workplace Challenges
CREWS ControlWith the construction industry facing both a massive shortage of skilled workers, and unprecedented growth in the housing market, a recruitment service of a different kind is doing its part to narrow the gap. CARTER HAMMETT |
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 [ 2002-09-18 ] |
"Construction is a good alternative to university or college," says CREWS program manager Al Ruggero, who is trying to attract younger people to the field.
A pilot project, Construction Recruitment External Workers Services (CREWS), was conceived late last year to facilitate entry of up to 500 temporary, foreign-trained construction workers over a two-year period.
Positions identified as critical in terms of shortages include bricklayers, framers, form workers, cement finishers and general labourers.
"The industry has really fallen short in terms of promoting itself," says CREWS program manager Al Ruggero. "We're in the middle of a housing boom and there is every sign the trend will continue for at least another year."
The average construction worker's age is 53, and the industry anticipates the retirement of at least 5,000 workers in the GTA over the next five years.
This means jobs must be filled in order to meet steep demands for housing required by the 100,000 people who descend on the Toronto area annually.
Domestic recruiting efforts have largely failed to meet the demand in certain skill areas, so the industry now finds itself turning to the international marketplace to fill shortages.
Both employers and workers are expected to adhere to certain criteria for program eligibility. Employers must be willing to offer market value salaries to the workers, agree to pay air fare for the employee, and cover the first three months of OHIP costs. For their part, workers must have at least five years of related work experience.
"Many trades have a five-year training period, and in this way, the process does not displace local workers," Ruggero says.
The structure creates a win-win situation for both employers and workers. Employers fill much-needed positions, while employees obtain temporary work permits and Canadian employment experience.
Entry level wages average $21 hourly, to a high of $27 an hour for bricklayers, which also makes construction opportunities attractive to workers.
A key component of the program is that employers are required to create and fill two positions with Canadians for every foreign worker who is hired. This allows employers to expand their workforce flexibility and become more competitive, while diversifying their work crews.
Born out of a sectoral agreement between Human Resources Development Canada, Citizenship and Immigration Canada and The Greater Toronto Homebuilders Association, CREWS acts as a liaison between construction employers and government participants.
The agency assists employers prior to the application stage, reviews and processes applications, promotes recruitment and monitors temporary employment authorizations. It follows previously successful models of recruitment for farm workers and live-in caregivers.
There are currently 150 workers in the system, and about 50 currently working or have pending employment.
"The industry has changed. It's gone from being a job ghetto to having a far greater multicultural and diversified feel," Ruggero says.
"Construction is also a good alternative to university or college. We're trying to promote it as a third option to attract younger people as well. It's a field with good wages and working conditions and lots of benefits."
For more information about CREWS, contact them at 416-443-1583, or visit the Web site at: www.constructionworkers.ca.
CREWSing through the stats
(Toronto writer Carter Hammett [communityconnection@hotmail.com] is also an employment information officer at St. Stephen's Employment Resource Centre.)
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