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Developing The Retrofit Industry
1. Green Jobs in the Home
Performance Industry:
The Industry’s Perspective on
Workforce Development
Presented By:
Brett Knox, GreenHomes America
Soheil Nakhshab, Greenwise Solutions
Ted Torre-Bueno, Empowered Energy Solutions
April 16, 2010
2. Who is Efficiency First?
National non-profit trade association
Almost 1,000 Home Performance Contractors across
the US
Representing the Home Performance industry in
public policy discussions
State and national levels
Promoting the benefits of efficiency retrofitting
Helping grow the Home Performance industry
Key player in Home Star
3. Home Issues that Point to Energy Waste
Drafty Rooms Moisture in Attic High Energy Bills
or Basement
Poor Air Quality Condensation on
Windows
Hot/Cold Rooms Outside Noises
heard in the home
Excessive Dust Mold & Mildew
Old & Inefficient Old & Inefficient Unsafe Carbon
Furnace A/C Monoxide Levels
5. How do we find these Problems?
The first step is a Comprehensive Home Energy Audit
Blower Door measures Infrared Camera to spot Carbon monoxide and Fiber optics to further
the air infiltration rate of thermal defects from gas leak detection analyze hidden defects
a home poor insulation and
airflow
7. Most Homes Need Many Improvements
Core Improvements to reduce electricity & gas loads
Seal air leaks throughout the attic and home
Add insulation to attic and walls
Seal or replace leaky ducts
Install variable-speed Pool and Spa Pumps
Energy efficient lighting solutions, including motion detectors
Replace single-pane Windows (beware – paybacks can be long)
11. After you improve the Core, then you do More…
“Right-sized”, high efficiency air conditioner
“Right-sized”, high efficiency furnace
Solar PV – actually achieve net-zero
On-demand and/or Solar Thermal
Geothermal
Plus, the Improvements are Verified
Home Home Energy Home 3rd Party
Energy Audit Improvements Energy Audit Verification
(Test-in) (Test-out) (5% - 15%)
12. A New Revolution for Home Improvements
Typical Energy Makeover
Replacement Furnace (same size or larger)
Replacement A/C unit (same size or larger)
Right-sized, Ultra Efficiency Furnace
Right-sized, High Efficiency A/C unit
Rooms aren’t Hot in Summer, Cold in Winter
A Quieter Home with Less Dust
Guaranteed Lower Utility Bills
Better Indoor Air Quality
Lower Carbon Footprint
Higher Home Resale Value
13. Driving Demand for Home Performance
PACE (Property Assessed Clean Energy) financing
—California First/ AB 811
California Whole-House Retrofit Program
Sponsored by SDG&E, PG&E, SCE, So Cal Gas, & SMUD
Home Star
—Legislation currently being considered by Congress
—$6 Billion in incentives to homeowners for retrofits
—Expected to create 168,000 jobs
14. The Current Home Performance
Industry: Company Sizes
Majority are Small Companies
—Founder + a few employees & subs
Some Mid-sized Companies (10-75 employees)
—More of a corporate structure
Only a few Larger (75+ employees)
—Construction
—HVAC
—Insulation
15. The Current Home Performance
Industry: Company Types
Home Performance Only
—Single contractor
Construction/Remodelers + Home Performance
—Established companies adding Home Performance as
an additional division or service
Single Trade contractors that subcontract
—HVAC
—Windows
—Plumbers
16. Who does Home Performance Jobs?
Insulation Installers Building Analysts
Retrofit Technicians Quality Assurance Testers
Graphics courtesy of Rising Sun Energy Center & Greener Dawn
17. Promotional Jobs
Analysts/Auditors/Estimators
Business Development
Marketing & Customer Education
Inside & Outside sales staff
18. Home Performance
Job Requirements
Good interpersonal skills
Previous sales experience a plus
Home components & construction knowledge
“Green” or sustainable life philosophy
19. Building Performance
Field Jobs
Entry Level: Field Technician
— Minimum Training Required
— Crawl space & attic work
— Mostly Draft Sealing, Duct Sealing & Insulation Technicians
Intermediate/ Advanced Level: Crew Lead
— Additional Training Required
— Experienced Field Technicians
— Crew lead or construction manager (2-3 person crews)
Skilled labor
— Carpentry, Electrical, Plumbing, HVAC, Window Replacement
20. Home Performance
Field Job Requirements
Drug Fee Able to work on knees for
No criminal background (or at long periods of time
least no theft or violence) Good attention to detail
Reliable Transportation, Able to accurately and legibly
Drivers License, Clean Driving
Record write and interpret reports
Physically fit: able to lift 75 Good customer service,
pounds, fits through minimum interpersonal and
crawl space dimensions communication skills (oral and
Not claustrophobic – able to written)
maneuver in tight, dark spaces Problem-solving and critical
Willing to get dirty, doesn’t thinking skills
mind heat
Not afraid of heights: Able to Construction or trade
climb ladders easily and background a plus
confidently “Green” or sustainable life
philosophy
21. Good Candidates for Home
Performance Field Jobs
Construction workers
Drywall or flooring
Remodelers
HVAC technicians
Athletes
Veterans
Day laborers
22. Home Performance Office Jobs
Managerial/ Administrative (i.e., HR, IT, etc.)
Data Entry, Report Writing & Proposal Development
Customer Service
Rebate Processing
Financial Advising
Purchasing/ Inventory Management
Engineers
Project Managers
Construction Managers
Trainers
23. Good Candidates for Home
Performance Office Jobs
Previous experience with:
—Construction-related industries
—Office administration
—Accounting: Quickbooks
—Engineers: Wrightsoft Suite
—Customer Service reps
—Warehouse Management
24. Accreditation & Quality
Control Jobs
Field certification/training (i.e., BPI, HERS, Build It
Green, RESNet, CBPCA, etc.)
Third party verifiers & quality assurance inspectors
(tied to incentive program requirements )
Third party verifiers & quality assurance inspectors
(tied to certifications)
Written/field exam proctors
25. 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
26. 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
27. 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?
29. Drive Demand First
We’ve “put the cart before the horse”
Most companies are more concerned about
customer demand than worker supply
Few are having trouble finding qualified people right
now
30. Pre-Screen Candidates
Candidates must meet minimum training and
occupational requirements
—Clean driving record (no DUI’s, moving violations,
etc.)
—US Employability (SSN, Green Card, etc.)
—Minimum reading/writing/math ability
—English fluency
—Interest in Home Performance
—Physical requirements
31. Conduct Training in the Field
Classroom learning is not sufficient
No house or project is the same – no substitute for
experience
Most successful programs include fast-transition field
work, internships, apprenticeships, or other “on-the-
job” (OJT) training
Subsidies for taking on apprentices/ trainees are
optimal
32. Emphasize Soft Skills
The home performance industry operates in people’s
most intimate spaces: their homes.
It is essential that the workforce have good
interpersonal skills, dress appropriately, be articulate,
and respect people’s space at all times
Keenly aware of safety and comfort and willing to
take responsibility for decisions
33. Teach Additional Relevant Skills
Familiarity, experience and expertise with energy
efficiency modeling software
Specifics of local home performance incentive
programs
Rebate processing & paperwork
Reading drawings
Following installation manuals
Understanding safety procedures
34. 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
35. Develop Employer Relationships
Advisory council, etc. to advise on changing
standards, what’s working/what’s not, etc.
Understand range of company sizes and how to work
with each
Work with industry associations to reach multiple
employers
36. Offer Benefits to Employers
Give employers marketing & name recognition
Use trainees to do customer outreach & homeowner
education to build client base
Assist employers with business growth issues
Screen candidates effectively and quickly
Cover training costs on the job
Provide financial incentives for mentoring interns or
apprentices
Have snacks at meetings!
37. Track Participants After Training
Trainers should develop a systems of communications
with trainees
Follow up with program participants to:
Know who has found work
Who is still looking for work
Those companies looking for additional staff
Starting wages, benefits, etc.
Identify effective mentors at companies, subsidize
companies at higher rates if training effectively
38. Scenario 1: Training Within Industry
Fast ramp up for entry level workers
Screen for physical & mental
aptitude
Basic short course – safety,
equipment, entry level work
procedures
Subsidize employers for hands-on
component
Track & follow up
Test frequently and certify
ascending levels of experience &
expertise
39. 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)
And Targeted Training for Specific Job Function
—Building Analyst or Auditor (BPI or HERS)
—Sales, Marketing & Homeowner Outreach
—Project/ Construction Business Management
—Field Supervisor
—Financial management (Rebate Processing, Loans)
—CAD design or engineering (ACCA Manual J,D,S,T,
hydronics and piping layout)
—Inventory & Materials Management
40. Home Performance Training:
Best Practices
ISLES in New Jersey
subsidizes 50% of trainee’s wages for 6 months
Rising Sun Energy Center
—“Green Energy Training Services” (GETS)
—Building Performance Grade 1
—Designed for individuals with barriers to employment,
displaced/transitioning construction workers, etc.
—Curriculum available for licensing
41. Conclusions
Once demand grows, how quickly the industry can
grow depends on how much training is done in
classrooms vs. OJT
Important to lay the groundwork now and get the
infrastructure right
Target the support of Home Performance companies
when designing training
Use established standards and partnerships between
training providers & employers to support quick
industry scaling
42. Home Performance Industry Survey
Efficiency First is working on a national study to
define the workforce needs of the home
performance industry. Please complete the
Efficiency First Workforce Survey at:
http://www.surveymonkey.com/s/efficiencyfirstworkforce
The survey should take no longer than 10
minutes and should be completed by April
26, 2010.
43. 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