The Benefits of BUD

Russ Signorino awarding a certificate.

The Benefits of BUD

Building Union Diversity Construction Training Program

By Don Procter Photos courtesy of Russ Signorino, BUD Program Director

When Sheena Houston applied to a construction training program offered to minorities and women in St. Louis earlier this year, she had no experience in the building trades. But the 37-yearold textile artist and community organizer knew she wanted to be in construction, and the Building Union Diversity (BUD) preapprenticeship course was a sensible introduction.

Under the umbrella of the St. Louis Building and Constrution Trades Council (BCTC), BUD comprises a core of more than eight joint labor-management construction training programs and their training centers—including Local 36. By the time they graduate after five weeks in class, the students—who spend a few days at each training center—have a direction. Houston, a former business analyst with a well-known financial institution, chose Local 36, and she hopes to land her first job as a sheet metal apprentice this summer.

“My experience at Local 36’s training facility was pretty positive,” Houston says. “I learned so much about the trade within a short time.”

Houston was impressed that Local 36’s trainers included an African-American man and a woman. “They both were pretty enthusiastic about being sheet metal workers and the plethora

of opportunities the local union provided its members. It was inspiring,” Houston says. “The energy in the training center was good, and I can actually see myself learning major skills there.”

In its fourth year, BUD has a graduate placement rate of 87%. The program runs four cohorts annually with about 16 students in each class. “By the time they graduate they have a much better sense of what it takes to be sheet metal workers, carpenters, and other tradespersons,” says Russ Signorino, BUD’s program director.

Steve Sneed, Local 36 director of education, says the idea for BUD made “good sense” to Local 36 from its inception more than four years ago. “We all got on board with it,” Sneed says. “Union contractors all try to hire the best of the best, regardless of gender, race, or economic status.”

During the two days students spend at the training center, they get an opportunity to do some drafting, build a tool tray, and observe other elements of the sheet metal trades, ranging from HVAC to specialty architectural sheet metal, Sneed says.

Signorino adds that Local 36’s training center has been a great partner to BUD. “When Steve (Sneed) has time to put on classes we spend a couple of days there learning about the trade.”

The Benefits of BUD

Training classes at BUD cover a number of trades and are composed on 80% ethnic minorities with the remainder women.

An important part of BUD’s success is the collaboration between the unions and signatory contractors. There are more than 80 SMACNA contractor members in St. Louis. “We always discuss what we can do for them from a recruitment standpoint. Most of the contractors want to be involved,” Sneed says, adding that the union’s relationship with its SMACNA partner is one of the strongest in the country.

One of those SMACNA contractors is Murphy Company, which has participated in the BUD sessions at Local 36 by providing a “contractor perspective” of the sheet metal industry. Senior Project Estimator Robert Grossman says BUD’s approach to assist women and minorities is a good example of a proactive— rather than a reactive—approach to recruitment. “It is a very important program developed by the union construction industry,” Grossman says.

An important part of BUD is that efforts are made by all parties to keep track of every graduate as they move into the work world. It measures the program’s success, Grossman says, pointing out that the various building trades involved in the program have all gotten along. “Any time you have a common project like this you can work together,” he says.

Currently, along with Houston, there is another BUD graduate on the apprentice waiting list at Local 36 and a third was scheduled for an interview in June. While Local 36 has not seen many applicants from BUD over the past four years, that is largely because the union has a comprehensive application process tailored to recruiting and retaining people who want to make this a career.

The application process includes entrance exams covering math skills, mechanical comprehension, and reading comprehension. Night tutoring is offered for free to students having trouble meeting their objectives, Sneed says, adding that the screening process is partly why the retention rate (85-90%) is so high.

Signorino says the experience students have at training centers such as Local 36 gives them an opportunity to start to form relationships with trainers, who can assist them with letters of support for job placement after graduation.

About 80% of the students participating in BUD are minorities, with the remainder women. Students receive a $150 stipend for tools on their first job, and BUD assists them with transportation costs. The program also connects them with mentors. “We try to knock down as many barriers as we can, which increases the students’ chances of success,” Signorino says. “Contractors have been impressed with graduates because they know these students have taken five weeks of their time to learn what it is to be successful in the trade.”

BUD’s success rate is high: about 92% of its students have graduated, and close to 85% have landed jobs in construction. Signorino says he has confidence in those going into the trades. “I know by the time they graduate they are serious about working in construction.”

Sneed argues against critics who see the construction industry as a “dumping ground” for initiatives like BUD that aim to funnel minorities, disadvantaged youth, and others into the field. “I think this is bigger than that,” he says. “Everyone willing to learn and work hard can set themselves up with a viable, longterm career. I’ll put our wages and benefits packages up against people coming out of college with a degree any day of the week.”

He says the take-home rate of first-year apprentices is almost $20 per hour plus benefits. Every 1,000 hours of school and work each apprentice qualifies for a pay hike if they meet the JATC’s criteria.

According to Signorino, although BUD is currently in a partnership with the BCTC, the program is working towards becoming an independent non-profit this year. That will allow BUD to apply for financial grants to bolster staffing. “Right now I am the only paid person, and I am supposed to be doing this part-time, but it is much more than a part-time job,” he says.

BUD is one of several outreach programs where SMACNA and Local 36 have teamed up. “They are not all minority (initiatives) but they are about recruiting in general,” Grossman says. ▪

A freelance writer based in Toronto, Don Procter covers the building, design and planning industries in Canada and the United States.