Page 5 - Q2_2022_Rosendin_Corp_Newsletter

MESSAGE A on our Core Values. Our Core Values proved Over the past 10-12 years, many of our operating
s we wrap up the second quarter of 2022, I
want to remind our teams to remain focused
divisions had challenges staffing their projects and were
forced to acquire the ability to source, hire, develop, and
train their field labor. These industry demands drove the
to be very effective as we worked through the
development of our Workforce Development Team, and
pandemic, and I am thankful our people chose
FROM to stand by them through that difficult time. we now have teams working throughout the country.
These groups are not solely focused on the immediate
Throughout 2020 and 2021, Rosendin's unique ability
need for staffing jobs; they are also working to fill our
to remain true to our values significantly differentiated
long-term needs and develop Rosendin's next generation.
THE CEO us from our peers. While others were focused solely With a strong focus on Gen Z and the late Millennials,
on their quarterly earnings, we stuck to our values and
Workforce Development is determined to raise their
focused on our people. We did so by believing that our
strong company culture and employee engagement
interest in the construction and construction technology
would provide a long-term competitive advantage in the
future, and it worked. We Care. We Share. We Listen. We fields. These generations are rapidly becoming
the largest working population in the country, and
Innovate. We Excel. These Core Values define who we are. we need to expose them to construction. Gen-Z
must discover that construction provides endless
America is currently experiencing a significant labor opportunities and unparalleled job satisfaction.
shortage, and our brothers and sisters of the IBEW
have a lot of choices when choosing an employer. Rosendin recently partnered with Grand Canyon
When they decide to take a Rosendin call at the Union University (GCU) in Phoenix, Arizona, to create a Pre-
Hall, they are choosing where they will devote over Apprenticeship for Electricians. This partnership will
30% of each working day of their lives. Some may allow Rosendin to connect directly with high school
choose to stay for the duration of the specific project, counselors and their students, exposing them to lucrative
some are terminated for cause, some may decide to opportunities within the electrical construction industry.
quit voluntarily, and some may choose to spend their It will also give GCU the ability to uncover a group of
entire career with Rosendin. We need every competent students who may not have been college-bound to
person dispatched to Rosendin to feel welcomed the benefits of a traditional college experience. We are
and want to stay here for their whole career. hopeful this will be a winning combination for all involved.

Everyone should feel our Core Values when they first step Our Workforce Development Team worked directly
through our door. Whether they are IBEW working on with GCU staff to develop a curriculum of 100-level
a job site, in our prefab and warehouses, or the office, classes that will provide 16 college credit hours over one
their first impression of Rosendin must be our culture. semester. The associate classes will include Electrical
An inclusive culture that demonstrates safety, respect, Foundations, Electrical Math Applications, Personal
and clearly reflects our core values and differentiates Finance, and Written and Verbal Communication.
Rosendin from every other contractor in the world. Upon completion, these pre-apprentices will have
the opportunity to move directly to the next available
The labor shortage is real, and there are presently JATC 1st-year class, continue their college education,
more openings for electricians than people to fill them. or both. Although this is a Pilot Program beginning in
The IBEW currently has approximately 375,000 active September 2022, there are plans to expand in size and
members, and Rosendin employs roughly 5,500 of them. geographical locations. Overall, this partnership is a
Based on our current forecast, our demand for IBEW tremendous opportunity for Rosendin and our industry.
labor will perennially increase for the next decade. We are
growing. However, as we forecast strong growth, the IBEW The second quarter of 2022 has been extremely busy
forecasts an annual decline of 12,000 members for each of and rewarding for all of us at Rosendin. I thank each
the next ten years. To further complicate this challenge, all of you for all of your support and dedication.
the IBEW affiliated JATC's/Apprenticeships are graduating
roughly 6,500 Journeymen annually, presenting a I look forward to seeing you all very soon.
tremendous challenge in the coming years. I am confident
in our ability to overcome. There has never been a better - Mike
time to be an IBEW Electrician, and there has never been
a better time for the IBEW's best to choose Rosendin.

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