b'FROM OUR DIRECTOR OF STAKEHOLDER ENGAGEMENTAND ADVOCACYBuilding the Workforce to Match Manitobas Building BoomManitoba is heading into one of its most ambitiousThis approach preserves safety while giving employers construction cycles in decades. As outlined in the Buildingflexibility to train more people. Apprentices, in turn, gain the Big feature in this issue, the province is staring at $5$7consistent hours they need to advance on schedule. With billion in public-sector construction over the next threebillions in new work underwayas described throughout to four years. That includes major defence investmentsBuilding BigManitoba must grow its apprenticeship at CFB Shilo, 17 Wing and Southport; the Canada Homespipeline, not constrict it.project delivering 330 units in just three years at the former Kapyong Barracks; and substantial health-care builds like2. I NTRODUCE APPRENTICESHIPthe upcoming CancerCare Manitoba facility and the KenoraCOMPLETION INCENTIVESGeneral Hospital redevelopment. And this doesnt evenOnce an apprentice has entered the industry, we need to mention all the housing, commercial and industrial privatework to keep them through to Red Seal certification. Too investment in Manitoba. many leave due to inconsistent hours, financial strain or lack Owners on the Building Big panel were aligned on oneof support. Manitoba needs completion-focused incentives thing: procurement is modernizing, collaboration isthat help people finish what they start.strengthening, and risk is being managed earlier andA provincial workforce strategy should include:more transparently. But behind every project is a single Completion bonuses when apprentices reachdetermining factorhaving the people to build it. Manitoba cannot deliver this pipeline without a larger, more flexiblekey milestones;and better-supported construction workforce.Employer incentives to offset training and supervision; This is why Manitoba now needs a province-wide Dedicated supports for rural and northern Construction Workforce Strategynot in theory, but apprentices; andin practical, targeted steps the province canAdministrative support for small and mid-sized implement immediately.contractors, who train most apprentices but carry the 1. MODERNIZE APPRENTICESHIP RATIOS TO EXPANDhighest per-apprentice costs.ENTRY AND IMPROVE PROGRESSION Completion incentives are one of the fastest ways to Apprenticeship remains the strongest entry point intoincrease journeyperson numbers. Nova Scotias START construction, but Manitobas current 1:1 ratio limits both employer capacity and apprentice progression. It hasprogram proves this: employers receive milestone payments unintentionally reduced openings at the very momenttied to apprentice progression and completion, and the demand is surging. province has seen marked improvements in retention asA modern ratio structurealigned with industry realities a result.should start with: 3. EXPAND FLEXIBLE TRAINING AND SCALE UP MICRO- Non-compulsory trades: At least 2:1 in Years 1 and 2, 3:1CREDENTIALSBUILDING ON MCSCS PROVEN MODELThe Building Big panel made it clear: project delivery is in Year 3 and no limitations in Year 4. changing, technology is advancing, and the skills neededCompulsory trades: 2:1 in Year 2, 3:1 in Year 3 and noon todays jobsites are evolving rapidly. Manitoba needslimitations in Year 4. training models that can respond just as quickly.8 BUILD MANITOBAwinnipegconstruction.ca'