Tight Market Conditions Briefing

May 2022 – Portland Cement Association

Introduction

Material specifiers frequently need to choose between concrete and alternative building materials.  As concrete’s use has grown, cement shortages have begun to surface.  Specifiers need accurate information about the shortage situation, and this briefing is an effort to provide the latest available information. 

The Scope of Tight Market Conditions

Tight cement supply conditions vary by region but some evidence of tightness prevails in portions of 43 states according to PCA’s survey of cement manufacturers.  In comparison, 28 states reported tightness in the spring of 2021. The tight cement supply conditions experienced during the past two years are a reflection of supply chain disruptions that have plagued the general economy.  Where cement is in short supply, the reasons are typically threefold: strong cement demand, in some cases lingering disruptions associated with Covid-19, and logistics hinderances.

Strong Demand

Favorable winter weather last year resulted in strong consumption.  On a seasonally adjusted basis, cement consumption in some of the winter months reached its highest levels since spring of 2007.  Such strong consumption levels inhibit cement manufacturers’ ability to build inventories that are typically required to meet robust warm weather construction levels.  Strong winter consumption conditions played a critical role in the emergence of tightness in 2021. These conditions repeated in 2022 – resulting in even stronger demand conditions than winter 2021. 

Winter Inventory Build

Many cement companies build inventory during the winter months in preparation for peak summer construction season.  Favorable weather conditions during the winter months generated stronger demand and hindered the ability to build inventories during typically slow cement consumption periods.  According to PCA’s informal survey, spring order bookings remain strong and suggest the likelihood of strong near-term consumption levels.  

Lingering Covid Disruptions

Furthermore, PCA surveys suggest some Covid-19 related production adjustments may have contributed to the lack of normal build-up of inventories that often materializes during the winter months.  External contractor hours declined significantly in 2021.  Some of these hours are accrued to specialized maintenance.  Maintenance hinderances at cement manufacturing facilities can lead to unexpected temporary shutdowns which can aggravate shortages.

Import Disruptions

Port congestions and terminal disruptions have improved modestly since 2021.  Despite this improvement, bottlenecks remain.  Terminal disruptions, centered on the loading and unloading processes, have tied up ships, disrupting their normal flow.  Port congestion has led to significant shipment delays.  These delays can cause a ripple effect throughout the supply chain – including cement.

In addition to these difficulties, the war in the Ukraine has slowed exports to the United States from Turkey.  Turkey imports one third of its coal from Russia.  With the onset of hostilities, coal trade disruptions hindered Turkish cement production; such disruptions continue.  

Turkey is the largest source of United States cement imports – accounting for more than 6.9 million metric tons in 2021 (more than even Canada’s 5.3 million metric tons).  Turkish cement exports are concentrated on the U.S. east coast and states bordering the Gulf of Mexico.  More than half of Turkey’s cement exports to the United States reach the Houston district ports; the Miami district accounts for 12%.

Logistic Hinderances

• The delivery of cement to the end consumer is heavily reliant on trucks and their drivers.  Drivers are in short supply.  This results in a slowing of cement deliveries.
  • While only 17% of cement shipments to cement terminals travel via trucks, nearly all of the movement from terminals to final customers move via truck.
• Covid-related rail and barge disruptions also remain.  These hinderances slow the cement products’ delivery to market and can account for transitory supply tightness.  Even small temporary disruptions in shipments can cause turmoil in a geographic region.  Notably, the Surface Transportation Board has recently taken action to assess and monitor wide-spread rail disruptions and service levels in an effort to facilitate improvements.  The cement industry remains hopeful that over time the railroad supply chain will return to or even exceed previous “normal” operating conditions.

US Cement Supply Dynamics

The tight cement market conditions experienced during the past two years is a reflection of supply chain disruptions that have plagued the general economy.  Some worry about the industry’s ability to meet upcoming demand associated with the infrastructure program.  Many of the Covid-related supply chain disruptions will eventually fade – leading to improved supply capabilities.

PCA believes ample supply will be available to meet the demand associated with the infrastructure program.  Consider the following:

• United States domestic cement capacity exceeds 106 million metric tons.  In addition, more than 42 million metric tons of import capacity exists – bringing total cement capacity to 148 million metric tons.
• Supplementing this capacity, the United States cement industry continues to invest.  Two U.S.-based plants are expanding capacity that by 2022 will add an additional 2.0 million metric tons of capacity.  Permitting is underway for two greenfield sites that could add another 1.7 million metric tons of capacity.  These investments come in the context of the industry’s ongoing investments to reduce its carbon footprint.  
• In addition, several cement manufacturers have transitioned production, in whole or in part, from ordinary Portland cement to Portland limestone cement (Type 1L or PLC) as a key step to reduce the carbon intensity of cement and which, significantly, also leads to an increase in U.S. cement production capacity.  These transitions to Type 1L and other blended cements are expected to continue as the U.S. cement industry supports future needs while also pursuing its roadmap to carbon neutrality.
• Aside from ample supply-side capabilities, it is likely that rising interest rates will result in some softening in residential and nonresidential demand for cement.  This likelihood lowers the potential maximum cement consumption associated with the first few years of the recently passed infrastructure legislation.  This potential demand side easing of consumption should contribute to the industry’s ability to meet infrastructure-related needs.   

Concrete Foundations Convention 2022 (#CFACON22)

If you’re in the cast-in-place concrete industry, there is no better place to be in order to position yourself far ahead of your competition. 

Concrete Foundations Convention 2022 (#CFACON22) heads to the northeast to be part of the historic culture and context of the Freedom Trail and the birth of our Country. Boston, Massachusetts is our destination and our host venue is The Westin Boston Seaport District. You won’t want to miss this opportunity to join your colleagues, bring your family and celebrate with some of the most historic cultural aspects of our country. If you are in the cast-in-place concrete industry, come join us for three days of education, networking, awards, exhibits, product demonstrations, large equipment display and much more!

As always, this year’s education program is designed for companies ranging from 2 employees to 3,000+ employees. No matter the size of your operation, you are sure to gain a tremendous amount of knowledge and learn from those who have been in your exact position. From Growth Cultures, to Hiring Systems, and Alternative Reinforcements to Industry Forecasting, you cannot afford to miss this important industry event!

“I am most looking forward to reengaging after being absent during the Pandemic.  Ideas flow and friendships grow when we are face to face.”

– Jim Bartley, The Bartley Corporation

CFACON22 SCHEDULE AT-A-GLANCE

Day 1 – Thursday, July 7th

CFA Board of Directors and invited Guests (open) 10 am – 2:30 pm

Shuttle begins departing for Topsfield Fairgrounds 3:30 pm

Product and Equipment Fair at Topsfield Fairgrounds Arena 4:00 pm – 7:00 pm

Awards Presentation During Event w/ President’s Address

Day 2 – Friday, July 8th

Welcome to Interdependence and #CFACON22 8:30 am – 8:45am 

Growth Cultures – Jason Ells 8:45 am – 9:45am

Hiring Systems – Doug Herbert 9:45 am – 10:45am

Alternative Reinforcements – Mike Hancock 10:45 am – 11:45am Lunch w/ Exhibitors 11:45 am – 1:30pm

Keynote, Connor Lokar – ITR Economics 1:30 pm – 2:30 pm

90 ideas in 90 minutes 2:30 pm – 4:00 pm

Happy Hour in the Exhibit Hall 4:00 pm – 5:30 pm

Shuttles to Boston Tea Party Ships and Museum 5:30 pm – 6:00 pm

Friday Night Social – The Boston Tea Party Ships and Museum 6:00 pm – 8:00 pm

Day 3 – Saturday, July 9th

Hiring Inspiration – David Whitlock 8:30 am – 9:15am

Hidden Material Costs. Are You Paying More Than You Should? -Kojo Technologies Inc. 9:15 am 10:00am

Keynote Presentation – Rocky Bleier 10:00 am – 11:00am

Book Signing / Photo Opportunities 11:00 am – 12:00pm

Closing Remarks 11:45 am

Closing Social – NY Yankees @ Boston Red Sox – Fenway Park 7:15 pm

(Pre-Registration Required)

Register, reserve your room and find out more at

bit.ly/CFACON22

FEATURED KEYNOTE: ROCKY BLEIER / FEATURED PRESENTER: CONNOR LOKAR

EDUCATION SPONSORED BY

___________________________________________________________________________________________________

Exhibits

The exhibit hall at the Concrete Foundations Convention features the newest and greatest products and technology that the industry has to offer. Exhibiting companies offer products that will save you time, money, and improve the look of your next project. These companies are the backbone to the association, and their investments allow us to expand education and continue to serve your industry. 

Join industry leading suppliers and manufacturers at the Topsfield Fairgrounds Arena on opening night (shuttles provided), and back at the exhibit hall at the Westin on Friday to explore new products to help save time, money, and improve the look of your next project! Enjoy your drink of choice as you visit with exhibiting companies and become reacquainted with old friends, all while developing new relationships that will have a lasting impact on your business.

Dedicated Exhibit Hours:

Thursday, July 7 – 4:00pm – 7:00pm – Products and Equipment Fair (Topsfield Fairgrounds)

Friday, July 8 – 11:45pm – 1:30pm – Lunch with Exhibitors (Exhibit Hall at the Westin)

4:00pm – 5:30pm – Happy Hour with Exhibitors (Exhibit Hall at the Westin)

Exhibiting Companies

Badger Forms*, Boman Kemp Basement Windows, Concrete Forms Services, LLC*, Cranes & Equipment* CrewTracks, Euclid Chemical, Form-A-Drain*, Fox Blocks*, GMX, Inc.*, Helix Steel, ICC Distribution Group, LLC*, Irving Equipment, LLC*, Kojo Technologies Inc., Max Frank, MAX USA, Nox-Crete, Inc.*, Novoform*, Owens Corning*, Prinsco, Inc., Progressive Foam Technologies*,Robotic Surveying Solutions, Rockwell Window Wells, Schwing America*, Starlight Leasing*, Steel Dog, Transit and Level, Tremco Construction Products Group*, TUF-N LITE*, Western Forms*, White Cap*

*Event Sponsor

For a full list of exhibitors please visit bit.ly/CFACON22

Attend the Products and Equipment Fair

Topsfield Fairgrounds*

Thursday, July 7, 4:00pm – 7:00pm

This year the CFA is taking attendees to the Topsfield Fairgrounds Arena for opening night! Shuttles will be available throughout the evening, allowing attendees and their families to get hands on with the industry’s top products and heavy equipment. Enjoy food, drinks and entertainment as you visit with exhibiting companies and become reacquainted with old friends, all while developing new relationships that will have a lasting impact on your business. 

*Included with all registration types

Spoil Your Guests and Family While You’re in Education*

Guests/Spouses Only | Friday, July 8, 11:00am – 2:00pm

Back by popular demand, the 3rd Annual Guest Social will take place Friday afternoon while business attendees are deep into education. Bring your family and/or special guest to the event and sign them up to experience a lunch cruise on Boston’s favorite yacht, the Spirit of Boston, to mingle and become acquainted with other guests/spouses.

Boarding will begin at 11am right in the Seaport District, guests/spouses will enjoy a 2-hour cruise on the Boston Harbor. Included is a delicious lunch buffet with freshly prepared entrees, salads and desserts, drinks, onboard entertainment, an open-air lounge for games and relaxation, and the absolute best views of the Boston skyline and iconic waterfront landmarks – There’s no better way to see the city than from aboard the Spirit of Boston! 

*This lunch is during education hours, and intended for guests/spouses only. Additional registration required. Space is limited.

“I attended the 1st Guest Social and felt welcomed right off the bat! I met so many amazing people that day, and I have never felt this at any convention before. Having the Guest Social made me feel more involved, and I was able to relate to others who are in the same position as myself within this industry.” -Roxanne Roffers

Enjoy Drinks with Exhibitors*

Friday, July 8 – 4:00pm – 5:30pm

The exhibit hall features the industry’s top suppliers and manufacturers. Enjoy your drink of choice as you dig deeper into the companies you were introduced to on opening night! Exhibitors have the products and services that will help you save time, money and improve the look of your next project. 

*Included with all registration types.

Socialize at The Boston Tea Party Ships and Museum*

Friday, July 8 – 6:00pm – 8:00pm

Directly following Happy Hour in the exhibit hall, the CFA is taking you and your family to one of Boston’s most popular areas on Friday evening of this year’s event – The Boston Tea Party Ships and Museum. You’ll will enjoy food and drinks while networking on Griffin’s Wharf, and have the opportunity to travel back in time to 1773 and re-live the battle and events and see fully restored replicas of the ships throughout the evening – Come experience the Boston Tea Party Ships and Museum like never before!

*Included with all registration types. Please rsvp during registration. 

“I make it a priority to come every year because there is always something to be gained by coming and talking to other members. These are trying times with inflation as high as it is and labor as short supply as it is so getting others thoughts about these issues will be very helpful.”

– Bruce Neale, Modern Foundations

Attend the Legacy After Party*

Friday, July 8, 8:30pm

Directly following the Boston Tea Party Ships and Museum Social, join your peers for a night cap at the Legacy After Party. This event, hosted by the Legacy Committee, will take place in the Pavilion right outside of the exhibit hall at the Westin, and is a great way to wrap up day 2 of convention!

*Included with all registration types.

Watch the Boston Red Sox take on the New York Yankees*

Saturday, July 9, 7:15pm

The CFA is excited to announce that we have reserved a private space inside of one of Boston’s most iconic landmarks, Fenway Park, for this year’s closing social. Tickets are limited to the first 100 people to register for the closing social. While the Boston Red Sox take on the New York Yankees, guests will enjoy access to our private space, an all you can eat 2-hour BBQ buffet, 4 hours of open bar which includes beer, wine, soda, water and snacks, and unparalleled views of the field. Tickets are limited. * This event is SOLD OUT.

“We love going to the different locations. I say we, it’s become a family trip for us.  It sounds corny (because it is) but the association has become a real community for us. Scott Carter (Robotic Surveying Solutions) spent a Labor Day weekend at our house because he happened to be in the area that year. My kids can’t wait to see the Irving’s (Irving Equipment) every year. I like getting a very honest opinion on something from Dennis Purinton (Purinton Builders) and Mike Hancock (Basement Contractors). It’s like going to World of Concrete but in a different spot every year, none of the Vegas craziness and it’s all tailored to foundation contractors. Just a nice couple days away and you usually come away with something.”

-Russ Talpey, Talpey Construction 

2022 Award Presentations 

Thursday, July 7, 5:30pm

Topsfield Fairgrounds

Join us as we present the 2022 CFA Awards during the Products and Equipment Fair on opening night! Shuttles will be provided from 3:30 – 7:30pm to and from the Boston Westin Seaport District hotel. 

Like all industries, the cast-in-place concrete industry is filled with individuals and organizations that demonstrate the highest ideals of professional knowledge and technical service. Likewise, the projects that are achieved are often a combination of great creativity and technical expertise that evidence exceptional quality…unfortunately, many of them are covered up as foundations and therefore overlooked when the project has been completed. The awards offered and promoted by this Association are aimed at uncovering this talent and quality and permanently affixing them into the landscape of concrete history.

Awards are offered annually in two main categories: (1) Projects,

(2) Professional Achievement. While nominations and participation in these award programs are a benefit of membership, companies can seek membership in order to participate in these opportunities for recognition and elevate their stature in the marketplace. 

#CFACON22 is Proudly Sponsored by

What Concrete Professionals can do about THE GREAT RESIGNATION

By Wayne Rivers, Co-Founder/President, Family Business Institute Inc.

In early 2021, people began leaving their jobs in droves. Contractors and business owners have reported hiring as their top challenge, and this article lines out how to combat this. 

A new phenomenon is affecting the construction business—and it is called the Great Resignation or the Big Quit.

In early 2021, people began leaving their jobs in droves. In fact, Fortune magazine reported that 4.5 million employees quit their jobs in November alone, and that was followed by over 12 million others who quit during the months of August through October!

What about this is important to you?

We have not talked to a contractor, or any business owner for that matter, in ages who does not report that their number-one challenge is hiring people. Additionally, news sources report that about 50 percent of people are considering job changes right now.

Think about that—half your people might be considering leaving you in the very near future! That is frightening.

McKinsey did a study where they asked both employers and employees the same question: Why are people leaving their jobs? You will be struck by the difference between the employer and employee responses.

How did employers answer the question?

• Compensation
• Work-life balance
• Employees were in poor physical or psychological health anyway

How did employees answer?

• Don’t feel valued by my company
• Don’t feel valued by my manager (a very close second)
• Don’t feel a sense of belonging at work

Employers pointed to tangible things: Money, health, or work-life balance. Employees talked about soft subjects: Not feeling valued and not feeling a sense of belonging. The almost-opposite responses offer a stark contrast. Employers think they know their people, but they just don’t.

How can you combat the Great Resignation? How can you get your people to look at you as their employer of choice so they want to stay and be part of your business family?

First, get all hands on deck right now! I mean now (yesterday, hopefully).

Get on top of this because, in a worker shortage, the worst thing that can happen to you is that your better people leave.

That has got to be terrifying; you’ve got opportunity after opportunity, and suddenly you are unable to staff jobs in a way that provides for clean execution. It is a contractor’s nightmare. Act now! Get together with your team, figure out what you are doing right and what you are doing wrong, and grab this bull by the horns and move!

Second, make employee retention your top goal. Hanging on to your quality people is more important than ever because they are so immensely difficult to replace. Hanging on to even marginal people is more important than ever. You have all seen statistics about how much it costs to replace a departed employee. The costs, including opportunity costs, are outrageous now.

Third, ask your people what they want. One of my consultants sent me a 70-page white paper about the “perfect incentive,” and they had all kinds of data to back up their claims. Basically, they concluded that hunting and fishing trips for project managers and superintendents were the cat’s pajamas. But what if your project managers or foremen don’t hunt or they have young kids at home and can’t afford to be away for days at a time? Zig Ziglar used to say that you can get anything you want in life if you help enough other people get what they want. Take the simple step of asking your employees what they want, and, if it is humanly possible, help them get it.

Fourth, work on your managers. The number-one skill that managers lack is, you guessed it, communication! Get them communication training. Family Business Institute’s Mike Flentje says the difference between managers and leaders is that managers manage tasks while leaders lead and inspire people. Do you see the difference? Help your managers improve their communication, especially the skill they tend to lack the most: listening well.

Fifth: connect! We write about the importance of strategic plans all the time. What we fail to talk about is the day-to-day task of connecting the 30,000-foot strategic plan and its mission, vision, values, and goals to the jobs your employees perform. Your accounts payable clerk, for example, may not see how her job connects to the company’s mission or values. You may have to show how every job, no matter how routine, contributes to the company’s mission and how everyone on the team is important. A technique we have learned from our peer groups and Boot Camp classes is to have some leaders go out and buy a bunch of gift cards. When they see someone exemplifying the company’s values, they reward them on the spot. They then trumpet and share the behaviors that the employee demonstrated and how that person connected to the mission or vision. Give spot rewards to your employees and then talk about them until you are blue in the face so that other people begin to get it, too.

Finally, think about your employees differently. Brian Tracy said that every individual is really the CEO of his or her own personal service company. Every one of your employees can literally take their personal service company, walk across the street tomorrow, and sell those services to your competitor. Think about your employees as the CEOs of their own small companies and view them as peer small business owners with various opportunities.

The Great Resignation is a real thing, and every contractor needs a proactive strategy for attracting and retaining the most valuable asset—people.

Make Your Company ROAR (Recruit, Onboard, Actuate, Retain) Talent

By Bill Humbert, the RecruiterGuy

Is your company having difficulty identifying and recruiting people? You are in good company! Most companies around the United States are feeling your pain. Of course, your company does not have to be the company feeling that pain – you have enough other pains!

Think about Concrete Foundations Association members, like yourself. You are the foundation of every building! In my research of various CFA member websites, I believe several member companies use those words.

My background in the 1970s was in construction in Maryland, Virginia, and Washington, D.C., with two general contractors, Construction General and Horning Brothers. My last job was as field superintendent of the Pentacle Apartment and Townhouse project at 15th and Benning Road, NE. 

After a stint selling fertilizer in Frederick County, Maryland (boy, do I have a funny story), I became a professional recruiter (some people called me a head hunter, a mantle I wore proudly for 11 years). Then, in 1992, my business evolved, becoming more like a consulting/recruiting business.

During the mid-2000s, I recruited on a contract for Acciona Energy. They build and manage large utility-sized wind farms. My responsibility was recruiting the site superintendents and site staff, including technicians fresh out of wind farm technician schools. In 2016, I recruited for Cache Valley Electric in Salt Lake City. They are the 16th-largest electrical contractor in the U.S. 

Cache Valley Electric was fun for me because it took me back to my construction roots. My first job in construction was as a job clerk at the Whiskey Bottom Apartments/Townhouses in Laurel, Maryland, in 1972. At Cache Valley Electric, I also made an important discovery about recruiting construction laborers: they have no filters during interviews. 

During a 30-minute interview with one candidate, I asked, “Do you have a current Utah driver’s license that is clean?” There was a possibility that they would need to drive a company vehicle down the street away from some ditch digging or pick up supplies. 

They responded, “Yes… But.” 

I asked, “What does ‘But’ mean?” 

“Last week, I was cited for speeding, running a red light, and reckless driving.” 

I told him that his license was not clean. 

He replied, “But I haven’t been to court yet!” 

I feel their pain, but sometimes, you just have to laugh!

Important Recruiting Information

Most companies are not aware that recruiting mirrors the sales process perfectly. This knowledge may change your perspective and approach to recruiting new concrete athletes (thank you, Bartley Corp!). The following chart shows how recruiting and sales are related.

Let’s Get Into the Weeds About Recruiting!

There are two main ways to recruit candidates:

1. Through active recruiting, where managers and a recruiter (if you need one) directly network and approach candidates. This approach is the most effective because managers cultivate potential candidates over time – or can do so right now!
   
   Follow the example of university athletic directors. In March 2021, the University of Utah’s athletic director fired the men’s basketball coach. Eleven days later, he announced the name of the new basketball coach. Did he post the position on Indeed? No. He had a shortlist of candidates to call.
   
   This is an important function of leadership. Create a succession plan to fill required positions as they open. Who is in the position to identify and recruit the best candidates, the human resources department or the manager who knows the position this person will fill? Slam dunk! The manager – or they better be!
   
   Where are potential candidates? Everywhere! Keep your eyes and ears open. Ask my wife how many times I have recruited someone who was sitting behind me in restaurants, airports, airplanes, etc. My line is, “Excuse me. I could not help overhearing your conversation. Did I understand that you said you were looking for a new job? Oh, interesting! What would you like to do next? Finish concrete? Amazing! I just happen to know a manager who would love to chat with you. Are you able to interview tomorrow? Let me tell you a little about the company!” – and you are off and running, and it is fun.
   
   Are you aware that 74 to 76 percent of all jobs are filled through networking? This includes candidates who walk up to a jobsite and ask for a job. Many times, a friend suggested that they stop by to see if you have an opening.
   
2. The second method to recruit is the easiest, most painful, and least effective. This is passive recruiting. You post a position on your website or on a job board. Then you pray that the best candidates are looking at your posting when you need them. Is this method easy? Because of how easy it seems, it is the preferred method of “recruiting” by many company recruiters. Yet, according to research by the Career Transition Industry, only 8% of all jobs are filled by this method.
   
   A major problem is that applications and resumes are funneled into a company’s Applicant Tracking System. Then the Applicant Tracking System compares each resume to the posted job description. If the job description is poorly written, the better candidates may be screened out because they did not match the keywords in the job description.
   
   Hourly workers are conditioned to complete applications. If a company tries to hire hourly workers with a six-page application, many great candidates move on to another company – your competition. This is also true of professional candidates. Over the past 20 years, companies have continuously conditioned candidates to spend 20 to 30 minutes completing an application, never to hear from a live human from that company. If they see a six-page application, they are on to the next position.

Make Applying Easy!

Make applying easy! Do not make laborers download applications and then scan and email them back to you. What if an $18/hour laborer does not have a computer with a printer to scan the application? Are you going to force them to take the time to drive to Staples or FedEx? You will lose candidates. Instead, request that they complete a quick online application. Let’s return to Cache Valley Electric. This is their online application – sweet and easy! Journeymen Electrician Hiring Fair (cve.com)

A shout-out to Martinson Construction in Waterloo, IA! Go to their homepage: Martinson Construction – Leading concrete construction company (https://martinsonconstruction.com). Are they hiring? Let candidates know that you want to speak with them! They have a simple one-page application that a candidate can complete and submit online. My only suggestion is to eliminate the clause that says “at least 2 former employers.” I understand the need for experienced employees. However, every once in a while a top concrete finisher candidate is like the NFL quarterback who had to work in a Hy-Vee grocery store to make ends meet before being discovered. They will show up on your website having only had one job. Who was that quarterback? You probably already know: Kurt Warner.

Another CFA member deserving a shout-out is Stephens & Smith. Since recruiting is like a sales process, recruitment marketing goes hand in hand with your candidate sales effort. Congratulations on this line on your website: “Stephens & Smith offers a $3,500 hiring bonus, competitive wages, health and dental insurance, 401(k) and is an employee owned company- Join our team and become an OWNER!” This simple approach answers candidates’ questions before they ask them. More importantly, this sentence builds an applicant’s confidence that this company may be the right company for building a career.

As I read the CFA members’ websites, I noticed that some companies do not have a “careers” tab or even state that they are hiring. That could be because they are fully staffed – in which case, congratulations! If not, however, consider that a person is likely visiting your website for one of two reasons:

1. They are a potential client.
   
2. They are a potential candidate and are indicating an interest in your company by visiting your website. Give them something interesting to look at! Make it EASY to apply!

An additional little tip is to ensure that your website is mobile compatible. Many people are using mobile phones as a replacement for computers, especially in their career search.

Construction workers rarely have resumes. Superintendents, managers, and customer service representatives may have resumes – but even then, they may not pass the Indeed or Applicant Tracking System screen. Look at all submitted resumes because even if they are not qualified for one position, they may be qualified for another of your positions.

One feeling that lingers from my construction days is the instant gratification that I felt every day on a construction site. I was excited when the footings were poured. Foundation walls and slabs were coming soon! You can persuade candidates with these two dreams:

1. The satisfaction of seeing a job well done at the end of the day. 
   
2. This job could be their foundation for a new career!
   

Remember, recruiting is a SALES process!

About the Author:

Bill Humber, The RecruiterGuy is nationally known as an engaging speaker, expert talent attraction consultant, and career transition professional with multiple books published.  He is also the latest consultant member of the Concrete Foundations Association.

Bill@RecruiterGuy.com

Top 10 Frequently Cited OSHA Standards for Construction

By Evolution Safety Resources

Each year, the Occupational Safety and Health Administration releases the Top 10 Most Frequently Cited Standards from the previous fiscal year. By releasing the list, OSHA hopes to bring greater awareness to the standards most commonly cited for violations to help employers focus their employee-safety efforts in the workplace.

“Throughout the pandemic, workplace safety has become more important than ever,” says Julia Kunlo, CSP, vice president of Evolution Safety Resources. “Although incredible advancements are made in safety each year, the OSHA Top 10 list reminds us that we must continue to pinpoint areas where we can improve so we can better prioritize workplace safety in the future world of work.”

OSHA has separate sets of standards with different rules to address safety concerns for the construction, agriculture, and maritime industries, in addition to their general industry standards. OSHA’s website is a great resource, where you can search the Frequently Cited OSHA Standards by North American Industry Classification System Codes as well as by establishment size and by federal or state jurisdiction.

Fall protection (1926.501) remains at the top of the list for the 11th year in a row, followed by respiratory protection (1910.134) and ladders (1926.1053). Hazard communication, which spent the last several years at number two, moved to the fifth spot on this year’s list.

Below is the Top 10 Frequently Cited OSHA Standards for Construction for the 2021 fiscal year. Included are the title, standard number, and number of citations issued.

Top 10 Frequently Cited OSHA Standards for Construction

1. Fall Protection – General Requirements (1926.501)

• Title: Duty to have fall protection
• 5,295 citations

2. Respiratory Protection (1910.134)

• Title: Respiratory protection
• 2,527 citations

3. Ladders (1926.1053)

• Title: Ladders
• 2,026 citations

4. Scaffolds (1926.451)

• Title: General requirements
• 1,948 citations

5. Hazard Communication (1910.1200)

• Title: Hazard communication
• 1,947 citations

6. Lockout/Tagout (1910.147)

• Title: The control of hazardous energy
• 1,698 citations

7. Fall Protection (1926.503)

• Title: Training requirements
• 1,666 citations

8. Personal Protective and Lifesaving Equipment (1926.102)

• Title: Eye and face protection
• 1,452 citations

9. Powered Industrial Trucks (1910.178)

• Title: Powered industrial trucks
• 1,420 citations

10. Machine Guarding (1910.212)

• Title: General requirements for all machines
• 1,113 citations

Key Takeaways

The 2021 list is close to being identical to the 2020 list in terms of which citations made the Top 10. In fact, the list has been fairly consistent for years, with most of the same standards topping the list for citations year in and year out. Employers should take note of this list and try and incorporate these concerns in their safety training and toolbox talks. Violations for standards revolving around fall hazards continue to dominate the list, which is not surprising since falls are the leading cause of construction worker deaths every year. Six of the 10 standards making the list have to do with fall protection, ladders, and scaffolding.

While OSHA citations are costly in themselves, the potential costs of hazardous conditions on the job are far greater than just potential fines. Costs of unsafe workplaces may also include employee injury, property damage, increased insurance premiums, bad publicity, employee turnover, and more.

Avoidable, Yet Costly, Safety Violations

One of the reasons companies find themselves in violation of health and safety mandates is because rules change, but companies do not always keep themselves appraised of these changes. It follows that they do not make sure their employees’ know of health and safety legislation, rules, and regulations.

Failure to keep current and to ensure employees receive appropriate, regular, training and recertification can have disastrous results. Employees may be hurt or killed. Expensive equipment may be damaged or destroyed. Lost work hours due to preventable injuries may result in loss of production, increased insurance premiums, and bad publicity for the company.

It is also important that your team feels comfortable reporting close calls in the workplace in order to prevent a possible incident in the future. OSHA defines a near miss as an incident in which no property was damaged and no personal injury was sustained, but where, given a slight shift in time or position, damage or injury easily could have occurred. To learn more, read our blog post, “How Reporting Close Calls Can Prevent Future Incidents.”

If you need assistance understanding OSHA standards or you are interested in learning about the steps we take to ensure workplace safety and compliance, let’s get the conversation started today. Our experts at ESR are ready and available to help. We offer free consultations and will develop complimentary improvement plans.

THE CFA WELCOMES NEWEST MEMBERS & SALUTES LONG STANDING MEMBERS

Welcome New CFA Members

WE ARE, THE CFA

Repositioning Your Anchor

Staying calm and focused during times of stress, challenge, and change.

By Mary C. Kelly, ProductiveLeaders.com

People who have not spent much time on boats or ships are often surprised to learn that the boat’s anchor does not hold it in place. The anchor is not tied to the bottom of the ocean. The anchor is dropped and positioned, and the weight of the chain is what keeps the boat from drifting away.

Boat anchors are checked and repositioned when the tides, winds, and drifting causes the boat to move. Sometimes the anchor gets snagged on coral or debris, and when the crew goes to pull the anchor up, it can get stuck. In this case, the boat must be repositioned to release the anchor from the unseen hazard. What is normally a tool of stability, and a valuable part of the ship, becomes a challenge, so the anchor must be repositioned.

Sometimes we need to evaluate our sense of stability and reposition where we are, like repositioning a boat’s anchor. The practice of repositioning allows us to decrease stress, increase focus, and ignore irritations. Here are four ways to stay grounded and focused, regardless of the situation.

1. Breathe!
   During times of stress or irritation, it is natural to take shallow breaths. To anchor in the moment, pay attention to your breathing. Make a conscious effort to breathe in slowly and deeply, following the path of your breath with your mind. Feel the air [move your body as it moves] through your body. Breathe out slowly and gently, again paying attention to the movement of your body as air passes through it. Concentrate on feeling a subtle energy shift of calm.
2. Check in with your five senses
   If you are finding it a little tricky to access your inner peace or you are distracted, try the five senses check-in. Make a conscious decision to disconnect from distractions and focus your awareness, one sense at a time, on what you can see, feel, hear, smell, and taste in that moment. This grounds you in the present moment by making you more aware of what is impacting your space. This can be especially helpful when you feel stressed or harried.
3. Mind like water
   Take every opportunity that comes your way to practice being calm, especially during a crisis, when others are feeling frantic. Being calm puts us in a place where we control our mental and physical reactions during challenging moments. Some people find it helpful to picture the surface of a calm body of water and think, “mind like water.” Great times to practice this are times when you might feel frustrated and impatient, like waiting in line or sitting in traffic. Put a half-smile on your face and remind yourself to remain calm.
4. Use repositioning techniques to create thinking space
   No matter how busy you are, you can use repositioning techniques to build more space into your day. Before you send an email, take time to breathe, notice your breath, then decide if you want to send the email.

Choose to ignore or switch off your devices. Schedule five-minute breaks to reposition between activities and projects. Practice being present around other people. Give other people your full attention and respect, and you will have more meaningful and productive conversations.

Concrete Foundations Association Continues to Lead

By Skye Kelley

Over the last decade, CFA has documented in numerous articles in our magazine the interpretations for certification requirements in operating the staple equipment of the foundation contractor referred to as knucklebooms or truck cranes.  The Occupational Safety and Health Administration (OSHA) requires employers in the construction industries to comply with a requirement for crane operator certification.  The final rule became effective November 9, 2017.  While debate took place over the proper application of the exemption for “material delivery”, repeatedly Association leadership has met with OSHA in Washington D.C. to determine and affirm that it cannot be applied to the delivery of forming equipment, staging it into convenient positions and returning to remove that equipment (forms) from the hole when the foundation walls are completed.

Therefore, a proactive position has been developed in recent years to advance the professional development of the foundation contractor members of the Association.  Taking place both in-person and using virtual platforms for the education component, dozens of key company operators have already experienced the significant advantages of becoming an NCCCO (National Commission for the Certification of Crane Operators) Certified operator.  NCCCO is one of the three certification bodies approved by OSHA to offer and manage this requirement.

In April, the Concrete Foundations Association partnered with Irving Equipment to host a multi-day crane certification event.  The NCCCO class focused specifically on Articulated Boom Cranes, the standard knuckle boom.  

Lane Irving states “we choose to host the certification classes because we firmly believe it’s a good thing to have.  Even if you don’t technically need it, it helps with piece of mind.  Mark Irving and 2 of our shop guys signed up for certification because we figured if we were selling the equipment, it only makes sense for us to have the education too.  We understand it can be costly, but the benefits outweigh the price”. 

Employers that invest in workplace safety and health can expect to reduce injuries, fatalities and illnesses.  This can result in cost savings in a variety of areas, such as:

• Lowering workers’ compensation costs and medical expenses
• Avoiding OSHA penalties 
• Reducing costs to train replacement employees
• Reducing cost to conduct accident investigations 

Several CFA member employees joined the Irving’s in Ohio and walked away feeling empowered.  Aaron Dubeck from Thompson Concrete Foundations states “The instructor was very knowledgeable and explained things thoroughly.  Irving Equipment was a great host with great hospitality.  I would recommend any crane operator take this class to gain a better education.”  

Similarly, Michael Bates from Rite-Way Foundations said “Mark and Lane Irving were very welcoming with their facility and Overton Safety did a fantastic job in further educating me on safely and efficiently operating our crane truck on a daily basis”. 

Both Thompson Concrete Foundations (OH) and Rite-Way Foundations (GA) had two representatives each from their company attend the course.  The investment into further educating their team members not only provides stronger confidence but a greater appreciation for the company they call home. 

Have you been considering taking a leading position in the industry while insulating your company from potential citation?  If so, an upgrade from this thought is to use crane certification to invest in one or more of your key employees.  Contact me for more information on the waiting list for an upcoming class opportunity today, skelley@cfaconcretepros.org.

MAX New Battery Announcement

MAX USA CORP. would like to announce our new MAX JPL91450A /JPL92550A 5.0Ah batteries. The increased Ah allows for more ties and cuts per charge for our rebar tying and cutting tools.

Features

• Replacing the current 14.4V batteries, our new 5.0Ah JPL91450A batteries will allow RB441T and RB611T to tie up to 5,000 ties, RB401T-E to tie up to 4,500 ties, and RB398S to tie up to 4,000 ties in one charge.
• Replacing the current 24.4V batteries, our new 5.0Ah JPL92550A batteries will allow PJRC160 to cut up to 310 times on #5 rebar.
• Chargeable in current MAX JC925A chargers.
• Batteries in our TWINTIERs, Rebar Tiers and our PJRC160 rebar cutter products will be switched to the new JPL91450A /JPL92550A batteries in a running change.

Euclid Chemical Acquires Cement Grinding Aids and Additives Business

Euclid Chemical Company, a leading manufacturer of concrete and masonry construction products, announced today that it has acquired Chryso’s North American cement grinding aids and additives business. Terms of the transaction were not disclosed.

The acquired technologies are sold to cement manufacturers to enhance the performance of cement and to reduce CO2emissions during its production. Cement is the key ingredient in concrete, the world’s most widely used building material.

“This is a strategic acquisition that more closely aligns Euclid Chemical with the cement industry, while complementing our strong offering in the concrete industry,” said Euclid Chemical President Tom Gairing. “In addition, the sustainability benefits of these products support customer demand for more environmentally friendly solutions, as well as our mission to build a better world for all of our stakeholders.”