Nine students sit attentively in two rows at wooden tables facing a large projector screen. Their instructor, Ron Lowe waves his hands wildly in the air as he embeds the material into his students’ minds. After their two-week training is complete, these nine students will have the opportunity to apply their skills on the job at a company where they can earn between $12.85 and $24 an hour, regardless of their higher education status. These students have signed up to acquire training in construction trades through the free Indiana Plan.
Since 1970, the Indiana Plan, a 501c3 not-for-profit corporation, has engaged with thousands of individuals who want to become involved in the construction trades. The program’s mission is to address and correct the problem of low minority participation in the union building trades. The Indiana Plan offers comprehensive services for participating contractors who work with them to find recruits. The program also offers service for the minority and women workers they help train and find employment in Indiana’s union construction industry. The overall mission of the plan is to help recruits achieve job placement while they work toward acceptance into a formal apprenticeship program.
“It’s really one of the best kept secrets, because people get excited when they hear about us,” said Karen Kelly, program coordinator for the Indiana Plan. “People have no idea we’ve been around for so long, and we want people to know about us and learn about our free services. The fact that we’re still in existence shows we’re still needed.”
The Indiana Plan began as a result of Executive Order 11246 from President Lyndon Johnson in 1969 and, according to the Indiana Plan, is the only pre-apprenticeship program endorsed by the Indiana State Building Trades.
Participants of the Indiana Plan program have the opportunity to learn skills from 14 different trades: bricklayers, carpenters, cement masons, electricians, glaziers, heat and frost insulators, ironworkers, laborers, millwrights, operating engineers, painters, plumbers and pipefitters, roofers and sheet metal workers.
Training for these trades take place across the State of Indiana, as the Indiana Plan has locations in Indianapolis, Gary and Evansville. Program candidates apply online about six weeks before the orientation session, and those who meet program requirements —a high school diploma or GED, a valid Indiana driver’s license and over the age of 18 — are sent invitations to the session.
During orientation, Indiana Plan staff overview expectations and candidates are required to pass the “Test of Adult Basic Education” at a ninth-grade level or higher. They must also pass a drug test. Those who meet the requirements begin the 80-hour training the following Monday.
Kelly said although she invites roughly 130 individuals to each orientation, only about 30 show up the day of the session.
“We knock out 70 percent (of people) many times because of driver’s license issues. They say they have a valid driver’s license but they don’t always. Once they get to class, we lose people to tardiness because the trades are very strict about staying on time, and our program mirrors that. You have to be committed, because we give you all of the tools to get into the trade.”
The current class began with 16 individuals and now holds nine.
The curriculum provides a solid background in construction trades, basic life skills and adult basic education. The curriculum, which is approved by the U.S. Department of Labor’s Office of Apprenticeship, includes OSHA 10 safety training, mathematics and minute (but very important) tasks, such as reading a tape measure. In addition, participants earn an associate degree in applied science from Ivy Tech Community College while completing an apprenticeship program after their time with Indiana Plan.
Upon completion of training, the Indiana Plan works with candidates to place them into construction jobs at a training wage, providing participants with a broader opportunity for employment and valuable experience as they apply to become apprentices within their chosen construction trade. Currently the job placement rate is at 85 percent, which is slightly below the last class’ placement rate, as Indiana Plan staff is continuing to place those who have completed the program.
“College isn’t for everybody, and not everyone can afford it,” said Devon Doss, executive director for the Indiana Plan, who also completed the program in 1995. “We’re not a job placement place or temp service. We want to place you into a career.”
To recruit more young people, Doss has previously worked with Indianapolis high schools through their JAG (Jobs for American Graduates) program. He is also in the process of reaching out to one of the program’s most famous participants, comedian and actor Mike Epps.
Ejaaz Mwaafrika, 27, a current Indiana Plan participant, said after attending college for a short period, he was seeking a career change.
“I had some experience working with carpentry, and I’ve learned a lot of things from this program. Lots of fractions, and the math the trade involves,” he laughed. “I’m enjoying the passion the instructor has, because they really want to help you and see you succeed. I recommend this program for a lot of people who want a different outlet besides college. If you’re lost and young, I would try this before anything. You make good money, and you learn a trade, which can open up many doors of opportunity.”
The average age of participants of the program is 28, but staff members hope to lower that age and target those graduating from high school through education programs and social media. The Indiana Plan also works with construction companies who seek minority workers, but sometimes a high volume of calls can be cause for suspicion.
Doss said he believes there is a 50/50 chance a company genuinely wants minority candidates, while others are looking to fulfill auditing requirements.
“It’s really hard for them to recruit minorities, because they don’t know where to go, and for us it’s us getting the word out to show these resources are available,” he said. “When they get that letter from the Department of Labor saying they’re going to be audited, that’s when we get a call. We get emergency calls, and that is how we know some just want to get past the audit.”
Despite the intense auditing process, several companies are matched with quality candidates, including women. The Indiana Plan averages about two women per class, and at least one candidate not of color. The program does struggle to recruit Asians and Hispanics. Kelly believes a language barrier may be the cause.
“We send information to organizations, but we don’t get a lot of information back,” noted Kelly. “Getting through us is the easy part. Even if we have a staff member who speaks another language, they won’t have that outside of this program.”
Clarissa Noland, 32, heard about the program from a friend.
“After a friend finished the program, I could tell she really enjoyed it. She now works at Eli Lilly as a laborer and makes great money for her family.”
The Indiana Plan hopes to continue these success stories and attract more talent in the community.
“There are people who may have a GED or a felony and they’re making lots of money and providing for their families,” said Doss. “When they finish the apprenticeship they could make 51 (thousand) total package (per year), and that includes health insurance. This is something for our community to take advantage of.”
The next orientation session for the Indiana Plan is Nov. 23 at 8 a.m. To apply or learn more about the Indiana Plan, visit IndianaPlan.org.
