The Associated General Contractors‘ Oregon-Columbia chapter has named Josh Tompkins as chief executive officer, the organization announced last week. He will begin work by the end of this month.

Tompkins succeeds Mike Salsgiver, who will work with Tompkins during a transition period through the remainder of the year. Salsgiver will retire in January 2027 after 19 years of leading the chapter.

“Mike’s someone I’ve always viewed as a professional mentor,” Tompkins said, noting that he will take advantage of the overlap period to make sure he has all the tools he needs to be successful.

“Josh brings a strong understanding of the intersection between business and public policy, as well as a demonstrated commitment to our industry,” Brandon Flint, president of the chapter’s board of directors, stated in a press release. “T��� board is confident that he will provide steady leadership and build on the chapter’s long-standing work on behalf of our members.”

Tompkins is well-known within the association and has attended a lot of its events, Flint said.

“One of the key factors (in selecting) him was he understands Oregon landscape and can navigate Oregonians,” he said.

Tompkins has experience in business, public policy and regional economic affairs, along with a long-standing connection to AGC’s Oregon-Columbia chapter. Since December, he has served as president/CEO of the Washington County Chamber of Commerce. Past roles include business and talent development manager at Dick’s Auto Group and president of Associated Builders and Contractors‘ Central Texas chapter.

Dick’s Auto Group has been a member of AGC’s Oregon-Columbia chapter since 2017, Tompkins said. The relationship has involved community outreach and sales of vehicles to contractors.

He was also a board member and chair of the AGC chapter’s Professional and Industry Associates Council and vice chair of its Workforce and Professional Development Committee. Tompkins said he has about eight years of experience working with the organization that has provided him with a lot of insight into the CEO role.

“T��� AGC Oregon-Columbia chapter is a very high-performing organization,” Tompkins said, adding that one of his goals as CEO is to maintain that standing.

Other goals, he said, are to ensure members continue to have great experiences as well as dig into workforce development and apprenticeships.

“This is an opportunity I’ve looked at for years as a big career goal,” he said.

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Earlier this month, Oregon Tradeswomen Inc. announced the winners of its first “Woman on the Rise!” awards to spotlight exceptional women participating in apprenticeship programs in Oregon. To mark National Apprenticeship Week and Women in Apprenticeship Day, the 91��Ƶ asked the four winners to share their stories and offer some insight and suggestions for companies looking to attract and retain women in the construction trades. Here’s what they had to say:

Name: Isis Roshon Harris

Status: fourth-term apprentice

Trade: Electrician

Union affiliation: IBEW Local 48

91��Ƶ: How did you end up in an apprenticeship in the construction trades?

Harris: I was originally exposed to the construction industry as a student of YouthBuilders. … I was a single parent of two by the age of 17, so it was a very hectic time in my life and my focus wasn’t as heightened as was required to be successful.

In 2005-11 I served a sentence at Coffee Creek Correctional. During my incarceration my two teenage sons began to get in trouble with the law and were in and out of youth facilities. I used my time behind bars as effectively as I could. I enrolled in school before I came home (March 3, 2011) and was sitting in class at Portland Community College (25 days later).

In December 2013 I was unemployed, and near eviction, when my oldest son was shot in the face. He survived but is badly scarred and was jailed again as a result of collateral damage caused by his trauma. My youngest son was already incarcerated and facing a lengthy sentence.

By January 2014 I enrolled in Constructing Hope Pre-Apprenticeship program. It was unpaid and I was broke, but I knew if I didn’t make a change in my life I was going to self-destruct in a hailstorm of depression guilt. … I tested to get into the apprenticeship training program twice. I failed the test the first time and had to wait another six months to retest. … I spent a year and a half waiting to enter apprenticeship. … I’m now in the Inside apprenticeship program, which is where I’ll finish.

91��Ƶ: It’s widely acknowledged that it can be harder for women (than men) to succeed in the world of construction trades. Why are you willing to enter a field where you may have to work harder – or smarter – just to be given a fair chance at creating a career for yourself?

Harris: I’m personally willing to work hard and use my head doing it because I have no choice but to push a hard line at this point in my life. I not only have something to prove to myself – that I am capable, strong and smart with the perseverance to stay the path – but also to my sons so that when they do come home they will know that despite their past mistakes they can create a beautifully fulfilling future. I have to be the example of that.

91��Ƶ: What do you think building industry players should be doing differently or better to attract more women to careers in the trades? To retain them?

Harris: I think the key to attracting more women to the trades is showing them other women in the trades, having face-to-face interactions. Mentorships would be very useful in providing support, information and encouragement to women interested in pursuing a trades-related career. Ongoing training for staff and rank-and-file members on inclusion, equity and harassment-free workplaces should be standard.

Retention of women in trades could be helped with mentorship, safe and confidential reporting systems for harassment. … I do believe there should be an open communication channel for women to be able to give feedback without fear of repercussion about what helps them to learn and retain information.

Name: Katie Kuchta
Status: journeyed out Nov. 3

Trade: Laborer
Union affiliation: Oregon and Idaho Laborer 737
91��Ƶ: How did you end up working in the construction trades?

Kuchta: I always knew I (was meant) to do something wonderful; I just didn’t know what it was. I was tired of being a bartender not having a retirement or pension or barely being able to take care of myself and my son. I knew I wanted to make an honest living wage and be able to provide solely for my son and not rely on anybody else. I grew up around a lot of construction workers and didn’t know there was a spot for me in this world in the construction industry (until) I met somebody who told me about Oregon Tradeswomen Inc. (OTI) and I jumped on it! I first became a laborer in July 2015. I first did dispatch as a subcontractor for Skanska. I knew to work very hard and it would pay off, and it did – three months into my apprenticeship, I got (hired) by Skanska and now I’ve worked for (the company) for two and a half years.

91��Ƶ: Are you involved in any industry-related volunteer work?

Kuchta: I now mentor women at OTI and whenever I can out there, in grocery stores, at gas stations, and just on the streets.

91��Ƶ: It’s widely acknowledged that it can be harder for women (than men) to succeed in the world of the construction trades. Why are you willing to enter a field where you may have to work harder – or smarter – just to be given a fair chance at creating a career for yourself?

Kuchta: Being a woman on a job site is actually pretty empowering. When you go to a job site and there are other women, they’re so happy to see you that there’s none of this egotistical (stuff). I feel the best part about being a laborer is, at the end of the day you look back and you’ve made your job site a better place to be.

When it comes to dealing with men trying to pick up on you at work or belittling you because you’re a woman, I haven’t much run into that, but I’ve heard of it happening. I just let them know that I’m here to make an honest living wage and to make a better life for myself. Luckily I work with a great crew and team. We’re family … we look out for each other and protect each other (and) make sure at the end of the day we all go home alive.

91��Ƶ: Is there anything else you’d like to share?

Kuchta: My biggest goal on the job site is to work harder than the boys. Women can do it, too. The guys are always there to help and willing to teach you how to do things as well. … You put your foot down from the start, let them know where you stand and that you’re willing to learn and you can do it, too. Someday we women will be superintendents and higher-ups. Just remember, I got you, sister!

Name: Heather Mayther Perez

Status: eighth-term apprentice

Trade: Carpenter

Union affiliation: Local 1503

91��Ƶ: How did you end up in an apprenticeship in the construction trades?

Perez: Since I was 15 I worked as a painter’s helper for my Uncle Chris’ residential painting company. I enjoyed working with my hands and learning new skills. I worked in an office for a few years and didn’t like that environment. When I was 28 I gave birth to triplets. I knew I needed a career that I could advance in, make a good wage, and have health benefits for them. I saw an ad for (Oregon Tradeswomen Inc.) and gave them a call. Have yet to regret it!

91��Ƶ: What, so far, have been some of the biggest challenges?

Perez: Moving through the different aspects of carpentry can be challenging. For example, finish carpentry looks nothing like concrete work, which is what I do now. Having children and trying to balance overtime or having to say “no” to more hours is difficult. I’m self-conscious about being “the mom” on the crew who has doctors’ appointments or if I have to leave when one (of my children) gets hurt, etc.

91��Ƶ: Are you involved in any industry-related community or volunteer service and/or organizations/affiliations? If so, what are they?

Perez: I am focusing on making my monthly union meetings and forging a path within my local.

91��Ƶ: It’s widely acknowledged that it can be harder for women (than men) to succeed in the world of the construction trades. Why are you willing to enter a field where you may have to work harder – or smarter – just to be given a fair chance at creating a career for yourself?

Perez: Creating a life full of experiences for my kids drives me. It pushes me to want to be successful in the trades. Peeps who choose this path are naturally hard workers and not looking for an easy road per se. Having some really incredible journeymen have been invaluable to me. My greatest mentor yet was a superintendent, Duwayne Gilbert, who never let me take the easy way, and encouraged me.

91��Ƶ: What do you think building industry players (including project owners, general contractors and unions) should be doing differently or better to attract more women to careers in the trades? To retain them?

Perez: Having a zero-tolerance harassment policy that is actually enforced sets a tone. Women deal with this in many forms, but the hesitation comes when you hear current tradeswomen share their (negative) experiences and what little repercussions there are.

91��Ƶ: Is there anything else you’d like to share with 91��Ƶ readers?

Perez: We all have something that motivates us. Encouraging each other is important in this difficult work. If we build each other up like we build the Portland city skyline, we’d have that many more … skilled journeymen.

Name: Carly Rush

Status: third-year apprentice

Trade: sheet metal

Union affiliation: Local 16

91��Ƶ: How did you end up in an apprenticeship in the construction trades?

Rush: I did mostly office work after becoming a mom and was never content after the challenge of learning a job was complete. A family friend is an electrician, and she encouraged me to apply to the local IBEW at a time when I was very unhappy at an apartment management job. I had worked for Safelite Auto Glass for four years before I had my first child and had enjoyed warehouse work and being a rock chip repair tech, so the trades didn’t seem like a stretch to me.

I qualified for the apprenticeship but did horribly on my panel interview, which landed me in a very low rank on the pool of eligible apprentices. I was pointed in the direction of Oregon Tradeswomen in order to boost my rank in a re-interview later on. While in the OTI pre-apprenticeship class I found that being a sheet metal worker interested me much more than being an electrician.

91��Ƶ: What, so far, have been some of the biggest challenges?

Rush: Believing in myself. I am my worst critic, and I’m much too hard on myself. I constantly have to remind myself I’m learning and it’s OK to mess up – that’s the best way to learn.

91��Ƶ: It’s widely acknowledged that it can be harder for women (than men) to succeed in the world of the construction trades. Why are you willing to enter a field where you may have to work harder – or smarter – just to be given a fair chance at creating a career for yourself?

Rush: The first reason I’m willing is to provide for my family. I get fair pay and excellent benefits for my whole family. Despite being my worst critic, I know I can be just as good as any man at my job. It can be stressful at times knowing I have to work harder than a male counterpart to be considered just average at my job, but I thrive when I’m being challenged.

91��Ƶ: What do you think building industry players should be doing differently or better to retain women in the trades?

Rush: Give women more opportunities. I sometimes feel like I’m not given a chance to do harder work because I am good at keeping a job organized and get stuck in that role. Women need just as much experience and knowledge in all aspects of the work. Treat us as you would any co-worker.

I don’t feel that I’ve been bullied or harassed, but I do feel that I’ve been pigeonholed at times. One of my strong suits is organization and at times I’ve felt stuck there. I am lucky to have had journeymen that I’ve worked with that have advocated for me to get more well-rounded experience when I haven’t felt comfortable speaking up as an apprentice. I want to be treated the same as any other apprentice, so stop offering to carry things for me. I will ask for help if I need it.

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Apprenticeships have been receiving extensive news coverage lately.

Most recently, President Donald Trump signed an executive order to encourage “more affordable pathways to secure high-paying jobs by promoting apprenticeships and effective workforce development programs.” The president announced the order by saying we need to, “celebrate the dignity of work and the greatness of the American worker.”

Although few details have been provided on what new programs the government could provide for apprenticeships, the administration deserves credit for calling attention to this excellent opportunity. The details are being left to Secretary of Labor R. Alexander Acosta to settle. The hope now is that more employers will embrace apprenticeships and that new programs will be established.

It’s a wonderful initiative, but one that’s fraught with uncertainty. Contractors in need of skilled workers should simply embrace apprenticeships – with or without an executive order. Government can only do so much and opportunities for construction apprenticeships already exist.

Apprenticeships are a simple means of passing down trade knowledge. It’s a system that works. The ancient Egyptians trained apprentices. The American patriot Paul Revere was a silversmith apprentice and, at the tender age of 12, Benjamin Franklin was a printing apprentice. Throughout the centuries, apprenticeships have flourished as a means of training new recruits to the crafts and trades.

One reason apprenticeships have stood the test of time is that they have adapted and changed with society. Apprenticeships are no longer dead ends offering no opportunities for advancement or continuing education. They are instead part of a path that leads to many good things, including supervisory roles, entrepreneurship, an associate degree, a bachelor’s degree and even construction management. Apprentices earn above-average incomes, often out-earning four-year college graduates. With little or no debt after graduation, anyone who has completed an apprenticeship will receive an excellent opportunity for immediate advancement in life.

With every apprenticeship, there must be someone willing and able to teach a trade and someone willing and able to learn.

Here’s why all contractors should consider becoming an approved apprenticeship trainer:

Productivity

Someone who is properly trained in a technique or skill can outperform someone who has not been trained or has little on-the-job training. Downtime is minimized because of this greater degree of competency.

Retention

Long-term training programs like apprenticeships typically have more value and are viewed as leading to a career. In general, those who are in “jobs” tend to move to other jobs. Those who are in “careers” tend to stay put.

Quality

Apprenticeship training tends to give participants pride in their trade and the quality of their work. Also, companies that offer apprenticeships often attract better applicants.

According to research from the American Society for Training and Development, companies that spend $1,500 or more per employee, per year, tend to have income that is 218 percent higher per employee than those with less comprehensive training. Their profit margins similarly tend to be 24 percent higher.

So what are you waiting for? Let’s hope it’s not the government. Every year at this time, new trainers are signing up to help the latest crop of apprentices get into the trades. If you’ve ever had thoughts about becoming a trainer yourself, now is the time.

There is no way to tell if the president’s executive order will pay dividends to our country over time, but it’s a good bet that becoming an approved apprenticeship trainer will pay dividends for your construction firm.

Kyle Schwarm is the marketing and communications director at the Associated Builders and Contractors of Wisconsin.

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