Fact: Facilities Management is Facing a Staffing Crisis

See below for some background as well as a few ideas on how to respond.

According to a recent College and University Professional Association–HR survey the median age of the skilled craft workforce is 54, with more than half of those people between the ages of 50 and 65. Only 17 percent of that workforce is under 40. Employees aging out is but one of the challenges. In addition, there is competition from the private sector, new certification requirements, changes in technology, and a younger workforce with different values surrounding work, says Andy Brantley, president and CEO of CUPA–HR.

Brantley says that even once employees are on board, retaining them is also challenging, referencing the 2023 CUPA-HR findings on workplace retention. The report found that out of 58.9 percent of those working in facilities/materials management/operations, 23.5 percent were very likely, 11.5 percent were likely, or 23.9 percent were somewhat likely to leave their jobs in the next 12 months. Only 41 percent were unlikely or very unlikely to leave.

What did employees tell the researchers about why they would want to leave? 53 percent of respondents ranked the desire for a salary increase as the number one reason, followed by the opportunity to work remotely (11 percent) and promotion/more responsibility (six percent), which was tied with those who wanted a more flexible work schedule.

Recruiting ideas:

• Depending on the position(s) ensure announcements are posted on as many sites as possible, including APPA , IFMA and The Chronicle of Higher Education.
• Reach out to Groups that are aligned with women or minorities.
• Establish relationships with Vocational Schools and Community Colleges that have programs for the Trades.
• Work with unions to tap into apprenticeship programs or start your own.
• Partner with Temp Services companies on a temp to hire relationship.
• Cross train staff to develop internal applicants and promote from within.
• Conduct job fairs and utilize your current staff to lead the discussions.
• Student workers
• Existing employees – tap into their personal networks
• Contractors

 Attracting and Retaining New (and probably younger) Employees:

• Make sure salaries are competitive
• Think about extra benefits such as parental leave and more flexible hours
• Demonstrate various career paths available
• Establish recognition and motivational programs
• Train supervisors and managers on dealing with the new generation of employees
  • Listen
  • Explain why
  • Be open minded and flexible
  • Communicate with texts/emails when appropriate
  • Follow up and check on them routinely
• Embrace technology, listen to new ideas from new hires

We need to proactively show the value of being in educational facilities management and show prospective and existing employees that there is growth and development, and that they can have a strong career path.