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n <br />Resource Planning and Training <br />As we encounter cities, towns, and communities, Renascent is committed to giving back. <br />Not only by clearing the way for a new beginning but by supporting the local businesses <br />and people. Our goal is to provide work opportunities within the local community and <br />create paths to careers that will benefit local families and businesses. Renascent will help <br />people, businesses, and the city take full advantage of the opportunities that are made <br />available through this project. <br />10% Out -of -State Talent <br />Hiring Local <br />Renascent will work with the local union to employ as many <br />people as possible from the area. Key out-of-state talent will stay <br />local to the project. <br />Training <br />Renascent believes in providing people, cities, and businesses <br />with a better future. To give them that future, we actively <br />participate in apprenticeship and mentoring programs, <br />internships, college scholarships, and industry specific certifications. <br />Beyond the apprenticeships of the local unions, we have an in-house mentorship <br />program that requires all new field team members to with experienced personnel until <br />sufficiently trained in our processes. All new field team members are required to obtain <br />OSHA 10. Tenured team members are have OSHA 30, CPR/First Aid, Asbestos Awareness, <br />HAZWOPER, rigging, excavation and on -going training for task specific training. <br />Communication With the Community <br />Renascent looks forward to working with City Water, Light, and Power to develop a plan <br />to build upon and continue the good will which City Water, Light, and Power has already <br />extended to the community. Renascent's team understands the importance of good <br />neighbors and will work tirelessly to maintain a positive relationship throughout the project. <br />Training Programs <br />LiUNA Laborers <br />The Laborers' Apprenticeship is designed as a two-year program. A minimum of 2400 <br />hours of on-the-job work training and 360 hours of classroom training is required over <br />the course of two years in order to become a journeyworker. Apprentices start at 60 <br />percent of the journeyworker's rate and progress to 70, 80, 90 and 100 percent as they <br />fulfill specific work and training requirements. Benefits are established using the same <br />guidelines as forjourneyworkers. <br />IUOE Local Operators <br />Renascent Inc. I Statement of Qualifications <br />