At a jobsite in Orange, Texas, crews are building more than a power plant. They’re working under pressure, learning new skills and stepping into roles that will shape their careers — because the future of the craft workforce depends on it.
Across the industry, fewer young people are entering the trades, while experienced hands are retiring. That gap threatens project delivery and long-term career growth. Kiewit and its subsidiaries are tackling the issue head-on, not just by hiring, but by building a long-term plan focused on training, mobility and helping craft professionals grow into the next generation of leaders.
One of those leaders is Johnny Madden, whose path shows what’s possible when support meets the right mindset.
From building to leading
Johnny Madden began his career in construction 20 years ago, starting as a laborer for a competitor and learning pipefitting.
“I started out on my tools and worked my way up,” Madden said. His hard work paid off, advancing him to pipe general foreman. But at that company, Madden felt like he had hit a ceiling. “I started to feel like a number,” he said. “Unless you were going out with the guys after work, doing the whole buddy thing, you were kind of stuck.”
Madden started to explore other opportunities. Not long after, he received a call from Kiewit subsidiary TIC – The Industrial Company.
“The recruiter said, ‘You show us what you got and we go from there.’ He was 100% right.”
Madden accepted a pipe foreman position and relocated to Delta, Utah, to help build a natural gas power plant. His drive soon caught the attention of project leaders, leading to another promotion: pipe superintendent.
Along with greater responsibility and rewards, Madden also received guidance, mentorship and training to set him up for success.
“The other superintendents and project leaders took me under their wing. If you have questions, they’re always there. They want to see you succeed. ”With the support of his team, Madden has continued to build his skills through hands-on experience and additional training opportunities.
“When I began, I couldn’t picture myself as a superintendent, but the opportunities were there. TIC gave me the chance to take them.”
While Madden’s mindset and abilities afforded him his opportunities, he credits his craft background for how he leads.
“You never forget what it’s like out there. TIC values supervisors who understand that. They give you opportunities to build and go beyond that. I want to help others see the opportunities they have, too.”
Civil crews prepare the site for the new Vicksburg Advanced Power Station, helping Entergy Mississippi continue its legacy of powering the local community for more than a century.
From pipe foreman to pipe superintendent, Johnny Madden’s journey reflects TIC’s commitment to developing leaders from the field up.
Madden is now in Houston, Texas, helping plan the Vicksburg Power Project, a combined-cycle power facility, part of a larger series of power projects. He hopes to become a construction manager, continuing his training and collecting experience to one day get there.
The Orange County Advanced Power Station (OCAPS) continues to take shape in Orange, Texas. As part of Entergy’s advanced power program, the project is helping meet the region’s growing demand for clean energy, creating nearly 7,000 jobs during its construction and powering long-term career growth.
Building more than power plants
Madden’s story isn’t unusual at TIC. It reflects a companywide focus on building careers, not just filling roles, and the results are showing up across today’s projects.
In October 2024, TIC began work on the Orange County Advanced Power Station (OCAPS), a new natural gas power facility in Orange, Texas. Designed to support cleaner energy as technology evolves, OCAPS is part of a larger long-term energy program awarded to TIC by Entergy.
Over the next seven years, TIC will build seven similar plants for Entergy with the potential for even more as demand grows.
The Entergy program alone calls for more than 4,000 craft professionals, with many of the jobs overlapping. That means workers must expand their skills and step into bigger roles for current projects and their future careers.
This vision is already unfolding. While transferring workers between jobs isn’t new, project leaders are making these moves more intentionally than ever.
“Meeting labor needs isn’t the only goal. We’re committed to building a skilled, mobile workforce,” said Ron Duce, human resources director for TIC’s Entergy projects. After 30 years with the company, Duce has guided both HR and field teams and seen the company’s craft workforce evolve up close.
ronworker apprentices in the Advanced Journeyman Development Program (AJDP) receive hands-on technical training on site at OCAPS, allowing them to balance career and personal schedules while preparing for the work they’ll soon support.
Programs like the AJDP and mobile training facilities help employees train, grow and succeed. Offering courses in both English and Spanish helps ensure language isn't a barrier.
“Each project sets you up for the next one. You’re honing skills and building a long-term career,” said Duce.
By minimizing downtime between jobs, leaders create more opportunities for craft workers to advance faster.
“When we expose craft to specialized work and provide opportunities within roles, we meet project needs and further develop our people,” said Duce. “We want to build builders who can deliver what’s required today and for the future of the company.”
Building skills. Building futures.
To meet that need, the company continues to expand programs like the Accelerated Journeyman Development Program (AJDP) and mobile training facilities (MTFs), bringing hands-on learning to project sites. Using the National Center for Construction Education and Research (NCCER) curriculum, employees get real-time guidance they can use immediately.
“Steady employment and strong training programs are where we have a real opportunity to get really good at what we do,” said Dave Dukat, TIC senior vice president. Dukat’s craft workforce plays a major role in supporting the labor needs of the Entergy program.
“Our programs help craft professionals grow,” said Dukat. He also believes with TIC’s current backlog, career opportunities are more attainable than ever.
“With the Entergy program alone, it’s plenty of time to progress through a journeyman program and grow into supervisory roles. You can really learn your trade, your job and the company. The opportunities are endless.”
For high-performing craft employees, programs like Key Craft offer advanced technical training and leadership development. Those chosen by project leaders often go on to take supervisory roles.
“We’ve seen success of the program with project safety, quality and productivity,” said Dukat. “We assign a superintendent to work with them, personally helping them with their development.”
As the Entergy program took shape, TIC leaders knew traditional hiring wouldn’t be enough. With multiple large-scale builds ahead, they began looking at new ways to recruit and prepare the workforce, especially in local communities.
In Mississippi, TIC partnered with local colleges to offer evening English and Spanish classes on site. The company also teamed up with workforce groups to provide a free construction fundamentals course, where participants earn a stipend, receive starter tools and work boots, and are guaranteed an interview upon completion.
“We’re giving them tools to get in the door,” said Duce. “It also gives us insight into talent we may not otherwise meet — who are motivated, ready to learn and ready to take the next step in building a craft career.”
Electrical apprentices from another TIC power project are growing their skills through a Spanish-speaking AJDP electrical training class. Many participants in the program have advanced, transferring to Entergy jobs from other TIC projects. It’s an opportunity to learn and carry new expertise into the next assignment.
Operational supervisors meet for the “Play of the Day” meeting, a project-wide check-in to align on daily goals. For developing leaders, it’s an opportunity to see how their work connects to the larger operation.
At the Lone Star Power Station project, team members start their day with “Stretch and Flex,” a time to connect, warm up and prepare. The activity promotes safety by warming up muscles and increasing flexibility to help prevent injuries.
Ironworker apprentices team up for a hands-on structural steel learning activity, applying newly learned lessons. Each level completed in the program brings new challenges and opportunities to take on more responsibility at their projects.
Opportunities that move people forward
Duce’s perspective is shared across the company. For those looking for a career in the trades, the work, training and support available provide great opportunities. But in the end, it’s up to each employee to take advantage of that opportunity to move their career forward.
“There’s always a chance to move up — a clear path,” Madden said. “From laborer all the way up to project manager, they will help you every step of the way with training and classes. You just have to be willing to put in the time and work.”
According to Dukat, this is an especially promising time for the industry, with steady work ahead and opportunities for craft professionals to grow.
“And we’ll give them what they need to succeed,” he said.
