Often when we are talking about the future of work, we are talking about people. People are, in fact, one of the most important technology enablers. As we move forward into the future of work, we must invest in our people. In the construction industry, there are several programs that recognize this need and are driving this forward.
Let’s journey to Texas A&M University and take a look at its CMAP (Construction Management Apprenticeship Program), which is introducing new opportunities for recent high school graduates, veterans, and early-career professionals to begin building a career through an accelerated training program.
With a grant from the U.S. Dept. of Labor, Texas A&M launched CMAP as an entry point into the construction industry. Students spend eight weeks in the classroom and hands-on workshops, followed by a 16-week paid internship with leading Texas construction companies. For many, this will be the first step toward their construction careers and advancement into project management or leadership roles.
A Closer Look
The first cohort of eight students began the program in June, participating in a mix of lectures and practical activities. Students were instructed by Texas A&M faculty and staff from the Dept. of Construction Science, along with local industry professionals. They learned the basics of plumbing, HVAC (heating, ventilation, and air conditioning), and electrical wiring, poured concrete for sidewalks and even built a woodshed.
Also, in addition to technical skills, students are learning soft skills and durable skills. The students earn OSHA (Occupational Safety and Health Admin.) 30 certification and complete first aid and CPR training. Students are also coached through their ideal career paths. In some cases, this could be a bridge to bachelor’s and graduate programs or to other paid internships and mentorship programs in Texas.
To prepare students for internships, CMAP hosted a private career fair where students had the opportunity to interview directly with 14 companies. The program successfully matched all students with paid internships, pairing them with internal mentors who will guide their growth and give them a jump start on their careers in construction. Applications for the next cohort open in spring 2026.
What’s Next
Of course, training such as this is only one way to invest in our people. We can also upskill crews already on the job, do toolbox talks, and mentor.
At the same time, construction teams might rethink some of the roles and structures of the roles on our jobsites, as technology becomes more readily available. Technology can take on some of the more manual, repetitive roles, and the workers can then step into more critical thinking roles.
All of this is an evolution though, one we need to plan for and build a solid foundation, and of course it all begins when we align technology with the people and the process.
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