Skill Pay Model

December 3, 2025

Skill Pay Model

Brandi Humphries I 2024

Abstract

Attrition in the construction industry has been a long-standing concern for stakeholders, explicitly regarding hourly skilled craftsmen. The work is often laborious, with extended hours and grueling conditions. Once hired and trained, the value of a skilled craftsman cannot be understated. A comprehensive benefits package is often insufficient to support and retain skilled craftsmen beyond a limited time. Strategically building a skill pay model and designing an assessment process to ensure professional growth and development, an organization significantly improves the chances of increasing retention amongst its skilled craftsmen. This organizational change initiative presents practical ideas to provide a suggested process that establishes a pathway for skilled craftsmen to independently control their professional growth by implementing a skill pay model to educate employees about opportunities within the organization, provide a pathway for skilled craftsmen to progress in their development through a model that brings forth gradual advancement through a Master craftsman path or a Superintendent/Administrative path, generates a transparent skilled pay model to ensure equal pay for equal skills, and to minimize attrition while investing in existing human capital.

Keywords: skill pay model, attrition, succession planning, construction

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