What we see in electrical
- Helpers learn on the fly. No list of what they should learn in what order.
- Foremen promoted from the tools. Great electricians, never taught to run a crew or a schedule.
- Estimating to field handoffs. Material lists and scope notes do not match what the crew finds.
- Service and project work mixed. Two different businesses run with one set of habits.
The numbers
ServiceTitan platform data (2026) put electrical technician turnover at 21% in the 12 months to January 2026, the highest of the trades it tracks. Construction more broadly must attract 349,000 net new workers in 2026 (ABC, Feb 2026).
What we build for electrical teams
- Job SOPs for your most common work types, service and project.
- A helper and apprentice skills matrix with sign offs.
- Foreman routines: daily huddle, job start, material check, closeout.
- Estimating to field handoff with a standard job packet.
- Service call SOPs and customer communication standards.
- A scorecard: callbacks, job hours vs estimate, apprentice progress, 90 day retention.
Roles we train and numbers we watch
Onboarding is built role by role. These are the roles we usually start with and what each one learns first.
- Helper: safety, material handling and the first tasks on a job.
- Apprentice: work types in order, with sign offs by level.
- Foreman: job start, daily huddle, material check, closeout and crew coaching.
- Service electrician: diagnostic steps, customer options and closeout.
And a starting weekly scorecard, so you can see whether it is working:
- Job hours vs estimate
- Callbacks and punch items per job
- Apprentice progress against the skills matrix
- 90 day helper retention
When electrical owners call
- Backlog is growing faster than crews.
- A new foreman or service manager was just promoted.
- Adding solar, EV charging or low voltage work.
- Turnover among helpers and apprentices is climbing.
Questions owners ask
What is a normal electrician turnover rate?
ServiceTitan's data shows 21% for electrical technicians in the year to January 2026.
How do we develop foremen?
Give them written routines, a short scorecard and coaching through the first 90 days. See managers promoted without training.
Do you write safety programs?
We support onboarding and documentation. Safety compliance stays with your qualified safety lead.
Can you help with a new service line?
Yes. We document the new work types and build the training before you scale them.
The Blueprint
6 months, from $5,000 a month
Field SOPs, a skills matrix and foreman routines fit The Blueprint. Multi division contractors often need The Ensemble.
Not sure yet? Start with the 2 week Operational Diagnostic, $5,000 and fully credited if you continue.
