While each of these schools are set up a little differently, they all have the same goal in mind: equipping blue-collar workers with the skills necessary to fulfill customers’ comfort needs.

Jack Ryan Academy

In 1950, Jack Ryan and his business partners, Louis and Greta Genz, opened Genz-Ryan Plumbing & Heating, a new construction HVAC company in Minnesota’s Twin Cities region. In an effort to overcome the workforce shortage that’s plagued much of the HVAC industry, the residential service and replacement company, which currently employs 110 workers, opened the Jack Ryan Academy in 2023.

IN SESSION: In an effort to overcome the workforce shortage that’s plagued much of the HVAC industry, residential service and replacement company Genz-Ryan, which currently employs 110 workers, opened the Jack Ryan Academy in 2023. (Courtesy of Genz-Ryan)

CONTRACTING CURRICULUM: Jack Ryan Academy’s 12-week program covers multiple subjects, including HVAC installation, maintenance, and much more. (Courtesy of Genz-Ryan)

“We said, ‘Look, if we're going to be serious about this, and we truly want to grow this company, we're not going to be able to hire enough technicians,’” said Jon Ryan, president, Genz-Ryan Plumbing and Heating. “We recognized that the only way to fill our need was to grow these technicians ourselves.”

HOMEGROWN HELP: “We said, ‘Look, if we're going to be serious about this, and we truly want to grow this company, we're not going to be able to hire enough technicians,’” said Jon Ryan, president, Genz-Ryan Plumbing and Heating, who is shown here. “We recognized that the only way to fill our need was to grow these technicians ourselves.” (Courtesy of Genz-Ryan)

The 12-week program covers multiple subjects, including HVAC installation, maintenance, and much more.

“We simulate various types of failures; and we teach them what the components are, where they're located, how to pull them, how to test them, how to identify a failure, how to clean a system, and much more,” said Jon Ryan. “We focus on refrigeration, how to use gauges, superheat, delta Ts, etc.”

By the end of the year, the company hopes to welcome 30-plus graduates to its staff.

“We completed our second class at the end of June, and, so far, 19 techs have graduated from the program,” said Jon Ryan. “With this being our first year, we’re off to a great start.”

After three weeks, students begin working in the field, conducting ridealongs with experienced techs.

“Shortly thereafter, techs are issued their first sets of tools,” said Jon Ryan. “In their second month, they’re spending more time in the field while studying to obtain their EPA certifications.”

Cropp-Metcalfe Academy

In the late 1980s, Fairfax, Virginia-based CroppMetcalfe Services opened the doors to its CroppMetcalfe Academy. Since its inception, more than 250 techs have made their way through the program.

HVAC GRADUATES: Since its inception, more than 250 graduates have made their way through CroppMetcalfe Academy, including the graduating class shown here. (Courtesy of CroppMetcalfe Services)

“The pool of workers in the skilled trades is very shallow,” said Tim Cropp, general manager, CroppMetcalfe Services. “Instead of trying to chase individuals who were happily employed at other businesses, we decided to build our own pool.”

The program has evolved into a four-year curriculum that requires students to spend 160 hours per year in a classroom and/or lab. Over those four years, students will attain nearly 8,000 on-the-job hours learning the trade.

“This program is the equivalent of a college degree,” Cropp said. “Graduating from our program requires a huge investment from employees and their families. These individuals are working all day and then attending classes for four hours at night. It takes a great commitment to make it through our program.”

The academy covers a spectrum of industry skills. In year one, students are taught basic refrigeration concepts, chlorofluorocarbon (CFC) handling, piping practices, electricity wiring basics, tool safety, and more.

Over the remaining three years, students spend significant time on air conditioning and heat pump systems, refrigerant controls, electric motors, troubleshooting, commercial comfort systems, blueprint basics, heat and load calculations, psychometrics, and much more.

“Part of our mission statement is to grow our people,” said Cropp. “We aim to give all employees an opportunity to set goals and achieve them, regardless the position they’re currently in. Our training allows everyone an opportunity to grow, learn, and absorb new information.”

CroppMetcalfe Academy students earn while they learn.

“From day one, students are out in the field under the supervision of our journey workers,” said Cropp. “They'll attend classes one night a week from August to June, but they’re working in the field year-round.”

Five Star Home Services

Five Star Home Services opened as a mom-and-pop shop in Pickerington, Ohio, in 1972. Today, the Canal Winchester, Ohio-based residential and commercial HVAC, plumbing, and electrical company employs approximately 300 individuals throughout the state.

About a year and a half ago, company leadership brought their dream of opening a training facility to fruition.

SCHOOL IS IN SESSION: About a year and a half ago, company leaders at Five Star Home Services brought their dream of opening a training facility to fruition. (Courtesy of Five Star Home Services)

“Rather than attend tech schools, more people are being hired off the street and trained internally,” said Kip Morris, CEO, Five Star Home Services. “There is a real need for technicians and installers, and our school is designed to quickly equip people with those skills.”

A DEDICATION TO EDUCATION: Five Star Home Services’ nine-month course is broken into two semesters totaling 600 hours. (Courtesy of Five Star Home Services)

The nine-month course is broken into two semesters totaling 600 hours. Classes are held 9 a.m. to 1 p.m. on Mondays through Thursdays.

“Students get a mixture of classroom, lab, and field experience,” said Morris. “We’ll cover installation practices, preventive maintenance, technician basics, repairs, diagnostics, refrigeration fundamentals, heating and cooling principles, and much more. Future options will include six-week certificate programs that are specialized for trades.”

So far, graduates have chosen to stick around for the long haul.

“Because we are more of a family than a company, employee retention is very high,” said Morris. “The students that have gone through the training have upgraded their skills, which has allowed them to earn more money. It’s been beneficial for all parties.”

From the Lab to the Kitchen Table

The three schools’ labs stock a wide variety of equipment, aimed at introducing students to the different types and ages of systems they might come across in the field as an HVAC technician.

The Jack Ryan Academy’s lab is stocked with equipment including 13-14 SEER, single-stage air conditioners; 80% single-stage furnaces; variable-speed, multistage furnaces; inverter heat pumps; humidification and air filtration systems; controls boards; and much more.

“The techs who complete our program have performed extremely well because we try to keep it simple,” said Ryan. “We don’t throw the entire book at them on day one.”

CroppMetcalfe Academy operates 20 labs, each offering a unique mix of equipment, including air conditioners and gas furnaces at various efficiency levels; variable- and non-variable-speed air handlers; wiring boards; brazing stations; heat pumps; ductless splits; tankless water heaters; and much more.

EQUIPED WITH EQUIPMENT: CroppMetcalfe Academy operates 20 labs, each offering a unique mix of equipment, including air conditioners and gas furnaces at various efficiency levels; variable- and non-variable-speed air handlers; wiring boards; brazing stations; heat pumps; ductless splits; tankless water heaters; and much more. (Courtesy of CroppMetcalfe Services)

VIRTUAL TRAINING: CroppMetcalfe incorporates virtual reality into its training academy. (Courtesy of CroppMetcalfe Services)

“Lately, we’ve added online simulators, virtual reality applications, and more,” said Sydney Cropp, talent development supervisor, CroppMetcalfe Academy. “We’re trying to incorporate new technology into our courses, yet we still realize there’s a lot of older equipment out there in the field as well.”

Five Star’s lab stocks a mixture of older and newer equipment as well, ensuring techs are knowledgeable on existing systems and staying up to date on emerging technologies.

All three schools focus on soft skills as well, ensuring techs feel comfortable communicating with customers.

“We’re highly focused on customer service,” said Jon Ryan. “We teach them how our operations work, how to use the software they're issued, and how to communicate with customers. In their third week, they’re issued uniforms and are expected to press them and wear them, because presenting yourself as a professional is an important part of the job.

“In a classroom setting, we talk about the psychology of HVAC sales and demonstrate how it’s important for techs to connect with customers,” continued Jon Ryan.

Cropp Metcalfe emphasizes soft skills that start the second a tech opens their eyes.

“The day begins as soon as you wake up in the morning, and we discuss how techs can put themselves in good mood when they first look at themselves in the mirror,” Cropp said. “From there, soft skills training incorporates how to approach a home, how to equip a vehicle, proper introductions, customer presentations, how to let the customer talk, when to offer upgrades, etc.

“We have a certain way in which we want to approach a customer, and we offer checklists for our techs to ensure the presentation is done properly and that we’re offering top value to our customers,” continued Cropp. “We teach our tech how to explain things in terms the customer will understand.”

Scaling the School

Jon Ryan believes it’s important for every contractor to ensure their techs are properly trained, though he admitted that opening a full-fledged training academy may not be the solution for all companies.

Ryan said the size of a contractor’s training offering should depend on the company’s goals.

“If you’re considering opening a training academy, you have to prepare a detailed, multiyear plan and be willing to commit to an immense growth pattern,” he said. “You need to make sure you have the jobs necessary for all of the techs you’re training and ensure you have a career path for them, or they may jump to a competitor.”

Cropp agreed, stating that while every company should invest in technician training, the size of the program should align with the company’s aspirations.

“One of the biggest challenges is ensuring you have enough instructors to meet your demand,” he said. “If you don't have a formalized plan or have different instructors coming and going, it’s going to be difficult. Once you have the right plan and people in place, an adequate training program offers numerous benefits.”

Five Star’s leaders recognize it won’t be able to hire every graduate, which they deem a good problem.

“We’re actually looking to partner with other contractors in hopes we can find a home for the certified, high-quality techs who complete the training,” said Moris.