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Yes—when it is controlled, verified and matched to the work sequence. A 2026 Associated Builders and Contractors (ABC) work-sampling study found that multiskilled crews spent more time advancing construction and less time waiting, while using fewer workers for the same observed sequence. The model is not a replacement for trade expertise: it extends a qualified worker’s capabilities into selected adjacent tasks, with licensing, supervision, safety and quality controls intact.
The “Husted out of touch” wording in the letters-page title does not identify a verifiable person or argument from the available public context, so no factual claim about that letter can responsibly be made here. The evidence-supported issue is whether multiskilling can help contractors address labor shortages and handoff delays.
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What does multiskilling mean in construction?
Multiskilling means that a craft professional gains verified capability in more than one related craft and uses those capabilities safely and competently on the jobsite. It is a selective, adjacent-skill model—not a requirement that every worker perform every trade or that deep specialization be discarded.
For example, a worker may be qualified for tasks that commonly occur next to the person’s primary trade in the same sequence. The employer still defines the permitted tasks, confirms credentials, assigns supervision where required and keeps licensed work within legal boundaries.
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What did the 2026 ABC evidence find?
ABC Illinois reported observations from 40 site visits covering 36 projects in 24 states. Researchers observed 60 multiskilled crews and 644 workers, with more than 11,400 productivity and work-sampling observations. The figures describe those observed crews and should not be treated as a universal prediction for every contractor or project.
| Measure | Reported result | How to read it |
|---|---|---|
| Crew time directly advancing construction | 39% increase | ABC’s 2026 comparison for the observed multiskilled work |
| Idle and waiting time during active periods | 68% reduction | Reported for the observed work periods |
| Skill classifications used by a typical worker | Nearly three | Some workers used as many as six classifications in one day |
| Workers needed under a one-trade restriction | Approximately 45%–72% more | Estimated requirement for the same observed work sequence |
| Work outside a worker’s primary trade | About 36% of observed crew time | Share reported in the ABC Illinois observations |
| Participating contractor data | Approximately 33.2 million work hours | Data set used for the reported safety context |
| Total Recordable Incident Rate | 0.74 | Average reported rate, 57% below the NAICS-weighted benchmark; no fatalities were reported |
How can multiskilling improve productivity?
The strongest case is on projects where adjacent tasks become available in quick succession and crews lose time waiting for another trade. A qualified worker can continue the sequence instead of stopping for a handoff, reduce congestion in tight areas and cover short gaps in staffing.
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If the next small task is within a worker’s verified scope, the crew can keep moving while a specialist is assigned elsewhere. The reported 68% reduction in idle and waiting time relates to the observed active work periods, not to every hour on a project.
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Fewer people for the same sequence
ABC Illinois estimated that a one-trade restriction would have required roughly 45% to 72% more workers to perform the same observed sequence. That is a staffing comparison for the sampled work, not a promise that payroll can be reduced by the same percentage.
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Workers who add related, documented capabilities can qualify for more assignments, broaden their earning opportunities and remain productive when a single trade’s tasks temporarily pause. Mindy Bates, human-resources director at Ace Electric, summarized the recruitment pressure this way: “You cannot hire your way out of this situation.” Internal development and cross-training therefore complement recruitment rather than replace it.
Does multiskilling replace skilled trades?
No. It complements specialization by covering defined adjacent work. Complex design interpretation, high-risk operations, code-regulated tasks and work requiring a specific license still demand the appropriate specialist and level of supervision. Treating a short course as a substitute for trade mastery creates a different risk from the coordination problem multiskilling is meant to solve.
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What controls make a multiskilling program safe?
A contractor should build the program around documented competence rather than informal willingness to help.
- Define task boundaries: list the exact activities each additional skill authorizes and the activities that remain outside scope.
- Verify credentials: check licenses, required training, practical assessments and expiration dates before assignment.
- Match supervision to risk: specify when a qualified supervisor must be present, review work or sign off.
- Protect quality: use inspection points, hold points and clear responsibility for rework.
- Coordinate the schedule: deploy cross-trained workers where handoffs and short-duration tasks actually create delays.
- Track safety and competence: monitor incidents, near misses, quality defects and refresher-training needs by task.
Contractor Magazine’s Al Schwartz cautioned that assigning specialized work to underqualified employees can create serious safety and liability problems. That warning is consistent with a controlled-capability model: multiskilling expands verified scope; it does not waive licensing, supervision or duty of care.
When is single-trade specialization the better choice?
Specialization remains preferable when the task mix is deep rather than adjacent, when regulations require a particular license, when errors have severe consequences, or when the project cannot provide enough supervised practice to maintain competence. A contractor should compare the actual sequence, not adopt multiskilling as a blanket staffing rule.
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| Decision factor | Multiskilling tends to fit when… | Specialization tends to fit when… |
|---|---|---|
| Work flow | Adjacent tasks appear frequently and handoffs cause waiting | Trades work in long, uninterrupted specialty runs |
| Staffing | Short gaps or changing sequences leave crews idle | Stable specialist crews are continuously loaded |
| Training | Competence can be assessed and refreshed for bounded tasks | Depth, apprenticeship time or licensing requirements dominate |
| Risk | Controls and supervision can keep the added scope safe | Failure consequences require dedicated expert execution |
| Career design | Workers want documented adjacent skills and assignment variety | A worker’s pathway depends on deep mastery of one craft |
How should a contractor start a program?
- Map the sequence: identify recurring handoffs, waiting periods and adjacent tasks on a representative project.
- Choose a narrow pilot scope: select low-ambiguity tasks with clear codes, licenses and quality checks.
- Set competency standards: combine instruction, practical demonstration and documented authorization.
- Assign supervision: name who reviews the work and when escalation is mandatory.
- Measure the right outcomes: track productive time, waiting, rework, incidents, near misses and worker progression—not just headcount.
- Expand only after review: retire tasks that produce defects or unsafe conditions and add new capabilities only when evidence supports them.
What does the evidence say about safety?
The participating contractor data covered approximately 33.2 million work hours and reported an average Total Recordable Incident Rate of 0.74, stated as 57% below the NAICS-weighted benchmark, with no reported fatalities. Those figures describe the participating data set; they do not prove that multiskilling alone caused the safety outcomes. Program design, contractor selection, supervision and other conditions can also affect incident rates.
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Frequently Asked Questions
Can a multiskilled construction worker perform licensed work?
Only if the worker holds the license or authorization required in the applicable jurisdiction and the employer follows its supervision rules. Cross-training does not override statutory trade boundaries.
How do unions view construction multiskilling?
The answer depends on the local agreement, craft jurisdiction and negotiated scope of work. Contractors should review collective-bargaining provisions before assigning tasks across classifications.
What should be included in a cross-training record?
Record the task scope, training date, practical assessment, credential or license, supervisor approval, expiration or refresher date and any restrictions. A searchable record prevents informal assumptions about competence.
Does multiskilling reduce construction labor costs automatically?
No. Training, assessment, supervision and wage progression create costs. The potential value comes from reducing waiting, handoffs and unproductive gaps when the project’s sequence supports those savings.
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