Premier 34’s mission is to provide the highest quality of services to energy and utility providers for complex and emergent utility projects and programs through a safe, fast, reliable, sustainable, innovative, integrity-driven, customer-focused, and cost-conscious methodology while providing opportunities for local and marginalized communities.
To be the premier service provider of choice for ethical, value-minded energy and utility clients, high-performing employees, and emerging professionals from marginalized communities.
Our clients, employees, and customers will benefit from a safety culture that prioritizes a safe work environment that maximizes injury prevention by utilizing a mandatory, proactive, and trained defensive work system.
“Do the right thing ALL the time.” Stakeholders will benefit from trusting our high-quality work product of the highest standard and employees who demonstrate honesty, ethical and moral behavior incorporating accountability, transparency, perception, and excellence.
Our stakeholders will benefit from our employees’ discipline to serve our customers through innovation, continuous improvement, an intense focus on customer needs, and a dedication to meet those needs with a sense of urgency.
Lewis H. Latimer contributed to Black-American history through his contributions in electricity and telecommunications, inspired by Alexander Graham Bell, which spurred exertion in installing broad-scale lighting systems for New York, Philadelphia, and London. Latimer’s invention contributions would give Black Americans equity in the quality of life as consumers and workforces in the energy/infrastructure sectors.
During the 19th century, with the increase in labor, it was typical for low-wage, long-hours, and injury-prone environments. As a result, the Electrical Wiremen and Lineman’s Union was formed; today, it is also known as the International Brotherhood of Electric Workers (IBEW) to set a tone for safety, secure employment, and a high standard of work. Despite accepting women two years after forming, Black Americans were segregated from the organization. Black electricians formed their own Black electric workers’ union, but were repeatedly subjected to severe vandalism from competing white electricians requiring duplication of work at their own expense.
Sam Taylor and stepson Charles Stewart used created home study guides to certify black students into the industry, which later founded Taylor Electric Company in 1927. Through Stewart and Taylor’s driven protest, equal rights movements, Congress forced desegregation in 1934 of IBEW Local 134 by admitting the first Black Americans. The name Premier 34, LLC represents the 1934 desegregation of IBEW and pays homage to the valued history of Black American influence in electrical, gas technology, and trades.
Competitive Edge was created and designed to develop, foster, and grow one of the company’s core beliefs – a solid commitment to enriching the economic stability of the communities in which we work throughs service, education, and mentorship.
FEATURES OF COMPETITIVE EDGE
Through community involvement, the money allocated for Premier 34’s projects is invested back into the local surrounding communities. Subcontractors are required to utilize available local workforce, suppliers, and contractors. Competitive Edge community enrichment plan allows economical improvement as a result of project dollars being reinvested back into local regions.
SBE/WBE/MBE RESOURCE DATABASE
Premier 34’s utilizes many different sources to obtain information about potential contractors/suppliers for projects. Resources allowing of gathered information on minority and women-owned suppliers /contractors in the state through local organizations /unions, community gatherings, state programs. Due to constant community outreach, the industry has flourished with a diversified base of contractors and suppliers to provide services.
MONITORING FOR PROGRAM SUCCESS
Competitive Edge has an established division whose sole purpose is to ensure that the Outreach Program is successful. Without close dedicated attention, programs often end up being neglected or dissolved. Competitive Edge has its own staff dedicated to ensure the highest level of community outreach success possible.
HIRE AND RECRUIT NEW TALENT
All subcontractors are required to hire and recruit available graduating union classes of local apprentices that Competitive Edge provides in a monthly list. Local members of the community gain working experience through the program while project dollars remain vested in the local community.
SBE/WBE/WBE BUSINESS SUPPORT
Competitive Edge assists in SBE/MBE/WBE businesses in the areas of job site safety, project document controls, cost estimating, project scheduling, and workforce utilization. Also, the program guides in obtaining construction insurance, financial assistance, and bonding support to help promote company success.
EQUAL OPPORTUNITY THROUGH RELATIONSHIPS
Competitive Edge is committed to obtaining contracts for small local, minority, and women-own businesses to distribute large sections of work into smaller parts to allow the local companies to participate in projects. Also, the program has helped build relationships with local unions to help best navigate businesses towards union training programs.
Employees are assigned to monitor the outreach program by gathering, tracking, and reporting on the local workforce. Also, the participation of SBE/MBE/WBE contractors is monitored regularly to evaluate progress.
POWER OF RELATIONSHIPS
With the help of the community and district leaders, the program will identify residents in the neighborhood that are willing to train with a Premier 34 mentor to gain construction experience while collecting a competitive salary. While on the job, the mentor will concentrate on the resident’s passions and strengths that will benefit their future career while working in the construction industry.