How contractors can get more out of programs
I recently volunteered to help facilitate a couple of days of workshops at Atlantic Efficiency Connects - the bi-annual gathering of efficiency utilities in the region. EfficiencyOne, NB Power, and efficiencyPEI took part this year, and Newfoundland and Labrador couldn’t make it.
Spending two full days listening to program staff, evaluators, marketers, and customer service teams was extremely helpful. I walked away with a clearer sense of what’s working, where people feel stuck, and how contractors can get even more value from regional programs.
Below are three trends I expect to see in the Atlantic Region. For each one, I’ve included a small action you can try, a bigger shift to consider, and something others can help move forward. These ideas are most relevant to contractors in the Maritimes, but they may be useful across Canada as well.
1. Contractors will need to stand out in a more transparent marketplace
In most Maritime programs, customers choose their own contractor from a long list on the utility’s website. As programs grow and mature, it’s likely that utilities will lean into more transparency. That may mean showing Google ratings, certifications, or other information right beside your company name.
The basics still matter. Solid work, integrity, and good customer care will carry your business far. But as consumers get access to more information, contractors will need to do more to stand out.
Small action you can try: Keep your basics sharp - tidy documentation, quick callbacks, clear explanations, and clean commissioning sheets.
Bigger shift to consider: Earn a recognized quality signal, like the HRAI Heat Pump Champion designation, to show customers you meet a higher bar.
How HRAI can help: HRAI can advocate for better contractor visibility, promote quality signals, and offer guidance to help members stand out as programs become more transparent.
2 .The region will benefit from acting like one connected workforce
Many contractors in the Maritimes already cross provincial borders to do their work. The rules aren’t the same everywhere, but the workforce is becoming more regional every year. I think we’ll see program administrators, training groups, and contractors start to act with a shared “Maritime mindset.” This might show up as shared training, more aligned paperwork, similar program standards, and more coordination in how contractor networks are supported.
Small action you can try: Attend a conference or industry gathering in a neighbouring province to meet new people and learn how others approach similar challenges.
Bigger shift to consider: Train your team to understand requirements in multiple provinces, or form partnerships that help you operate more regionally.
How HRAI can help: HRAI can bring contractors together across provinces, share regional insights, and support efforts to align expectations and processes where it makes sense. I’ll be exploring some of this with our Atlantic Regional Council and discussing where we can take it next.
3 .Better systems – training, admin, and relationships - will make this work smoother
Three themes came up again and again in the workshops. First, training often shows up at the wrong moments - offered when contractors are too busy, or cancelled when enrolment is low. Second, paperwork continues to be a major source of frustration. Even small firms are expected to manage large volumes of documentation, photos, signatures, and checklists. And finally, it became clear that strong, respectful relationships between program staff and contractors make a huge difference. When communication is good, everything -from paperwork to inspections to troubleshooting - becomes smoother.
Taken together, these themes point to something simple but important: contractors do better when the systems around them work better. That means training that fits real schedules, admin that doesn’t overwhelm people, and communication pathways that are clear and reliable.
Small action you can try: Look for regional training opportunities, send in paperwork on time, and keep communication with program staff clear and respectful.
Bigger shift to consider: Shift your business toward smoother systems by planning training cycles in advance, standardizing how your team handles paperwork, and building intentional communication habits with program staff.
Something others can help move forward: HRAI can help programs pilot innovative rebate structures and performance-based models, while also strengthening our shared understanding of workforce skills and gaps across the region. The Atlantic Skill Gap Study provides a strong foundation for this next stage of experimentation.
Together, these themes point to a broader shift underway in the Maritimes. Contractors will need clearer ways to stand out, programs will benefit from thinking regionally, and success will increasingly depend on stronger systems around training, administration, and communication. Moving forward means pairing practical improvements with deeper, evidence-based planning.
HRAI’s Heat Pump Skills Gap Assessment supports this kind of planning. The first phase, completed in Ontario, mapped workforce readiness for heat pump installation. The next phase, now launching in the Atlantic provinces and BC, will help ensure the region has the data, training, and trade structure needed to grow its HVAC workforce.
This matters because when programs understand contractor readiness, they can design systems that work better for the people doing the work: training that aligns with real schedules, paperwork that’s manageable, and program requirements that reflect on-the-ground realities. In short, stronger workforce data leads to better programs, and better programs help contractors get more out of every installation, rebate, and relationship.
If you’re interested in getting involved or partnering on Atlantic Skills Gap effort, please reach out to me at akantamneni@hrai.ca
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