PORT OF SEATTLE 
MEMORANDUM 
COMMISSION AGENDA            Item No.      7c 
STAFF BRIEFING 
Date of Meeting   September 30, 2014 
DATE:    September 12, 2014 
TO:     Tay Yoshitani, Chief Executive Officer 
FROM:    Luis Navarro, Director Office of Social Responsibility 
SUBJECT:  Staff Briefing  Proposed Workforce Development Strategy Expansion 

SYNOPSIS 
This briefing provides the Port of Seattle Commission with relevant information needed
for discussion, consideration, and feedback to staff on the proposed expansion of the
Port's continued investment in regional workforce development in Port-related sectors. 
The proposed expansion includes; direct investment by the Port, continued with existing
strategic partnerships and a plan to develop new partnerships with regional stakeholders
that are interested in or engaged in workforce development. 
In adopting the Century Agenda in 2013, the Port affirmed its commitment to workforce
development as an integral part of the Port's larger economic development goals and
strategies. The Port also has a long history of, and an interest in, supporting workforce
development efforts in Port-related activities in order to achieve economic development 
goals for our region, increased by the need to address issues of job quality. 
The Office of Social Responsibility (OSR), supported by expert consultants in the area of
workforce development, has completed a comprehensive analysis of the regional
workforce environment, as well as opportunities and risks for the Port to expand its
investment in regional Port-related workforce development. Presentations to the Port 
Commission will include three parts, as follows: 
Part 1: A comprehensive briefing of the consultants' analysis and recommendations
including; sector analysis, cost estimates, and proposed scope of work for the various
Requests for Proposal. 
Part 2: A modified set of recommendations that will incorporate Commission
feedback from the briefing, followed by a legal review of the proposed strategy to
ensure that the Port will only contract for services authorized under State Law, and in
accordance with Federal Aviation Administration Regulations, and to identify and
recommend what additional authority or Commission actions may be needed. 
Part 3: A  formal request for authorization to proceed with the expanded workforce
development strategy, and associated contract award. 

Template revised May 30, 2013.

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
September 12, 2014 
Page 2 of 12 
OSR staff plans to return to Commission in late October 2014, with the following action
items:  (1) Approval to implement a multi-year expanded workforce development
strategy, (2) Authorization to increase the annual   direct spending in workforce
development from the current annual amount of direct investment of $1,066,540 (contract
amount of $766,540 plus approximately $300,000 of in-kind support), to a proposed
annual investment of the expanded workforce development activities ranging from 
$2,174,000 to $2,459,000; and (3) Authorization to award contracts following a Request
for Proposal process to be conducted in the fourth quarter of 2014. 
We propose a three year base contract of $7,275,000, and additional seven contract
option years with a maximum amount of $17,150,000, for a total ten-year Workforce
Development investment of $24,765,000. Additional costs are staff time, internships and
other Port paid activities. These calculations don't  take into account inflation
adjustments. 
WORKFORCE DEVELOPMENT STRATEGY  Years 1- 3 
Annual direct costs at a glance          Year 1              Years 1-3 
Contract Recommendation          Maximum Annual        Total 3 Years 
Labor Market Analysis                   $125,000            $375,000 
Airport                              $1,380,000            $4,140,000 
Construction                           $420,000           $1,260,000 
Maritime                           $375,000           $1,125,000 
Evaluation                            $125,000            $375,000 
Total             $2,425,000            $7,275,000 
Non-Contract Costs 
Internships                               25,000               75,000 
Other Port Actions                         $9,000             $27,000 
Total               $34,000             $102,000 
TOTAL COSTS         $2,459,000        $7,377,000 
WORKFORCE DEVELOPMENT STRATEGY  OPTION YEARS 4-10 
Direct costs at a glance          Max. Annual (Year 4)         Years 4-10 
Contract Costs 
Labor Market Analysis                   $125,000            $875,000 
Airport                              $1,380,000            $9,660,000 
Construction                           $420,000           $2,940,000 
Maritime                           $400,000           $2,800,000 
Evaluation                            $125,000            $875,000 
Total             $2,450,000           $17,150,000 
Non-Contract Costs 
Internships                               25,000              $175,000 
Other Port Actions                         $9,000             $63,000 
Total               $34,000             $238,000 
TOTAL COSTS         $2,484,000        $17,388,000 
Total Ten Year Estimate $24,765,000

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
September 12, 2014 
Page 3 of 12 
BACKGROUND 
Recently, local governments, community members, and employers across our region
have been engaging on issues of job quality. The elements of job quality include not only
wages and benefits, but also safety, schedules, job security, opportunities for
advancement, transportation to the worksite, and more. In this regard, the Port 
Commission has affirmed through its Quality Jobs Initiative, that the Port's primary
mission is to generate quality, family-wage jobs and economic growth for King County. 
The Port currently contracts for workforce development services including Airport Jobs,
Airport University, Apprenticeship Opportunities Project, fishing industry engineer
endorsement training, youth maritime career support, and research into the workforce
needs of the construction industry. The Port also currently creates opportunities for job
training by setting apprenticeship utilization goals, including women and minority
participation, on its construction projects, hiring high school and college interns, and
partnering with other workforce programs. 
On July 1, 2014, the Port Commission further affirmed its commitment to regional
workforce development in Port-related  industries by adopting a motion increasing
workforce development and career opportunities activities. On  July 22, 2014, the Port 
Commission approved Resolution 3694 relating to safety and security at Seattle-Tacoma
International Airport and the necessary hiring standards, training opportunities, and
minimum compensation required to maintain a well-trained workforce at the Airport. 
Following the approval of the July 1, 2014 workforce development motion, OSR staff
worked with the Port's procurement department in awarding a service contract to Insight
Center for Community Economic Development to conduct a market analysis and to
provide recommendations, including supporting documentation for: 
A comprehensive set of strategies to help the Port achieve its workforce development
goals in Port-related sectors, in service to the Port's larger economic development
goals. It includes; ensuring that all members of our community have access to quality
jobs in Port-related industries, job training to meet industry workforce demands, and
training to support worker job advancement. 
Using knowledge of industry needs, economic development opportunities, and the
efforts of other stakeholders in the regional workforce system to increase system
capacity in an integrated way. 
Effective RFP design to help ensure that the services to be contracted for align with
the strategies and ultimately selected by the Port, and produce the intended outcomes.
Area of consideration include potential division of work into multiple RFPs,
alignment of contract outcome targets and contract funding levels, Port authority to
contract for workforce development services as limited purpose government,
balancing flexibility needed in multi-year contracts and accountability, the unique
nature of Port-related  industries (e.g. airports as FAA-regulated multi-employer

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
September 12, 2014 
Page 4 of 12 
environments, fishing boats that work the north Pacific seasonally, etc.), local
community college structures, etc. 

CONSULTANT'S RECOMMENDATIONS 
Insight Center's recommendations take into account key provisions contained in
Resolution 3694, which the Commissioners adopted to address safety and security at the
airport and to bring about the necessary hiring standards, training opportunities, and
minimum compensation required to maintain a well-trained workforce at the Airport.
These provisions identify the need for "improved levels of general training, education,
and/or work experience, employee qualifications for advancement, and corresponding
compensation incentives in order to attract and retain a high-quality workforce for the
purposes of ensuring a safe and secure Airport" state that "addressing these needs will aid
in reducing workforce attrition, increase Airport safety and security, and promote the
public health, safety, and welfare of the workforce and the general public at the Airport,"
and set policy regarding related standards in the areas of hiring, training, and English
proficiency. This particular focus on job quality at the airport, which we recommend the
Port expand, provides a basis for specific and increased investments in career
advancement services at the airport. 
According to the consultants, the Port of Seattle can effectively promote expansion of
Port-related industry sectors, economic self-sufficiency and employment equity, increase
safety, security, and the welfare of the workforce, and strengthen the capacity to meet its
standards for hiring, training, and English proficiency. To do so, they recommend that the
Port pursue the strategies described in their full report to achieve the five goals identified
in the motion approved by the Commissioners in July 2014 on Increasing Workforce
Development and Career Opportunities Activities: 
Guiding Goals 
1.  Identify the current and future workforce demands of Port-related industries. 
2.  Support the development of a supply of qualified candidates in alignment with
industry demand. 
3.  Ensure that all members of the community the Port serves have access to quality jobs
in Port-related industries, and increased opportunities for career advancement. 
4.  Work to make all jobs at Port-owned facilities quality jobs. 
5.  Integrate the Port's efforts and use its influence to increase the capacity and
efficiency of the regional workforce development system. 
Their recommendations were developed through the review of Port motions and
resolutions, Port staff working group materials, labor market information, current Port
workforce development contracts, and other relevant background, consultation with
stakeholders, review of national best practices and collection of cost and impact
information from both the Seattle area and other, similar regions around the country,

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
September 12, 2014 
Page 5 of 12 
allowing, wherever possible, "apples-to-apples" comparisons, and their recommendations
are organized around the five goals in the Port's workforce development motion. 
For each goal, there are two types of recommended actions: 
1.  Contracts: services which the Port will need to procure. Recommendations for
contracted services will be supported by recommendations and templates for requests
for proposals, under separate cover. 
2.  Port actions: actions performed by Port staff and/or leadership, for which no
procurement is required 
The recommendations also focus on the following target industry sectors and
employment sites at the Port: 
1.  Airport-related: P assenger air, air cargo, and connected sub sectors such as logistics,
maintenance; restaurant/hospitality/retail 
2.  Maritime-related: Fishing, marine cargo, logistics, cruise, ferry, and tug 
3.  Construction: Airport, maritime and non -port projects
Note:  Logistics is found both in airport and maritime; and career pathways address
occupations in each sector. 
The strategies will increase the capacity and efficiency of the regional workforce because
they build on the strong outcomes produced by industry sector-focused workforce
development initiatives. Sector-focused initiatives have been rigorously shown to provide
benefits to employers and workers alike. These benefits increase knowledge of workforce
needs and relationships with the businesses of a target industry sector. In developing a
deep understanding of workers' and job-seekers' needs and coordinating funding and
service partnerships, both employers and workers respond effectively and develop
effective solutions. Results of this approach include increased access to good jobs,
improved job quality and career paths, as well as strengthened employment equity. 
They also build on a highly effective strategy industry sector-focused workforce
development initiatives, including  regional career pathways partnerships. Career
pathways partnerships connect progressive levels of education, training, support services,
and credentials for specific occupations to help individuals obtain employment and
advance towards higher-skill, higher-wage jobs. This approach helps individuals earn
marketable credentials, engage in further education and employment, and achieve
economic success. Career pathways deeply engage employers and help meet their
workforce needs; they also help states and communities strengthen their workforces and
economies.

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
September 12, 2014 
Page 6 of 12 
The strategies recommended build upon the Port's role as an anchor institution for the
region. Anchor institutions create shared value by embracing their inter-dependencies
with their neighborhoods and strategically incorporate community impact in their
business strategy. This can produce measurable advantages, such as increased demand for
their products and services, more success in hiring and retention, and the ability to
leverage third-party development money.  The strategies leverage five ways anchor
institutions around the country affect economic and employment outcomes for their
communities: 
1.  Purchaser: institutional purchasing toward local business as a buyer of goods and
services 
2.  Employer: offering employment opportunities to local residents 
3.  Workforce Developer: addressing workforce needs of the cluster 
4.  Champion in relationship to Port-related industry sectors:  stimulating growth of
related businesses and institutions in the community 
5.  Property  Owner and  Developer: using Port-owned facilities and real estate
development to anchor local economic growth 
As mentioned, the recommendations are organized around the five goals in the Port's
motion, and for each goal there is a description of contracts the Port need to procure and
actions by Port staff and leadership. 
CONTRACTS AND ASSOCIATED PORT ACTIONS 
1.  Identify current and future workforce demands of Port-related industries: 
A. CONTRACT to provide labor market analysis, career pathways mapping, and
employment equity analysis in Port-related  industries (airport, maritime,
construction, logistics). 
Estimated Annual Cost: $75,000 to $125,000 
(No increase recommended after Year 3) 
Outputs: 
- Reports on labor market analysis, career pathways, and employment
disparities 
o  Career pathways maps included, featuring: 
Jobs pathways with wage information 
Educational pathways to support attainment of typical job
requirements 
Industry-recognized credentials associated with jobs, if any 
o  Must contain information relevant to program planners, program staff,
employers, and workers and job-seekers

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
September 12, 2014 
Page 7 of 12 
- Presentations on labor market analysis, career pathways, and employment
disparities, including to annual convening of service providers included in the 
recommendations 
B. PORT ACTION: Participate in and help shape Port-related labor market analysis
performed by other entities related to Port-related sectors and support recruitment
of employers in Port-related sectors to provide information and participate in this
work. 
2.  Support the development of a supply of qualified candidates in alignment with
industry demand. 
A. CONTRACT to provide industry-specific job access services, job training
services, and career advancement services in Port-related industries. 
Total Estimated Annual Cost: $2,099,000 to $2,334,000 
($2,124,000 to $2,359,000 per year after Year 3) 
Cost includes contracts in three sectors articulated separately below. 
Preference will be given to partnerships involving organizations with multiple
capacities, including ability to build and maintain strong relationships with employers
in the target sector, ability to prepare and support job-seekers and workers to find jobs
and advance in their careers, and ability to provide skills training leading to
employment and advancement 
Outputs: Described below by sector: Airport, Maritime, Construction 

CONTRACTS BY SECTOR 
a.  AIRPORT  [passenger air, air cargo, and connected sub-sectors such as
logistics, maintenance; restaurant/hospitality; retail] 
CONTRACT to provide job access services, job training services, and career
advancement services at the Airport related to aviation and Airport operations. 
Estimated Annual Cost: $1,280,000 - $1,380,000 
Scope of work: 
- Provide services to ensure that community members have access to quality
jobs 
- Provide services to increase opportunities for career advancement,
including:

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
September 12, 2014 
Page 8 of 12 
o  Employer involvement and development of increased capacity,
effectiveness, efficiency, equity, and sustainability in addressing
employer and job-seeker/worker needs 
o  Use a database to track longitudinal information on participants, jobs,
and services 
o  Document outcomes, outputs, and case studies related to results from
the Port's investments 
Job Access: 
Estimated Annual Cost: $700,000 - $750,000 for Years 1-3 and $680,000 - 
$730,000 per year for Years 4-10. 
Amount  includes costs related to: employer involvement and increased
capacity, effectiveness, efficiency, equity, and sustainability; development and
maintenance of participant, employer, and service database; and data
collection, case studies, and reporting. 
Career Advancement: 
Estimated Annual Cost: $530,000 - $580,000 for Years 1-3, and $510,000 - 
$560,000 per year for Years 4-10. 
Amount includes pro-rated costs related to: employer involvement and
increased capacity, effectiveness, efficiency, equity, and sustainability;
development and maintenance of participant, employer, and service database;
and data collection, case studies, and reporting. Amount also includes
$30,000 per year for employer-directed fund to improve career pathways and
$50,000 per year for scholarships to provide last dollar support for trainingrelated
tuition and/or fees. 
Outputs and Outcomes: 
Years 1-3: 
- 7,400 participants per year (includes career advancement participants) 
- 150 participants receiving job readiness training per year 
- 1,200 participants placed in jobs per year, (includes career advancement
participants) 
- 170 participants receiving career advancement training or contextualized
bridge training per year 
- 170 participants completing career advancement plans per year 
- Years 4-10: 
- Participants receiving services and placed in jobs per year to be
determined by number of job openings and determination of whether
efficiencies arise as move to job access connected to career pathways
becomes institutionalized.

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
September 12, 2014 
Page 9 of 12 
b.  MARITIME [fishing, marine cargo, logistics, cruise, ferry, and tug] 
CONTRACT to provide industry-specific job access services, job training
services, and career advancement services in Port-related industries. 
Estimated Annual Cost: $350,000 - $375,000 (Years 1-3) and $375,000 - $400,000
(Years 4-10) 
Scope of work: 
- Provide services to ensure that community members have access to quality
jobs and to increase opportunities for career advancement 
- Employer involvement and increased capacity, effectiveness, efficiency,
equity, and sustainability in addressing employer and job-seeker/worker
needs 
- Use a database to track longitudinal information on participants, jobs, and
services 
- Document outcomes, outputs, and case studies related to results from the
Port's investments 
Outputs and Outcomes: 
Years 1-3: 
- 250 maritime job-seekers served per year 
- 160 maritime job-seekers placed per year 
- 3 contextualized bridge program classes per year 
- 50 participants in contextualized bridge programs per year 
Years 4-10: 
- TBD based on industry sector changes and opportunities for placement vs.
career pathway-based advancement 
c.  CONSTRUCTION 
CONTRACT to provide  industry-specific job access  services and career
advancement services in the construction sector. 
Estimated Annual Cost: $360,000 - $420,000 per year 
Scope of Work: 
- Provide services to ensure that community members have access to quality
jobs 
- Provide services to increase opportunities for career advancement 
- Employer  involvement  and  development  of  increased  capacity,
effectiveness, efficiency, equity, and sustainability in addressing employer
and job-seeker/worker needs 
- Use a database to track longitudinal information on participants, jobs, and
services

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
September 12, 2014 
Page 10 of 12 
- Document outcomes, outputs, and case studies related to results from the
Port's investments 
Annual Outputs and Outcomes: 
- 250 participants in pre-apprenticeship services 
- 135 participants placed in apprenticeships or trades-related employment 
- 135 participants in apprenticeship completion services 
- 115 participants in apprenticeship completion services who persist in
apprenticeship or reach journey status at 6 months 
- 95  participants in apprenticeship completion services who persist in
apprenticeship or reach journey status at 12 months 
- 150 participants in financial education classes 
Job Access: 
Estimated Annual Cost: $210,000 - $250,000 
Amount includes costs related to: employer involvement and increased
capacity, effectiveness, efficiency, equity, and sustainability; and data
collection, case studies, and reporting. Amount also includes $36,000 for
need-based financial assistance to help participants start working. 
Career Advancement Services 
Estimated Annual Cost: $150,000 - $170,000 
Amount includes costs related to: employer involvement and increased
capacity, effectiveness, efficiency, equity, and sustainability; and data
collection, case studies, and reporting. Amount also includes: $20,000 per
year for financial education classes to help apprentices plan for fluctuations
in construction work, $30,000 per year for an employer-directed fund to
improve career pathways and $15,000 per year for need-based financial
assistance to help apprentices continue working. 
B. PORT ACTIONS: 
Develop a dedicated funding stream for workforce development, in the
amount of at least $2M per year, indexed to inflation. 
Advocate for training (both contracted and offered by third parties) to align
with industry need, participate on job training advisory panels, and involve
Port-related employers.

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
September 12, 2014 
Page 11 of 12 
3.  Ensure that all members of the community we serve have access to quality jobs
in Port-related industries, and increase opportunities for career advancement. 
A. CONTRACT to provide: 
Career pathways mapping, as part of labor market analysis 
Employment equity analysis as part of labor market analysis 
Industry-specific job access services, job training services and career
advancement services in Port-related industries 
Specific contract details provided in Item 1.A. and 2.A 
B. PORT ACTIONS: 
Use Port of Seattle leadership influence and designated staff support to
promote career pathways for workers at the port and at port related businesses 
Identify metrics regarding the port's workforce composition, diversity, and
inclusiveness, report regularly on them, and implement strategies based on
national best practices to make hiring, retention, and promotion at the Port
more inclusive. 
Include Community Workforce/Community Benefit provisions in port
procurement contracts to bring about targeted hiring (e.g. local hire
requirements for high poverty zip codes). 
Include provisions regarding apprentice utilization, apprentice diversity, and
preferred entry from pre-apprenticeship programs (and/or former participants
in pre-apprenticeship programs) in construction and other contracts where
apprenticeships are used. 
Use port's leadership influence and dedicated staff support to promote equity
in employment at the port and Port-related businesses. 
Expand internships for high school students within the Port to include other
Port departments, building on current successful efforts at the airport, marine
maintenance and OSR. 
4.  Work to make all jobs at Port-owned facilities quality jobs. 
A. PORT ACTIONS: 
Develop standards for job quality at all Port-owned properties and in all Port
contracts; establish or amend regulations to maximize jobs at Port-owned
properties and in Port contracts that meet quality standards; require companies
to report on the extent to which their jobs meet quality standards promulgated
by the Port. 
Use Port of Seattle leadership and dedicated staff support to promote best
practices regarding job quality that have been adopted by the Port of Seattle

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
September 12, 2014 
Page 12 of 12 
and employers at the Port and to advocate for policies that improve job quality
at the Port, in Port-related industries, and in the greater Seattle area. 
Outputs and Outcomes: 
- Annual report on direct outputs and outcomes of Port contracts for job
access and career advancement services 
- Evaluation of resulting changes in workforce development, employer
practices, and related policy 
- Dashboard of outcomes from job access and career advancement services 
5.  Integrate our efforts with regional stakeholders and use our influence to increase
the capacity and efficiency of the regional workforce development system. 
A. CONTRACT for services to evaluate effectiveness and impact of the Port of
Seattle's investments and actions related to the Port's workforce development
goals (Goals 1-5 on page 4) 
Estimated Annual Cost: $75,000 to $125,000 
B. PORT ACTION: Use Port of Seattle leadership influence and dedicated staff
support to encourage alignment and increase the capacity and efficiency of the
regional workforce development system. 

ATTACHMENTS TO THIS BRIEFING 
Computer slide presentation 
Resolution No. 3694, as amended 
Workforce Development Motion 

PREVIOUS COMMISSION ACTIONS OR BRIEFINGS 
July 22, 2014 Commission adoption of Resolution 3694 as amended 
July 1, 2014 Commission adoption of Workforce Development Motion 
December 4, 2012 Commission adoption of the Century Agenda