PORT OF SEATTLE 
MEMORANDUM 
COMMISSION AGENDA               Item No.       7a 
STAFF BRIEFING 
Date of Meeting       April 2, 2013 
DATE:    March 21, 2013 
TO:      Tay Yoshitani, Chief Executive Officer 
FROM:    Luis Navarro, Director, Office of Social Responsibility 
SUBJECT:  2012 Annual Report, Office of Social Responsibility 
SYNOPSIS: 
The mission of the Office of Social Responsibility (OSR) is to support the Port of
Seattle's job creation and economic development efforts in the communities we serve,
and our programs help ensure that Port business activities are conducted within a
framework of equity, inclusion and equal access to economic opportunity. 
OSR's Guiding Principles are to collaborate with Port staff, contractors, business partners
and community stakeholders to maximize the ability for people to achieve their full
potential; work to remove barriers to increase participation by small and disadvantaged
businesses in procurement and contracting opportunities at the Port; promote strategies
and implement programs that support workforce development in Port related activities; 
be a catalyst for equity and social change throughout the Port and local community; and
recognize individual and collective commitment to social responsibility. OSR manages
the Small Contractors and Suppliers (SCS) program and the Port Jobs contract, which
provides a mechanism for job seekers at the Airport and those interested in preapprenticeship
training to gain entry to the Port-related workforce. The 2012 results
represent a continued trend of increased opportunities for small businesses and proactive
community engagement in each relevant area, as follows: 
BACKGROUND: 
In 2008, CEO Tay Yoshitani created OSR with the objective of establishing a team that
would develop, manage and support the social responsibility efforts of the Port. The
CEO, with concurrence from the Port Commission, authorized OSR to manage several
programs that support Port-wide efforts, including the small business and workforce
development programs. OSR also oversees the community giving campaign and supports 
Port-wide community outreach efforts such as the clean truck initiative, the Veterans'
Fellowship program, and other initiatives. Another priority is developing and
maintaining positive external relationships with community groups, non-profits, labor
and tenants, small business and large business owners and organizations, contractors,
workforce development organizations and civic and business groups in order to promote
economic opportunity and social equity. In 2012, the Port adopted the Century Agenda
with goals that defined the Port's efforts for the next 25 years with the principal goal of
adding 100,000 jobs through economic growth led by the Port of Seattle and by using our
influence as an institution to promote small business growth and workforce development.

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
March 21, 2013 
Page 2 of 8 

2012 RESULTS AT A GLANCE: 
35% of eligible expenditures went to small businesses  a 25% increase over 2011. 
Over $44 million in revenue for 464 small businesses in the community. 
$6 million, approximately 5% of eligible expenditures, went to Small Contractors and
Suppliers (SCS) certified firms. 
$6 million, almost 5% of eligible expenditures, went to certified Disadvantaged
Business Enterprises (DBE), Minority Business Enterprises (MBE), and/or Women
Owned Business Enterprises (WBE). 
Approximately 92% of the eligible Small Works expenditures (projects under
$300,000) went to small businesses. 
Oversaw efforts resulting in over $24 million in new wages to community members
as a result of placements into Port-related employment and apprenticeships. 
Through Port Jobs contract, assisted over 7,100 community job seekers and helped
almost 1,100 community members gain employment at the Airport. 
Through Port Jobs' contract with Apprenticeship and Non-traditional Employment
for Women (ANEW), provided over 200 community members with preapprenticeship
training and apprenticeship support, including helping 125 people
become registered apprentices. 
Almost 15% of labor hours on Port public works contracts over $1 million were
performed by apprentices  over 125 apprentices worked on Port projects this year,
and over 170 current and past apprentices on Port projects reached journey status in
2012. 
OSR coordinated participation in the annual Veterans' Stand Down event in support
of homeless veterans and the United Way Day of Caring. 
Coordinated the Port's Community Giving Campaign where 161 employees
contributed $112,658 through payroll deductions to 168 different non-profit
organizations and charities. 
SMALL BUSINESS PROGRAM: 
In January 2010, the Port of Seattle adopted Resolution No. 3618 as the Port's central
small business initiative authorizing the CEO to direct OSR to develop and implement
the SCS program. The SCS program is part of the overall mission of the Port to create
economic vitality in the region by ensuring fair and equal access and opportunity to small
firms that wish to provide products or services to the Port. 
Small business growth is one of the strategic objectives in the Century Agenda. OSR
supports the Century Agenda by aiming to increase the proportion of funds spent by the
Port with qualified small business firms on construction and goods and services to 40
percent of eligible dollars.

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
March 21, 2013 
Page 3 of 8 

Small Business Initiatives 
OSR engages in the following small business programs, which include disadvantaged,
minority and woman-owned firms: 
Small Contractors and Suppliers Program (SCS) 
The Port joined King County and Sound Transit in supporting small businesses
certified by King County as SCS firms. A single certification as an SCS provides
incentives with these three public agencies. The Port has developed incentives for
these firms to participate in Port procurement opportunities. To qualify, SCS firms
cannot exceed 50% of the Small Business Administration (SBA) size standard, and 
the owners' personal net worth cannot exceed $750,000. 
Disadvantaged Business Enterprise Program (DBE) 
A federal program required for all federally assisted projects, which includes
construction and consulting services. To qualify as a DBE, a business cannot exceed
the SBA size standard, must be at least 51% minority or woman owned, with owner
net worth under $1.3 million. 
Small Business Administration 100% Size Standard (SBE) 
The Port also supports all small business firms that meet the SBA size standard, and
Port staff is encouraged to utilize small businesses whenever possible, including those
businesses owned by women and minorities. The state Office of Minority and
Women's Business Enterprises certifies small businesses that meet the SBA size
standards as small woman-owned (WBE) and minority-owned (MBE) business
enterprises. 
Tools 
The Port leverages an in-house database called Procurement Roster Management System
(PRMS) for tracking and dissemination of opportunities to all businesses that are
interested in working with the Port. Small businesses are encouraged to register on the
Port's PRMS and provide the relevant information, including their certifications such as 
SCS, minority, woman-owned and disadvantaged. In addition to those certified
businesses, businesses that are not certified can self-identify themselves as minority or
woman-owned. As of the end of 2012, 871 small business were registered in PRMS, 447
of which registered in 2012. Of those firms, 221 were SCS certified, of which 123 were
newly registered on PRMS in 2012.

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
March 21, 2013 
Page 4 of 8 

OSR Outreach Efforts 
Outreach is achieved through the direct interaction with small businesses by attending
events organized by local chapters of chambers of commerce, business organizations and
by other public agencies. OSR also coordinates events specifically created for Port
vendors and through paid membership in organizations that support small businesses, in
addition to a strategic media campaign that includes ads in ethnic newspapers, radio,
newsletters and event programs. In 2012, OSR staff presented and participated in 29
small business outreach events, and 43 ads were placed in local newspapers encouraging 
small businesses to participate in the Port's small business program. 
WORKFORCE DEVELOPMENT: 
Growing the local economy requires a skilled workforce. OSR supports workforce
development programs that provide quality job training as well as job search assistance to
ensure that all members of our community can access and move up in the jobs created by
the Port and its tenants. We work with local nonprofit organizations, employers,
educational institutions, and other government agencies to accomplish our workforce
development goals. 
Workforce Development Initiatives 
OSR supports the Century Agenda strategic objective of increasing workforce training,
job and business opportunities for local communities in maritime, trade, travel and
logistics. 
Port Jobs  Airport Jobs Office 
OSR contracts with Port Jobs to connect Airport tenants (airlines, concessionaires,
etc.) in need of employees and unemployed and underemployed community job
seekers from diverse backgrounds. Port Jobs does this through its Airport Jobs office
at the Seattle-Tacoma International Airport  partnering with employers to maintain a
database of job openings, providing job seekers with information and job search
assistance, offering job search and job skills workshops, and supporting hiring and
onboarding processes and events (saving employers time and money). 
In 2012, Port Jobs' Airport Jobs program: 
Served 7,172 community job seekers 
o  Almost 80% were people of color, 57% were immigrants or refugees, 
Placed 1,088 people into 1,169 jobs at the Airport, with an average starting wage
of $9.73 
o  These jobs mean over $19 million in new wages to Port Jobs' clients and their
families (one year earnings estimate) 
o  The most common jobs clients were placed into include baggage handlers,
ramp agents, and wheelchair/passenger assistants

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
March 21, 2013 
Page 5 of 8 

Served the workforce needs of 79 Airport tenants and concessionaires  helping to
post almost 600 jobs and assisting with 135 hiring events 
o  Of the 72 Airport employers hiring community members through the Airport
Jobs office, 69% were passenger airlines or their vendors, and 20% were
concessions or retail tenants 
Port Jobs  Airport University 
OSR also contracted with Port Jobs to provide education and training opportunities to
workers employed at the Airport  to improve their job skills, success on the job, and
future advancement opportunities. Through its Airport Jobs office, Port Jobs operates
the Airport University program. Class offerings through Airport University range
from workshops to help people get through initial employment hurdles (such as
preparing to pass the Secure Identification Display Area [SIDA] badging or food
handler's permit tests), to earning industry-recognized certifications (such as
SuperHost customer service), to earning college credit that counts towards certificate
and degree programs in local community colleges (an introduction to MS Office, for
example). This "career pathways" model represents OSR's belief in not only
connecting people to employment, but also in connecting them to the skills needed for
the living wage jobs that will help their families and our region thrive. In 2012, Port
Jobs' Airport University program: 
Served 234 students in workshops and courses. 
o  108 of these students earned college credit with Highline Community College
(HCC) by successfully completing college-level coursework taught on-site at
the Airport by HCC faculty; 5 students completed Business Technology
certificates through HCC 
o  139 of these students participated in non-credit job skills courses 
Over 80% of the Airport University students were people of color, 75% were
immigrants or refugees 
Pre-Apprenticeship Training & Apprenticeship Pipelines 
The apprenticeship model has long been a successful workforce development
strategy. Apprenticeship programs are typically operated by unions in the skilled
trades  employers hire the apprentices who get to earn wages while learning both onthe-job
from journey-level employees and in the classroom from college faculty. This
ensures that the industry always has the pipeline of workers it needs to thrive.
Apprenticeships lead to well-paying jobs, so it is important to ensure all members of
the community, including traditionally under-represented groups such women and
people of color, have access to and can succeed in apprenticeship programs in our
region. OSR supports apprenticeship opportunities in two ways:

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
March 21, 2013 
Page 6 of 8 

ANEW and the Apprenticeship Opportunities Project: OSR supports Apprenticeship
and Nontraditional Opportunities for Women (ANEW) and its Apprenticeship
Opportunities Project (AOP) by having Port Jobs manage a subcontract with ANEW
as a part of its contract. Through AOP, ANEW helps women, people of color,
veterans, and other community members learn about apprenticeship opportunities,
gain the skills they need to become apprentices, and access the resources needed to
successfully reach journey status. 
In 2012, ANEW: 
Served 247 people through pre-apprenticeship training and apprenticeship support
services 
o  One-third of the AOP participants were women 
o  The types of assistance (other than training) that participants most needed to
succeed as apprentices included help with transportation, work clothing and
boots, and testing fees 
Placed 125 participants into registered apprenticeships, plus another 7 into trades-
related employment, with an average starting wage of $19.56 
o  These placements mean over $4 million in new wages to Port Jobs' clients
and their families 
o  The majority of the new apprentices signed on as Electricians (33% inside
wire, 20% low voltage), followed by Laborers (14%) and Ironworkers (11%) 
Apprenticeship Utilization on Port of Seattle Construction Projects 
In order for the apprenticeship training model to work, companies must employ
apprentices on their projects so that the next generation of workers is able to gain the
skills and experience needed. As a government agency and landlord, the Port has a
number of major construction projects underway at all times that require the work of
a wide range of skilled trades people. Requiring that a percentage of this work be
done by apprentices is one way to maintain this workforce pipeline, and encouraging
our contractors to use a diverse pool of apprentices on Port projects supports equal
access to training and economic opportunity. 
On project labor agreement (PLA) projects, the Port requires that 20% of labor hours
be done by apprentices; 15% on large non-PLA projects (over $1 million). In
addition, the Port has set a goal for 33% of apprentice hours to be by done by
minority and/or women apprentices on PLA contracts; with corresponding goals of
15% minority apprentice hours and 10% female apprentice hours on large non-PLA
projects.

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
March 21, 2013 
Page 7 of 8 

In 2012, on PLA and large public works Port projects: 
Apprentices performed 15% of all labor hours 
o  127 apprentices worked on these projects, earning over $1 million in wages 
13% of the apprentice hours were worked by apprentices of color and 3% of the
apprentice hours were worked by female apprentices 
Of the contracts closed in 2012 that had apprenticeship goals, 8% met both
apprenticeship utilization and diversity goals, 54% met some but not all goals, and
38% did not meet utilization or diversity goals 
Growing Workforce Development in the Maritime Sector 
With the adoption of the Century Agenda, OSR has begun to expand its workforce
development efforts to increase workforce training, job and business opportunities for
local communities in maritime, trade, travel and logistics. OSR is working with the
Commission and Port staff to establish a regional consortium to serve the workforce
development, applied research and business growth needs of the maritime industry.
We are bringing together stakeholders and supporting coordination between industry,
educational institutions, workforce agencies, economic development agencies, and
other community organizations. The work of the consortium includes labor market
research to identify and document industry needs, collaborative efforts to bring state
and federal funds into the region to support maritime workforce development, raising
awareness of career pathways in the maritime sector, and more. 
COMMUNITY GIVING CAMPAIGN AND OTHER EFFORTS: 
For more than a century, the Port has lived its mission of being an economic driver for
King County and the region, and giving back to the community in many ways. We've
created a tradition of giving that we can be proud of, and that will continue well into the
next hundred years, because service and commitment to our community are deeply
woven into our values. Numerous organizations work tirelessly to improve people's lives,
improve education and health care, provide food and dollars to the needy, clean and
revitalize the environment, rescue animals in need, and so much more, and these
organizations rely on our help to do the good work they do. OSR manages the Port's
Community Giving Campaign as an important tradition that allows staff to contribute
through payroll deduction and as volunteers in our community through opportunities such
as Seattle AIDS Walk and Run, the American Heart Association Heart and Stroke Walk,
Seattle's Stand Down event benefiting homeless veterans, the American Lung
Association's "Fight for Air Walk" and other events that provide Port staff with the
opportunity to serve.


COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
March 21, 2013 
Page 8 of 8 

OSR also supports the Port's Veterans Fellowship Program designed to facilitate
veterans' transition from military service to civilian employment, and we support the
National Urban Fellows (NUF), a national program that develops accomplished and
courageous professionals of all ethnic and racial backgrounds, particularly people of
color and women, to be leaders and change agents in the public and nonprofit sectors,
with a strong commitment to social justice and equity. Each year, the Port provides 
mentorship opportunities to a variety of participants from high school to graduate
programs for a unique chance to participate in the day-to-day operations of a large public
organization. 
In addition, we support the Port's outreach efforts associated with its environmental
strategies such as the "Clean Truck Program," which combines the efforts of OSR, the
Seaport Environmental and Business teams, and Public Affairs Community Relations as a
means to support the goals of the Northwest Ports Clean Air Strategy, a large-scale
initiative aimed at reducing air emissions from all sectors of maritime operations. To
date, more than 12,000 trucks and 120 trucking companies meet the Port's clean truck
requirements regulatory standards and are registered in the Port's Drayage Truck
Registry. In 2012 the Port began planning for the second phase of the Clean Truck
Program that will go into effect in the 2015-2017 timeframe. OSR helped plan outreach
for this effort and participated in several meetings with the trucking community. 
OTHER DOCUMENTS ASSOCIATED WITH THIS BRIEFING: 
PowerPoint presentation 
Office of Social Responsibility 2012 Report to the Community 
Port Jobs' 2012 annual report 
Port of Seattle's Small Business Resolution No. 3618
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS: 
On January 26, 2010, the Commission approved the Port of Seattle Small Contractors
and Suppliers Resolution No. 3618 authorizing the launch of the SCS program. 
On November 2, 2010, the Port Commission authorized a three-year contract with
Port Jobs with two one-year options with a value of $4,045,953.20.