Workforce Development Progress Report May 9, 2017 Item No. 7 a _supp Meeting Date: May 9, 2017 Presentation Highlights • Workforce Development Challenges and Opportunities • Port Workforce Priorities – Aviation – Construction – Maritime – Career Connected Learning/Summer internships 2 3 4 5 Port - Related Workforce Priorities 6 Key Cluster Focus - Middle Class Jobs Maritime Occupations Sailors, Marine Oilers, Ship Engineers, Marine Electricians, Welders, HVAC Aviation Occupations Passenger Air, Air Cargo, Logistics, Maintenance, Restaurant, Hospitality, Retail Construction Occupations Trades & Maintenance Laborers, Electricians, Pipefitters, Carpenters Manufacturing Occupations Machinists, Assembler, Inspectors, Testers, Welders, Mechanics Airport Jobs & Airport University Context • High turnover in entry level positions • Limited career advancement • issues • Limited English proficiency • High cost of recruiting screening, and training new employees 7 SeaTac Airports Growth Creates Jobs and Workforce Development Opportunities Performance July to Dec. 2016 • # Registered 3,809 • # Job Placements 782 ind /834 jobs • # of Hiring Employers 67 • Placement Wage $14.67 • Training Enrollments 160 • Training Completions 129 Airport Career Pathways Research Underway 8 Creating Career Pathways • Build new career ladders and economic opportunities • Strengthen the skills and education of workforce • Map e ducation opportunities to promote career advancement • Organize Cross Agency and System Partnerships (workforce development, education, social services, economic development) Occupational Clusters  Aircraft Maintenance  Safety and Security  Facilities and Ground Services  Customer Service/Passenger Services  Airport Dining and Retail Stakeholder Interviews  Employers  Training and education partners,  Labor partners 9 10 11 Construction: Partner to Achieve Scale and Impact 12 1. Expand Pathways to Apprenticeship • Port Contracting with Urban League, RAYDO, and Partners in Employment to recruit women and people of color into apprenticeship tracks • Community partners help with client assessment and referral 2. Coordinated Funding - Regional Construction Trades Partnership • To underwrite both training and retention • Invests in Labor market tracking and intelligence 3. Implement Priority Hire for residents of economically disadvantaged communities 4. Port Internal Apprentice Utilization 5. Develop outcome and accountability measures Current Recruitment Targets :  135 assessed  75 referred  35 entered training or placed into jobs Outreach, Assessment & Referral Coordinated Approach to Retention Priority Hire Recommendations Demand Drives Apprenticeship Slots 20% increase in Retention & Completion Rates Better Define Demand/Gap Coordinated Training Investments Q3 - 2017 Q4 2016 Q4 - 2017 Q4 - 2017 Q1 - 2018 2018 - 2022 2018 - 2022 Maritime Sector 1. Conducted Employer and Training Institution Focus Groups 2. Maritime Youth Collaborative • Maritime Operations and Marine Science Careers • Educational Pathways • Partnership with Seattle Maritime Academy and Goodwill Industries • Shipboard Experience • Maritime Pre - Apprentice Pilot 13 Employers Want the Port to Help Generate Interest in Maritime Careers Core Plus 14 • H.S. to Industry/Post - Secondary Transition • Develop Core Plus Maritime curriculum • Curriculum and training, career exposure and internships • Expansion of Core Plus Maritime in 14 schools Youth Development Strategy: Career Connected Learning 15 Career Connected Learning Tying Internships to Career Awareness & Exploration Activities 16 • Port Activities – Career Awareness Tours – Airports and the Environment Learning Project – Discover U Tours • Youth Maritime Collaborative – Outreach and Awareness Activities – Maritime Operations and Marine Science Day – SMA Experience Maritime Training – Sound Experience Schooner Adventuress Capstone Event • Expanding to Middle Schools 2017 High School Internship Expansion 17 High School Internships 2015 2016 2017  HS - Port internship opportunities 8 68 82  HS – Key Cluster Employer Partnership 10 30 Total HS Internships 8 78 112 • More than 50% of internships are reserved for teens in youth employment programs – At least 20 reserved for Rainier Beach & Cleveland High Schools • Targeted recruitment in underrepresented communities of King County • Access: – Port website – LaunchPath • Tremendous interest and response Port High School Internship Goals 18 1. Advance career readiness & transferable skills training 2. Provide enrichment activities, including: • Networking, goal - setting, resume, & interviewing workshops • Facility tours at multiple Port & maritime locations • 4 day experiential maritime skills development • 2 day Sound Experience cruise experience 3. Encourage Mentorship 4. Organize career & education Day with schools, maritime employers, apprenticeship & aviation employers