7a supp
Item No. 7a_Supp Date of Meeting April 12, 2016 Workforce Development Long Range Plan and Update April 12, 2016 Use our influence to promote workforce development CENTURY AGENDA: Increase workforce training, job and business opportunities for local communities in maritime, trade, travel and logistics. Workforce Development Motion (July 2014) Support skilled workers aligned with industry demand Create economic opportunities for all of the community Make all jobs at Port-owned facilities quality jobs Increase capacity and efficiency of the regional workforce development system Commitment To Quality Jobs 2 Why Workforce Development Changing job structure Persistent income inequality Shrinking middle class Aging Workforce Increasingly diverse population Growing skills gap "Our region's thriving economy has not spread gains evenly.." 3 Why Workforce Development "A rising tide lifts all boatsbut a lifeboat carrying a few, surrounded by many treading water, risks capsizing" (Standard & Poor's) Create economic opportunities for all of the community 4 Economic Indicators Region Ranks High on Growth and Prosperity, Low on Inclusion of 100 largest Metropolitan Areas Jobs Productivity Median Wages Aggregate Wages Avg. Annual Wages Relative Poverty GMP Standard of Living (76th) Employment Rate Growth Prosperity Inclusion 16th 12th 30th Overall 62nd Race Success = Growth, Prosperity and Inclusion Port-Related Workforce Priorities Maritime AirportRelated Construction Manufacturing Occupations Occupations Occupations Occupations Sailors, Marine Passenger Air, Air Trades & Machinists, Oilers, Ship Cargo, Logistics, Maintenance Assembler, Engineers, Marine Maintenance, Laborers, Inspectors, Electricians, Restaurant, Electricians, Testers, Welders, Welders, HVAC Hospitality, Retail Pipefitters, Mechanics Carpenters Key Cluster Focus - Middle Class Jobs 6 Workforce Development Long Range Plan Strategies 2016-2020 Leverage the Port's Leadership and Influence Exploit the Port's position as Property Owner and Developer Commit Port Funding and Investments in Workforce Development Utilize Port's Position as Employer and Partner Strengthen and Leverage Community and Industry Relations Integrate Workforce Development Internally and Externally 7 2016-2020 Workforce Plan Investments SECTOR/ 2015 2016 INCREASE 2016 2016-2020 STRATEGY TOTAL INVESTMENT AIRPORT Airport Jobs/ Career Pathways Research & $925,000 $4,625,000 University $750K Pilot+$175k MARITIME N/A Career Pathways Training +$150K $150,000 $750,000 CONSTRUCTION ANEW/AOP $200K Regional Trades Partnership $710,000 $3,550,000 TRADES +$510K MANUFACTURING N/A Pilot +$150K $150,000 $750,000 YOUTH HS Interns $64K Core Plus +$200k $309,000 $1,225,000 STRATEGY HS Interns + $45K TOTAL BUDGET $1,014,000 +$1,230,000 $2,244,000 $11,220,000 Doubling Down on Our Investment in Human Capital 8 Focus: Airport Sector SeaTac operations (passenger air, air cargo) and supportive occupations (logistics, maintenance, restaurant/retail) Increasing Demand Current Labor Force SeaTac's growth creates new jobs High turnover in entry level positions Airport safety & security relies on Limited career advancement skilled workforce Turnover raises safety & security issues Limited English proficiency High cost of recruiting screening, and training new employees Recruitment, Training, and Retention Needs of Airport Employers 9 Airport Sector Investments 1. Execute Airport Employment Center & Employment Continuity Contract (July 2016) 2. Complete Career Pathways Road Map (Q3 2016) 3. Implement Career Pathways Training (2017) Phased approach provides continuity while the program is expanded 10 Current: Airport Employment Center Program Finalized $4.1M contract with Port Jobs to provide: Outreach and Recruitment Job Matching/Placement Job Readiness and Core Training Career Navigation & Counseling Employer Services Employment Continuity Services Employment Center services will reinforce entry-level success for all 11 Airport Employment Center Metrics Metrics 2016 2017 # of Job Placements 1,600 1,678 # of Hiring Employers 110 115 Placement Hourly Wage $15.00 $15.50 Training Enrollments 350 350 Training Completions 300 310 Finding Jobs and Providing Training 12 Airport/Aviation Career Pathway Metrics Impact Career Pathways Training Completion Job Career Upgrades Increased Earnings Job Retention (6 and 12 months) Influence New Training Courses Offered New Work-Based ESL Training Implemented New Employer Partnerships Leverage Funds Leveraged (education fte, support resources) Focus on Increased Earnings, Retention and Advancement 13 Focus: Maritime Sector Passenger Water Transportation, Boat & Ship Building, Fishing & Food Processing, Logistics and Maritime Support Job Quality Wages higher than state median wage Career advancement opportunities Increasing Demand Expected to expand between 2016 and 2020 Employers report difficulty finding qualified workers Current Labor Force Workforce is aging (nearing retirement) Predominately male More educated than national counterparts Worker Shortages Across Industry 14 2016 Maritime Sector Investments 1. Complete Career Pathways Road Map (Q4 2016) 2. Explore Models for Implementation (Q2 2016) Pre-Apprenticeship and Apprenticeship Maritime welding, pipefitting, pipe welding, electrical, electronics, diesel mechanics, or refrigeration/HVAC 3. Explore Maritime Job Portal (Q4 2016) Defining Maritime Jobs and Developing Career Pathways Road Map 15 Focus - Construction Sector Building Trades, Maintenance, Heavy & Civil Engineering, Specialty Trades Contractors Job Quality Sector Challenges 53% pay more than $30/hour Apprenticeship connects training with Siloed approach to planning, wage progression implementation, funding, and Increasing Demand evaluation Projected openings (2016 and 2024) Lack of coordinated system to Current Labor Force support outreach and pre- Aging Work Force apprenticeship Migratory and Seasonal Pre-apprenticeship programs at Minority and female apprentices have capacity and challenges to lower completion and retention rates sustainability Unifying Efforts to Enhance Pre-apprenticeship and Apprenticeship Training 16 Construction Workforce Strategy 1. Regional Construction Trades Partnership Increase Outreach Enhance Pre-Apprenticeship Training Strengthen Apprentice Mentoring and Retention Support Apprenticeship Utilization Requirements 2. Implement Inter-Local Agreement (Q2 2016) Erika Smith, Elevator Mechanic Apprentice & ANEW Pre-Apprenticeship Graduate Building a Regional Construction Talent Pipeline 17 Construction Partnership Sector Metrics Metrics 2016 2017 IMPACT Pre-apprenticeship Completion Apprenticeship/Trades Related Placements Retention (6, 12 months) Apprenticeship: # and % Achieved Journey Status Increased # and % Minority/Women Completions % of Projects Achieved Apprenticeship & Inclusion Goals Reinvigorating Pre-apprenticeship and Apprenticeship Programs 18 Focus: Manufacturing Sector Food processing, fabricated metal products, industrial machinery, textiles and apparel, aerospace, maritime and transportation equipment Manufacturing sector is diverse Job Quality: Average industry annual earnings in Washington $85,000 Increasing Demand: 4.6% projected job growth by 2024 Current Labor Force: Aging Workforce (nearing retirement) Critical Challenges Negative perceptions of industry Educational shortcomings Manufacturing: Workforce Opportunities & Challenges 19 Manufacturing Sector Approach 1. Better define gaps and opportunities "The state is filled with 2. Continue to discuss partnership workforce programsthey opportunities don't communicate enough with Center for Advanced Manufacturing (CAMPS) each other or with companies in IMPACT WA the industry. Seattle Colleges King County WDC, Seattle Jobs Initiative They have their own agendas, and workforce is being talked 3. Define specific initiatives and resources about by everyone, but very needed (Q4 2016) few are doing much on it " Thomas McLaughlin, executivedirector 4. Implement (2017) Center for Advanced ManufacturingPuget Sound Puget Sound Business Journal Jul 31, 2015 Need to Unify Approach to Manufacturing Workforce Training 20 Core Plus Preparing youth for careers in the Basic Industries 1. Contract with Manufacturing Industrial Council for Core Plus (Q2 2016) H.S. to Industry/Post-Secondary Transition Focus on middle wage occupations that cross sectors Industry-validated, career-related, STEM-based learning 2. Expand Core Plus to Maritime and Construction Curriculum and training Career exposure and internships Post-secondary training and/or jobs Strengthening High School Career Pathways 21 High School Internship Expansion Summer jobs can contribute to better long-term employment outcomes for young people Teens who work are 86% more likely to be employed the next year. Participation in a work-based learning activity can increase a young person's salary by as much as 11% for up to eight years after high school. Older youth have almost a 100% chance of being employed if they worked more than 40 weeks the previous year. Port Commitment to Expanding High School school internships: Increased funding from $64K to $109K in 2016 budget Challenged staff to significantly increase high school opportunities Interest in partnership with Cleveland and Foster High Schools Expanding Opportunity for Youth through Summer Jobs 22 High School Internship Expansion 2016 Program 1. Provide 50+ internship opportunities within the Port 2. Work with industry partners to create 20 new high school internship opportunities in key clusters (maritime, industrial, manufacturing and other port related ) 2015 2016 High School Internships New Goal Budgeted HS - Port internship opportunities 8 25 25 HS Key Cluster Employer Partnership 20 Total HS Internships 8 45 70 Additional College Internships 26 44 44 Total Port Internships 34 89 114 Port staff is working to triple summer internship opportunities in 2016 23 Key Dates Airport Execute Employment Center and Continuity Pool Contract - July 2016 Complete Career Pathways Map - Q3 2016 Maritime Complete Career Pathways Map - Q4 2016 Explore Models for Implementation - Q3 2016 Explore Maritime Jobs Portal - Q4 2016 Construction/Regional Trades Partnership Execute Inter local Agreement Q2 2016 CorePlus Execute Contract with Manufacturing Industrial Council - Q2 2016 Manufacturing Identify partnerships and opportunities - Q4 2016 Implementation - 2017 Building a Talent Pipeline 24
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