Item No.:               7d_Attachment A 
Meeting Date:            May 26, 2015 
Workforce Development Expansion 
Commission Briefing 

Office of Social Responsibility

Overview 
Background 
Recommended investment approach 
Investment options and metrics 
Funding sources options 
Implementation timeline 
Next steps 

2

Previous Commission Actions 
Strategic Objective 
Century        Use our influence as an institution to promote small
Agenda          business growth and workforce development. 

Resolution 3694 (July 2014) 
Increase safety and security 
Training, wage & compensation standards 
Quality Jobs
Initiative 
January 2014          Workforce Development Motion (July 2014) 
Support supply of skilled workers 
Create economic opportunity 

Commitment to Quality Jobs 
3

Workforce Development Motion 
Adopted by Commission July 2014 
Motion Highlights 
OSR to complete a workforce development strategy 
Expand the Port's workforce development program 
Contract with service providers as necessary 
Actions to Date 
December 2014  April 2015 
Additional analysis, stakeholder engagement & strategy development 
November 2014 
Decision extended to the end of April 2015 
September 30, 2014 
Commission & CEO briefing 
July/August 2014
Contracted with consultant and completed Legal Department review 
Commission publicly supports workforce development 
4

Why Invest in Workforce Development 
Current and Emerging Challenges 
Shrinking pool of qualified workers 
Low unemployment rate (4.1%) reduces pool 
Shifting demographics of emerging workforce 
Growing skills gap: Current training not providing
the skills needed 
Limited pathways to industry 
Lack of skilled workers limits economic growth 

Insufficient pipeline of qualified workers 
5

Traditional Pathway Model 
Less than 25% take this path 

Community College 
University 
K-12 
Job         Career 
Vocational Technical 
Apprenticeship 

Source: Ed Morrison Workforce
Development 2.0 Oct 2011 
Traditional model is obsolete  75% to seek other paths 
6

Current System 
75% take this approach 





Pathways are complex and difficult to navigate 
7

Solution 
Sector-Based Workforce Development 
Focus on common needs within sectors 
Increase employer engagement 
Expand pool of qualified workers 
Address current and emerging skills gap 
Support industry-driven training pathways 
Integrate siloed systems 
Identify smart investments: leverage &
collaboration 
Expand and Strengthen the Pipeline 
8

Benefits of Sector Approach 
BENEFITS FOR BUSINESS       BENEFITS FOR WORKERS 
Strengthens economic growth and Increases economic opportunities
industry competitiveness        for community 
Expanded hiring networks       Access to new job opportunities 
Skilled workers               Pathways to good jobs and
careers 
Reduced turnover 
Marketable skills 
Increased worker diversity 
Improved access for under-
Cost savings (recruitment, hiring
represented workers 
& training) 
Better understanding of industry
Higher productivity 
and job market 

Improve Connections Between Employers and Community Job Seekers 
9

Proposed Workforce Development Strategy
Expansion Recommendations 
Sector Approach 
Airport 
Construction 
Maritime 
Expand & strengthen current efforts 
Leverage Port's role in regional economic development 
Identify new opportunities to leverage federal, state
and local investments 
Strengthen Port-Related Sectors 
10

Investment Options 2016 
Airport 
Current $750,000    Proposed $950,000 
Maritime 
Current $107,000   Proposed $200,000 
Construction 
Current$200,000   Proposed $850,000 
Interns 
Current $9,000      Proposed $52,000 
Development, Implementation and Metrics 
Current $0        Proposed $100,000 
2016 will be considered year one  Creating a baseline 
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Investment Options 2016 
Current Level      Proposed 
Port Investment     Expansion 
CONTRACTS 
Industry Engagement/Development &                     0         $50,000 
Implementation 
Airport                                     $750,000        $950,000 
Construction                                 $200,000        $850,000 
Maritime                                    $107,000        $200,000 
Metrics to Drive Results Evaluation                        0         $50,000 
Total Contracts     $1,057,000    $2,100,000
INTERNSHIPS 
Challenge Grants to Increase Maritime Internships                  0           $25,000 
Port Internal Internships                                    $9,000           $27,000 
Total Internships         $9,000        $52,000 
TOTAL BUDGET FOR 2016   $1,066,000   $2,152,000 
Recommendations for 2016: Year One of the Five-Year Investment Strategy 
2017  2020 work plan & budget recommendations to be adjusted based on stakeholder 
input, Workforce Policy Directive, early results and additional program development 
2016 Year One  Creating a baseline 
12

Airport Sector 
Current & Future Labor Market           Gaps/Needs 
Increasing Demand          Increasing Needs 
SeaTac's growth create new jobs     Recruitment  new & replacement 
Safety & security of Airport        Retention support 
Operations relies on skilled        Training:
workforce 
Safety & Security 
Current Labor Force            Job-Related English 
High turnover in entry level
Basic Skills 
positions 
Career advancement
Limited career advancement 
(Customized) 
Turnover raises safety & security
issues                        * Resolution 3694 English Proficiency
Limited English proficiency        Policy encourages employers "to provide
paid leave to Covered Employees for on-
High cost of recruiting screening,   the-job English proficiency training". 
and training new employees 
Recruitment, Training, and Retention Needs of Airport Employers 
13

Airport Sector Investment Options 
Current               Expanded (+$200,000) 
$750,000                 $950,000 
Job matching/placement       Continuation of Current Plus: 
Career navigation & counseling,  Expanded training (Airport Univ.) 
Job readiness training         New training partnerships 
Increased career navigation 
Industry-specific skills training 
Retention, support, & tracking 
Employer Services 
Data and evaluation 
Fund development/leverage 

Strengthening Current & Future Workforce 
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Airport Sector Metrics 
Metrics              CURRENT(2014)  Expanded Year One 
Individuals Served (unduplicated)                   6,499           7,000 
# of Job Placements                            1,236           1,250 
# of Hiring Employers                            75             100 
Placement Hourly Wage                        $10.28          $10.50 
Employers Served                             100             100 
Job Listings                                  925            1,000 
Training Enrollments                           337             400 
Training Completions                           327             350 
New Funds Secured                         $1.9m (3 years)     1 new funder 
New Training Courses Offered (Employer Driven)          4              2 
ADDITIONAL METRICS  Expanded Investment 
New Work-Based ESL Training Implemented             2 
Outputs     New Employer Partnerships                    Report 
Funds Leveraged (education fte, support resources)      Report 
Participant Tracking System Implemented             Report 
OUTCOMES BASED ON TRAINING COMPLETERS 
# Job Career Upgrades                          60% 
Outcomes     # Increased Earnings                      70% 
Job Retention (6 &12 months)                    60%, 50% 
Measuring Results                   15

Construction Sector 
As a major developer, the Port relies on the availability of a skilled construction workforce. 
Current & Future Labor Market           Gaps/Needs 
Increasing Demand               Fragmented Approach 
Construction activity projected to      Pipeline not aligned with demand 
grow over the next ten years          Emerging workforce increasingly
diverse 
Increased competition for common 
pool of workers                   Siloed approach to planning,
implementation, funding, and
Current Labor Force                 evaluation 
Aging workforce (retirement boom)      Lack of coordinated system to support
outreach and pre-apprenticeship 
Majority is white, male 
Limited capacity of pre-apprenticeship
Minority and female apprentices have     programs 
lower completion and retention rates     Lack of clearinghouse to support
contractors with referrals and data 
Current/Emerging Labor Shortages 
Need for retention support 
Apprentice Pipeline Insufficient 
16

Construction Sector Investment Options 
Current               Expanded (+ $650,000) 
$200,000                 $850,000 
NEW PROGRAM: Regional Partnership 
Orientation to the Trades 
Coordinated Planning and Funding: 
Outreach and recruitment 
Career Navigation & Support
Pre-apprenticeship training 
Services 
Apprenticeship placement 
Job/Apprenticeship Application    Participant support and retention 
Employer training & assistance 
Pre-apprenticeship Training      Coordination and Support: 
Centralized referral and reporting 
Contractor assistance 
Coordinated forecasting 
Stakeholder communications &
coordination 
Data, tracking, and evaluation 
Resource and fund development 
Creating a Regional Construction Pipeline Partnership 
17

Construction Sector Metrics 
Metrics         CURRENT(2014)    Expanded 
Year One 
Individuals Served                 250           400 
Pre-apprenticeship Completion        50            120 
Apprenticeship Placements           100           200 
2016 ADDITIONAL METRICS  Expanded Investment 
Centralized Referral System Developed              2 
Outputs     Regional Advisory Board Established              Report 
Contractor Training & Support Implemented         Report 
New Funds/Resources Secured                  Report 

Retention (6, 12 months)                   85% 6 months 
80% 12months 
Apprenticeship: # and % Achieved Journey Status    Increase from 
Outcomes                                    baseline 
Increased # and % Minority/Women Completions     Increase from
baseline 
Increase in % of Projects Achieved Apprenticeship    Increase from
Utilization and Inclusion Goals                   baseline 
Measuring Results                   18

Pre-Apprenticeship to Airport Construction 
"I am so fortunate and proud to be a part of the
best trade in the industry." 

Erika was juggling three part-time retail jobs, making $8 - $10 per
hour and no benefits when she decided to look for a career that
would provide her with better wages and opportunities. She
learned about the Elevator Constructors Apprenticeship program
while enrolled in ANEW's pre-apprenticeship training.
Erika was accepted into the Elevator Constructors apprenticeship
in 2014. She is a member of IUEC, Local 19 and currently working
Erika Smith, Elevator
for Schindler Elevator Corporation, making more than $23 per
Mechanic Apprentice and 
hour and full benefits: Because of the Port's apprenticeship         ANEW Pre-Apprenticeship
requirement she has worked nearly 1,500 hours on the Airport         Program Graduate 
Vertical Conveyance project alone. 
She says that it has been challenging to manage work, school and    Awarded Washington Women
in the Trades "Tradeswoman
union meetings. "ANEW staff continue to be a mentor to me, and I,
of the Future" 
in turn, will provide that same experience to future tradeswomen."        November 2014 

Pre-apprentice graduate working through Port's Apprenticeship Utilization program 
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Maritime Sector 
"..we have plenty of work coming, but are running out of workers.We are rapidly
looking at a workforce problem" COO of local Maritime Construction Company 
Current & Future Labor Market           Gaps/Needs 
Increasing Demand            Increasing Needs: 
Maritime sector expected to expand
between 2016 and 2020            Retaining & recruiting workers 
Employers report difficulty finding     Youth are not entering the industry 
qualified workers 
Limited connections to job seekers 
Current Labor Force 
Workforce is aging (nearing          Increased regulatory requirements 
retirement) 
Need for higher education programs
Predominately male 
More educated than national         for some occupations 
counterparts 
Need to increase awareness 
Worker Shortages Across Industry 
Training programs fragmented 
Current and Emerging Worker Shortages 
20

Maritime Sector Investment Options 
Current                Expanded +$93,000 
$107,000                 $200,000 
NEW PROGRAM (Potential Activities) 
One Time Budget Approvals: 
Career awareness activities 
Center for Wooden Boats youth     Co-investment 
training program support fund 
Tuition assistance & support 
Support for Maritime study        Core Plus expansion to Maritime 
Increased employer engagement 
Develop industry-driven, 
workforce-ready training
pathways 
Expand apprenticeship 
Complete business and funding
plan 
Support for Early Development & Implementation 
21

Maritime Sector Metrics 
Metrics                    New 
Year One 2016 
NEW OUTPUTS (Preliminary) 
Outreach/Career Fairs                             Report 
# of Employers Participating in Training/Hiring              10 
Strategic Investment and Action Plan Completion           Report 
Maritime Job Placements                             25 
Placement Hourly Wage                           $15 - $20 
Job Retention (6 month)                             80% 
Training Enrollments                                20 
Training Completions                                17 
New Funds/Resources Secured                        Report 
New Training Programs Implemented                   Report 
Measuring Early Results 
22

Additional Investment Recommendations 
Description      Current   Expanded      Activities/Scope of Work 
Industry                 0    $50,000   Employer involvement in
Engagement/                     identifying skills/labor market
Development &                     needs, curriculum design,
Implementation                       training, & hiring 
Career pathways mapping 
Program development/pilot 
Employment equity analysis 
Evaluation                0    $50,000   Development of evaluation models 
Evaluation of direct outcomes 
Create outcomes dashboard 
High School Interns       $9,000    $52,000   20 Maritime Internships 
o 6 within Port 
o 12 with maritime employers 

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Potential Funding Sources 
Tax Levy Options 
o Fund Entire Amount 
o Non-Airport Related Portion (based on FAA
audit determination) 
Use General Fund & Airport Revenues 
o Allocate a portion based on services to airport
employers and airport operations 
o Review alternate funding models after FAA
Audit is final 

Funding options available to the Port 
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Next Steps/Timeline 
May 2015: 
Identify Fund Sources and Commission Briefing 
June/July 2015: 
Review statutory authority with Port Legal 
Commission Approval of Recommendations & Budget 
Release Airport Sector RFP 
August/September 2015: 
Stakeholder Outreach/Engagement (Sector Specific) 
Maritime & Construction Funding Processes 
October/November 2015: 
Evaluate RFP responses, brief CEO and Commission 
December 2015: 
Execute Airport Sector Contract for January 2016 start 
Q1 2016: 
Execute Construction and Maritime Sector Contracts 
Baseline work for a multi-year proposal in 2017 
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