COMMISSION 
AGENDA MEMORANDUM                        Item No.          11a 
BRIEFING ITEM                            Date of Meeting        May 24, 2022 
DATE:     Update date 
TO:        Stephen P. Metruck, Executive Director 
FROM:    Luis Navarro, Director, Workforce Development Programs 
SUBJECT:  2021 Workforce Development Annual Report 
EXECUTIVE SUMMARY 
Workforce development is critical to achieving the Port's mission as an economic development
agency. As a regional anchor institution, the Port leverages its cross-sector influence and
leadership to promote long-term, sustainable advancements across port-related economic
activities that promote equity. 
In the 2021 State of the Port, Port Commission President Fred Felleman and Executive Director
Steve Metruck indicated that 2021 marked the third year that COVID impacted our budget and
community, but we also saw positive signs on the horizon. The pandemic continued to present
new challenges, especially for those who were already deprived of opportunities for success. We
tracked a major travel recovery during the spring and summer of 2021. Passenger volume at the
airport returned to 75 percent of what we consider typical. Cruise operations resumed in July 
with reduced ship calls and with fewer passengers. 
In the area of workforce development, the Port continued to invest in regional efforts in 2021. In
2020, the workforce development budget was reduced to meet the new port-wide financial goals
from the impacts of COVID-19, requiring a recalibration of priorities for 2021, including the
elimination of proposed new staff, reduction and postponement of planned contracts and
consulting services for market data analysis, among other areas. However, existing contracts
continued without reduction that funded key employment and training programs in Port
communities, in particular BIPOC communities and women who are underrepresented in port
related industries. 
In 2021 the Port invested in communities-oriented programs: 
Invested in workforce development in maritime, aviation, construction and green jobs 
Added resources for the South King County Community Impact Fund to mitigate the impacts 
of the pandemic on the community and support regional economic recovery 
Advanced the implementation of Duwamish Valley Community Equity Program 
Established the Equity Index as a resource to place resources where they are needed most 
Funded the Youth Opportunity Initiative to support nearly 300 youth internships 

Template revised April 12, 2018.

COMMISSION AGENDA  Briefing Item No. 11a                                Page 2 of 13 
Meeting Date: May 24, 2022 
BACKGROUND 
In June 2020, the Port of Seattle Commission adopted the Workforce Development Policy
Directive under Resolution 3776, with the purpose of fulfilling the Century Agenda strategic
objectives of increasing equitable access for workers in port-related economic activities in
maritime, aviation, construction trades, green careers, and other port related economic
industries and activities. Staff developed a three-year Workforce Development Strategic Plan for
2021-2023 guided by the Port's Century Agenda and key provisions from Resolution 3776 to
ensure that Port investments in workforce development and related activities produce outcomes
that support a skilled workforce in Port related industries, and that workforce development
programs create equitable access for all. 
Resolution 3776 provides guidance in two key provisions: 
Goal 1: Increase Equitable Access to Economic Prosperity. Increase equitable workforce
access for the trades in port-related economic activities, with an emphasis on expanding
opportunities to near-port communities, which are most disproportionately impacted. Port
staff will develop program priorities, actions, benchmarks, and metrics for success. 
Goal 2: Leverage Port Impact and Innovation. Identify and prioritize opportunities for
leadership to influence and promote a sector-based approach to workforce development
centered on equity, diversity and inclusion. 
Resolution 3776 also requires staff to provide an annual report to the Port Commission and
the report also satisfies a requirement under RCW 53.08.245(2)(c) by providing quantitative
information on program outcomes including: the number of workers trained, recruited,
placed in jobs, and retained; the types of jobs and range of compensation; the number and
types of businesses that are served; and any other tangible benefits realized by the port, the
workers, businesses, and the public. 
2021 RESULTS 
Analysis of Results of Investments (ROI) for 2021 was conducted by Port staff and consultant Bob
Watrus, a workforce development expert hired to support the analysis. The ROI report is
presented in the categories of impact, influence, and leverage. 
In 2021, COVID-19 continued to impact operations of community-based organizations. Important 
economic indicators showed a slow recovery, which didn't arrive equally in all communities, as
communities of color recover more slowly. Nonprofit and training organizations continued with
a hybrid approach to training with good results because it allowed people to participate in what
felt comfortable to them or was possible considering their personal barriers. In 2021, the Port
also remained committed to the communities we serve by not cancelling any existing contracts. 


Template revised September 22, 2016.

COMMISSION AGENDA  Briefing Item No. 11a                                Page 3 of 13 
Meeting Date: May 24, 2022 
Port Investments 
The Port's workforce development actual investments in 2021 was $3.3 million and included $1.7 
million for a second summer youth employment program, and $1.6 million for programs in port
related sectors of aviation, maritime, and construction trades. Investments included contracts
with services providers such as: the pre-apprenticeship organization ANEW, the Urban League of
Metropolitan Seattle, and the Youth Maritime Collaboration, and Port Jobs. The following is a
report on the impact of the Port investments in workforce development. This memo also outlines
how the Port influences the regional workforce development system and how we leverage
external funding to support port sectors. 
IMPACT 
In 2021, the Port of Seattle's workforce development investments resulted in 1,312 job placements 
and 380 training competitions. Types of jobs in which participants were placed included airport
restaurant   operations,   airport   customer   service,   janitorial/cleaning,   ramp/   airfield,
warehouse/freight, and retail operations in the aviation sector; and apprentice electrician, laborer,
carpenter, installer and helper, and sheet metal worker in the construction trades sector. Hourly
wage at placement in aviation was $17.02, and in construction, $25.61. 
In addition, Port construction projects with apprentice utilization requirements provided 591
apprentices work, including 197 apprentices of color, 55 women apprentices, and those with
Priority Hire goals reported 99 Priority Hire workers. 
With respect to youth, the Port's investments resulted in 535 youth participating in a range of
career connected learning opportunities in port-related sectors, including maritime and
environmental sustainability and green jobs. 
The vast majority of participants in the Port's workforce development efforts were from
communities of color (BIPOC). Most lived in priority communities (e.g., South King County and
Priority Hire ZIP codes). 
In 2021, 134 employers hired participants or provided youth career connected learning
opportunities. Types of employers included airport concessionaires, ground handling companies,
airlines, construction contractors, boat repair shops, recreational boating rental providers, and
other maritime employers (e.g., cargo ship operator, marine terminal operator, and marine
science and engineering firm). 
Partners in the Port's workforce development efforts, in addition to employers in port related
sectors, included community-based  organizations, other public entities, and the regional
workforce development system. 


Template revised September 22, 2016.


COMMISSION AGENDA  Briefing Item No. 11a                                Page 4 of 13 
Meeting Date: May 24, 2022 
A.  Port Related Sector Reports 
The following are the results of investment of the port sectors: 
B.  Aviation Sector 
Airport passenger traffic continued to rebound in 2021 despite increases in COVID cases due
to the Delta and Omicron variants. The number of job openings at SEA Airport increased in
2021, as compared to 2020. At the same time, the unemployment rate in King County was
low (4.4% in October 2021, for example), and airport companies found it challenging to hire
new employees. Many airport companies began offering hiring, attendance, or retention
bonuses to entice job applicants. 
Airport Employment Center and Airport University 
Airport Employment Center job placements totaled 1,211 in 2021 reflecting the increase of
air travel and the resulting. job placements were up about 42 percent from 2020, but still well
below 2019 pre-COVID numbers. The number of employers hiring through the center totaled
80, also up from 2020, but still below 2019 numbers. In addition, 79 airport workers
completed training. Training enrollments and completions also increased from 2020 and
included two new cohorts in the Introduction to Aviation Maintenance Technology career
pathway (described in more detail below). 
In 2021, the Airport Employment Center and Airport University provided employment and
training services to SEA airport companies fill open positions and to help community
members, SEA employees, and laid-off employees find employment and build skills for career
advancement.  Airport  University  supports  incumbent  workers  acquire  new  skills.
Employment and training services, provided in person at the Airport Jobs center and remotely
by contractor Port Jobs, included: 
A "Hotlist" of job openings at SEA Airport available online at www.portjobs.org and sent
weekly to community-based organizations and colleges. 
In-person open interview events in partnership with airport companies. Promotion of
airport company-hosted hiring events; Information about jobs and career pathways at
SEA Airport. 
In-person and remote job search assistance, including assistance to newly arrived Afghan
refugees. 
Career navigation and resume development. 
SIDA badge training preparation to help English language learners pass the Port of
Seattle's updated SIDA badge training required for airport employment.
Free college classes for career pathways and skill building through the Airport University
program, with a focus on Aviation Maintenance Technology. 
Scholarships to SEA employees through the Alaska Airlines-Airport University scholarship
program. 

Template revised September 22, 2016.

COMMISSION AGENDA  Briefing Item No. 11a                                Page 5 of 13 
Meeting Date: May 24, 2022 
Combined Job & Health Insurance Enrollment & Vaccination Fairs in partnership with King
County Public Health and the Port of Seattle for airport employees and community
members. 
2022 results are projected to remain steady, with an expected continuation of a tight labor
market, and continued uncertainties about COVID variants and impacts. 
Airport Employment Center and Airport University  Port Jobs 
2019 (baseline)       2020 (actual)         2021 (actual)       2022 (projected) 
# Registered for                 4,882               1,810                1,482                1600 
employment and/or
training (unduplicated) 
# Job placements               2,239               857                1,211               1300 
Hourly wage @                $16.04            $16.40             $17.02             $17.54 
placement 
# Hiring employers                90                  70                   80                  80 
# Training enrollments            247                 197                  247                  250 
# Training completions            198                 174                  200                 200 
Source: Port Jobs 2021 Year-end Highlights 
Participant demographics: 44 percent African/African American/Black, 23 percent Asian, 14
percent  white,  8  percent  Spanish/Hispanic/Latino,  7  percent  Pacific  Islander/Native
Hawaiian, and less than 1 percent American Indian/Alaska Native. 52 percent female and 48
percent male. 59 percent South King County residents. 
Types of jobs: Restaurant operations, 28 percent; airport customer service, 27 percent;
janitorial/cleaning, 18 percent; ramp/airfield, 9 percent; warehouse/freight, 8 percent; and
retail operations 7 percent, and other 3 percent. 
Types of businesses served:  All SEA airport companies, including airlines, airport
concessionaires,    ground    handling    companies,    warehouse/cargo    companies,
janitorial/cleaning companies, rental car agencies, etc. 
Partnerships: Aviation employers (e.g., Alaska Airlines and Boeing); community colleges
(Highline and South Seattle, which teach Airport University classes); K-12 system (e.g., Puget
Sound Skills Center); Aerospace Joint Apprenticeship Committee and ANEW (apprenticeship
referrals); Northwest Education Access (college and financial aid navigation); King County
Reconnect to Opportunity (young adult employment); community based organizations
(African Chamber of Commerce, Asian Counseling and Referral Services, and others); Annie.

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COMMISSION AGENDA  Briefing Item No. 11a                                Page 6 of 13 
Meeting Date: May 24, 2022 
E Casey Foundation and its Generation Work Initiative; and Washington State Department of
Social and Health Services (Basic Food Employment and Training); ); and King County Public
Health (health insurance enrollment fairs). 
COVID-19 impact and response: Remote and in-person job search assistance at Airport Jobs
throughout the pandemic. In-person open interview events at Airport Jobs and promotion of
employer-hosted hiring events. Use of computers and internet at Airport Jobs for job search.
Free health insurance enrollment fairs for laid off airport workers and community members
who've lost health insurance benefits. Information on safety net resources such as
unemployment, health care resources, food and energy assistance, etc. Airport University
college classes and Alaska Airlines-Airport University scholarships for skill building and career
advancement. 
Aviation Career Pathways: Aviation Maintenance Technician (AMT): Port Jobs and South
Seattle College partnered with the Port of Seattle to offer an Introduction to Aviation
Maintenance Technology (AMT) course at SEA Airport in Winter Quarter 2021 and again in
Fall Quarter 2021. Students in these two cohortsprimarily airport workers in entry jobs such
as ramp agents and fuelers gained math skills, toured the college's AMT program, and
received financial aid application assistance and navigation support to bridge into the
college's two year, FAA-approved AMT program. Completers received a $1,000 scholarship
from Port Jobs' Alaska Airlines-Airport University scholarship program. 
Once enrolled in South Seattle College's AMT program, students receive academic and other
supports. 
In 2021, a diverse group of 29 SEA airport employees, former employees and community
members completed the course, seven of whom enrolled in the AMT program at South
Seattle College in 2021; another eight students are expected to enroll in Spring 2022. Said
one female student, "Thank you so much for coordinating this class. It has inspired me to
move forward in my career which I know is exactly its intention." 
Aviation Career Pathways (2020-21: Aviation Maintenance Technician, with Port
Jobs and South Seattle College) 
2020 (actual)          2021 (actual)        2022 (projected) 
# Training enrollments (Intro to AMT)               23                    40                    40 
# Training completions (Intro to AMT)               17                    29                    30 
# Training enrollments (two-year AMT                5                    15                    16 
Program at South Seattle College)
Hourly wage & job placement (post-                                                       $30/hour* 
graduation) 

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COMMISSION AGENDA  Briefing Item No. 11a                                Page 7 of 13 
Meeting Date: May 24, 2022 
Cohorts have yet to reach these milestones. 
*The first cohort will complete AMT training late in 2022, having enrolled in the eight-quarter college program in
Spring 2020, a quarter which was interrupted due to the start of the pandemic. 
Participant demographics: 90 percent BIPOC and 25 percent women. 
Types of jobs: Aviation maintenance technician, which are in high demand and can pay
salaries over $85,000. 
Types of businesses served: Airlines, warehouse/cargo companies 
Partnerships: Port Jobs and South Seattle College. 
Aviation Career Pathways: Planning and Development 
Aviation career pathways planning and development work in 2021 included: development of
a second aviation career pathways project targeting air cargo and logistics, with a launch date
set for fall 2022; and expansion of Port of Seattle apprenticeship opportunities, including
aviation maintenance as well as maritime maintenance, etc. 
Fair Work Center 
The Fair Work Center, in partnership with Partner in Employment and other communitybased
organizations, reached out to 3,742 SEA Airport workers through outreach events and
activities,  one-on-one  intake  and  follow  up,  training  workshops,  and  community
collaborations, educating them on the City of SeaTac's Prop 1 and helping them to improve
their workplace conditions. Outreach focused on the hardest to reach workers, including
workers of color, women, and newly arrived immigrant workers. 273 workers participated in
Fair Work Center training workshops. 
C.  Construction Trades Sector (Worker Outreach, Training, and Retention) 
Construction  training  completions  totaled  180  in  2021,  with  101  placements  in
apprenticeships and trades related jobs. Hourly wage at placement was $25.61. 2021 data
include results from construction outreach, training and retention funded jointly by the Port,
City of Seattle, and Sound Transit. 
Projections for 2022 are 242 training completions and 180 placements. 
Construction Worker Outreach, Training, and Retention  ANEW, Urban League and
Ironworkers, plus Rainier Beach Action Coalition, Carpenters, and PACT in 2021 
2018-19         2020 (actual)       2021 (actual)*     2022 (projected) 
(baseline) 
# Enrolled                         206                  49                   274                  257 
# Training completions            175                  36                   180                 242 


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COMMISSION AGENDA  Briefing Item No. 11a                                Page 8 of 13 
Meeting Date: May 24, 2022 
# Placements                   190                43                 101                180 
(apprenticeships, trades
related jobs) 
# Hiring employers                40                  11                   42                  50 
Hourly wage @                $26.21            $24.50+             $25.61             $27.00 
placement 
Retention @ 3 mos            142 (75%)             46                  52                 225 
Retention @ 12 mos           107 (56%)             40                  49                 158 
Retention @ 18 mos           86 (45%)              40                  41                 145 
*   Numbers include those from construction worker outreach, training, and retention jointly funded by the
Port of Seattle, City of Seattle, and Sound Transit. 
Participant demographics: 72 percent BIPOC. 63 percent men and 36 percent women. 58
percent Priority Hire ZIP codes. 
Types of jobs: Electricians, laborers, carpenters, installers and helpers, sheet metal workers,
and plasterers. 
Types of businesses served: Construction contractors. 
Partnerships: City of Seattle, King County, Sound Transit and other public contracting entities
(Regional Public Owners group), community-based organizations (Rainier Beach Action
Coalition and Urban League of Metropolitan Seattle), pre-apprenticeship and apprenticeship
programs (ANEW, PACT, Ironworkers, and Carpenters), and construction contractors. 
Port Apprentice Utilization and Priority Hire 
In 2021, 17 Port of Seattle construction projects with a total of almost 1,010,167 total labor
hours worked had apprentice utilization requirements. These projects provided work to 591 
apprentices, who performed 23 percent of labor hours worked. People of color apprentices
numbering 172accounted for 32 percent of apprentice labor hours worked  on these
projects and women apprenticesnumbering 55 or 12 percent. 
Also in 2021, eight Port of Seattle construction projects with 60,985 total labor hours worked
had Priority Hire requirements. These projects provided work to 99 Priority Hire workers, who
performed 25 percent of total labor hours worked. Of the 99 Priority Hire workers, 24 were
apprentices and 75 journey workers; and 26 were people of color and 4 women. 
Among the crafts represented: carpenters, cement masons, electricians, ironworkers,
laborers, and sheet metal workers. 

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COMMISSION AGENDA  Briefing Item No. 11a                                Page 9 of 13 
Meeting Date: May 24, 2022 
Apprentice Utilization               2019 (baseline)          2020 (actual)           2021 (actual) 
Port projects with apprentice                                       30 projects/              40 projects/ 
utilization requirements and total                              1,642,378 total labor       1,010,167 total 
labor hours worked on these                                        hours                labor hours 
projects 
% labor hours worked by                   20%                   23%                   23% 
apprentices 
# apprentices                                                        819                     591 
% apprentice hours worked by              33%                   38%                   32% 
people of color 
# people of color                                                     275                      197 
apprentices 
#/% apprentice hours worked by            10%                   9%                    12% 
women 
# women apprentices                                            77                     55 
Priority Hire 
Number of Port projects with                  N/A            3 projects/17,700 total        8 projects/ 
Priority Hire requirements and total                                 labor hours           60,895 total labor
labor hours worked on these                                                                hours 
projects 
% labor hours worked by Priority              N/A                    34%                    25% 
Hire workers 
# Priority Hire workers                                                  35                       99 
# Priority Hire apprentices                                               4                        24 
# Priority Hire journey Workers                                         31                       75 
# Priority Hire people of color                 N/A                      20                       26 
workers 
# Priority Hire women workers                N/A                      5                       4 
D.  Maritime Sector 
Maritime Experiential Learning and Internships 
In 2021, the number of students participating in maritime experiential learning events totaled
188, over twice the number participating in 2020, but only one third of the number
participating in 2019 pre-Covid. 
In addition, 17 youth participated in external summer internships. 

Template revised September 22, 2016.

COMMISSION AGENDA  Briefing Item No. 11a                               Page 10 of 13 
Meeting Date: May 24, 2022 

Maritime Experiential Learning and Internships  Youth Maritime Collaborative and
Sound Experience 
2019 (baseline)        2020 (actual)         2021 (actual)        2022 (projected) 
# Students                  474                 75                  188                  90 
participating in
maritime experiential
events 
# Youth participating          N/A                   30                    17                    N/A 
in maritime
internships 
# Employers                N/A                 11                  12                 N/A 
providing internships 
The Youth Maritime Collaborative contract ended in January 2022. Sound Experience will
continue to offer maritime experiential learning programming in 2022. 
Participant  demographics:  22%  Black/African  American,  44%  Hispanic/Latino,  26%
Asian/Pacific Islander, 7% White. 
Types of businesses that supported youth: Boat repair shops, cargo ship operator, marine
terminal operator, marine supplies recycler, recreational boating rental providers, and
marine science and engineering firm. 
Partnerships: Maritime employers, schools, community-based organizations (e.g., El Centro
de la Raza), community and technical colleges, and maritime nonprofits (e.g., Center for
Wooden Boats). 
Maritime High School 
37 students enrolled in Maritime High School for the 2021-22 school year. For the 2022-23
school year, it's projected to be 100. 
Maritime High School 
2021-22 (actual)                     2022-23 (projected) 
# Enrolled                                         37                                    100 
2022 Investments 
The new Youth Maritime Career Launch program, funded for $4.1 million for three years, is
set to begin in the fall of 2022, with career preparation and launch placements expected to

Template revised September 22, 2016.

COMMISSION AGENDA  Briefing Item No. 11a                               Page 11 of 13 
Meeting Date: May 24, 2022 
begin in 2023. The Port will issue solicitations for contracts to support career connected
programs with emphasis on the launch component in the maritime sector. 
E.  Green Jobs Sector 
Planning efforts were added for a green sector strategy to be developed in 2022 and 2023. A
consultant is conducting a green jobs labor market analysis. The Port also invested $757 
thousand through the summer youth opportunity initiative serving 81 students. 
F.  Youth Programs 
Youth programing has remained as key strategy in workforce development. Due to Covid
restrictions that prevented the expansion of career connected youth programs in 2021, the
efforts were directed at supporting existing programs by allowing service providers to
operate in a hybrid format, and the most important effort in 2021 was the Opportunity Youth
Initiative. 
Opportunity Youth Initiative 
The Opportunity Youth Initiative had 293 youth participants, with 291 completing. Interns
were paid $15 an hour and mentor lead interns $16 to $20 an hour. This initiative is being
converted in 2022 into a maritime youth training and career launch program. In 2023, other
port related sectors will be added.
Opportunity Youth Initiative  Seattle Goodwill Industries, Partner in Employment, Urban
League of Metropolitan Seattle and Seattle Parks Foundation 
2021 (actual)                              2022* 
# Enrolled                                        293                                   N/A 
# Completions                                  291                                 N/A 
Hourly wage                                Interns: $15                             N/A 
Mentor lead interns:$16-20 
*In 2022 the Port of Seattle Commission directed staff to rename the Opportunity Youth Initiative the Youth Career Launch program
and implement it as 3-year pilot program. See section C 2022 Investments for more information. 
2021 Participant demographics: 94% BIPOC. 46% Priority Hire ZIP codes. 
INFLUENCE 
The Port of Seattle's workforce development efforts also aim to influence broader workforce
development policies, practices, systems, and investments as they relate to port-related sectors.
In 2021, examples included: 


Template revised September 22, 2016.

COMMISSION AGENDA  Briefing Item No. 11a                               Page 12 of 13 
Meeting Date: May 24, 2022 
Regional Public Owners (RPO's)  The Port of Seattle is a partner with the City of Seattle, King
County, Sound Transit and other public contracting entities in the Regional Public Owners (RPO)
group, which aims to create a pipeline of skilled, diverse construction workers to meet current
and future needs driven by Port and other public infrastructure projects. RPO's goals are to align
and champion greater workforce diversification in the trades, increase entry and diversity, and
improve retention. 
RPO's 2021 efforts included: 
Analyzing construction labor supply and demand to help inform RPO's regional strategies. 
Sponsoring a construction apprenticeship guidebook to increase equitable access to the
trades.  The  guidebook  provides  information  on  regional  pre-apprenticeship  and
apprenticeship programs, including application process, program requirements, and contact
information. It's distributed at community outreach events, construction sites, and workforce
and education and training partners. 
Supporting state legislation that calls for an apprentice retention study and creates a grant
program for wrap-around supports to address barriers to beginning and competing
apprenticeship programs (it passed the legislature and, was signed into law by the governor
in late March). 
Working on acceptable/respectful worksite practices. 
Maritime industry table  The Port of Seattle is supporting the Workforce Development Council
of Seattle-King County's establishment of a maritime industry table to help develop regional
strategies to address the maritime industry's workforce needs and advance job quality and racial
equity. The WDC will convene and support the maritime industry table, and the Port will bring its
industry expertise and employer connections to the table. 
Youth Maritime Collaborative   The Youth Maritime Collaborative was a partnership of
workforce education and training providers and employers that the Port of Seattle helped
establish and promotes maritime career awareness and career connected learning activities, with
a focus on low-income youth and youth of color. In 2021, the Youth Maritime Collaborative
provided equity training to 10 maritime employers, as a way to promote equitable practices in
the maritime industry and create youth internship opportunities for low-income youth and youth
of color. 



Template revised September 22, 2016.

COMMISSION AGENDA  Briefing Item No. 11a                               Page 13 of 13 
Meeting Date: May 24, 2022 

LEVERAGE 
The Port of Seattle's workforce development investments also leverage other funding and
resources. For 2021, the amount leveraged was over $1.5 million. This included: 
$920,000 in non-Port support for Port Jobs' work, from the state Department of Social and
Health Services Basic Food Employment & Training program, BECU, Boeing, Alaska Airlines,
King County, and the Annie E. Casey Foundation. 
$200,000 from the City of Seattle and Sound Transit as part of construction worker outreach,
training, and retention jointly funded with the Port. 
$420,000 from foundation grants and program contracts to support the work of the Youth
Maritime Collaborative, which as noted above the Port of Seattle helped establish and
promotes maritime career awareness and career connected learning. 
ATTACHMENTS TO THIS BRIEFING 
(1) Workforce Development Resolution No. 3776 
(2) Port Jobs Annual Report Summary 
(3) Demographics in Construction and Maritime 
(4) Presentation 
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS 
(1) February 2022  The Commission approved a Youth Career Launch Program 
(2) June 2020  The Commission adopted the Workforce Development Resolution 3776 
(3) July 2020  OEDI staff presented the 2021, 2023,-2023 workforce development plan 






Template revised September 22, 2016.