COMMISSION 
AGENDA MEMORANDUM                        Item No.          10d 
ACTION ITEM                            Date of Meeting     November 8, 2022 
DATE:     September 1, 2022 
TO:        Stephen P. Metruck, Executive Director 
FROM:    Luis Navarro, Workforce Development Director 
Carl Hugle, Manager Workforce Development Construction Programs 
SUBJECT:  Request Authorization to Fund Construction Trades Training and Retention
Initiatives 
Amount of this request:               $4,750,000 
Total estimated project cost: 
ACTION REQUESTED 
Request Commission authorization for the Executive Director to execute a series of contracts for
worker outreach, training, retention and wraparound services in construction trades and green
jobs, and for program evaluation. Contract terms will range from three years to seven years when
including retention and navigation services, for an estimated total cost of $4,750,000 million. 
EXECUTIVE SUMMARY 
For several years, the Port has contracted with regional training organizations that provide preapprenticeship
and readiness programs. In addition, staff in workforce development has worked 
collaboratively with the City of Seattle, King County, and Sound Transit to increase access to
training and job placement for underrepresented populations in the construction sector. This
Regional Public Owners (RPO) group works as a regional system to strengthen the pipeline of
skilled construction workers to meet current and future needs driven by Port and other public 
infrastructure projects. Programs are in place to support people of color and women who reside
in zip codes with a low economic index, according to the Port’s equity index map. 
Leverage and partnerships – An underlying goal of Port investments is to partner with other
entities. For example, in 2021, the Port partnered with the City of Seattle and Sound Transit to
jointly issue a Request for Proposal (RFP) for construction worker outreach, training, and
retention services that will increase the number of women, people of color, and those from
economically distressed ZIP codes in the construction industry. This RFP was hosted by the City
of Seattle’s Department of Finance and Administrative Services (FAS), City Purchasing and
Contracting Services (CPCS). The City, Sound Transit, and the Port jointly evaluated the proposals.
Outcomes of this partnership include 237 enrollments, 151 graduates, and 81 placements with
60% of those participants representing BIPOC communities and 30% women. 

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Meeting Date: November 8, 2022 

These investments are aligned with the Port’s Century Agenda, and the Workforce Development
Policy Directive under Resolution 3776 that provides guidance for investments in workforce
development in the port sectors of construction trades, aviation, maritime, and green careers. 
Green economy skills – An important element of the contracts funded with this authorization is
the support for green related skills in the trades. A recent analysis commissioned by the Port
conducted by the research firm Seattle Jobs Initiative (SJI) determined that in-demand green jobs
that require less than two-years of training are related to construction trades, and these are the
target jobs for this funding request. The Port Commission adopted workforce development
resolution #3776 includes the definition of green jobs/green careers, as follows: 
“Green Job/Green Career” means a job or career needed to operate and sustainably
manage Port assets. Green jobs/green careers provide the skilled and diverse workforce
in King County required by the Port to satisfy environment and sustainability commitments
identified in the Century Agenda and support the Port’s operations. This workforce is
created using principles of an inclusive green economy that concurrently enhance the
environmental health and economic well-being of communities. Examples of Port-related
green jobs/green careers may include but is not limited to: renewable and solar energy,
stormwater management, habitat restoration and carbon banking, eco-tourism and
sustainable transportation, environmental compliance and remediation, environmental
policy, as allowable by law. 
This authorization request is for the Executive Director to receive approval to execute contracts
for the following services related to the construction trades sector: 
(1) Outreach, assessment, and referral 
(2) Pre-apprenticeship training 
(3) Training in construction trades for green projects 
(4) Retention and navigation services 
(5) Delivery of wraparound services 
JUSTIFICATION 
In June 2020, the Port Commission adopted a workforce development policy under Resolution
No. 3776 that provided additional guidance for investments in workforce development. In
addition,  the  Port’s  continued  investments  in  infrastructure  projects,  such  as  the  new
international terminal at Seattle Tacoma International Airport, and other capital developments
rely on the availability of a skilled trades workforce. 
According to a recent regional analysis conducted by the research firm Community Attributes,
regional demand for construction workers between 2022 and 2026, is projected at about 159,000
workers per year on average. The projected annual gap for the Tri-County region (Snohomish,
King, and Pierce counties) is about 8,400 workers or 5.6% of the average construction supply.

Template revised September 22, 2016; format updates October 19, 2016.

[Annotation] Vann, Tunny
Can you add how some details on the investments others are making as part of this shared roadmap? It's unclear how this request fits into the larger efforts by the RPO.
[Annotation] Navarro, Luis
Additional language added. See paragraph above.  
COMMISSION AGENDA – Action Item No. 10d                                 Page 3 of 7 
Meeting Date: November 8, 2022 
Public and private construction activity has increased and is projected to continue to grow over
the next five years. In the short term it is projected that there will be a shortage of over 5,400 
skilled workers between 2022 and 2026. 
These skilled labor shortages in construction trades will cause project delays and increase the
overall cost to the Port as well as other public and private developers. Demand for trades workers
is also growing in the manufacturing and maritime sectors who are reporting difficulty finding
and retaining trades workers due to increased competition and wages being paid in the
construction sector. The construction industry also includes new and emerging projects in clean
energy that will require skilled labor to execute. It is among the occupations that have the highest
growth potential and is essential to the focus of green career pathways. It is anticipated that
nearly 2,300 new jobs in green careers will come by way of construction in the Tri-County region
over the next ten years. Electricians and HVAC and Insulation Workers are among the occupations
with the largest expected job creation in the industries. They are expected to have many new
jobs offering a relatively high hourly wage ($42 and $31-$49 respectively) in King County. 
This is part of a concerted regional effort to address the shortage of skilled workers in
construction and trades-related industries in the Puget Sound Region. It addresses the increasing
demand for not just skilled construction workers, but the need for more women and black,
indigenous and people of color (BIPOC) to serve as first-line supervisors, the result of growing
construction activity as well as an aging and changing workforce. The Port has worked with
regional public owners (RPO) including Sound Transit, City of Seattle, King County, and WSDOT
to develop a regional trades strategy. 
RPO members have continued to fund pre-apprenticeship training programs with an emphasis
on recruiting and training from underserved communities that include wraparound services. Each
public agency has also adopted respectful or acceptable work language on their contracts that
prohibits hazing, bullying, and harassment on the jobsite. To accompany that, each member of
the RPO has adopted a training program for their workers to continue to receive bystander
training along with practices that promote an inclusive and safe worksite. These steps are
designed to support retention and improve worker productive and culture. 
The Regional Trades Partnership developed a shared roadmap and workforce investment plan
that focuses on four priority goals: 
• Expand available pathways to apprenticeships 
• Align and champion for greater workforce diversity 
• Strengthen apprentice placement, retention, and apprenticeship completion rates 
• Support the implementation of “Safe and Acceptable” workplace rules 
• Share accountability for common outcomes 
The Port Commission adopted Resolution No. 3736, Priority Hire Policy Directive to ensure that
workers from distressed zip codes are called first on Port capital projects. The Priority Hire Policy

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             COMMISSION AGENDA – Action Item No. 10d                                 Page 4 of 7 
Meeting Date: November 8, 2022 
is an integral part of increasing demand for pre-apprenticeship and apprenticeship training
programs. While Priority Hire aims to diversify and increase the construction workforce, more
effort is needed to increase access and retention for underrepresented individuals. The need for
these services is documented in the Resolution. 
DETAILS 
The total investment for seven years is estimated at $4.75M, and it includes both direct contracts
with training organizations and community-based organizations, and the Port’s share of future
joint  contracts  with  regional public  owners. Program evaluation  and  assessment  will  be
conducted to ensure that outcomes are meeting the established goals of strengthening the
skilled workforce pipeline. 
Scope of Work and Investments 
(1) Outreach and Assessment Events - $250,000 over three years 
Recruitment, screening and refer individuals to enroll in construction pre-apprentice or
apprentice training programs to increase the number of underrepresented groups (women,
people of color, and those in economically distressed neighborhoods). This includes assessing
individuals' skills, readiness, ability to meet minimum qualifications for entrance and any
barriers  they  may  have  to  entering  or  succeeding  in  construction  training  and/or
employment.  This  will involve  working with  pre-apprenticeship/apprenticeship training
organizations and community-based organization to ensure those recruited have no barriers
to entry into the trades. Outreach will also be done to recruit for women and BIPOC
apprentices and journeypersons for training in leadership roles such as project management
and foreman training. 
(2) Pre-Apprenticeship, Career Readiness, and Leadership Development Training - $3.5M over
three years 
Classroom and hands-on training to prepare individuals enter apprenticeship. Curricula
includes construction math, safety and orientation and exposure to different trades
occupations and culture of the industry. Additionally, the training programs focus on building
job readiness skills, challenges of working in the industry, and addressing barriers to
employment and retention (e.g., transportation, childcare, and financial management).
Programs also must develop and maintain relationships with construction contractors,
apprenticeship programs, trade associations and unions. Moreover, this program will also
include the recruitment and training for women and BIPOC that will be placed in project
management and foreman positions on the construction job site. Separate funding will be
available for any registered construction apprenticeship program vs. apprenticeships that
specifically focus on clean and renewable energy. 
(3) Navigation and Retention Services - $1M over seven years 
A variety of strategies to support apprentices in navigating and the construction environment,
including strengthening mentoring and networking opportunities for apprentices, training for

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             COMMISSION AGENDA – Action Item No. 10d                                 Page 5 of 7 
Meeting Date: November 8, 2022 
employers and journey  workers on coaching and inclusive work environments, case
management, and referrals and work related and other support services such as work boots,
transportation childcare. This will also include youth that have graduated with constructionbased
and green career-based training in CTE programs taught in our area school districts and
credentialed by the Washington State Apprenticeship Training Council (WSATC). 
Outcomes and Deliverables 
Each contract will include specific number of outreach events 
Training (up to three years commitment with training organizations) 
(1) Enrollment                                                             600 
(2) Training Completion                                                   575 
(3) Placements                                                          540 
Navigation and Retention Services (up to four years for each cohort participant) 
(1) Enrolled                                                                   540 
(2) Retained                                                               378 
Schedule 
Activity 
• Commission approval for multi-year investments – November 2022 
• Complete requests for proposal (RFP’s) – November 30, 2022 
• Issue first batch of RFP’s – January 15, 2023 
• Review and negotiate proposals – March 30, 2023 
• Execute first group of contracts – April 2023 
ALTERNATIVES AND IMPLICATIONS CONSIDERED 
Alternative 1 – Procure support for construction worker outreach, training, and retention
through an exclusive Port RFP with a single training organization 
Pros: 
(1)   This would give the Port complete control over the services delivered and outcomes
expected 
Cons: 
(1) This approach would be time consuming to ensure that one organization can handle all
tasks 
(2)   A stand along RFP may increase costs for training and retention services 
(3)   Services may overlap or duplicate other partner contracts 
This is not the recommended alternative. 

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             COMMISSION AGENDA – Action Item No. 10d                                 Page 6 of 7 
Meeting Date: November 8, 2022 

Alternative 2 – Postpone funding for RFP and consider later in the year. 
Pros: 
(1)   Delaying investments in workforce development would save the Port money and staff
time. 
Cons: 
(1)   This option will not support the intent of the Workforce Development Policy under
Resolution No. 3776. 
(2)   The opportunity to invest in a meaningful partnership to support construction trades
workforce development will be lost 
(3)   This approach could increase costs by not supporting the pipeline of a skilled
workforce in construction trades. 
This is not the recommended alternative. 
Alternative 3 – Execute contracts with training organizations and service providers for an
aggregate amount of $4.75 million selected from a pool of qualified candidates following Port
contracting guidelines, including direct contracts and/or joint RFPs with other public owners. 
Pros: 
(1)   This  option  leverages  Port  investments  and  strengthens  the  construction  trades
pipeline of skilled workers, and connecting community members to jobs, in particular
BIPOC and women. 
(2)   This approach will enable the Port to collect important data on those supported with
training, navigation and retention programs, to learn about their career journey and
associated barriers. 
Cons: 
(1) The construction sector may enter an unexpected slowdown, leaving trained individuals
without placement opportunities. 
(2) Trained individuals may choose to leave the construction sector for other sectors. 
This is the recommended alternative. 
FINANCIAL IMPLICATIONS 
Annual Budget Status and Source of Funds: 
• Source of funds: Tax Levy 
• Average annual cost: $670k 


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             COMMISSION AGENDA – Action Item No. 10d                                 Page 7 of 7 
Meeting Date: November 8, 2022 

ATTACHMENTS TO THIS REQUEST 
(1)      Executive Summary 
(2)      Presentation 
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS 
• November 28, 2017 – The Commission adopted Resolution No. 3736 – Establishing a Priority
Hire Policy Directive 
• February 13, 2018 – The Commission approved a $3 million multi-year investment package
for construction trades workforce development 
• June 23, 2020 – The Commission adopted the Workforce Development Policy Directive
under Resolution No. 3776 
• July 14, 2020 – Port staff presented to the Commission a three-year (2021-2023) workforce
development strategic plan 












Template revised September 22, 2016; format updates October 19, 2016.