Construction Career Pathways Project (C2P2) Courtney Westling, Director of Government Relations, PPS Raahi Reddy, Director of Diversity, Equity and Inclusion, Metro February 4, 2020 1
Construction Career Pathways Project Outcomes • Increase career opportunities for people of color and women to meet the regional demand for a skilled construction workforce. • Regional coordination to leverage collective efforts. • Establish consistent recruitment, training and retention policies & practices. • Highroad industry standards become the norm. 2
Construction Career Pathways Timeline P h a s e 1 P h a s e 3 W i n t e r / S p r i n g O n g o i n g B u i l d a F o u n d a t i o n P o l i c y A d o p t i o n 2 0 1 9 Implement Draft Regional Framework Monitor & Evaluate Stakeholder Engagement Launch Public Finalize Regional Owner Workgroup Framework Construction Workforce Stakeholder Market Study Endorsements P h a s e 2 P h a s e 4 S u m m e r 2 0 1 8 S u m m e r / F a l l R e g i o n a l C o l l a b o r a t i o n I d e n t i f y & D e v e l o p 2 0 1 9 O p p o r t u n i t i e s 3
Over the next 10 years, public agencies across the Portland Metro region will need 14,000 construction workers for 80+ capital projects. Retirements and barriers to entry and retention are creating a skilled labor shortage 4
Navigating the Construction Industry CHOOSE A TRAINING PROGRAM Pre-apprenticeship program, trade school, job corps, etc. Job readiness Childcare/transportation assistance Tools Exposure to multiple trades CONSTRUCTION APPRENTICESHIP PROGRAM Paid program w/ benefits Approximately 5 years long STEP Classroom instruction 03 On-the-job training Construction STEP apprenticeship 02 Apply to program JOURNEY apprenticeship SUPERVISOR CONTRACTOR WORKER program STEP 04 Certificate of APPLY TO APPRENTICESHIP PROGRAM COMPLETION CERTIFICATE Pick a trade Completion Continue gaining experience Apply to a union or open-shop apprenticeship program Become a journey person, supervisor or Application, exam and interview contractor 5
Construction Career Pathways Framework Public agencies in the Portland Metro region are working together to grow and diversify the construction workforce by: Invest in recruitment & retention of diverse workers Setting consistent workforce diversity goals & thresholds Implement culture change Supply Demand strategies Building accountability through Ongoing regional tracking and workforce agreements collaboration Accountability Collaboration 6
Stakeholder Pledges of Support Contractors Trades & Apprenticeship Community Organizations Metal Acoustic Commercial Kraft, LLC HA’S Painting, Inc. A2 Fabrication, Inc. 7
C2P2 Framework Framework C2P2 Portland Public Category Schools Goal Setting • 20% of total work hours in each Existing workforce equity apprenticeable trade performed by goals: state-registered apprentices. • 20% of labor hours in • 14% of total work hours performed each apprenticeable by women and women-identified trade persons • 25% total work hours • 25% total work hours performed by performed by persons of persons of color color* • 14% total female hours* *Update to AD in October 2019 Thresholds Tiered system PPS’s Workforce Equity AD applies to construction contracts over $200k Goal tracking Establishing a coordinated regional Since 2014, PPS has and review system for tracking and ongoing contracted with the City of monitoring of workforce diversity Portland for assistance with outcomes program administration and compliance. 8
C2P2 Framework Framework C2P2 Portland Public Category Schools Workforce agreement Boilerplate workforce Opportunity for future agreements that establish exploration. workforce standards, hiring goals, safety rules, workforce harassment prevention, and conflict resolution Anti-harassment • Utilize contracting and Opportunity for future practices workforce agreements to exploration. institutionalize positive workplace training • Contractor and Trades accountability for job site culture • Identify resources, training curriculum 9
C2P2 Framework Framework C2P2 Portland Public Category Schools Regional fund for A recommendation for agencies Seven of PPS workforce supply to adopt a funding model to comprehensive high schools support recruitment, training and have construction programs retention, as well as wrap around that are supported through a support services. combination of general fund, Perkins & M98. Regional Collaboration Affirms the Public Owners’ PPS has participated in the support for the development of a Public Owner workgroup and diverse construction workforce by plans to continue to do so. outlining parameters for how Public Owners can coordinate and communicate progress on their workforce diversity goals. 10
Workforce Equity at PPS PPS Workforce Equity data to date (as of January 2020): Total Minority Female Minority Female Female Journey Journey Apprentice Apprentice Total Minority Percentage Total Sum of TOTAL Level Level Level Level Percentage of of Total Apprentice Department HOURS Percentage Percentage Percentage Percentage Total Hours Hours Percentage FAM 30,906 9% 5% 3% 3% 7% 5% 20% OSM Bond 2012 2,083,733 21% 2% 26% 10% 22% 4% 24% OSM Bond 2017 214,656 45% 3% 36% 17% 43% 6% 21% Grand Total 2,329,295 23% 2% 27% 10% 24% 4% 24% 11
QUESTIONS? 12
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