GNO, Inc. Analysis of Coastal Restoration Workforce Assets, Challenges, and Opportunities in South Louisiana Funded by the Foundation for Louisiana � � 1 �
Information Gathering � 2 �
Quantitative Data � Information collected on 59 CPRA projects dating from July 2007 – Aug 2014 � • Represents total spend of Oil Spill Protection � $248 � $755M � $212 � Barrier Island/Marsh Creation � • Information on cash transfers Marsh Creation � $122 � for each project � Shoreline Protection � $57 � • Construction Close Out Hurricane Protection � $38 � Reports obtained for 25 Infrastructure � $35 � projects � Diversion � $20 � • Focus on restoration projects Hydrologic Restoration � $18 � because of detailed data Other � $3 � availability (USACE manages $2 � Oyster Barrier Reef � $- � $50 � $100 � $150 � $200 � $250 � $300 � most of the protection projects) � Million � Source: CPRA 3 �
Qualitative Information � 17 companies interviewed, 4 regional roundtables, and a structured survey of 22 service providers in the GNO region � Professional Services Construction 4 �
Findings & Recommendations � 5 �
FINDING: The Road to the CPRA is Paved with Subcontractors � Engineering Operations & Planning � Construction � & Design � Maintenance � Prime: � Prime: � Prime: � Prime: � • • • Equipment Operations � Civil & Coastal Biology � • Civil & Coastal Engineering � • • Boat Captains & Crew � Engineering Engineering � • Drafting � • • Diesel Mechanics � Technicians � Environmental Sciences (permitting) � • GIS Mapping � • Skilled Crafts � Subcontract: � • Drafting � Subcontract: � • • Civil Engineering � Surveying � • GIS Mapping � • Surveying � • • Labor � Transportation � Subcontract: � • Geotechnical Drilling Subcontract: � • & Sampling � Computer Modeling � • Surveying � • • Public Outreach � Inspection � • Marsh Buggy • • Archeology � Computer Modeling � Operations � � • Transportation � Source: GNO, Inc. creation 6 �
RECOMMENDATION: � Increase local employment and wealth generation by expanding the participation of LA firms in CPRA contracts � MARKETING � Organize regional networking lunches with CPRA prime and potential subs. � TECHNICAL ASSISTANCE � Engage relevant business assistance organizations to hold workshops for current CPRA subs with aspirations of becoming primes. � WORKFORCE ASSISTANCE � Provide potential subs with the resources to attract and retain relevant talent. � POLICY � Pilot a CPRA professional services contract opportunity for small-to-medium size businesses. � 7 �
FINDING: If you can’t measure it, you can’t manage or market it � • Minimal data of subcontractor and sub-consultant activities in CPRA projects • Role of subs will become more relevant as contracts and team sizes increase • Subs tend to employ more local labor than primes *Bolded companies are incorporated in Louisiana Source: Data from CPRA, total spend captures $755M from projects completed between July 2007 and August 2014 8 �
RECOMMENDATION: � Explore how the CPRA or other entities could institute procedures necessary to track subcontractor activity � MARKETING � Track and publish the extent small-to-medium sized firms are utilized in CPRA contracts. � OUTREACH � Data can be used by community based and workforce development organizations to help residents connect to economic opportunities and jobs. � DATA ANALYSIS � The scale and scope of LA firms engaging in coastal work could be measured and reported over time � 9 �
FINDING: Workforce pipelines must extend to our coast � Source: The Data Center’s ‘Coastal Index’ � 10 �
RECOMMENDATION: � Develop regional solutions for addressing systemic barriers to building coastal workforce pipelines � BEST PRACTICE RESEARCH � Review workforce strategies utilized by peer industries operating in coastal zone, specifically shipbuilding and oil & gas. � SYSTEMS SOLUTIONS � Form regional taskforces including a diversity of stakeholders to innovate effective strategies for overcoming barriers to employment. � OUTREACH AND SUPPORT � Ensure service providers are aware of and ready for new coastal workforce demand � MARKETING � Synthesize intelligent strategies and present to coastal employers and service providers � 11 �
FINDING: Coastal Jobs = Career Ladders � Example: Surveying � Occupation � Education � Requirements/ Pay � Licenses � Licensed Bachelor’s Degree � Professional (LA)- $24.65/hr � Surveyor � License � (US)- $27.04/hr � Party Chief � High School/Some Survey Technician (LA)- $21/hr � College � with 5+ years (US)- $21/hr � Experience � Survey & Mapping Highs School/ Multiple Licenses (LA)- $16.27/hr � Technician � Some College � Available � (US)- $19.07/hr � Survey Helper � None � Drug Test � (LA)- $10-14/hr � (US)- $10-14/hr � 12 �
RECOMMENDATION: � Create awareness of the spectrum of upwardly mobile career opportunities within coastal restoration � RESEARCH AND ANALYSIS � Create career maps with an emphasis on industry based certifications (IBCs) that are stackable. � MARKETING AND OUTREACH � Form regional taskforces including a diversity of stakeholders to identify constraints and effective strategies for overcome barriers to employment. � PROGRAM DEVELOPMENT � Establish regional Water Management Education & Training Coalitions, programmatically informed and supported by industry partners. � 13 �
FINDING: No Instructors = No Workers = No Coastal Restoration � • Louisiana Community and Technical College System (LCTCS) struggles to attract and retain faculty • Declines in public funding and high demand and salaries from the energy/petchem industry are driving deficit • Most of the occupations in demand from the energy/petchem industry are used in coastal restoration and water management 14 �
RECOMMENDATION: � LCTCS must diversify its pipeline for instructors by hiring retirees and returning citizens, and getting donated faculty from industry � OUTREACH � Engage the LCTCS to gauge feasibility of untraditional talent pipelines. � PROGRAM DEVELOPMENT � Develop a pilot program to train and hire a cohort of instructors. � LEVERAGING EXISTING PARTNERSHIPS � Utilize existing Industry Advisory Committees to form coalitions that can assist schools in attracting and retaining difficult to fill faculty positions. � SYSTEMS SOLUTION � Establish an LCTCS level position to manage and coordinate talent pipelines. � 15 �
FINDING: Industry based certifications – A chicken or egg problem � • Many jobs in coastal restoration can be obtained with an industry- based certification (IBC) • Students pursuing an IBC are ‘non-degree seeking’ and not eligible for traditional forms of financial aid 16 �
RECOMMENDATION: � Change the paradigm of industry-based certifications to access more potential enrollees and expand the role of employers � OUTREACH � Review models used in other industries such as tuition reimbursement, tuition stipends, funded accelerated training, etc. � PROGRAM DEVELOPMENT � Pilot a program that first engages employers to identify workforce demands then coordinates with stakeholders and service providers to recruit potential enrollees. � 17 �
FINDING: Multiple industries need skilled craft workers � Water Management � Energy & Petrochemical � 19,400 Total Projected 21,700 Total Projected New Jobs � New Jobs � 27% Job Growth � 20% Job Growth � � 32,000 3,500 5,500 Overlapping Projected Projected Projected New Jobs � New Jobs � New Jobs � Source: The Data Center’s ‘Coastal Index’ & EMSI Database � 18 �
RECOMMENDATION: � Re-entry programs should be engaged by coastal restoration firms as a source of skilled labor � RESEARCH � Catalog re-entry programs and evaluate the effectiveness of each. � MARKETING � Educate re-entry programs on the unique opportunity presented by the coastal restoration industry. � OUTREACH AND SUPPORT � Connect re-entry programs to coastal employers to build out robust employment pipelines. Engage LCTCS where appropriate to provide accelerated training. � 19 �
Background � GNO, Inc. authored the study which was commissioned by the Foundation for Louisiana and funded by the Walton Family Foundation � 20 �
Contact Information � Dane Worthington � O: 504.527.6908 � dworthington@gnoinc.org � Robin Barnes � O: 504.527.6996 � rbarnes@gnoinc.org � 21 �
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