1
2
3
Port of Seattle Commission
4
5
Work Force Development Policy
6
Directive
7
8
As Adopted
9
April 28, 2020
10
11
Port of Seattle Workforce Development Policy Directive Page 2 of 9
SECTION 1. Purpose.
12
13
Workforce development is critical to achieving the Port’s primary mission to serve as an
14
economic development agency. Workforce development provides a substantial public and Port
15
benefit consistent with the Port’s economic development goals: as an anchor institution the
16
Port will influence and leverage its leadership to promote port-related industries and economic
17
activities career pathways, equity and quality jobs.
18
19
The Port’s workforce development objectives are to increase equitable access for workers in
20
the maritime, aviation, skilled trades, and port-related industries and activities and create the
21
opportunities for workers to acquire the skills and education they need to secure increasingly
22
complex and better compensated jobs.
23
24
The purpose of this Policy Directive is to guide the workforce development efforts of the Port of
25
Seattle and to support targeted efforts for near-port communities, underrepresented
26
communities, and port related industries in King County and in the general area, by supporting
27
programs that benefit the Port, its customers or tenants, or port-related economic activities.
28
29
This policy directive advances the Port of Seattle’s commitment to workforce development
30
programs and is intended to:
31
32
1. Increase equitable access to economic prosperity
33
2. Leverage Port Impact
34
35
SECTION 2. Definitions.
36
37
When used in this policy directive, the following words and phrases shall have the meanings
38
given below unless the context in which they are included clearly indicates otherwise:
39
40
“Apprentice” means an individual participating in a registered program that provides closely
41
supervised on-the-job training which may be supplemented with classroom instruction.
42
Apprentices receive wages when they begin and earn increases as they become proficient in
43
various skills. Once the program is complete, apprentices receive industry certifications and
44
licenses to practice their trade.
45
46
“Career and Technical Education” means the practice of teaching specific career skills to
47
students in middle school, high school, and post-secondary institutions.
48
49
“Career Connected Learning” means a continuum of events and work-related experiences
50
designed to create meaningful linkages between K-12 education and future employment
51
opportunities. They are typically broken down into a series of events classified as, “Awareness”,
52
“Experiential”, “Preparation”, and “Launch.” These events are geared towards creating
53
experiential awareness about career pipelines or pathways for young people from an early age.
54
Port of Seattle Workforce Development Policy Directive Page 3 of 9
“Career Pathways” means an integrated collection of programs and services intended to
55
develop community members’ core academic, technical and employability skills; provide them
56
with continuous education, training; and place them in high-demand, high-opportunity jobs and
57
careers.
58
59
“Community Capacity Building” means the process by which community members and
60
community organizations obtain, improve, and retain the skills, knowledge, tools, equipment,
61
and other resources needed to engage effectively in planning and decision-making processes
62
and advocate for self-determination in both policy and project decisions.
63
64
“Equity” means fair treatment, access, opportunity, and advancement for all people while
65
striving to identify and eliminate barriers that have prevented the full participation of some
66
groups. Improving equity involves (1) Ensuring access to opportunities and increasing fairness
67
with the procedures and processes of institutions or systems and (2) a fair, intentional
68
distribution of resources. For example, racial equity considers root causes of inequities and
69
results in the elimination of racism in all policies, practices, attitudes, and cultural messages at
70
the structural, institutional, and individual levels.
71
72
“Equity Driven” means embedding race, gender, and broad social equity approaches
73
throughout projects or programs.
74
75
“Fellowship” refers to programs designed to provide hands-on career experience and
76
mentorship to identify and guide program participants.
77
78
“Port related industries” means the aviation, maritime and construction sectors.
79
80
“Priority Hire Policy” means the Port of Seattle Resolution No. 3736 and amended by Resolution
81
No. 3746 adopted by the Port of Seattle Commission which strives to increase access to jobs for
82
qualified construction workers from economically distressed areas of King County to Port of
83
Seattle projects.
84
85
“Pre-Apprentice” means an individual participating in a registered program that provides the
86
training and skill development needed to meet the qualifications for entry into an
87
apprenticeship. These programs also provide wrap-around support that allows participants to
88
remain in the program.
89
90
“Underrepresented” means those who are furthest from economic opportunity and social
91
justice and where applicable, those individuals will be given preference, where appropriate and
92
legal to do so.
93
94
“Workforce Development” means the composite of strategies and services, including career
95
connected learning, K-12 education, worker and employer training and job matching that help
96
connect and retain regional workers to careers within the Port and port related industries, and
97
Port of Seattle Workforce Development Policy Directive Page 4 of 9
that help ensure area businesses have access to the skilled workforce they need to thrive and
98
grow.
99
100
“Workforce Skills” means building lasting skills through on-the-job training, paid
101
apprenticeships, credentialing, and other career-building opportunities.
102
103
“Wrap-Around Services” means those services and support systems including but not limited
104
to, public transportation assistance, clothing, tools, food assistance, child-care and monetary
105
compensation as allowable by law, regulations and funding sources, that promote access and
106
stronger alignment of workforce, education, vocational rehabilitation, and other human
107
services systems.
108
109
SECTION 3. Scope and Applicability.
110
111
This policy directive applies to all activities of Port of Seattle employees and related business
112
units that support workforce development efforts. These activities, under the Port’s legal
113
authority include; youth employment and Career Connected Learning, the Port internship and
114
fellowship programs and other programs and contracts to be administered by the Port of
115
Seattle Workforce Development department.
116
117
SECTION 4. Responsibilities.
118
119
The Executive Director shall engage in the following activities in pursuit of this policy directive,
120
either directly or by appropriate redelegation of authority:
121
122
A. Develop and implement workforce development programs consistent with this policy
123
directive.
124
125
B. Incorporate current Port policies when developing and implementing workforce
126
development efforts, including the Port’s Century Agenda, the Diversity in Contracting
127
Policy Directive, the Priority Hire Policy Directive, and other relevant Port policies.
128
129
C. Develop a workforce development strategic plan to implement this policy and guide the
130
Port of Seattle’s engagement in the development of a diverse, equitable and inclusive
131
workforce in King County and the region, that includes the following elements:
132
133
1. An overview of workforce development best practices in port related industries
134
including: education, job placement assistance, training, coaching, navigation
135
assistance, and skills needs of workers to acquire jobs and advance in their careers;
136
137
2. A strategic overview of Port related industries for career connected learning
138
opportunities, gaps and possible areas of focus for the port with an emphasis on
139
equitable impact;
140
141
Port of Seattle Workforce Development Policy Directive Page 5 of 9
3. Identification of current and future labor and skills needs of the Port and port-
142
related industry employers;
143
144
4. Identification of gaps in port industry related training and education offerings with
145
recommendations for areas of opportunity;
146
147
5. Identification of additional funding sources and partnership opportunities to support
148
port related industries;
149
150
6. Identification of underrepresented communities that should be included in the
151
workforce development strategy;
152
153
7. Identification of all port resources needed to carry out the strategic plan.
154
155
SECTION 5. Policy.
156
157
To center diversity, equity and inclusion in its workforce development initiatives and to support
158
sustainable and competitive Port-related industries, the Port shall pursue the following goals:
159
160
A. Goal 1: Increase Equitable Access. Increase equitable workforce access for the trades in
161
port-related industries, with an emphasis on expanding access to near-port
162
communities which are furthest from economic and social justice. Develop metrics using
163
the following to demonstrate the increase in equitable access:
164
165
1. Focus on workforce training and education on Port and port-related industries
166
where the greatest gaps and disparities in equity and diversity exist and;
167
168
2. Promote access to wrap around services that are necessary to improve the structure
169
and delivery of services to individuals, including adults and youth who face barriers
170
to employment and job retention, where such services are allowed by law.
171
172
3. Career Pathways
173
(i.) Increase equitable access to career pathways in port and port-related
174
industries;
175
176
(ii.) Support the development of career pathways in port related industries, with
177
an emphasis on progressively high demand careers and in careers which the
178
Port of Seattle’s economic vitality is dependent upon, as identified within the
179
workforce development strategic plan.
180
181
4. Career Connected Learning: Adopt Career Connected Learning best practices into
182
Port workforce development and internship programs for all four (4) of the
183
commonly identified phases:
184
(i) Awareness: provides youth an introductory level exposure to industries.
185
Port of Seattle Workforce Development Policy Directive Page 6 of 9
186
(ii) Experiential: provides youth a focused level of direct exposure to industry
187
learning.
188
189
(iii) Preparation: provides youth with supervised, practical application of skills and
190
knowledge through extended direct interactions with industry professionals.
191
192
(iv) Launch: provides workforce-ready youth the preparation needed for
193
employment in a specific range of occupations.
194
195
B. Goal 2: Leverage Port’s Impact. Identify and prioritize opportunities for leadership and
196
influence to promote a sector-based approach to workforce development centered on
197
equity, diversity and inclusion.
198
199
1. Make strategic investments in the maritime, aviation and construction sectors
200
where the Port is uniquely positioned to leverage the greatest community impact.
201
Develop metrics to demonstrate the opportunities for leadership, influence and
202
investment:
203
204
(i) Maritime Sector
205
a. Create awareness and access to maritime education and career pathways
206
in the maritime industry.
207
b. Create targeted emphasis to increase maritime workforce development
208
programs in near-port communities.
209
210
(ii) Aviation Sector
211
a. Leverage industry participation to increase recruitment and retention of
212
workers in high need careers.
213
b. Leverage industry investment in programs that support training for basic
214
skills and career advancement.
215
c. Invest Port funds in recruitment, retention, and training programs that will
216
leverage increased investment in aviation related careers.
217
218
(iii) Construction Sector
219
a. Continue to invest in critical training and outreach programs and leverage
220
increased participation from industry partners.
221
b. Evaluate Priority Hire apprenticeship goals and placements and create
222
stretch goals for apprenticeship placements.
223
224
2. Foster partnership with community-based organizations, educational institutions,
225
and government agencies to maximize the workforce development impact of the
226
Port of Seattle:
227
228
Port of Seattle Workforce Development Policy Directive Page 7 of 9
(i) Support Priority Hire implementation and ongoing government to government
229
coordination to improve apprenticeship outcomes for individuals living in
230
economically distressed zip codes, women and people of color.
231
232
(ii) Career and Technical Education
233
a. Coordinate with school districts to ensure Port interns are eligible for
234
career and technical academic credit when available.
235
b. Expand opportunities to support port and port related industry
236
apprentice and pre-apprentice programs as identified within the
237
workforce development strategic plan.
238
239
(iii) Youth Employment
240
a. Facilitate an increase in internship opportunities for the region’s youth,
241
with a targeted emphasis on students in King County and a goal of
242
increasing opportunities by 500 placed interns a year, from 2021-2026.
243
b. Expand the Port of Seattle Intern Program to increase the number of
244
interns placed in Port of Seattle internships or within port connected
245
internship programs by 10% a year from 2021-2026.
246
c. Compensate interns placed with the Port of Seattle or within port
247
connected intern programs.
248
249
(Res. NNNN, §N, YYYY)
250
251
SECTION 6. Program Evaluation.
252
253
The Executive Director, or a delegate, shall establish benchmarks and metrics to include, but
254
not be limited to the following:
255
256
A. Provide an annual report to the Commission no later than April 30
th
that will include:
257
258
1. The application of Career Connected Learning best practices that include leadership
259
and participation in Awareness, Experiential, Preparation, and Launch.
260
261
2. Evaluate the Port’s workforce investments on an annual basis to show how the
262
Port’s workforce development resources are utilized to leverage industry
263
involvement and to address evolving workforce training, education and retention
264
demand projections as necessary.
265
266
3. Identify investments, outcomes and progress of the Port’s workforce development
267
efforts including, but not limited to:
268
269
(i) the number students placed in internships;
270
(ii) the number of persons trained, recruited, placed in jobs, and retained;
271
(iii) the types of jobs and range of compensation;
272
Port of Seattle Workforce Development Policy Directive Page 8 of 9
(iv) the number and types of businesses that are served;
273
(v) any other tangible benefits realized by the port, the workers, businesses,
274
and the public.
275
Port of Seattle Workforce Development Policy Directive Page 9 of 9
Revision History
276
277
Month D, YYYY Resolution NNNN, doing thus-and-such … , was adopted.
278
279
