Port of Seattle Workforce Development Policy Directive Page 1 of 10
Port of Seattle Commission
Workforce Development Policy
Directive
As Adopted
June 23, 2020
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SECTION 1. Purpose.
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The purpose of this Policy Directive is to fulfil Century Agenda strategic objectives by increasing
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equitable access for workers in port-related economic activities, create opportunities for
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workers to acquire the skills, experience, and education they need to secure increasingly
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complex and better compensated jobs and careers at the Port and in port-related economic
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industries and activities; and to guide the workforce development efforts of the Port of Seattle
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to benefit workers, Port customers and tenants, and port-related economic activities in near-
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port communities in King County and the general area.
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Workforce development is critical to achieving the Port’s mission to serve as an economic
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development agency. As a regional anchor institution, the Port will leverage its cross-sector
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influence and leadership to promote long-term, sustainable advancements across port-related
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economic activities that promote equity.
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The port-related workforce development described herein provides a substantial public benefit
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consistent with the Port Commission’s economic development goals and is consistent with
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ongoing worker training initiatives in place in King County.
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This policy directive advances the Port of Seattle’s commitment to workforce development and
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is intended to:
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1. Increase Equitable Access to Economic Prosperity
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2. Leverage Port Impact and Innovation
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SECTION 2. Definitions.
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When used in this policy directive, the following words and phrases shall have the meanings
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given below unless the context in which they are included clearly indicates otherwise:
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“Apprentice” means an individual participating in a registered program that provides closely
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supervised on-the-job training which may be supplemented with classroom instruction.
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Apprentices receive wages when they begin and earn increases as they become proficient in
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various skills. Once the program is complete, apprentices receive industry certifications and
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licenses to practice their trade.
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“Career and Technical Education” means the practice of teaching specific career skills to
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students in middle school, high school, and post-secondary institutions.
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“Career Connected Learning” means a continuum of events and work-related experiences
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designed to create meaningful linkages between K-12 education and future employment
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opportunities. They are typically broken down into a series of events classified as, “Awareness”,
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“Experiential”, “Preparation”, and “Launch.” These events are geared towards creating
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experiential awareness about career pipelines or pathways for young people from an early age.
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“Career Pathways” means an integrated collection of programs and services intended to
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develop community members’ core academic, technical and employability skills; provide them
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with continuous education, training; and place them in high-demand, high-opportunity jobs and
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careers.
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“Career Transitions” means the experience by opportunity youth and adults transitioning from
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high school and or GED programs, involvement with the criminal justice system, income-related
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housing insecurity, military veterans, and or under-employment.
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“Community Capacity Building” means the process by which community members and
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community organizations obtain, improve, and retain the skills, knowledge, tools, equipment,
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and other resources needed to engage effectively in planning and decision-making processes
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and advocate for self-determination in both policy and project decisions.
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“Demand Occupations” means Occupations within the high growth industries (as defined by
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Federal government) and having more than the average number of new openings.
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“Disaggregated Data” means data that has been broken down by detailed sub-categories, such
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as race, gender, income, or census tract level findings. Disaggregated data can reveal
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disproportionalities that may not be fully reflected in aggregated data.
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“Displacement” means the involuntary relocation of current residents or businesses from their
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current residence. This is a different phenomenon than when property owners voluntarily sell
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their interests to capture an increase in value. Physical (direct) displacement is the result of
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eviction, condemnation, rehabilitation, or demolition of property, or the expiration of
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covenants on rent- or income-restricted housing. Economic (indirect) displacement occurs
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when residents and businesses can no longer afford escalating rents or property taxes. Cultural
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displacement occurs when people choose to move because their neighbors and culturally
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related businesses have left the area.
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“Disparities Rank” means, according to the Washington Environmental Health Disparities Map,
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means a ranking of cumulative impacts that determines the prevalence of disparity within an
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area. The rank is identified by multiplying environmental exposures and effects with the
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presence of sensitive populations and socioeconomic factors.
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“Economic Development Programs” means occupational job training and placement, job
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advancement and job retention, pre-apprenticeship training, or occupational education
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programs associated with port tenants, customers, and local economic development related to
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port tenants or port-related economic activities that are sponsored by a port and operated by a
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nonprofit, private, or public entity. The Port of Seattle refers to these as “workforce
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development programs.”
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“Equity” means the fair treatment, access, opportunity, and advancement for all people while
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striving to identify and eliminate barriers that have prevented the full participation of
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communities historically oppressed. Improving equity involves increasing justice and fairness
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with the procedures and processes of institutions or systems and a fair, intentional distribution
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of resources.
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“Equity Driven” means embedding race, gender, and broad social equity approaches
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throughout projects or programs.
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“Fellowships” refers to programs designed to provide hands-on career experience and
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mentorship to identify and guide program participants.
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“Green Job/Green Career” means a job or career needed to operate and sustainably manage
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Port assets. Green jobs/green careers provide the skilled and diverse workforce in King County
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required by the Port to satisfy environment and sustainability commitments identified in the
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Century Agenda and support the Port’s operations. This workforce is created using principles of
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an inclusive green economy that concurrently enhance the environmental health and economic
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well-being of communities. Examples of Port-related green jobs/green careers may include but
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is not limited to: renewable and solar energy, stormwater management, habitat restoration and
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carbon banking, eco-tourism and sustainable transportation, environmental compliance and
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remediation, environmental policy, as allowable by law.
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“Inclusive Green Economy” means according to the European Commission, as an economic
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model, one that differs from traditional ones in that it takes due consideration of
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environmental and social externalities, focuses on resource efficiency and ecosystems, as
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building blocks of the economy; taking into account that environment degradation undermines
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long-term economic growth and human development. The transition to an inclusive green
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economy entails joined efforts at many levels, including in stimulating sustainable lifestyles,
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scaling up sustainable consumption and production and encouraging green entrepreneurship,
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through the advancement of eco-innovations, the facilitation of resource efficiency, and the
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mainstreaming of green consumer behavior. In the course of change, new green jobs are to be
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created without compromising on existing employment, and a significant reduction on carbon
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emissions, waste and other forms of pollution is to be achieved.
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“Port-related Industries” means aviation, maritime, construction trades and green career
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industries.
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“Priority Hire Policy” means the Port of Seattle Resolution No. 3736 and amended by Resolution
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No. 3746 adopted by the Port of Seattle Commission which strives to increase access to jobs for
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qualified construction workers from economically distressed areas of King County to Port of
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Seattle projects.
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“Pre-Apprentice” means an individual participating in a registered program that provides the
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training and skill development needed to meet the qualifications for entry into an
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apprenticeship. These programs also provide wrap-around support that allows participants to
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remain in the program.
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“Opportunity Youth” are defined as people between the ages of 16 and 24 who are neither
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enrolled in school nor participating in the labor market. For instance, in many cases, these
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young people are experiencing connected challenges like homelessness, being in foster care,
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involvement in the youth or adult criminal justice systems, and being an immigrant or child of
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an immigrant; these life circumstances become barriers to participating in the workforce.
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“Training system” means programs and courses of secondary vocational education, technical
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college programs and courses, community college vocational programs and courses, private
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career school and college programs and courses, employer-sponsored training, adult basic
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education programs and courses, programs and courses funded by the federal workforce
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innovation and opportunity act, programs and courses funded by the federal vocational act,
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programs and courses funded under the federal adult education act, publicly funded programs
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and courses for adult literacy education, and apprenticeships, and programs and courses
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offered by private and public nonprofit organizations that are representative of communities or
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significant segments of communities and provide job training or adult literacy services.
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“Workforce Development” means the composite of strategies and services, including career
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connected learning, K-12 education, worker and employer training and job matching that help
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connect and retain workers to careers within the Port and port-related economic activities, and
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that help ensure area businesses have access to the skilled workforce they need to thrive and
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grow. RCW 53.08.245(1) provides that “[i]t shall be in the public purpose for all port districts to
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engage in economic development programs.” RCW 53.08.245(2)(a) provides that such
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economic development programs may include “[o]occupational job training and placement, job
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advancement and job retention, preapprenticeship training, or occupational education
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programs associated with port tenants, customers, and local economic development related to
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port tenants or port-related economic activities that are sponsored by a port and operated by a
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nonprofit, private, or public entity.”
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“Wrap-Around Services” means those services and support systems including but not limited
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to, public transportation assistance, work related clothing, tools, work related food assistance,
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child-care and monetary compensation as they relate to work-needs, and as allowable by law,
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regulations and funding sources, that promote access and stronger alignment of workforce,
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education, vocational rehabilitation, and other human services systems.
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SECTION 3. Scope and Applicability.
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This policy directive, in alignment with WA RCW 53.08.245, applies to all activities of the Port of
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Seattle’s employees and related business units that support economic development programs,
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hereafter referred to as “workforce development programs.”
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SECTION 4. Responsibilities.
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The Executive Director shall engage in the following activities in pursuit of this policy directive,
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either directly or by appropriate delegation of authority:
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A. Develop and implement economic and workforce development programs consistent
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with this policy directive.
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B. Incorporate current Port policies when developing and implementing workforce
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development efforts, including the Port’s Century Agenda, the Diversity in Contracting
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Policy Directive, the Priority Hire Policy Directive, the Duwamish Valley Community
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Benefits Commitment Policy Directive, the South King County Fund, the Opportunities
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Motion, and other relevant Port directives and policies.
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C. Develop a three-year workforce development strategic plan to implement this policy
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and guide equitable, diverse, and inclusive economic development programs across King
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County and the region. The strategic plan will include the following elements:
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1. An overview of workforce development best practices in port-related industries
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including: education, job placement assistance, training, coaching, navigation
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assistance, and skills needs of workers to acquire and retain jobs and advance in
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their careers;
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2. A strategic overview of port-related industries for career connected learning
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opportunities, workforce education and training system gaps, and possible areas of
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focus for the Port with an emphasis on equitable impact;
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3. Identification of current and future labor and skills needs of the Port and port-
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related industry employers;
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4. Identification of gaps in port-related industry workforce education and training
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system offerings with recommendations;
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5. Identification of additional funding sources and partnership opportunities to support
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port-related industries;
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6. Identification of disproportionately impacted communities who are also at high risk
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of displacement will be prioritized in the workforce development strategy;
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7. Identification of opportunities for the Port to promote an inclusive green economy
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through innovative workforce training and career pathways that further advance
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opportunities for port-related economic activities to advance the region’s
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sustainability and climate change resilience.
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8. Identification of all port resources needed to carry out the strategic plan.
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SECTION 5. Policy.
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Port-related workforce development provides a substantial public benefit consistent with the
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Port of Seattle Commission's economic development goals and is consistent with ongoing
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worker training initiatives in place. To center equity, diversity and inclusion in its workforce
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development efforts and to support sustainable and competitive port-related industries, the
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Port shall pursue the following goals:
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A. Goal 1: Increase Equitable Access to Economic Prosperity. Increase equitable workforce
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access for the trades in port-related economic activities, with an emphasis on expanding
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opportunities to near-port communities which are most disproportionately impacted.
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Port staff will develop program priorities, actions, benchmarks, and metrics for success.
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1. Focus on workforce training and education on Port and port-related economic
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activities where the greatest gaps and disparity rankings exist and;
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2. Promote access to wrap around services and infrastructure that are necessary to
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improve the delivery of services to individuals, including adults and youth who face
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barriers to employment and job retention, where such services are allowed by law.
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3. Career Pathways
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(i.) Increase equitable access to port related industry specific career pathways and
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port-related economic activities;
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(ii.) Support the development of equitable port related industry specific career
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pathways with an emphasis on progressively high demand careers and in
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careers which the Port of Seattle’s economic vitality is dependent upon.
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4. Career Connected Learning: Adopt Career Connected Learning best practices into
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Port workforce development, internships, and fellowship programs for all four (4) of
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the commonly identified phases, with a special emphasis on support for opportunity
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youth:
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(i) Awareness: provides youth an introductory level exposure to industries and job
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skills in port-related economic sectors.
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(ii) Experiential: provides youth a focused level of direct exposure to learning in
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industries and port-related economic sectors.
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(iii) Preparation: provides youth with supervised, practical application of skills and
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knowledge through extended direct interactions with industry and sector
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professionals in Port-related economic sectors.
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(iv) Launch: provides workforce-ready youth the preparation needed for
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employment in a specific range of occupations within the Port and in Port-
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related economic activities.
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B. Goal 2: Leverage Port Impact and Innovation. Identify and prioritize opportunities for
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leadership and influence to promote a sector-based approach to workforce
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development centered on equity, diversity and inclusion.
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1. Make strategic investments in the maritime, aviation, construction trades, green
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careers, and other port-related economic activities where the Port is uniquely
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positioned to leverage the greatest community impact.
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(i.) Develop metrics to demonstrate the opportunities for leadership, influence
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and investment.
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(ii.) Create targeted emphasis to increase workforce development programs in
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near-port communities.
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(iii.) Leverage industry participation to increase recruitment and retention of
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workers in port-related demand occupations and high need careers.
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(iv.) Create awareness and access to education and career pathways in port related
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industries.
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(v.) Leverage port-related industry investment in programs that support training
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for basic skills and career advancement.
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(vi.) Invest Port funds in recruitment, retention, and training programs that will
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leverage increased investment in port-related careers.
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2. Foster partnership with community-based organizations, educational institutions,
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labor, industry stakeholders, and government agencies to maximize the workforce
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development impact of the Port of Seattle:
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(i) Support Priority Hire and ongoing government to government coordination to
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improve apprenticeship outcomes for individuals living in economically
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distressed zip codes, women and people of color.
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(ii) Career and Technical Education, CTE
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a. Coordinate with school districts and other degree-granting institutions
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to ensure Port fellows and interns are eligible for CTE credit when
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available.
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b. Create opportunities to support port and port-related industry
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apprentice and pre-apprentice programs.
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c. Improve access to educational and career support resources, such as job
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training centers, that facilitates workers’ physical access to workforce
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development opportunities for disproportionately impacted near-port
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communities.
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(iii) Youth Employment
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a. Facilitate the expansion of the Port of Seattle Internship Program, such
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as by increasing the number of high school and college interns placed in
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Port of Seattle internships, supporting port-related internship programs
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or exploring other strategies to support port-related career-connected
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learning.
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b. Support the placement of opportunity youth 16-24 years old in high-
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quality, compensated fellowship, internship, and job opportunities at the
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Port and with partner organizations to support port-related career-
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connected learning.
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SECTION 6. Program Evaluation.
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The Executive Director, or a delegate, shall establish benchmarks and metrics to include, but
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not limited to the following:
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A. Provide an annual report to the Commission no later than April 30
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1. The application of Career Connected Learning best practices in Awareness,
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Experiential, Preparation, and Launch.
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2. Evaluation of the Port’s workforce investments on an annual basis, using
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disaggregated data. Report will show how the Port’s workforce development
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resources are utilized to leverage industry involvement to address evolving
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workforce training, education and retention demand projections as necessary and to
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ensure equity, actions outlined in the policy directive shall strive to address the
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concerns of community members disproportionately impacted.
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3. Identification of investments, outcomes and progress of the Port’s workforce
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development efforts including, but not limited to:
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(i) The number youth placed in internships and jobs;
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(ii) The number of persons trained, recruited, placed in jobs, and retained;
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(iii) The types of internships and jobs and range of compensation;
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(iv) The number and types of businesses that are served;
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(v) Any other tangible benefits realized by the port, the workers, businesses,
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and the public.
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