Template revised April 12, 2018.
COMMISSION
AGENDA MEMORANDUM
Item No.
11a
BRIEFING ITEM
Date of Meeting
June 23, 2026
DATE: June 16, 2026
TO: Stephen P. Metruck, Executive Director
FROM: Anna Pavlik, Director, Workforce Development
SUBJECT: 2025 Workforce Development Annual Report
EXECUTIVE SUMMARY
This briefing informs Commission of key workforce development updates and impacts from 2025
and outlines priorities for 2026 and beyond.
• Increased hiring in 2025: Hiring across Port sectors driven by increases at SEA via Port
Jobs; construction hiring continues to lag and maritime internships slowed in final year
• Created efficiencies and conserved Port resources: Use private, state and federal
resources to maximize benefit to our Port communities resulting in a big increase in
leveraging outside resources in 2025
• Strategic planning to take advantage of Port’s unique role: Developed maritime
workforce plans in partnership with education and industry partners
• Delivered on commitments: Offered new services in Duwamish Valley, with taxi drivers
and childcare resources at SEA to bring more services into near port communities and SEA
BACKGROUND
The Port aims to create 100,000 jobs by 2037 with our Century Agenda goal, bringing the region
to 300,000 Port related jobs. To ensure local residents can access these opportunities and
employers have the talent they need to operate a thriving seaport and airport, the Workforce
Development team focuses on:
• Advocacy
• Convening partners
• Employer commitments
• Workforce investments
In January 2026, the team moved into the Economic Development Division. This shift helps us:
• Better align workforce supply with employer demand
• Support the Port’s shared vision and shared success strategy
• Support key initiatives like shipbuilding groundwork, decarbonization, etc
Our work ensures that as the Port grows, our communities and businesses benefit.
COMMISSION AGENDA – Briefing Item No. 11a Page 2 of 8
Meeting Date: June 23, 2026
Template revised September 22, 2016.
2025 RESULTS
In 2025, the Port of Seattle’s workforce development investments resulted in:
• 1,733 job, internship, and apprenticeship placements (14% increase)
• 89% of the participants supported by the Port’s workforce development efforts were
Black, Indigenous, and People of Color (BIPOC) (no change)
• 84% of the participants live in low equity areas of King County (16% increase)
• 142 employers hired program participants or provided youth career-connected learning
opportunities (39% increase)
In 2025, we invested over $3.5M in workforce development services benefiting community
members looking for work, port-related businesses and incumbent workers at SEA. With
collaboration across Port teams and with many community and employer partners, EDD works to
expand the talent pipeline to address labor shortages in both Port of Seattle employment and
maritime, aviation, and construction sectors. Building career awareness, offering workforce
training, and improving job quality are all primary strategies used by the Port to meet our century
agenda goals and prepare for the Port for the future. This report details the Port’s commitments,
major initiatives, partnerships and progress in delivering on our mission, highlighting both
successes and challenges.
Aviation Sector
In 2024 and 2025, SEA Airport set records with 52.64 and 52.7 million passengers respectively –
the forecast is expected to remain stable in 2026. These record years in travel with similar
forecasts for the future mean the Port’s workforce investments in aviation are more important
than ever.
Airport Employment Center
Port Jobs operates the Airport Employment Center and saw a significant increase in hiring in 2025
compared to the year prior. This is an increase of 246 jobs from 2024 (17% increase). Some
individuals were hired into multiple positions, with a total of 1,455 people placed into 1,654 jobs
in 2025. In 2025, the Airport Employment Center provided services to SEA airport companies to
fill open positions and to support job seekers and SEA employees in finding employment and
building skills for career advancement. Port Jobs services included:
• A “Hotlist” of job openings at SEA Airport available online and sent weekly to 851
community-based organizations and colleges in 2025
• In-person, open interview events in partnership with SEA employers
• In-person and remote job search assistance, including support for recent refugees and
immigrants
• Job readiness training, such as Security Identification Display Area (SIDA) badge training
preparation to help English language learners obtain the SIDA badge
• Paying the $10 fee for 139 job seekers and SEA employees in 2025 to acquire or renew a
Washington State Food Worker Card, needed for food service and restaurant jobs;
• Free college classes for a range of career pathways and skill building
COMMISSION AGENDA – Briefing Item No. 11a Page 3 of 8
Meeting Date: June 23, 2026
Template revised September 22, 2016.
2025 Aviation Impact
Airport Employment Center 2021 2022 2023
2024 2025
Job placements (# of jobs) 1,211 1,479 1,978 1,408 1,654
Job placements (# of people) N/A 1,187 1,594 1,202 1,455
Average hourly wage @ placement $17.02 $18.82 $20.03 $20.65 $21.57
Hiring employers 80 82 93 87 112
Training enrollments (including SIDA support) 247 539 1,093 1,031 1,034
Training completions (including SIDA support) 200 573 1,012 867 844
Aviation Career Pathways: Aviation Maintenance Technician
Training enrollments 23 18 25 25 24
Training completions 17 11 15 21 19
Aviation Career Pathways: Ground Support Equipment Mechanic
Training enrollments
12 16
Training completions
10 15
Participant demographics: 90% BIPOC (22% Asian, 55% African/African American/Black, 9%
Spanish/Hispanic/Latino, <1% American Indian/Alaska Native, 4% Pacific Islander/Native
Hawaiian), 7% White, and 3% Other; 58% male, 41% female, 1% LGBTQ+/Other; 86% from
structurally excluded ZIP codes (low or very low on the Port’s Equity Index). Also related to
participant demographics: 13% identify as speaking a North African/Middle Eastern language;
while this doesn’t directly indicate a racial demographic, it could be posited that just over 13% of
the BIPOC identifying individuals are from a North African or Middle Eastern origin.
Types of jobs: 50% airline operations/passenger support, 22% restaurant operations, 13%
janitorial, 7% warehouse/freight, 3% retail operations, 2% security, 2% office/professional, and
1% skilled trades.
Aviation Career Pathways: Aviation Maintenance Technician (AMT)
The Port of Seattle, Port Jobs, and South Seattle College have partnered since 2021 to offer an
Introduction to Aviation Maintenance Technology (AMT) course at SEA. This 12-week college
COMMISSION AGENDA – Briefing Item No. 11a Page 4 of 8
Meeting Date: June 23, 2026
Template revised September 22, 2016.
preparatory course introduces participants to the AMT profession and prepares them for the
college’s two-year FAA-approved AMT program. The 24 enrolled participants in 2025 were 83%
BIPOC, 17% women, and were primarily airport workers in entry-level jobs such as ramp agents,
fuelers, taxi/ride-share drivers, and food service workers. Interestingly, 54% (13) of the AMT
students were employed at McGee Air Services at the time of entry. Students gain valuable math
and study skills, financial aid support, and a $1,000 scholarship from Port Jobs’ Alaska Airlines-
Airport University. Aviation maintenance technician positions are in high demand and can pay
salaries over $85,000. In 2025, the Port of Seattle entered into a 10-year Memorandum of
Agreement (MOA) with South Seattle College, to ensure the AMT program remains a long-term
training option at SEA; the MOA will be monitored closely to ensure the program continues to
garner strong results and that AMT roles remain in demand.
Aviation Career Pathways: Ground Support Equipment Training Program (GSE)
In 2025, a cohort of 15 students successfully graduated from the second offering of the Ground
Support Equipment (GSE) Mechanic training program. This exciting training follows the same
model as the AMT program, meaning it takes place on-site at SEA, prioritizes current SEA airport
workers, and participants receive training on the GSE mechanic profession, relevant math
coursework, and college-prep. Upon completion, participants are eligible to enroll in the two-
year GSE mechanic program at South Seattle College. Ground Support Equipment mechanic
positions offer annual salaries ranging from $62,000 – $80,000. The 16 enrolled participants in
2025 were 81% BIPOC and were also primarily airport workers in entry-level jobs such as ramp
agents, fuelers, taxi/ride-share drivers, and food service workers.
Childcare Navigation
In Q3 of 2025, Port Jobs launched the Childcare Navigator program, funded by the Port to support
SEA employees in obtaining childcare subsidies and finding childcare. Much of the work in 2025
was centered around hiring the Childcare Navigator, generating all materials and website
updates, and engaging SEA worker and employers through a variety of outreach mechanisms.
Port Jobs staff attended a variety of meetings and convenings to conduct outreach including: SEA
Worker Transportation Fair, Alaska Air Group Employee Wellness Fair, presentations at all Airport
University classes (AMT, GSE, etc.), STAMA (Station Managers meetings), SEA Employee
Engagement meetings, and regular visits to the North Employee Parking Lot (NEPL). Port Jobs
prioritized building relationships with local childcare providers and also became a formal
“Assisting Partner” with Washington Connections, the statewide portal for individuals to apply
for public benefits, including childcare subsidies. This program is currently funded through the
end of 2026.
Construction Trades Sector
In 2025, the Port continued partnerships with ANEW and Urban League of Metropolitan Seattle
(and sub PACT pre-apprenticeship) to graduate 132 community members from construction pre-
apprenticeship training. Of those trained: 62% were BIPOC and, of those placed, 66% were also
BIPOC. The average hourly wage for new workers went down to $28.89. One hundred and two
COMMISSION AGENDA – Briefing Item No. 11a Page 5 of 8
Meeting Date: June 23, 2026
Template revised September 22, 2016.
(102) community members placed into construction apprenticeship or family jobs under the
current contracts are active in apprenticeship or still working.
Job placements have remained stagnant as the commercial sector downturn continues to slow
hiring across the construction industry. However, we have seen growth in placements with non-
union programs and small residential contractors and the Port anticipates 1,050 workers needed
through 2027. Even as apprenticeship placements decline, continued performance-based
investment in pre-apprenticeship programs remains critical. These programs sustain a pipeline
of trained, work-ready candidates who will be essential when construction demand rebounds.
They also give underserved residents access to family-wage career pathways, industry
certifications, hands-on training, and supportive services that strengthen long-term workforce
participation and economic mobility. Sustained funding also protects the partnerships among
contractors, unions, public agencies, and community organizations that are necessary to meet
future infrastructure and capital project workforce needs.
In 2025, the Port-funded RISE Up Leadership Development pilot delivered construction-focused
leadership training that increased confidence, communication skills, and readiness for
advancement into positions such as foreperson, lead worker, general foreperson,
superintendent, project engineer, and project manager. Of the ten participants enrolled, four
completed all program requirements, with others continuing toward completion through
ongoing support and technical assistance. The program demonstrated strong value in culturally
responsive curriculum, mentorship, and technical skill development, particularly for women and
BIPOC workers navigating advancement barriers in the construction industry. However,
placement into leadership roles was limited due to reduced construction activity, highlighting the
need for stronger employer integration, structured mentorship, rotational leadership
assignments, job-shadowing opportunities, stretch assignments leading small crews or project
phases, and clearer promotion pathways that support long-term advancement into management
roles.
Construction Results
Year 2021 2022 2023 2024 2025
Enrolled 274 209 157 163 159
Training completions 180 187 138 144 132
Placements (apprenticeships,
trades-related jobs)
101 125 71 72 56
Hiring employers 42 63 14 10 18
Hourly wage @ placement $25.61 $23.14 $32.37 $32.67 $28.89
Numbers include those from construction worker outreach, training, and retention jointly funded by the Port
of Seattle and the City of Seattle.
COMMISSION AGENDA – Briefing Item No. 11a Page 6 of 8
Meeting Date: June 23, 2026
Template revised September 22, 2016.
Participant demographics: 81% BIPOC (4% Asian, 50% Black/African American, 15%
Hispanic/Latino, 2% Native American/Alaskan Native, 1% Native Hawaiian/Pacific Islander, 9%
Multi-Race), 18% White, 1% Not reported; 68% men, 30% women; 2% Non-binary 63% from
structurally excluded ZIP codes.
Types of jobs: Electricians, Installers/helpers, Plumbers, Ironworkers, HVAC technicians, Painters,
Laborers, Carpenters.
Maritime Sector
The Youth Maritime Career Launch (YMCL) program served as a foundational pilot that provided
key insights for connecting young adults to maritime careers, largely through paid internships,
industry-aligned training and employer partnerships. Across the lifespan of the program, Urban
League of Metropolitan Seattle and Washington Maritime Blue enrolled 100 participants and
successfully placed 65 participants into internships across more than 20 maritime employers. The
hosting employers provided work experience in shipyards, recreational boating facilities, and
ferries. A diverse group of participants (77% BIPOC, 20% women, 20% women, 6% non-binary)
earned entry-level credentials including Basic Safety Training, Transportation Worker
Identification Credentials (TWIC), and Merchant Mariner Credentials (MMC). Youth (age 18-24)
were placed in internships across a range of positions: entry-level deckhand, structural fitter and
welder helper, general laborer, dockmaster, electrical intern, wiper intern and maritime security.
Building on these outcomes, the Port is shifting its maritime workforce strategy beyond youth
internships toward a broader, industry aligned workforce development model. In Sept 2025,
Commission approved Phase 1 of the strategy and, in 2026, the Maritime Career Launch program
will focus on shoreside technical training, direct job placement, long-term job retention for adults
in near-port communities. Phase 1 partnership is underway, with the Workforce Development
Council (WDC) leading the equitable outreach and recruitment using state and federally funded
community-based organizations to enroll near-port community participants and provide
wraparound supports to reduce barriers to training & employment. Industry-driven training is
being offered by South Seattle College’s Shipyard Welding Certificate Program at the Harbor
Island Training Center. Phase 1 also includes intentional employer engagement and job
placement efforts led by the Maritime Workforce Liaison will strengthen partnerships with
maritime employers to support direct hiring, improve job matching accuracy and increase
retention in entry-level maritime shipyard roles.
Maritime High School
Enrollment and Demographics
• 121 students enrolled for 2025–26 (down from 129 in 2024–25)
• Diversity increased, including:
o +4% female-identifying students
o +5% Latino students
• 49% of students identify as BIPOC.
• Gender identity distribution: 63% male, 32% female, 5% non-binary.
COMMISSION AGENDA – Briefing Item No. 11a Page 7 of 8
Meeting Date: June 23, 2026
Template revised September 22, 2016.
• Nearly half of the 9th-grade cohort identifies as female, indicating a more balanced
pipeline.
The school's first graduating class also showed promising outcomes, more than half enrolled
directly in college, including Cal Poly Maritime Academy, University of Washington and Western
Washington. Several students also entered the maritime workforce, including two graduates
hired by Washington State Ferries and Vane Brothers. Students also gained hands-on industry
exposure through Washington State Ferries’ “Classroom on the Water,” where 12
th
grade Vessel
Operations students spend six days aboard vessels learning about wheelhouse operations,
engine room functions and emergency response protocols. This partnership continues to
strengthen the school’s hands-on, career-connected learning model.
Core Plus Maritime
Port funding in 2025 enabled Core Plus Maritime to add merchant marine STCW certifications to
its STEM-aligned marine manufacturing program, introduced alongside new student work
assembling Submersible Remotely Operated Vehicles (ROVs) in partnership with the U.S. Navy
STEM Team and the U.S. Navy Undersea Warfare Center. Core Plus gathered input from teachers
and industry that recommended expansion into exploratory ROV based STEM learning in grades
6–10, preparatory manufacturing and STEM coursework in grades 11–12, culminating in a short-
term Basic Safety Training (BST) capstone that would allow graduates to earn U.S. Coast Guard
Ordinary Seafarer endorsements. Industry response to the STCW integration has been positive
and planning with the Puget Sound Educational Service District is underway in 2026.
WABS After School Program
Port of Seattle sponsored the development of Carrying Cargo curriculum by Washington Alliance
for Better Schools (WABS). The curriculum is part of the STEM4GOOD free after school
programming for 3rd through 8th graders and served approximately 850 students across 34 after
school programs across the state. Students learned about port related careers and the concept
of buoyancy by floating a ship in a bottle.
Green Jobs
Most green jobs are not new roles—they are existing jobs in construction, manufacturing,
transportation, and professional services. In 2025, the Port strengthened its green jobs strategy
by implementing the Duwamish Valley Career Navigation program and leveraging other available
green job training like JumpStart. The Duwamish Valley Career Navigation program replaced the
green jobs program and more directly connects Duwamish Valley members to Port career
opportunities. TRAC Associates, serving as the career navigation specialist, conducted targeted
outreach across community organizations, libraries, health centers, pre-apprenticeship
programs, and food distribution sites in South Park while also engaging port related employers
such as the Duwamish Shipyard, Northwest Solar, Sound Transit, and others. In 2025, 16
participants were enrolled and 13 began receiving career navigation services. As part of the
COMMISSION AGENDA – Briefing Item No. 11a Page 8 of 8
Meeting Date: June 23, 2026
Template revised September 22, 2016.
Duwamish Valley Community Engagement Plan, training completions and job placements will
increase as services mature. Port-funded pre-apprenticeship programs also trained and placed
22 community members into clean energy apprenticeships focused on the construction,
installation, maintenance, and operation of renewable energy systems. This year, 2026, is being
spent mapping out how seaport jobs and education will likely change as ports transition to clean
energy.
MOVING FORWARD
To create transformational change and invest in career development, not just finding people jobs,
EDD recommends that the Port continue:
• Aligning investments with industry needs: Investments need to be embedded in regional
strategies with meaningful employer buy-in.
• Focus on systems, not stand-alone programs: Improving referral pathways between
community partners, training providers and employers so jobseekers can move easily
from outreach and career coaching into training, job placement and long-term support.
• Build capacity to prepare for and respond to labor market shifts due to AI, federal
priorities (e.g. shipbuilding, short-term training certificates, etc).
• Leveraging the Port’s relationships with tenants, contractors, and port-related
employers to create more tangible opportunities for jobseekers, including site visits,
career exposure and work-based learning.
• Strengthening data collection and reporting: Collecting more program data, workforce
demand analysis and partner feedback to improve program design and ensure
investments are leading to equitable access and career advancement for near-port
communities while meeting port related industry needs.
ATTACHMENTS TO THIS BRIEFING
(1) Presentation Slides
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS
(1) September 2025- The Commission approved the Maritime Career Launch Program
(2) September 2025 – The Commission extended the Aviation Security Training Program
(3) May 2025 – The Commission approved the Aviation Security Training Program
(4) March 2025 – The Commission adopted the Duwamish Valley Career Navigator Program
(5) October 2024 – The Commission extended the Youth Maritime Career Launch Program
(6) July 2024 - The Commission was briefed on the 2023 WFD Annual Report
(7) May 2024 – The Commission approved the Interlocal Agreement with Highline Public
Schools, Maritime High School
