April 7, 2014
WEBINAR: Pathways to Opportunity – Best Practices for
American Workforce Development in the Amtrak RFP
Agenda
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Background on Jobs to Move America, the Amtrak RFP
and US Employment Plan
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A Worker’s Perspective: Recruiting and Training a 21st
Century Workforce
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Best Practices in Outreach, Recruitment and Workforce
Training, focus on women in non-traditional roles
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Snapshots of 3 Model Programs
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Resources for Bidders
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Q&A
The Amtrak RFP
US Employment Plan
A Worker’s Perspective from Jose Osuna,
Homeboy Industries: Recruiting & Training a 21st
Century Workforce
A Worker’s Perspective from Jose Osuna,
Homeboy Industries: Recruiting & Training a 21st
Century Workforce
Wider Opportunities for
Women (WOW)
Lauren Sugerman, Director, Women and Work Projects
The Federal Construction Projects Model
GSA construction
projects over $50M are
designated as Mega
Construction Projects
which work together
with the OFCCP from
pre-bid meetings to
more effectively
promote EEO for women
seeking non-traditional
jobs.
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Higher goals for women and minorities - with
contractually enforceable equal opportunity provisions
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Greater information sharing – workforce
projection/timelines, and utilization reports
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Timely enforcement mechanisms
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Greater public visibility and involvement of unions and
community organizations
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Additional training for relevant government and
construction staff
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More pre-project preparation and contractor education

Funding for technical assistance, site monitoring, job
training and referral/retention services
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On-site EEO monitoring and enforcement
Outreach and Recruitment:
Reach Your Desired Audience with a
Targeted Message
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Go out of your way to bring in diverse applicants
Cast a wide net
Design outreach materials that appeal directly to
targeted populations
Connect to activities, institutions and
organizations serving targeted populations
Target by who gives the message.
Get their attention with information on
benefits/advantages of jobs in the specific
industry
Pair Outreach with Education
Best Practices for Industry
Partnering with Training Programs
Engage at all phases of the program:
 Ensure training program relevancy
with workplace needs
 recruitment;
 assessment;
 classroom;
 field trips; and
 mock interviews, etc.
 mentorship
Creating an Effective and
Equitable Program
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Role models and mentors that are gender/race/ culture
reflective
A safe and supportive place for: Breaking through
stereotypes, Overcoming fear of the unknown and the
foreign, Technical skill practice opportunities, Trying and
practicing new things, Peer networking and support
Curriculum additions to reflect diverse populations’
experiences
Test-taking anxiety reduction strategies and practice
Spatial and mechanical aptitude exposure and practice
strategies for surviving and thriving in a white, maledominated environment
Building Core Competencies for Work Readiness
EQUITY ON THE JOB
• Assess the workplace for barriers to equity (Bathrooms and changing
facilities. Languages. Sexual/Racial/Other harassment free
environment, Access to work clothes and safety equipment.
Childcare, Work/family policies)
• Establish Women’s Committees
• Develop Mentorship Programs
• Develop Sexual Harassment Prevention Policy and Program
• Train Supervisory Personnel on Creating an Equitable worksite
• Inclusion of goals and strategies for retaining female apprentices in
affirmative action plans.
Beyond the Hire: Retention and Career
Advancement for Nontraditional Workers
Surviving and thriving in a male-dominated environment requires:
• Gender inclusive, neutral and sensitive HR practices and policy that
addresses the impact of gender stereotypes and hidden biases,
• Work/family supports
• Cultural competency for supervisory and frontline workers
• Monitoring of assignments
• Site based support
• Health and safety support
• Facilitate informal support groups, mentoring, and networking
activities.
• Avoid isolating individuals from underrepresented groups: safety and
support in numbers!
Manufacturing Renaissance
Manufacturing Connect Program
Dan Swinney,
Executive Director
Central to Success…
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A clear and exciting career path that starts with a job;
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Precise knowledge of the skills and knowledge needed for success
at the job;
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An education and training program focused exactly on those skills;
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A dual education approach: exposing students to the world of
manufacturing as they learn through factory tours, job shadowing,
and internships.
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Promoting nationally-recognized and portable industry skill
standards and credentials;
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A regional Manufacturing Renaissance Council to ensure high
performance by the public and private sectors.
Austin Polytechnical Academy and the
Manufacturing Connect Program
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A public career and college prep high school
focused on all aspects of manufacturing including
production, management, and ownership;
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Students starting their own manufacturing
company—Mech Creations.
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Partnerships with 57 manufacturing companies
that set standards and provide tours, job
shadowing, internships, and career jobs;
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Aligned with the National Institute for
Metalworking Skills (NIMS)—Technology Center
accredited by NIMS, 158 students have 237 NIMS
credentials in three years; and a SkillsUSA state
champion in programming CNC machines.
Adult Education and Training; and
Community Development
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A NIMS-based training program in
APA in the evenings for adults with an
80% placement rate; and
A NIMS-base program for men
returning from prison:
 100% placement;
 87% retention after 90 days.
Partnership with Community
Colleges.
Austin Manufacturing Innovation Park
Educational infrastructure has led to
attraction of new manufacturing
companies to Chicago’s West Side.
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MOUs with 14 companies;
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500 new manufacturing jobs.
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Opportunity to expand existing WFD
infrastructure.
Los Angeles Trade-Technical
College
Leticia Barajas
VP Academic Affairs and Workforce Development
LATTC Overview
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LATTC over 89-years of career technical training – Regional
in scope
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Over 15,500 students each term
(Over 85% Latino, African-American students)
LATTC & Metro Partnership
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Over 15,500 students each term
(Over 85% Latino, African-American students)
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Workforce Partnerships
Metro Diesel & Related Technologies, Rail
Technical Training and Manufacturing
LATTC & Metro Partnership
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Recruiting Opportunities: LATTC provides over 500
construction, manufacturing & transportation-related
completers each term to local/regional employers
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Incumbent Worker Training
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Provide services regionally
for public and private
business/agencies
Workforce Training Model
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Innovative Training Model: combination of on-site/on campus
training opportunities that integrate use of technology, as appropriate
at any time during the year
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Pool of Technical Curriculum Developers and Faculty
customize training leading to credentials (pre-apprentice stackable
degrees & credentialing)
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Areas of Specialty: Machine Shop/CNC, Welding,
Transportation, Electronics/Electrical Systems, etc.
LATTC & Metro Partnership
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LATTC over 89-years of career technical training – regional in
scope
Over 15,500 students each term (Over 85% Latino, AfricanAmerican students)
Workforce Partnerships - Metro Diesel & Related Technologies, Rail
Technical Training and Manufacturing

Recruiting Opportunities: LATTC provides over 500
construction, manufacturing & transportation-related
completers each term to local/regional employers
Workforce Training Model

Innovative Training Model: combination of on-site/on
campus training opportunities that integrate use of
technology, as appropriate at any time during the year

Pool of technical curriculum developers and faculty
customize training leading to credentials (pre-apprentice
stackable degrees & credentialing)

Areas of Specialty: Machine Shop/CNC, Welding,
Transportation, Electronics/Electrical Systems, etc.
WRTP/BIG STEP
Center of Excellence Clearinghouse Model and Industry Led
Approach
Earl Buford,
Executive Director
The “Marketplace Model”
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As a workforce intermediary, WRTP/BIG STEP coordinates among and
between labor and management to assess and plan for current and future
industry needs within sectors
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Industry assessments done in cooperation with employers and labor inform
the development of employer services, which in turn enables us to connect
these opportunities into openings aligned with our community network of
partners
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The “marketplace model” is in opposition to the old model driven primarily by
government policy/workforce development entities and social service
agencies’ client needs; we connect BOTH models
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WRTP/BIG STEP teaches the technical skills required to bring participants to
the “finishing point” immediately before employment, and is the “beginning
point” into industry careers, apprenticeships and jobs
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We are Industry Led, Worker Centered and Community
Focused
Center of Excellence
Mission
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Improve the ability of employers and unions to recruit,
retain, and develop qualified community candidates for
careers in skilled trades and industries
 Assess job-ready candidates from a wide range of
referral partners
 Prepare qualified candidates for employment and
advancement opportunities
 Place community residents into targeted trades and
industries
Pipeline
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Create a central clearinghouse for the assessment,
preparation, and placement of job ready candidates
 Enable employers and unions to meet the staffing
and diversity objectives of their respective trades or
industries
 Enable public sector agencies and community
partners to refer job ready candidates for training
and placement
Construction Project Assessments
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WRTP/BIG STEP is in the preliminary phase of its Construction Needs
Assessment and has, for example, secured preliminary numbers/data
regarding the following:
 Laid off workers per trade
 Workers from the City of Milwaukee
 Workforce retirement ages
 Available classifications
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Even with years of experience in the construction industry and with the WRTP
assessment model, applying that assessment model to the construction
industry is an extremely complex endeavor
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For example, in Southeastern Wisconsin alone, there are 18 different local
unions and 18 different apprenticeship committees that we need to align
Entry-Level Construction Skills (ELCS)
Training Model
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Under the Entry-Level Construction Skills (ELCS) program, WRTP/BIG STEP is able to help participants at all
points on their career pathways to advance.
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ELCS modules can be tailored by trade and classification and are flexibile in terms of delivery, location, and
levels taught:
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ELCS 1 is an exposure course that targets those who are unfamiliar with the construction industry, but
who want to learn more about it, or eventually advance in the sector. This non-credentialed exploratory
module provides participants an introduction to the trades and the world of work.
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ELCS 2 is for those participants who meet minimum requirements for training.
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ELCS 3 is for qualified apprenticeship candidates who have not yet been hired by an employer in order to
begin an apprenticeship.
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ELCS 4 is the most advanced ELCS module and targets current journey workers or apprentices. ELCS 4
helps upgrade these experienced workers’ skills, particularly as they relate to the new skills in the green
economy.
What’s this?
How can we facilitate
these stakeholders to get
Milwaukee residents to
work on public projects?
Public Projects
with
Residential
Requirements
Unions
You need to go to
an
apprenticeship.
I don’t
understand.
WRTP/BIG STEP
Where are the jobs?
We don’t hire.
See the union.
We don’t do the
hiring. Go to the
employer.
Employers
We’re not taking
applications.
Apprenticeship
Programs
We just do
training.
Community Based
Organization
Milwaukee
Community
Public Project
Job Sites
We have a public
project with local
hiring mandates.
Skilled Workers from
Surrounding Communities
Politicians
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Industry Driven
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MC3 Multi Craft Core
Curriculum
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WIA Workforce Investment
Act Training Funds
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DOT
BlueGreen Alliance
Zoe Lipman,
Senior Policy Advisor
Evaluating the Amtrak RFP and
US Employment Plan
Resources for Bidders
www.jobstomoveamerica.org
Resources for Bidders
www.jobstomoveamerica.org
Resources for Bidders
www.jobstomoveamerica.org
Q&A
How to submit a question
1. On your computer screen, look for a toolbar on the right side
2. Click the tab with the speech bubble icon, and you’ll see a Chat
window
3. Type a brief question into the field
4. Click on drop-down menu below your question, next to the words
“Send to”
5. Select my name - Rudy Gonzalves - from the menu
6. Click “Send”
www.jobstomoveamerica.org