More women and people of color on Minnesota road projects (From: Minnesota Public Radio)

Posted at 8:37 PM on August 17, 2012 by Dan Olson (0 Comments) 

Filed under: Discrimination, Government

Minnesota Department of Transportation faces were grim a few years ago.

My colleague, Mike Edgerly and I sat in an agency conference room with MnDOT bosses and asked about some sobering numbers.

Their efforts to recruit and find women and people of color for road and bridge projects were falling short.

Not just once, but over a period of years.

Fast forward to 2011, and MnDOT says the picture has changed.

There are more Disadvantaged Business Enterprises - women and minority owned companies - winning primary or subcontracting jobs with MnDOT and prime contractors.

There are more women and people of color breaking into living wage jobs on road construction crews through the agency's on the job training program.

Here are the numbers supplied by MnDOT:

Disadvantaged Business Enterprises (DBE) Participation improvements from 3.2% in 2009, 5.6% in 2010 to 7.6% in 2011. Current goal is 8.7% .

13 Mentor Protege Relationships established between prime and DBEs and implementation of a Working Capital Fund to assist small businesses.

On the Job Training Placements: 70 in 2009. 111 in 2010. 127 in 2011

Minority Workforce Participation increased from 6.1% in 2009 to 8.5% in 2011

Women Workforce Participation increased from 3.3% in 2009 to 4.5% in 2011

The Federal Highway Administration recently took note of the improvements and gave MnDOT an award for how it got there.

It got there in no small measure because a whistleblower called the agency on its poor performance. She lost her job, sued, and won a small settlement.

The result was MnDOT's shortcomings hit the radar screen of advocacy groups and MPR News' reporting brought even more attention to the problem.

Enter Summit Academy OIC executive director Louis King and others who know how to marshal facts and rouse bodies for public confrontations with MnDOT officials.

The confrontations led to a so-called collaboration.

MnDOT hired an outside facilitator and representatives from the agency, contractors, unions and a range of other groups for more than a year to hammer out a plan for change.

The strategy appears to be helping MnDOT's and its contractors' hiring to more accurately reflect Minnesota's population.

Retrieved from: http://minnesota.publicradio.org/collections/special/columns/statewide/archive/2012/08/more-women-and-people-of-color-on-minnesota-road-projects.shtml

WANTO Grant Application: Availability of Funds and Solicitation for Grant Applications for Women in Apprenticeship and Nontraditional Occupations (WANTO)

Retrieved from: http://www.doleta.gov/grants/pdf/wanto_sga_dfa_py_11_10.pdf


Submit your grant application today!

Funding Opportunity Number:  SGA/DFA PY-11-10
Catalog of Federal Domestic Assistance (CFDA) Number:  17.201

Key Dates: The closing date for receipt of applications under this announcement is May 21,
2012.  Applications must be received no later than 4:00 p.m. Eastern Time.

Addresses: Mailed applications must be addressed to the U.S. Department of Labor,
Employment and Training Administration, Office of Grants Management, Attention:  Latifa
Jeter, Grant Officer, Reference SGA/DFA PY 11-10, 200 Constitution Avenue, NW, Room
N4716, Washington, DC 20210.  For complete application and submission information, 
including online application instructions, please refer to section IV.

Summary:
The Women’s Bureau (WB) and the Employment and Training Administration’s (ETA) Office
of Apprenticeship (OA), U.S. Department of Labor (DOL, or the Department), announces the
availability of approximately
$1,800,000 in grant funds authorized under the WANTO Act of 1992, Public Law 102-530, 29
USC 2501 et seq.  To that end, the OA and WB plan to disburse Program Year (PY) 2011 and
2012 WANTO grant funds to six consortia made up of a community-based organization (CBO),
a Local Workforce Investment Area (LWIA) established under the Workforce Investment Act
(WIA) and a registered apprenticeship program (RAP) sponsor.  Each consortium will conduct
innovative projects to improve outreach, recruitment, hiring, training, employment, and retention
of women in apprenticeships in the nontraditional occupations, as defined in Section IX of this
solicitation.

Each CBO, LWIA and RAP consortium must consist of a minimum of  three
components:  1) a CBO (which may be a faith-based organization (FBO)) that has demonstrated
experience in providing women with job-training services; 2) a LWIA (which includes a
representative of the local government responsible for administering workforce programs under
WIA or Workforce Investment Board); and (3) a RAP sponsor (which can be an individual
employer, association of employers, or an apprenticeship committee which includes joint and
non-joint committees designated by the sponsor to administer and operate an apprenticeship
program and in whose name the apprenticeship program is registered or approved).  It is
anticipated that awards will be in the amount of up to $300,000 over the two-year grant period.
The grants will be awarded in June 2012 and funded over a two-year period

Complete information is available at http://www.doleta.gov/grants/pdf/wanto_sga_dfa_py_11_10.pdf

North Delta single mom finds a plumb new career

Retrieved from: http://www.surreyleader.com/community/142547505.html

Single mom of five Cathy Minty is now a first-year apprentice plumber, thanks to a course a fully funded course offered through the Industry Women in Trades Training Initiative.

Leanne Scherp photo

By Evan Seal - Surrey North Delta Leader
Published: March 13, 2012 3:00 PM
Updated: March 13, 2012 3:28 PM

Nearly two years ago, Cathy Minty was is a desperate situation.
Having just moved back to North Delta, the mother of five young children, ranging in age from four to 13 years old, found herself separated from her husband and unemployed.
Having grown up in North Delta, with family close by, helped initially. However, with the high cost of living in the Lower Mainland – including daycare fees – the situation became tough very quickly.
"My parents have been incredible helping with everything, including the kids," said Minty. "But my money soon ran out and I realized I needed a career like yesterday."
So she started researching jobs online, but it was a challenge finding something that could support five children.
Going back to school would be extremely expensive, and Minty knew that even if she was able to scrape up the money, working and supporting five kids while she went to school would have been impossible.
That's when she remembered something her father had once said after getting some work done on his house: "Someone always needs a plumber. That would be a great job."
So Minty started researching how to become a plumber.
She found a course through the Piping Industry Apprenticeship Board called Piping Opportunities for Women being offered on Annacis Island.
After doing some further research, she discovered there was a fully funded course offered through the Industry Women in Trades Training Initiative (WITT), which is part of the Industry Training Authority (ITA) – the body that regulates and funds trades training in the province.
In fact, WITT paid for the full course, all of Minty's childcare for her first six weeks, gave her a gas allowance, lunch every day an even supplied work boots and pants for the job.
"Who would have thought I would love construction?" said Minty now. "I play the harp and in high school I took sewing, theatre and English. I had never even used a drill before I started this course."
According to Jessi Zielke, director of strategic initiatives with ITA, of the more than 30,000 apprentices currently enrolled in trades training, 10.5 per cent are women.
Trades have also become more technical and today provide more interesting opportunities for women. And with new power-assisted equipment, the physical side of the work is much easier as well.
"Many women like the idea that you actually get a wage while you are getting your on-the-job training," said Zielke. "It's earn while you learn."
Now working six days a week building enough hours to complete her first-year apprenticeship, Minty is beginning to see all the opportunities the trades can offer.
"Often, when it comes to construction, women feel they don't belong, but for women looking for a change in careers or are just starting out, this is a viable option" she says, "The funding is there, women just need to start looking outside the box."
To learn more about the Industry Training Authority's women in trades initiative, go to
http://www.womenintrades.ca

On-the-Job Training: Federal Highway Administration Needs to Strengthen Program Assessment

Retrieved from:

http://www.gao.gov/products/GAO-11-703

On-the-Job Training: Federal Highway Administration Needs to Strengthen Program Assessment

GAO-11-703 September 7, 2011

Highlights Page (PDF)   Full Report (PDF, 51 pages)   Accessible Text   Recommendations (HTML)

Summary The Federal Highway Administration's (FHWA) on-the-job training program-- a relatively small part of the federal aid highway program--requires states to implement job training programs to provide traditionally underrepresented groups with opportunities in highway construction. To increase the effectiveness of state job training programs, FHWA grants up to $10 million annually for supportive services, such as job placement assistance. This report examines the extent to which (1) FHWA's job training program enhances training and career opportunities for these groups, (2) FHWA oversees the job training programs, and (3) supportive services provide assistance to these programs. To address these topics GAO reviewed federal legislation, good management practices identified in prior GAO reports, FHWA documents, and proposals and reports submitted by states. GAO conducted an in-depth examination of these efforts in four states, and interviewed a cross-section of FHWA staff, state officials, and industry groups. It is unclear the extent to which FHWA's on-the-job training program enables women, minorities, and economically disadvantaged individuals to reach journeylevel status in the highway construction trades, although stakeholders believe it can create some opportunities. FHWA's decentralized management of the program--in which state transportation agencies and FHWA's division offices are generally responsible for program implementation--has led to a wide range of practices. As a result, the types of training opportunities created by the program vary from state to state in terms of, for example, the length of training and the entities involved in providing training. In addition, the extent that state programs focus on creating training opportunities for traditionally underrepresented groups differs. The limited amount of useable information available on program results varies among states. As a result, FHWA does not know how well the program is doing, and GAO could not accurately determine how many trainees participate in the program or the demographics of those trainees; however, GAO estimates that several thousand likely participate in any one year. FHWA's oversight approach does little to assess program results. FHWA lacks clear criteria that articulate what states are supposed to accomplish through their job training programs. While some broad program expectations are stipulated in guidance and regulations, FHWA acknowledges some of these are outdated. Furthermore, FHWA's oversight approach does not determine the overall effectiveness of state programs or measure state progress. For example, although state transportation agencies are required to submit achievement information on an annual basis to FHWA division offices, states submitted this information using a wide range of different output terms and different demographic and trade classification categories. GAO has reported that program criteria are key aspects of results-oriented performance management. Through a separate program, FHWA provides funding for a variety of activities intended to increase the overall effectiveness of the on-the-job training program, but its overall stewardship of the program is limited. FHWA's supportive services program provides grants for locally tailored initiatives, such as skills training, child care, and career awareness events, that directly and indirectly link to job training programs. However, there is insufficient data to determine how effective these efforts have been in enhancing job training opportunities. Although FHWA has articulated the types of data states should collect and report, the agency does not know, and GAO could not determine, the number of participants in the supportive services program or its effect, in part because grantees do not always provide information about their program results. However, GAO estimated that there are about 10,000 people participating in any one year. Furthermore, past performance information is not required of applicants or scored during funding reviews. Given that many grantees are funded repeatedly, good management practices suggest that using past performance information can inform and improve recipient selection approaches. Program results are important for making budgetary and programmatic decisions. Without insight into program activities, FHWA cannot ensure that funding is used effectively. GAO recommends that FHWA (1) strengthen on-the-job training program criteria, (2) create and implement an oversight approach for its job training program, and (3) evaluate the extent to which supportive services programs have met their goals and use this information to inform future funding decisions. The agency generally agreed with these recommendations and provided technical comments, which were incorporated as appropriate. Recommendations Our recommendations from this work are listed below with a Contact for more information. Status will change from "In process" to "Open," "Closed - implemented," or "Closed - not implemented" based on our follow up work. Director: David J. Wise Team: Government Accountability Office: Physical Infrastructure Phone: (202) 512-5731 Recommendations for Executive Action Recommendation: To establish accountability for meeting the programs' goal of increasing the participation of traditionally underrepresented groups in the highway construction workforce, the Secretary of Transportation should direct the FHWA Administrator to strengthen criteria--through regulations, guidelines, or other mechanisms--so that states have a clear understanding of how the on-the-job training program should be implemented and the results state programs are intended to accomplish. Agency Affected: Department of Transportation Status: In process Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information. Recommendation: To establish accountability for meeting the programs' goal of increasing the participation of traditionally underrepresented groups in the highway construction workforce, the Secretary of Transportation should direct the FHWA Administrator to create and implement an oversight mechanism that (1) holds states accountable for meeting federal training criteria and (2) clearly stipulates how FHWA will assess state program effectiveness, including what type of program achievement data states are to submit and how such data will be used. This oversight mechanism should include assessing the effectiveness of its division offices in overseeing state activities. Agency Affected: Department of Transportation Status: In process Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information. Recommendation: To establish accountability for meeting the programs' goal of increasing the participation of traditionally underrepresented groups in the highway construction workforce, the Secretary of Transportation should, for the supportive services program, develop an approach to (1) evaluate the extent to which grantees have met their proposed annual goals and (2) integrate the results of this evaluation into FHWA's funding decisions for supportive services programs. Agency Affected: Department of Transportation Status: In process Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.

Apprenticeship Job in New Jersey - Please Share - Apply by Sept 1

The federal Office of Apprenticeship is hiring an Apprenticeship and Training Representative in Iselin, New Jersey.

The salary range is $53,500.00 - $69,545.00 /year.

We hear there are excellent promotional opportunities in this position. 

Applications are due Thursday, September 1 - very soon!

Job description (from website below): 

This is a developmental position, incumbent performs work primarily concerned with (a) the promotion of apprenticeship and other on-the-job training programs and (b) provides technical advice and assistance on methods for improving and obtaining more effective utilization of worker skills on the job.  

Find the full job description and application process at:

http://jobview.usajobs.gov/GetJob.aspx?JobID=101790833&JobTitle=Apprenticeship+and+Training+Representative&q=apprenticeship&where=NJ&brd=3876&vw=b&FedEmp=N&FedPub=Y&x=89&y=11&AVSDM=2011-08-19+00%3a03%3a00

If that link doesn't work, go to www.usajobs.opm.gov and search for keyword "Apprenticeship" and Location "New Jersey".

Please spread the word!  They are encouraging women and people of color to apply.

Thanks

Carpenters apprenticeship applications open for Spring! Apply before 4/7/11 3pm

Become a Union Carpenters' Apprentice

Become skilled in a trade, and get paid to do it.

The Massachusetts Carpenters Apprenticeship and Training Fund is accepting applications to establish a pool of eligible candidates for apprenticeship.

Benefits of Apprenticeship:

•• Paid "scholarship" - no or low-cost supervised training

•• Progressively increasing wage with excellent benefits

•• Nationally recognized credential - completion of Apprenticeship Certificate

•• Improved job security and standard of living

•• Opportunity for college credit

•• Pride and Dignity

WHO: Anyone age 17 or older, who is a High School graduate or has a GED. High school seniors may apply with a letter from their school stating that they are eligible to graduate within three months. Women and minorities are strongly encouraged to apply.

WHEN: Thursday, April 7, 2011 – 3:00 PM is the deadline to apply to be interviewed this spring.

WHERE: Applications may be completed at any one of the 10 Carpenters Union Locals (outside of Boston). Locals have responsibility for specific geographic regions To determine which Local is closest to you, see the list on the bottom of this flyer or visit our "Find a Local" website at http://tinyy.cc/MyLocaal.

For more information about Apprenticeship, contact:

The Massachusetts Carpenters Apprenticeship and Training Fund

350 Fordham Rd, STE 100, Millbury, MA 01527

Phone (508) 7552-1197 email: info@macarpenters.org website: www.macarpenters.org

What happens after I apply?

Applicants must attend an informational session on Wednesday, April 20, 22011 at 6:00 PM at the New England Carpenters Training Center, 13 Holman Rd, Millbury, MA 0195227. Interviews will be held on April 2 9, 2011. Applicants will b e scheduled for interviews only at the informational session

What is a Carpenters' Apprenticeship?

Apprenticeship is a training program where you earn wages while you learn to become a skilled carpenter. Apprenticeship combines classroom studies with on-the-job training supervised by a trade professional. Much like a college education, it takes several years to become fully trained in the trade that you choose. Unlike college, though, as an apprentice you'll earn while you learn. At first, you'll make less money than skilled workers; but as you progress, you'll get regular raises. Once you have mastered the craft, you will receive professional wages

Equal Opportunity

The Massachusetts Carpenters Apprenticeship and Training Fund (MCATF) is committed to equal opportunity for applicants. The recruitment, selection, employment and training of apprentices during their apprenticeship shall be without discrimination because of race, color, religion, national origin, sex, age, creed, handicap, marital status, ancestry, sexual orientation, arrest record, conviction record, or membership in the military forces of the United States. MCATF will take affirmative action to provide equal opportunity in apprenticeship, and we will operate the apprenticeship program as required under Title 29 of the Code of Federal Regulations, Part 30 and all other applicable laws.

Carpenters Union:

The United Brotherhood of Carpenters is North America's largest building-trades union, with more than a half-million members in the construction and wood-products industries. We recognize that for the union to remain strong, our signatory contractors need to succeed in today's highly competitive marketplace – and our signatory contractors do that with workers committed to safety, productivity, and the proud legacy of our Brotherhood. Skills, safety, and productivity have brought our members fair wages, good benefits, and dignity in work and retirement since the Brotherhood was founded in 1881.

New England Regional Council of Carpenters:

The New England Regional Council of Carpenters represents 22,000 carpenters, pile drivers, shop and millmen, and floorcoverers working in the New England states of Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island and Vermont. There are over 1,300 contractors who have signed agreements with the NERCC – and more are signing every day. We believe that well-paid, well-trained carpenters mean well- made, safe and long-lasting construction.

How and where to apply:

Applications for the apprenticeship program will be accepted at Local Union Halls until 3:00 PM on Thursday, April 7, 2011. Locals are open Monday through Friday, from 10:00 AM to 3:00 PM.

It is strongly recommended that you call the Local to schedule an appointment to complete an application.

To determine which local is closest to you visit our "Find a Local" website http://tiny.cc/MyLocal.

Northeastern MA

Local 26 - 978-658-5520 350 Fordham Rd Wilmington, MA 01887

Local 111 - 978-683-7373 13 Branch St, Unit 215 Methuen, MA 01844

Local 275 - 617-965-6100 411 Lexington St Newton ("Auburndale"), MA 02466

Local 475 - 508-202-9895 1071 Worcester Rd, 4th flr, STE 4B Framingham, MA 01701

Central MA

Local 107 - 508-755-3034 29 Endicott Street Worcester, MA 01610

Southeastern MA

Locals 424, 535 & 624 - 781-963-0200 21 Mazzeo Drive Randolph, MA 02050

Local 1305 - 508-676-0771 239 Bedford St Fall River, MA 02722

Western MA Local 108 - 413-781-1640 29 Oakland Street Springfield, MA 01108

Local 108 will be hosting an open house at their local office on Wed. April 6th at 4:00 PM, potential applicants strongly encouraged to attend.

For More Information About Apprenticeship Contact:

The Massachusetts Carpenters Apprenticeship and Training Fund

350 Fordham Rd, STE 100, Millbury, MA 01527

Phone: (508) 752-1197 email: info@macarpenters.org website: www.macarpenters.org

What happens after I apply?

Applicants must attend an informational session on Wednesday, April 20, 2011 at 6:00 PM at the New England Carpenters Training Center, 13 Holman Rd, Millbury, MA 019527. Interviews will be held on April 29, 2011. Applicants will be scheduled for interviews at the informational session.

Click here for a link to the flyer. You can use this to spread the word :)