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STATE OF CONNECTICUT Department of Labor

Apprenticeship Connecticut Initiative Request for Proposal

Date of Issue: January 6, 2020

Submission Deadline: 5:00 PM on February 6, 2020

One (1) complete response may be submitted via email or U.S. mail to:

Apprenticeship Connecticut Initiative CT Department of Labor 200 Folly Brook Blvd. Wethersfield, CT 06109 E-Mail: aci.rfp@ct.gov

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I. Contents

II. BACKGROUND ...................................................................................................................................................... 3

III. GENERAL REQUIREMENTS & QUALIFICATIONS .......................................................................................... 3

IV. SCOPE OF WORK .................................................................................................................................................. 4

A. Workforce Needs ................................................................................................................................................. 4

B. Recruitment and Outreach ................................................................................................................................... 4

C. Screening & Placement ....................................................................................................................................... 5

D. Training Programs ............................................................................................................................................... 5

E. Program Duration ............................................................................................................................................... 6

F. Leveraged Resources ........................................................................................................................................... 6

G. Business Engagement .......................................................................................................................................... 6

H. Whole Family Approach to Jobs ......................................................................................................................... 6

V. PLAN OF SERVICE ................................................................................................................................................ 6

VI. FUNDING/BUDGET ............................................................................................................................................... 7

VII. BIDDING PROCESS ............................................................................................................................................... 7

A. EVALUATION AND SELECTION ................................................................................................................... 7

B. DISPOSITION OF PROPOSALS ....................................................................................................................... 8

C. AMENDMENT OR CANCELLATION OF THIS RFP ..................................................................................... 8

D. PRESENTATION OF SUPPORTING EVIDENCE ........................................................................................... 8

E. MISREPRESENTATION OR DEFAULT .......................................................................................................... 8

F. OWNERSHIP OF PROPOSALS ........................................................................................................................ 8

G. EXECUTION OF CONTRACT AND RELATED REQUIREMENTS ............................................................. 8

H. AMENDMENT OR CANCELLATION OF THIS RFP ..................................................................................... 9

VIII. SUBMISSION/PROPOSAL REQUIREMENTS ..................................................................................................... 9

IX. EVALUATION ........................................................................................................................................................ 9

X. QUESTIONS .......................................................................................................................................................... 10

XI. APPENDICES ........................................................................................................................................................ 10

Appendix A ................................................................................................................................................................. 10

Appendix B ................................................................................................................................................................. 24

Appendix C-1 ............................................................................................................................................................. 25

Appendix C-2 ............................................................................................................................................................. 26

Appendix C-3 ............................................................................................................................................................. 27

Appendix D ................................................................................................................................................................ 28

Appendix E ................................................................................................................................................................. 29

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II. BACKGROUND

Connecticut Public Act 18-178, now codified at Conn. Gen. Stat. 31-11rr, established the Apprenticeship Connecticut Initiative (ACI) to develop workforce pipeline programs to train qualified entry-level workers for job placement with manufacturers and employers in other industry sectors in the state that are experiencing sustained workforce shortages.

In preparation to launch the initiative, CGS 31-11rr required Connecticut’s Regional Workforce Development Boards (WDBs) to submit a report to the General Assembly, in accordance with the provisions of CGS 11-4a, that set forth the most pressing workforce needs within the Board's local area and identified the industry sector or sectors in which such needs were greatest (See Appendix A). This report was submitted in August 2018.

CGS 31-11rr further required the Labor Commissioner to issue a request for qualification in order to solicit proposals from regional industry partnerships for a workforce pipeline program to serve the workforce needs of manufacturers and other employers in the region. The Commissioner, at his discretion, has decided that the comprehensive document best suited for this purpose shall be a Request for Proposal (RFP) with the qualification request requirement demonstrated within. CGS 31-11rr details specific requirements that proposed programs must meet, any proposal received that is not in compliance with the requirements of this statute will not be evaluated. Please see Appendix E for a list of these requirements that will be used to screen responses prior to evaluation.

The Labor Commissioner has the authority to determine which proposals will be funded.

III. GENERAL REQUIREMENTS & QUALIFICATIONS

A. Per the legislative directive in CGS 31-11rr, establishing the ACI, please demonstrate your qualification by identifying members of your partnership as listed below. For each identified member of the regional industry partnership please specify; the role they will play, contact information for person representing each entity (name, title, address and phone) and include letters of commitment from each. Regional Industry Partnerships shall have the following as members:

1. The WDB, established pursuant to CGS 31-3k, for the applicable workforce region.

2. Entities and organizations with expertise in regional economic and workforce development, including, but not limited to, entities offering Registered Apprenticeship or other workforce training programs.

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3. At least one educational institution such as a vocational-technical school or an institution of higher education or at least one employer located in the workforce region.

4. A Regional Industry Partnership (Partnership) may include other entities, organizations or institutions that support the goals of the partnership and initiative.

B. Proposals must be submitted to the Labor Commissioner via provided contact information, by the WDB, on behalf of the Partnership.

C. Proposals are not to exceed five (5) million dollars over a four (4) year period.

D. Only one proposal per WDB may be submitted.

E. A completed FORM CTAI must be included containing signatures from the local area’s Chief Elected Official, WDB Director, WDB Chair, and leader of the entity who will be awarded funds and have fiduciary responsibility on behalf of the Partnership (Appendix B).

IV. SCOPE OF WORK

Each proposal shall demonstrate the targeted goal of preparing qualified entry-level workers for careers that provide a living wage (a ‘living wage’ being that which is economically sustainable to support a satisfactory standard of living and commensurate with the industry specific and current labor market in CT). Each proposal shall include a description of a four-year workforce pipeline program including specific detail for the following core program components:

A. Workforce Needs:

1. Identification of the industry sector(s) and workforce needs that the Partnership plans to address through ACI funds, in alignment with the report provided to the General Assembly in Appendix A

2. A detailed plan of how the partnership's proposal will serve the employment needs of workers residing in all towns within the specified region, focusing on those areas with the most concentrated employment needs and demonstrating how the plan will prepare qualified entry level workers for careers that provide a living wage

B. Recruitment and Outreach: Identification of how the partnership will conduct outreach, recruitment and referrals to

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the program for potential job seekers with emphasis on the recruitment process for underserved populations, including youth.

C. Screening & Placement:

1. A detailed plan of screening and assessment of individuals interested in employment in sectors targeted by the partnership, including methods by which individuals will be assessed for work readiness, aptitude for the relevant work skills and other metrics as specified by businesses committed to hire trainees

2. A process for redirecting individuals determined through the screening and assessment process not to be suited for participation in the program to alternative career resources or connecting them with services available to residents in their area

3. A plan for job placement of individuals screened, assessed and trained by the partnership

D. Training Programs:

1. Identification of separate training programs for participants who are in the eleventh or twelfth grade, and participants who are eighteen years of age or older and not currently enrolled in eleventh or twelfth grade

2. Detail regarding the entity(ies) providing training and a description of their planned programs, length of program (must be between 5-26 weeks of consecutive duration), and number of individuals who will be trained

3. Evidence the training programs have been developed, and will be reviewed & reported upon periodically, not less than annually, in consultation with the employers targeted for participant placement

4. At least one training program offered for each age group above must be provided through a Registered Pre-apprenticeship program approved by the Labor Commissioner. Any other training program may include a Registered Pre-apprenticeship, Registered Apprenticeship, or award an industry-recognized certificate, as proposed by the partnership.

5. Identify and provide commitment letters from employers, who over the next 4 years, have committed to hire individuals who successfully complete the training program; numbers of individuals that each company is expected to hire; a list of position(s) with job titles expected to be filled; entry level hourly or salary ranges for those positions and potential salary range of the positions as career progression occurs

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6. Identified employers may further offer related on-the-job training or other in-house training opportunities to such individual or individuals

E. Program Duration: The duration of a Partnership’s workforce pipeline program in its entirety shall not be less than four years from the date of its establishment. Individual program components may vary in length as appropriate. Please describe intended activities for each program year, in detail, as narrative to support Appendix C

F. Leveraged Resources:

1. Identify specific existing resources, related to each core program component, available to such Partnership through the WDB, the United States Department of Labor's American Job Center system, the CT Department of Labor, employers, Registered Apprenticeship or other work force training programs, educational institutions in the state or other public or private funds.

2. If the Partnership proposes using existing funds for the purposes of core program components, it shall demonstrate for each such component that there will be leveraged funding support from existing resources and that the use of program funds for such purposes will not affect the availability of such existing resources.

3. Identify additional leveraging of public or private resources; describe amount and plan of use.

G. Business Engagement:

Proposers should demonstrate business engagement and commitment to the training and hiring placement of participants supported by ACI funds and provide a description of anticipated partner participation in the program, including details on expected provision of in-kind or monetary support.

H. Whole Family Approach to Jobs:

Indicate any/all programs which incorporate a 2-Generational approach, ensuring wrap around support services and strategies as applicable for successful outcomes

V. PLAN OF SERVICE

The attached Plan of Service forms (Appendix C) must be completed and submitted with the proposal for each Registered Pre-apprenticeship program(s), Registered Apprenticeship program(s), or other training program(s) proposed by the partnership.

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Separate Plan of Service forms for proposed programs must be completed for participants enrolled in the 11th or 12th grade, and for those participants 18 years of age and older who are not currently enrolled in the 11th or 12th grade.

VI. FUNDING/BUDGET

A. The first four pages of the DOL Budget spreadsheet (Appendix D) must be completed and submitted with each proposal.

B. The following limits shall apply to the use of any program funds awarded to a partnership:

1. Not more than seventy percent (70%) of such funds shall be used for the separate youth & adult training programs set forth in IV (D).

2. Not more than twenty percent (20%) of such funds shall be used for supporting services for the program, including recruitment and outreach efforts, screening and assessment, transportation, stipends, workplace tools or equipment and pre- employment supports.

3. Not more than ten percent (10%) of such funds shall be used for any other purpose, including administrative costs.

C. Any Partnership shall seek to leverage any related on-the-job training or other in-house training opportunities provided for individuals by program employers, Registered Apprenticeship programs, the Labor Department's subsidized training and employment program and other wage-subsidy programs with employers who commit to hiring individuals, and may seek program funding for retention services

D. Any Partnership may seek to leverage tuition or financial assistance programs for the benefit of individuals participating in the program and/or philanthropic and employer investments to support retention of individuals participating in the program

VII. BIDDING PROCESS

A. EVALUATION AND SELECTION

It is the intent of DOL to conduct a comprehensive, fair and impartial evaluation of proposals received in response to this RFP. Proposals received will be screened using the Screen for Responsive Proposals (Appendix E). A responsive proposal must comply with the instructions listed in this RFP. Proposals found to be responsive will be evaluated. The Labor Commissioner reserves the right to award proposals based on capability to implement plan, amount of funding requested, numbers of individuals to be trained and placed, total cost per program participant, industry sectors chosen, & magnitude of the work force needs within the work force region proposed to be served, relative to the

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comparable work force needs within other work force regions of the state. Any award is subject to funding availability.

B. DISPOSITION OF PROPOSALS

DOL reserves the right to reject any proposal, or portion thereof, received as a result of this request or to negotiate separately any service in any manner necessary to serve the best interest of the State.

C. AMENDMENT OR CANCELLATION OF THIS RFP

DOL reserves the right to cancel, amend or modify this RFP at any time if it deems it to be in the best interest of the State to do so.

D. PRESENTATION OF SUPPORTING EVIDENCE

Proposers must be prepared to provide evidence of experience, performance, ability, financial resources or other items as DOL deems to be necessary or appropriate concerning the performance capabilities represented in their proposals.

E. MISREPRESENTATION OR DEFAULT

DOL may reject the proposal and void any award resulting from this RFP to a bidder which makes any material misrepresentation in its proposal or other submittal in connection with this RFP.

F. OWNERSHIP OF PROPOSALS

All proposals shall become the sole property of the State and will not be returned.

G. EXECUTION OF CONTRACT AND RELATED REQUIREMENTS

This RFP is not a contract and, alone, shall not be interpreted as such. Rather, this RFP only serves as the instrument through which proposals are solicited. Once the evaluation of the proposals is complete and a bidder selected, the selected proposal and this RFP may then serve as the basis for a contract that will be negotiated and executed between DOL and the selected bidder.

If DOL and the selected bidder fail to reach agreement on all issues relative to the contract within a time determined solely by DOL, then DOL may commence and conclude contract negotiations with other proposers. DOL may decide at any time to start this RFP process again.

The contract developed as a result of this RFP is subject to State contracting procedures, which include approval by the CT State Attorney General’s Office. Please note that no

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financial commitment can be made until, and unless, the Attorney General approves the contract.

H. AMENDMENT OR CANCELLATION OF THIS RFP

DOL reserves the right to cancel, amend, modify or otherwise change this RFP at any time if it deems it to be in the best interest of the State to do so.

VIII. SUBMISSION/PROPOSAL REQUIREMENTS

Following section III Qualification Requirements, Partnerships should submit their proposals using the designated format for Sections IV – VI, with required attachments

A. Completed FORM CTAI, including signatures (Appendix B)

B. Detailed narrative describing the Scope of Work

C. Plan of Service (Appendix C): Must address the numbers to be recruited, assessed, trained and placed. A separate plan of service is required regarding all training programs for participants (i) in the eleventh or twelfth grade, and (ii) eighteen years of age or older who are not currently enrolled in eleventh or twelfth grade

D. Project Budget- utilizing DOL Budget Spreadsheet link (Appendix D)

E. Partner/Employer letters of commitment Respondent Contact Information

IX. EVALUATION

Proposal evaluation will include quantitative and qualitative measures as deemed appropriate by the Labor Commissioner.

Scope of Work 115 points

Plan of Service 35 points Budget & Budget Narrative 35 points

The Labor Commissioner also reserves the right to award proposals based on: capability to implement plan; amount of funding requested; number of individuals to be trained and placed; cost per participant; industry sectors chosen; & magnitude of the work force needs within the work force region proposed to be served, relative to the comparable work force needs within other work force regions of the state. Any award is subject to funding availability.

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X. QUESTIONS

All questions must be submitted via email to aci.rfp@ct.gov from January 7th through February 5th, 2020.

Answers to any questions will be returned via email and shared with all proposers without disclosing the source. Sharing of answers is intended to ensure fair and equitable treatment, as well as access to uniform information by all.

XI. APPENDICES

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Connecticut Industry Sectors and Workforce Needs

Report to the General Assembly

In response to Public Act. No. 18-178 that establishes the Apprenticeship Connecticut Initiative: a report in accordance with the provisions of section 11-4a of the General Statutes, that sets forth the most pressing workforce needs within the board’s region and identifies the industry sector or sectors in which such needs are the greatest.

CT Department of Labor, Office of Workforce Competitiveness August 2018

Appendix A

12 CT Department of Labor |CT Industry Sectors and Workforce Needs | August 2018 1

To: The Honorable Joseph Aresimowicz, Speaker of the House The Honorable Matthew Ritter, House Majority Leader The Honorable Themis Klarides, House Republican Leader The Honorable Martin Looney, Senate President Pro Tempore The Honorable Bob Duff, Senate Majority Leader The Honorable Len Fasano, Senate Republican President Pro Tempore The Honorable Jason Rojas, House Co-chair – Finance, Revenue & Bonding Committee The Honorable John Fonfara, Senate Co-chair – Finance, Revenue & Bonding Committee The Honorable Scott Frantz, Senate Co-chair – Finance, Revenue & Bonding Committee The Honorable Christopher Davis, House Ranking Member – Finance, Revenue & Bonding Committee

Public Act 18-178 (House Bill 5590) Sec 45(b)(2) requires the state’s Workforce Development Boards (WDBs) to submit a report to the General Assembly, in accordance with the provisions of section 11-4a of the General Statutes, that sets forth the most pressing workforce needs within the board’s region and identifies the industry sector or sectors in which such needs are the greatest.

This report identifies industry sectors and respective workforce needs in each of the state’s workforce regions. This report is compiled from the Workforce Development Boards’ plans and plan modifications required by the federal Workforce Innovation and Opportunity Act (WIOA). Also included is a map identifying each of Connecticut’s workforce development regions which can be accessed at http://www.ctdol.state.ct.us/wia/Map%20of%20CTs%20Workforce%20Development%20Board%20(W DB)%20Areas.pdf.

Please direct any questions to Kathleen Marioni, Executive Director, CT Department of Labor, Office of Workforce Competitiveness, at (860) 263-6526 or Kathleen.marioni@ct.gov. Questions may also be made directly to each Workforce Development Board. Contact information for each Board is contained within the report.

Kurt D. Westby, Commissioner

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Capital Workforce Partners One Union Place Hartford, CT 06103 www.capitalworkforce.org

Alex Johnson, President & Chief Executive Officer ajohnson@capitalworkforce.org (860) 899-3470

Industry Sectors and Partnerships 1. Healthcare - Metro Hartford Alliance for Careers in Healthcare (MACH)

2. Advanced Manufacturing - Advanced Manufacturing Employer Partnership (AMEP)

3. Construction/Energy - The Jobs Funnel Advisory Committee

4. Additional Occupations

Occupational Needs 1. Healthcare

• Healthcare remained resilient throughout the recession, and there continues to be a strong demand

for Healthcare professionals.

• Data indicates that Healthcare delivery is shifting from Hospitals to Offices of Physicians (including

Urgent Care Centers) and Outpatient Care Centers, among others, as more individuals become employed in these industries.

• Registered Nurses, Nursing Assistants, and Licensed Practical Nurses are among the top occupations

within this industry.

• In addition other healthcare occupations include Patient Care Technicians or Assistants (CNA with

phlebotomy and EKG Techs), Medical Secretaries, Occupational Therapy Assistants & Techs, Physical

Therapy Assistants & Techs, Medical Assistants, Sterile Equipment Technicians, Radiology Techs,

Sonography Techs, Respiratory, and Health IT/Medical Coding.

• Healthcare workers aged 55+ account for 25.7% of those employed.

2. Advanced Manufacturing

• There is a strong demand for manufacturing workers (almost 800 annual production openings in the

North Central Region; over 2,500 in Connecticut).

• There is a strong need for replacement workers as experienced workers retire (39% of Machinists

aged 55+).

• There is a strong need for workers with manufacturing skills or the ability to be trained – continued

focus on STEM education and training.

• Manufacturers are looking both within and beyond local area for workers, (e.g., Pratt and Whitney

(8,000 workers needed over next ten years) within the Region, and Electric Boat looking into other

regions (14,000 workers needed over the next 10 years).

• Occupations showing high demand include Machinists, Inspectors, and Assemblers. • Within advanced manufacturing industries showing demand include medical devices sector,

engineered plastics and polymers.

North Central Workforce Development Region

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3. Construction/Energy

• Demand for construction workers includes over 1,700 projected annual openings in Connecticut;

Occupations showing high levels of openings include Construction Laborers, Plumbers, Electricians, Carpenters. Welders, Painters, and Ironworkers.

• There is a need for replacement workers and the development of a youth talent pipeline as

experienced workers retire (46% of Inspectors aged 55+).

• There is a need for workers with construction skills or the ability to be trained, supporting a continued focus on STEM education and training.

4. Additional Occupations

• There are occupations which cross multiple sectors (Transportation and Warehousing, Financial

Services, etc.) which do not fall within one of the previously identified sectors, and/or provide a

launching point to a career pathway.

• There is a high demand for occupations within this category, e.g., Office Clerks, Customer Service

Reps., Secretaries, Computer specialists, etc., as well as high levels of employment.

• With a few exceptions, the occupations provide a relatively high wage (from $17 to $36 per hour).

Related Skills Needs

• Education and skills gaps exist across multiple sectors and occupations. The greatest demand is in

Production/Manufacturing occupations.

• A significant and growing number of CT jobs require post-secondary education as an entry-level

criterion. Jobs with high wages, health benefits and advancement opportunity will be out of reach for

workers lacking requisite reading, math and English proficiency needed at the postsecondary level.

Employer Skills Demand 1. Oral and written communications

2. Integrity

3. Microsoft Office

4. Problem Solving

5. Marketing

6. Detail Oriented

7. Team-oriented, Teamwork

North Central Region (continued)

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Eastern Workforce Investment Board 108 New Park Avenue Franklin, CT 06254 www.ewib.org

John Beauregard, President and Chief Executive Officer beauregardj@ewib.org (860) 859-4100

Industry Sectors 1. Manufacturing * 2. Healthcare and Social Assistance* 3. Retail Trade 4. Accommodation and Food Services 5. Construction

*Note: Both industries offer career pathway opportunities, as entry level jobs lead to higher-wage careers

Occupational Needs

1. Manufacturing Welders, Machinist, Operators, Technicians, Engineers continue to be needed by the region’s many manufacturing employers including Electric Boat, their suppliers and the Eastern Advanced Manufacturing Association (EAMA).

Related Skills Needs 70-80% of the preparation needed for many jobs to be filled by manufacturing employers can be provided through education, training and workforce development partners.

2. Health Care There is a growing need for Physicians and Surgeons that is going unfilled in the region. The need for Medical Assistants, Emergency Medical Technicians and Paramedics, Registered Nurses, and Mental Health Workers continues to grow.

Related Skills Needs Many entry level in-demand positions (Certified Nursing Assistants, Medical Assistants, Patient Care Technicians, Pharmacy Technicians, and Community Health Workers) require a post-secondary certificate and only a high school diploma or equivalent as prerequisites. Workforce gaps are particularly evident in mental health professions which require increasing levels of degrees and licensure due to liabilities in treatment.

3. Common Related Skills Needs

Basic math and reading as well as soft skills such as time management, communication, customer service and the ability to work within a multi-generational workforce is needed.

Eastern Workforce Development Region

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Northwest Regional Workforce Investment Board 249 Thomaston Avenue Waterbury, CT 06702 www.nrwib.org

Catherine Awwad, Executive Director Catherine.awwad@nrwib.org (203) 574-6971

Industry Sectors 1. Health Care and Social Assistance 2. Manufacturing 3. Construction and construction-related 4. Information Technology 5. Human Services

Occupational Needs

1. Healthcare Our nation’s healthcare system faces growing challenges – the U.S. population is aging at a rapid rate, healthcare reform is expected to bring millions of more patients into the sytem, and there are anticipated shortages in numbers of trained healthcare professionals to care for these patients. Therefore, the Northwest Regional Workforce Investment Board (NRWIB) has developed a sector strategy method to provide effective and efficient workforce development for healthcare organizations in the Northwest CT region. Focus will likely include training in the following areas: Certified Nurse’s Aide, Patient Care Technician and Pharmacy Technician.

2. Manufacturing This industry sector accounts for nearly 12% of the region's economy, contributing over $3.4 billion a year to the region's gross regional product (GRP) and a little over 10% of total employment. The NRWIB serving as a convener and broker will continue to facilitate the implementation and delivery of a broad array of initiatives that focus on the region’s priorities. The Advanced Manufacturing training programs set up locally at Naugatuck Valley Community College, the Manufacturers Alliance Service Corp and the Waterbury Career Academy High School have proven effective. Training will focus on the following in­demand occupations: Machine Operator, CNC Operator & Setup, Tool & Die Maker and Power Press Operator and Quality Technician.

3. Construction The Northwest Construction Careers Initiative (NCCI) strives to reach out to area residents in the interest of recruiting individuals for career opportunities in the construction building trades. The system brings together community-based organizations, direct-services providers such as the American Job Center in Waterbury, the local school system, the building trades and other community groups to achieve specific goals. NCCI will deliver trainings in the following fields: Hazardous Material Removal Worker (Lead & Asbestos Abatement} and Operating Engineer w/HAZMAT Endorsement.

Northwest Workforce Development Region

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4. Information Technology Working with the Office of Apprenticeship, the NRWIB has submitted documentation to expand apprenticeships in the field of Information Technology (as part of the targeted sector strategy in this industry) and is confident that employers within this growing sector will register with the Office of Apprenticeship Training. Through the TechHire grant, the NRWIB has provided a no-cost customizable training to young adults age 17-29 for careers in the information technology industry. Students earn industry credentials and are able to receive supportive services throughout the program. Continued efforts to expand apprenticeship opportunities will focus on training to become a Computer User Support Specialist, Cyber Security Specialist, IT Auditor, Application Development Specialist and Data Analyst.

5. Human Services The Human Services strand will strive to address the employment needs of each town in the region and will focus on those areas with the most concentrated employment needs. The program will support the region's economic development progress by serving the employment needs of both the unemployed and under-employed. Human Service careers such as Banking Customer Service Worker and Drug & Alcohol Counselor will be the main target.

Northwest Region (continued)

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Workforce Alliance 560 Ella T. Grasso Boulevard New Haven, CT 06519 www.workforcealliance.biz

William Villano, President and Chief Executive Officer wvillano@workforcealliance.biz (203) 867-4030

Industry Sectors 1. Health and Social Assistance 2. Educational Services 3. Administration, Support, Waste Management and Remediation Services 4. Construction 5. Accommodation and Food Services

Occupational Needs 1. Health and Personal Care

Personal Care Aids, Nursing Assistant, Patient Care Technicians and Community Health Workers * *This sector offers career pathways beginning with entry-level jobs which supported through OJT and additional experience could lead to jobs as nursing assistants, licensed practical and vocational nursing.

Related Skills Needs Many positions do not require a post-secondary degree but a post-secondary certificate, achievable through short-term education or training for low income adults.

2. Educational Services Postsecondary Teachers

Related Skills Needs Nearly all education-related jobs, especially public ones, require at least a bachelor’s degree. The majority of post-secondary teaching occupations require a doctor’s degree. Support occupations including information technology, financial services and billing, building grounds and maintenance workers require fewer educational requirements.

3. STEM-Related Occupations Information technology, computer and mathematical, architecture, and engineering

Related Skills Needs Professional and technical occupations require a bachelor’s degree. Certain “middles skills” occupations, computer network specialists and web developers require an associate’s degree.

South Central Workforce Development Region

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4. Information Technology (Region’s Super sector) Computer Systems Design and Related Services occupations

Related Skills Needs Low and mid-level skill for Computer User Support Specialist, Web Developers, Computer Operators Computer Network Support Specialists, Desktop Publishers

5. Manufacturing

Machine Operators, Setters & Tenders, Spray Painter, Polisher & Forklift Operator, Maintenance & Repair Workers (Boat or Auto Engine Repair, Small Engine Repair), Welder, Solderer, Assembler Engineer, Computer Numerical Control (CNC), Quality Inspector

Related Skills Needs Many of these occupations require a range of skills including analytical, mechanical and technical skills.

Core education and skills training can be provided by the Workforce Board in partnership with community colleges, technical high schools, four-year colleges and universities and neighboring workforce boards.

Training also requires coordinated on-the-job training and apprenticeship programs at regional manufacturing companies.

South Central Region (continued)

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The WorkPlace 350 Fairfield Avenue Bridgeport, CT 06604 www.workplace.org

Joseph Carbone, President & Chief Executive Officer jcarbone@workplace.org (203) 610-8502

Industry Sectors 1. Health Care and Social Assistance* 2. Accommodation and Food Services* 3. Retail* 4. Financial Services** 5. Professional and Technical Services** 6. Manufacturing** * Industry sectors serving local consumers **Considered the region’s “traded sector” Industry Clusters - wealth generating industries whose markets are national and global

Occupational Needs

Overview of Demand for Health Care Practitioners and Technicians There were 1,641 unique job postings for health care practitioner and technician-level occupations (requiring less than a bachelor’s degree for entry) from employers in the Southwest Connecticut area in February 2015, up from 432 unique job postings in January 2011. Some of the in-demand skills employers seek include; Nursing, Patient Care, Information Technology, and Leadership.

Overview of Demand for Health Care Support Workers There were 446 unique job postings for health care support workers (requiring less than a bachelor’s degree for entry) from area employers in February 2015, up from 187 unique job postings in January 2011. That is an overall increase of 259 average monthly postings since 2011, or an almost 140 percent increase in job posting intensity. Some of the in-demand skills employers seek include; Nursing, Patient Care, Rehabilitation, Home Health and Dentistry.

Overview of Demand for Skilled Production and Maintenance Workers There were 1,033 unique job postings for skilled production and maintenance-level occupations (requiring less than a bachelor’s degree for entry) from area employers in February 2015, up from 296 unique job postings in January 2011. That is an overall increase of 737 average monthly postings since 2011, or a 248 percent increase in job posting intensity during those years. Some of the in-demand skills employers seek include; Maintenance, Repair, Electricity, Innovation and HVAC.

Southwest Workforce Development Region

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Overview of Demand for Computer and IT Workers There were 1,369 unique job postings for computer and IT workers (requiring less than a bachelor’s degree for entry) from area employers in February 2015, up from 526 unique job postings in January 2011. That is an overall increase of 843 average monthly postings since 2011, or a 160 percent increase in job posting intensity during these years. Some of the in-demand skills employers seek include; Systems, Maintenance & Repairs, Operating Systems, Networks and Storage.

Overview of Demand for Financial and Auditing Clerks There were 424 unique job postings for financial and auditing clerks (requiring less than a bachelor’s degree for entry) from area employers in February 2015, up from 129 unique job postings in January 2011. That is an overall increase of 295 average monthly postings since 2011, or almost a 230 percent increase in job posting intensity during these years. Some of the in-demand skills employers seek include; Accounts Management, Data Analysis, Accounts Payable/Receivable and Payroll.

Structure of Work Economists and others who watch the economy have noted a trend of irregular work schedules, split shifts and part-time work, on-call positions, self-employment, and “contingent’’ employment that appears to be either picking up speed or taking root in the American economy. An indicator of this non-traditional work structure taking hold in Southwest Connecticut is the increase in workers who gain labor income from outside their primary jobs. These are workers who hold a main job, but supplement it with additional income reported through contract work, a side business, a contingent job, or some other miscellaneous labor activity. Since 2001, the number of workers who fit this category increased by almost 60 percent in Southwest Connecticut. Today, there are more than 89,000 such workers, up from 56,665 workers in the region 15 years ago.

Related Skills Needs 1. Overall, there is a growing demand for jobs requiring educational credentials, i.e. one-year certificate, two-year degree, and a four-year degree. 2. A survey of Southwest employers showed demand is most likely to increase for educated workers (postsecondary certificate or degree) 3. There is significant demand for educated workers in key occupations tied to the region’s core wealth-driving industries requiring less than a four-year degree including:

healthcare practitioners and technicians (health care sector)

computer and IT workers (professional and technical services) secretaries and administrative assistants (professional and technical services and financial

services)

financial and auditing clerks(financial services)

skilled production and maintenance workers (manufacturing)

The Workplace conducted an analysis of occupations in demand and related skills and certification needs for 2011-2015. (See charts included on pages 14 - 19 of the plan modification).

Southwest Region (continued)

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Projects that are incubators of innovative, effective partnerships: The WorkPlace has utilized USDOL funding to implement the Southwestern Connecticut Health

CareeRx Academy, a regional partnership of hospitals, colleges, businesses, business groups, labor and CBO's. The Academy addresses two major needs of the region: providing low-income populations with core skills and supports to obtain employment, and helping ameliorate healthcare industry workforce shortages. The Academy provides no-cost training and support to help participants get a career in the growing healthcare field.

The American Job Center Career Coach is a career center on wheels and a mobile classroom

designed to go where people are and deliver career services and training opportunities traditionally available in an American Job Center. Employers can provide customized training to their employees by reserving the American Job Center Career Coach.

Platform to Employment was created to address the unique challenges of returning the long-term unemployed to work while providing employers a new avenue to a skilled workforce. Businesses receive a risk-free opportunity to evaluate and consider hiring participants during an eight-week work experience funded by Platform to Employment.

Southwest Region (continued)

23

Map of Connecticut’s Workforce Development Board Areas

24

Appendix B

State of Connecticut

Department of Labor

Apprenticeship Connecticut Initiative

Request for Proposal

Estimated Start Date: ___________________ Estimated End Date: (4 years) ____________________________

Amount Requested: $___________________ Industry Sector Chosen: _______________________________

FIDUCIARY LEAD

Organization Name:

_________________________________________________________________________________________

Address: ________________________ ____________________________ _______________________

Street or P.O. Box City Zip Code

Primary Contact: _____________________________________ ______________________________

Name Title

____________________________________ _______________________________

Phone Email

______________________________________ _________________

Signature Date

WORKFORCE DEVELOPMENT BOARD (WDB) CONCURRENCE

WDB Name:

________________________________________________________________________________________

__________________________________ ____________________________________ __________________

Chief Elected Official (Please Print) Signature Date

___________________________________ ____________________________________ _________________

WDB Chairperson (Please Print) Signature Date

___________________________________ ___________________________________ _________________

WDB Director (Please Print) Signature Date

25

Appendix C-1

APPRENTICESHIP CT INITIATIVE

Plan of Service

Registered Pre-Apprenticeship

Industry Sector

Program Title

Activity Year 1 Year 2 Year 3 Year 4

Recruitment

Assessments

Trained

Credential

Attainment

Placed

Wage at

Placement

26

Appendix C-2

APPRENTICESHIP CT INITIATIVE

Plan of Service

Registered Apprenticeship

Industry Sector

Program Title

Activity Year 1 Year2 Year 3 Year 4

Recruitment

Assessments

Trained

Credential

Attainment

Placed

Wage at

Placement

27

Appendix C-3

APPRENTICESHIP CT INITIATIVE

Plan of Service

Other Training Program

Industry Sector

Program Title

Activity Year 1 Year2 Year 3 Year 4

Recruitment

Assessments

Trained

Credential

Attainment

Placed

Wage at

Placement

28

Appendix D

DOL Budget Template.xlsx

29

Appendix E

Screen for Responsive Proposals

Prior to evaluation each proposal will be screened for responsiveness to the requirements of the RFP. Proposals not found to be responsive will not be evaluated.

Required Proposal Component Included Not Included

Proposal submitted by an industry partnership through local WDB

Partnership includes required partners

Submission is a proposal to develop workforce pipeline programs to train qualified

entry-level workers for job placement with manufacturers and employers in other

industry sectors in the state that are experiencing sustained workforce shortages

Discussion of regional needs as reported to the General Assembly

Plan to serve workers residing in all towns in the region, focusing on areas with the

most concentrated employment needs

Plan to serve needs of employers in region

Target goal of preparing qualified entry-level workers for careers that provide a

living wage

Training program for 11th and 12th graders.

Training program for 18+.

Commitment to provide a Registered Pre-apprenticeship program for 11th and 12th

graders

Commitment to provide a Registered Pre-apprenticeship program for 18+

Employers identified

Identified Employers commitment to hire participants

Plan of outreach, recruitment and referrals to program

Screening and assessment process

Specific existing resources identified for each core program component & if use of

these funds is proposed the plan demonstrates both leveraged funding support from

existing resources & that the use of program funds for such purposes will not affect

the availability of existing resources

Duration of pipeline program is not less than 4 years in its entirety

Training Programs 5-26 weeks in length

Plan to connect individuals not selected for program to other services

Placement activities described

Funding amounts within percentage limits

Plan to consult with employers in development of training program and revise as

needed over 4 years