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| STANDARD FORM 30 (REV. 10-83) |
February 27, 2001
NOTICE TO ALL OFFERORS
REFERENCE: AMENDMENT NO. 2
RFP-DCS-01-10
Additional information has been requested by prospective offerors and it has been determined by the Contracting Officer that this information be made available to all bidders. The closing date and time for the receipt of proposals has been extended to March 23, 2001, by 2:00 p.m. local time.
Keith A. Bond
KEITH A. BOND
Contracting Officer
Attachment(s)
14. RESPONSES TO TECHNICAL QUESTIONS
1a. To date, there has been no evaluation conducted of any of the H-1B grantees.
2. Site Visit: C4. 2 stated site visits requirement and noted "contractor will conduct site visits to a sample of grantees to gain in-depth information…" Are there any minimum requirements for the numbers of site visits to be made to the grantee sites, or is it the contractor's job to identify and budget the numbers of site visits needed?2a. There is no minimum requirement for the number of site visits to grantee sites during the course of the study. Among other factors, the contractor should base the overall number of site visits on both the Level of Effort and Period of Performance constraints as identified in Section F of the RFP.
3. Where are the current H-1B grantees located?3a. Attached is a set of one page summaries for the H-1B grants awarded in Calendar Year 2000 in all three rounds of competition conducted to date. (Attachment I)
4. The RFP specifies unstructured interviews with program staff and partners as part of the program evaluation. As "unstructured interviews" can have various methodological definitions, please elaborate on the parameters and purposes of the requested format.4a. The purpose of the interviews would be to gather information and insights from these sources which would help fulfill the RFP study requirements. The parameters will be based on what amount of relevant information can be gathered within the Level of Effort and Time Constraints identified in Section F of the RFP.
5. Please provide the names/agencies and contact information for the H1-B demonstration grantee sites.5a. See answer 3a above.
6. For budgetary purposes, what airfare and per diem figures should be used for site visits?6a. This figure should be based on the scheduling of site visits, using reasonable coach airfares, an average of $50 per day for car rental and gas, per diem figures from the January 1, 2001, "GSA Per Diem Notice," and mileage allowance of thirty-two cents ($.32) per mile where applicable (WWW.GSA.GOV). Per Clause H.4 - Travel and Per Diem, of the RFP, all travel must adhere to the applicable Federal Travel Regulations.
7. Are there any specific requirements from DOL on the frequency of mail surveys needed to be conducted during the performance of the project?7a. Bidders should use their discretion regarding the frequency of mail surveys during the performance period of the project.
8. From the different rounds of the demonstration grants, we assume the grantee sites are in the different phases of their programs. Are there any specific requirements from DOL on the grantee site evaluation on this regard, or is it up to the contractor to make such decision?8a. There are no specific requirements regarding site selection. Offerors should use their best judgement regarding the sample site selection process. However, projects to be looked at for evaluation should include all 43 funded during the 3 rounds of competition under the 1998 statute and those that will be funded under the four rounds of panels for the "75 percent pot" and those that will be funded under the two rounds of competition for the "25 percent pot." This creates a total pool of 43 plus approximately 50.
9. Has DOL imposed data collection requirements/instrument on the grantee sites for administrative data, e.g., management information system (MIS), that can be used for the evaluation project, or is it the contractor's responsibility to collect all administrative related data?9a. To date, there has been no management information system imposed on the H-1B grantees; however, ETA is in the final stages of developing a system of MIS/reporting for these grants, and we anticipate that there will be a flexible system of standardized reporting shortly.
10. Since the technical proposal is the slide presentation which will not be opened until shortly before the oral presentations, what exactly will be the basis for deciding which offerors will be invited to do orals?10a. As stated in Section M.1, the Government will evaluate proposals using a two-step methodology. The first step, which will determine the competitive range, will involve the evaluation of the offeror's Technical Approach, Individual Staff Experience and Qualifications, Contractor's Past Performance, and Price, evaluation factors A, B, C, and E. Based on the first step of evaluations, a Competitive Range consisting of the most highly rated proposals will be established. These offerors will be invited to give an oral presentation.
11. Section L.7.4 specifies that "offerors may not use company...managers to make any part of the oral presentation." We assume that, if a company senior manager is the project manager that s/he would be allowed to present. Is this correct?11a. If a company senior manager is proposed as the Project Manager or in a key position, and designated in the budget for the requirement time commitment, then yes, that person will be allowed to present at the oral presentation.
12. Section L.7.4 refers twice to a "full time" Project Manager. Section C.5. states that the Project Director must commit 20% time. Which is correct?12a. The Project Director and Project Manager are one and the same. The Project Director/Project Manager must commit 20% of their time to the project
13. Section L.3 states that the contract will be a CPFF [cost plus fixed fee]. On page B-1, the RFP states that the contract is expected to be a cost reimbursement type. Which is correct?13a. A Cost Plus Fixed Fee is a cost reimbursement type contract.
14. May an LCD projector be used instead of an overhead projector if the overheads are identical, assuming that the offeror supplies the LCD projector?14a. No. The purpose of limiting the media available for the oral presentation to "black and white overhead transparencies (slides)" and a flip chart and marker pens is to reduce bid and proposal costs, keep focus on content, and to keep the playing field level.
15. Will ETA provide more information on the 43 sites for developing the proposal?15a. Please see answer 3a. We have attached one page summaries of all the grants as an attachment to this set of questions. Those one page summaries provide capsule program information and contact information.
16. For purposes of scheduling and cost, does ETA anticipate a mail survey to be conducted only once, and at what stage of the study?16a. The bidders budget and scheduling for the mail survey task and all other tasks and deliverables should be consistent with their technical approach.
17. What program and cost data can we expect from H-1B grantees?17a. The successful awardee of this RFP will be provided access to all grantees and to their regularly submitted quarterly reports, subject to whatever legitimate proprietary restrictions under the Freedom of Information Act and related statutes imposed by those grantees.
18. We are unclear about the number of transparencies that may be used during the oral presentation. The RFP limits the number to accompany the proposal but suggests others may be used during the presentation. Could you please clarify?18a. As stated in Section L-7, there is no limit to the number of overhead transparencies that an offeror may use during its presentation. However, the offeror should use its discretion when determining how many to use.
19. Is it possible to get questions concerning the procedures and instructions for the oral presentation answered after February 12?19a. Please see Section L.7 for the procedures and instructions for the oral presentation.
20. Are key personnel limited to the project director and principle investigator?20a. Yes, as stated in Section C.5 - Special Requirements.
21. Are key personnel the only proposed staff who must sign and receive letters of commitment?21a. Yes, as stated in Section L.9 - Letters of Commitment - Key Personnel. All other staff are to submit Letters of Intent (Section M.2 (B)).
22. Are we correct in assuming that the oral presentation will not be an occasion for negotiations?22a. As state in Section L.7, the oral presentation and the question and answer session will not constitute discussions, as defined by FAR Part 15, and will not obligate the Government to determine a competitive range, conduct discussions, or solicit to entertain revised or final offers. Statements made by the offeror during the oral presentation or the question and answer session will not become a part of any contract resulting from this RFP, unless the Government and the offeror agree to make it part of an offer during discussions. If the Government decides to conduct discussions the Government will not solicit or entertain revisions to the oral presentations or to the answers given during the question and answer session.
23. Our reading of several parts of the RFP indicates that the overhead transparencies prepared for and presented at the oral presentation is the only place where the technical approach is presented. Under that interpretation, no other narrative presentation of the proposed technical approach is provided in the Technical Proposal except through the overhead transparencies. However, on p. 139 under Basis for Award, the first step of the proposal evaluation methodology indicates that the offeror's Technical Approach will be one of the factors used to determine a Competitive Range consisting of the most highly rated proposals. That interpretation suggests a narrative technical approach is required as part of the proposal for review prior to invitation to an oral presentation. Please clarify--is a narrative technical approach required in the Technical Proposal in addition to the overhead transparencies or not?23a. A narrative technical approach is required in addition to the overhead transparencies. Please see Section L.8 - Submission of Proposal, which is deleted in its entirety and is replaced with Attachment II.
24. Should the evaluation contractor make provision in its scope of work for inclusion of data or analysis for any future grant awards to be made after the third round of grantees that were awarded in October 2000 or is the full set of grantees to be included in this evaluation only those already awarded?24a. The offerors need not limit their technical approach to grantees awarded before 2001, but need to be mindful of the RFP's Period of Performance in their projections.
25. Are uniform grantee reports (i.e., MIS data) currently being produced and provided to DOL by all grantees? What is the content and format of the available data from grantees and in what format and timing will such data be available to the evaluation contractor?25a. Please see answer 9a.
26. Section L.7.4 of the RFP suggests that personnel to manage or supervise contract performance are expected to work on this contract "on a full time basis." It is also stated that "The project Manager who will have full time operational responsibility for contract performance..." On page 145 the statement is made that "All professional personnel must devote a full-time effort on this project except where percentage of time of professional personnel is designated in the RFP." The RFP specifies a percentage of time only for the project director and the co-principal investigator in the RFP.26a. Section L.7.4 is corrected as follows
Offeror's presentation team: A maximum of five contractor personnel (prime and subcontractors) may participate. These individuals/ presenters will attend the oral presentation and the question and answer session and shall answer questions directed to them. The presentation shall be made by one or more of the personnel whom the offeror will employ to manage or supervise contract performance on a full time basis or as designated in Section C.5. The Project Manager who will have a 20% time operational responsibility for contract performance shall be present and shall, at a minimum, answer questions directed to him/her during the question and answer session.
Offerors may not use company senior or general managers (unless they are designated as key personnel) or consultants to make any part of the oral presentation. In addition to the maximum of five individuals who will participate, the offeror may send two non-participating representatives to observe. Hence a total of seven contractor personnel will be permitted to attend (only five may participate) the presentation. No other officers, employees, consultants, agents, or other representatives of the offeror may attend.
27. Is a full-time assignment to this contract necessary for any professional staff or can the contractor propose a staffing allocation that is believed to be most efficient and effective in meeting the requirement of the project, without necessarily assigning any one person "full-time" to the project?27a. Offerors can propose a staffing allocation that is believed to be most efficient and effective in meeting the requirement of the project, without necessarily assigning any one person "full-time" to the project?
28. Section L.7.4 says that offerors may not use company senior or general managers or consultants to make any part of the oral presentation. However, if company senior or general managers are bid with direct project responsibility, which is likely to be the case with a small business prime contractor, will they be permitted to participate in the oral presentation? For example, a senior company manager may very well be bid as the project director or principal investigator. Does the statement in the RFP suggest that they could not participate in the oral presentation? We propose that DOL lift this restriction against participation of such persons in the oral presentation.28a. Please see answer no. 11a.
29. Are the letters of intent and the binding signed employment contracts intended to be the same document submitted in the proposal for each staff listed? In one place in the RFP, letters of intent are specified for "all professional personnel." In another place in the RFP, a letter of intent is specified for "key personnel." Please clarify for which positions letters of intent and/or employment contracts are required?29a. Letters of Intent are required for "all professional personnel." They are submitted with the offeror's initial proposal. After the competitive range is established of the most highly rated offerors, offeror's within the competitive range will be invited to give an oral presentation. The same day the offeror gives their oral presentation, the government will enter into cost discussions with them, and at that time, Letters of Commitment - Section L.9, Confirmation of Proposed Key Personnel - Section L.10, and binding signed employment contracts for key personnel will be requested to be submitted with the offeror's final revised cost proposal.
30. We have a serious concern about requiring a one-year employment commitment of staff for this project since we do not use employment contracts. We have been advised that a one-year employment commitment may very well be unenforceable legally under many circumstances. What is DOL's intention in requiring such a commitment? What is DOL's expectation of the contractor should an employee breach their contract with the contractor? Will the pursuit of legal remedy be required? Doesn't DOL's ability to accept or reject any proposed changes in key personnel provide adequate protection that acceptable staff will be used in performance of the contract? Please reconsider the requirement of an employment contract.30a. DOL's intention in requiring such a commitment is to guard against offerors engaging in "bait and switch". The proposing of key personnel, but actually intending to replace them early in performance, without identifying in the proposal who the replacement key personnel would be. The employment contract supplements the protection to the Government provided under Clause H.8 Key Personnel. The Government will not reconsider the requirement of an employment contract but will reduce the length of the employment contract from one year to six months from the date of contract award. The pursuit of legal remedy is not required.
31. Is there a page limit for the proposal?31a. Yes. Offerors' technical proposals exclusive of the oral presentation transparencies, resumes, and past performance information shall be limited to 25 single-spaced, single-sided pages with 1-inch margins. Text type shall be at least 10 pitch or larger. Offerors be advised that proposals that do not meet these requirements will be determined non-responsive and not considered for award.
32. The proposal states that "Offerors may not use company senior or general managers or consultants to make any part of the oral presentation." If a company senior manager is bid to work on the project, may they participate in the oral presentation?32a. Please see answer 11a.
33. What data are grantees expected to collect (i.e. SPIR data? if so, what elements?) Will grantees be expected to report this data to DOL?33a. At this time, the MIS reporting system is still in the late stages of development. We anticipate that when it is in place it will require certain kinds of data collection. However, since the system is not yet operational, it is premature to provide details on it.
34. Will data regarding the application rate for H1-B visas, the occupation for which these visas were requested, and the geographical location of these requests be made available to the evaluator on an on-going basis?34a. This data would be available in the Office of Workforce Systems, Division of Alien Labor Certification.
35. Will information regarding whether grantees were awarded funding from the 75 percent portion of funds (those using the hybrid approach and including a LWIB), or the 25 percent portion (those awarded on a traditional competitive basis and not including a LWIB) be provided to the evaluator?35a. Of course. However, that would only be the case for grants awarded in the future; all of the grants awarded to date have been provided under the 1998 statute through competitive procurements.
36. The RFP identifies in Section C.5 that key personnel for this project are the Project Director and Co-Principal Investigator, and specifies that these individuals are required to commit "at least 20% time" to the project. Section L.7.4 of the RFP, however, suggests that the Offeror's oral presentation shall be made by "one or more of the personnel whom the offeror will employ to manage...contract performance on a full-time basis." Is the intention of this phrase in Section L.7.4 that the personnel are employed by the Offeror on a full-time basis, rather than on the project on a full-time basis? Would this preclude proposed key personnel who plan to devote less than full time to the project from participating in the oral presentation?36a. Please see answer 11a.
37. Section L.9.1 requires that "all key personnel listed in Section M.C require written...letters of commitment." We can find no Section M.C. Is it correct that the key personnel referred to in Section L.9 include only those stated in Section H.9 (the Project Director and the Co-Principal Investigator)?37a. That was a typographical error. M.C. should be M.2. Key personnel referred to in Section L.9 include only those stated in Section H.9 (the Project Director and the Co-Principal Investigator).
38. Section M.2.B.3 requires "Letters of Intent" be furnished for each professional personnel assigned to the project, while Section L.9.1 requires "Letters of Commitment" for key personnel. a) What is the difference between a "Letter of Intent" and a "Letter of Commitment?" b) If they are the same, does this requirement apply to all professional personnel or just to key personnel?38a. Please see answer 29a.
39. Section M.2.B.4.iii indicates that "all professional personnel must devote a full-time effort on this project except where percentage of time of professional personnel is designated in the RFP." Section C.5 requires both the Project Director and the Co-Principal Investigator to commit at least 20% time to the project, but we can find in the RFP no time commitment stated for other professional staff. Given the variability in effort needed over the life of the contract a 100% time commitment for professional staff seems unreasonable and overly costly to the government. a) Are there specific requirements for the time commitment of professional personnel (other than the 20% minimum identified for the two key personnel)? b) To whom do these requirements apply?
39a. Offerors can propose a staffing allocation that is believed to be most efficient and effective in meeting the requirement of the project, without necessarily assigning any one person "full-time" to the project?
40. Does the criterion identified in the RFP requiring all professional personnel to devote a full-time effort apply to all subcontractors to the offeror?40a. See 39a.
41. How many of the future H-1B grants are anticipated being included as a part of this evaluation? What is the schedule for the award of these additional grants?41a. The Consultation Paper on the DOL ETA website discusses the tentative schedule for awarding grants during Calendar Year 2001. It is anticipated that there will be about four panels to evaluate the proposals submitted under the 75 percent pot as enumerated in the 2000 statute. It is anticipated that there will probably be two competitions under the 25 percent pot.
42. What kind of reporting is USDOL requiring from grantees? Are grantees required to report on SPIR or any other tracking system?42a. See answer 9a. To date, while the reporting system has gone through some of the final stages of development, USDOL has imposed only very general reporting requirements on the grantees (narrative summaries together with pertinent statistics.
43. If USDOL is requiring SPIR reports or other quantitative information from grantees, will the data files be available to the evaluator or only hard copy reports?43a. Although the Department of Labor data collection system has not been finalized, data collected from the H1-B grantees by DOL, necessary for evaluation purposes will be available to the evaluator both electronically and through hard copy.
44. We have a question regarding the Evaluation Criteria (M.2) Section A. Technical Approach (35 points). We are specifically interested in knowing, roughly, how many of the 35 points are weighted for numbers 2 (ACWIA 1998 and ACWIA 2000 and other employment and training legislation and regulations relevant to this study ), 3 (the H-1B DOL grant process), & 4 (issues related to providing training-related services and relevant employment outcomes in H-1B related occupations) listed in the technical approach section?44a. The weights of the evaluation subfactors under Technical Approach are in descending order of importance. The Government will not provide specific points for each subfactor.
45. I just needed clarification on "A cost reimbursement type contract is contemplated for this requirement" - does this mean my organization incurs all of the expenses associated with this research - and then is reimbursed by the government?45a. A cost reimbursement type contract is where the government reimburses the contractor for the allowable costs it incurred in performing the contract. These contracts establish an estimate of total cost for the purpose of obligating funds and establishing a ceiling that the contractor may not exceed (except at its own risk) without the approval of the contracting officer.
46. We are unable to find the proposal/bid intent form referenced on the first page of the RFP, #RFP-DCS-01-10. The RFP states that Potential offerors/ bidders are asked to complete and submit a proposal/bid intent form . Then the RFP states that See Section L (Section C if SF 1449 is used) for proposal/bid instructions. The form is not in Section L. Could you please tell us where we can obtain a copy of this form?46a. Offerors are not required to submit a proposal/bid intent form.
47. Offerors interested in networking and/or being placed on a bidders list for the above referenced RFP, please provide the following information:
This information is to be submitted electronically to Chari Magruder at cmagruder@doleta.gov, by 2:00 p.m., March 2, 2001.
ATTACHMENT I
H-1B DEMONSTRATION GRANTEE ONE-PAGER
Grantee: Private Industry Council of San Francisco, Inc.
Grant Amount: $3 million
Contact: Pamela S. Calloway
Telephone: (415) 431-8700
Fax: none
Duration of Grant: The period of performance shall be August 1, 2000 to July 30, 2002.
Population Served: Underserved, low-income, minority communities and designated Enterprise Zones as well as HIV-positive and disabled individuals as well as incumbent and dislocated workers.
Geographic Area Served: San Francisco County which comprises the central metropolitan area in the Bay area.
Unemployment Rate: Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| California | 5.0% | 4.8% | 5.3% |
Not Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| San Francisco | 1.9% | 1.9% | 2.3% |
| San Jose | 1.9% | 2.0% | 3.0% |
Targeted Industries/
Jobs/Skills: Digital media/computers including positions in design, e-commerce, web programming, HTML, animation, web design and development, content production, quality assurance, systems administration, and technical support.
Uniqueness of Proposal: The partners in the proposal have strong industry ties; local employer support; training that is matched to the labor market needs; and outreach to bring training to low-income, minority and underserved communities.
Partnerships: Bay Area Video Coalition (BAVC) and Goodwill Industries as well as more than 80 private sector partners including: Adobe Systems, Inc., Compaq Computer Corporation, C/NET, Macromedia, ZDTV, Wired Digital, Xceed, Reef, Starmedia Broadband, Warner, eMotion and Industrial Light & Magic.
THE NEED:
One of the key issues facing the area is resolving the critical disparity between the supply and the demand for technically-trained workers to fill Internet-related occupations in industries across the spectrum. Some industry analysts, according to the proposal, have predicted that the workforce gap in the area will grow to 200,000 positions by 2010. The new media industry accounts for 40 percent of new jobs in the geographic area. High-tech salaries averaged $66,000 in 1999.
BRIEF OVERVIEW OF PROJECT:
The partnership will provide comprehensive digital media training and professional job placement for individuals over a two year period. Goodwill Industries will train up to 100 students who will complete eight week course modules to attain basic computer skills and specialized course work to prepare them for BAVC's intensive digital media training. BVAC will provide advanced training for those from the Goodwill program as well as an additional 150 individuals over a two year period through its JobLink curriculum. Overall the program will work with private sector partners by establishing an Industry Advisory Board which will ensure that the partnership develops training curricula exactly matched to industry needs.
H-1B DEMONSTRATION GRANTEE ONE-PAGER
Grantee: Baltimore County/Baltimore County Office of Employment and Training
Grant Amount: $2,517,888
Contact: Lisa C. Scott
Telephone: (410) 887-3649
Fax: None
Duration of Grant: The period of performance shall be August 1, 2000 to July 30, 2002.
Population Served: Incumbent information technology (IT) workers, and non-IT workers and unemployed individuals.
Geographic Area Served: Baltimore City and the counties of Anne Arundel, Baltimore, Carroll, Cecil, Harford, and Howard.
Unemployment Rate: Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| Maryland | 3.4% | 3.2% | 3.7% |
Not Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| Baltimore | 3.8% | 3.3% | 4.0% |
Targeted Industries/
Jobs/Skills: Information technology industries, with a focus on database development and administration, digital media, enterprise systems analysis and integration, network design and administration, programming/ software engineering, technical support, technical writing, and web development and administration.
Uniqueness of Proposal: Includes distance learning with over 20 complete degree programs; training will be provided through individual training accounts.
Partnerships: Baltimore County Office of Employment and Training (BCOET); Baltimore County Workforce Development Council; the Baltimore Metropolitan Region Coordinating Council, comprising workforce development professionals from each of the seven geographical jurisdictions to be served; regional businesses; technology consortia such as the Baltimore County Technology Council and the Greater Baltimore Technology Council; local workforce investment boards; state and local government agencies; educational institutions such as the University of Maryland and local community colleges; private training vendors, and community-based organizations
THE NEED:
The available pool of skilled American information-technology workers is not commensurate with the high demand for such workers in the greater Baltimore area and throughout the United States, compromising the ability of businesses to compete in global markets and sustain economic growth. In greater Baltimore, at least 8,000 IT jobs go unfilled annually.
BRIEF OVERVIEW OF PROJECT:
BCOET will coordinate a consortium of partners to help alleviate technology skills shortages in the region through the Greater Baltimore Technology Training Connection demonstration project. Approximately 300 employed and unemployed individuals will receive primarily employer-based training in skills required for eight IT career clusters (identified above). Trained workers will be hired by participating employers, minimizing the need for H-1B visa workers.
H-1B DEMONSTRATION GRANTEE ONE-PAGER
Grantee: Berkshire County Regional Employment Board
Grant Amount: $2,003,164
Contact: Peg Ryan
Telephone: (617) 727-8158
Fax: none
Duration of Grant: The period of performance shall be August 1, 2000 to July 30, 2002.
Population Served: Employees of General Dynamics Defense Systems (GDDS) and GDDS individuals will be provided technical training. In addition, GDDS and non-GDS individuals will receive soft skills training.
Geographic Area Served: Berkshire County
Unemployment Rate: Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| Massachusetts | 2.5% | 2.8% | 3.2% |
Not Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| Pittsfield | 3.0% | 3.5% | 4.0% |
Targeted Industries/
Jobs/Skills: Systems analysis and programming, mechanical engineering, electrical/electronic engineering, engineering occupations, and other computer related occupations, as well as soft skills training.
Uniqueness of Proposal: The company would conduct the training in their facilities. The proposal indicates that the training can be sustained after the grant by transferring training to colleges and universities. The proposal describes the migration of workers from this area and the need for workers in engineering and computer related occupations.
Partnerships: Berkshire County Regional Employment Board will partner with the Corporation of Business Work and Learning (CBWL), GDDS, Publications Research Group (PRG), regional colleges, Berkshire Works (the One-Stop career center for Berkshire County) and the Massachusetts College of Liberal Arts's Office of Lifelong Learning (OL3).
THE NEED:
As Berkshire County companies are changing and new companies are forming, there is a critical need to train, employ, and retain a workforce that can master a variety of tasks, recognize opportunities, and adapt to shifting market conditions.
BRIEF OVERVIEW OF PROJECT:
GDDS will provide technical training in three fields which are in critical need of qualified workers: software design engineers, systems integration engineers, and hardware design engineers. Due to the complexity of the work, soft skills training will also be offered in areas such as facilitation, communication, innovation, problem solving, and decision making. GDDS will draw upon in-house technical experts, selected external training providers, and teaming/partnership arrangements with colleges and universities to provide the training.
H-1B DEMONSTRATION GRANTEE ONE-PAGER
Grantee: County of Contra Costa, Employment and Human Services Department
Grant Amount: $2,220,018
Contact: Ronald W. Wetter
Telephone: (925) 646-5239
Fax:
Duration of Grant: The period of performance shall be August 1, 2000 to July 30, 2002.
Population Served: Licensed vocational nurses, and Kaiser Permanente employees.
Geographic Area Served: Contra Costa County and 10 counties in northern California.
Unemployment Rate: Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| California | 5.0% | 4.8% | 5.3% |
Not Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| San Francisco | 1.9% | 1.9% | 2.3% |
| San Jose | 1.9% | 2.0% | 3.0% |
Targeted Industries/
Jobs/Skills: Registered nurses, acute care nurse assistant, unit assistant, and medical assistant.
Uniqueness of Proposal: The project would raise entry-level, lower skilled workers to higher positions and address a serious health care need facing the geographic are being served.
Partnerships: Key partners are the workforce investment board of Contra Costa County, Kaiser Permanente, Health Care Workers-SEIU Local 250, The Shirley Ware Education Center, and Contra Costa Community College.
THE NEED: There is a critical shortage of nurses in California. The proportion of registered nurses per 100,000 people is among the lowest in the nation.
BRIEF OVERVIEW OF PROJECT:
Kaiser Permanente and Health Care Workers Union Local 250 have formed a partnership that will provide licensed vocational nurses with training to advance their nursing careers and become registered nurses. In addition, entry-level, lower skilled workers in health care jobs will be trained into jobs as acute care nurse assistants, medical assistants, and unit assistants. Occupational training for these 280 workers will take place over a 20 month period at various Kaiser Permanente sites throughout northern California. Training for the 30 licensed vocational workers will be provided through a concentrated one year degree program provided in conjunction with local community colleges.
H-1B DEMONSTRATION GRANTEE ONE-PAGER
Grantee: Dallas County Local Workforce Development Board
Grant Amount: $909,270
Contact: Laurie Bouillion Larrea
Telephone: (214) 290-1025
Fax: none
Duration of Grant: The period of performance shall be August 1, 2000 to July 30, 2002.
Population Served: Dislocated, unemployed or underemployed workers who need advance technical skills to obtain H-1B-level jobs.
Geographic Area Served: City of Dallas, Dallas County.
Unemployment Rate: Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| Texas | 4.4% | 4.5% | 4.7% |
Not Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| Dallas | 3.0% | 2.9% | 2.9% |
Targeted Industries/
Jobs/Skills: Targeted skills training are information technology, telecommunications, and high technology manufacturing.
Uniqueness of Proposal: "Just In Time/Any Time Training which removes barriers to success
Partnerships: Key partners in this project are WorkSource for Dallas County, Bill J. Priest Institute for Economic Development (BJP), Richland College (RLC), Greater Dallas Chamber of Commerce, Richardson Chamber of Commerce, and College/Business Advisory Committees.
THE NEED:
There is currently a large concentration of high technology companies, primarily involved with information technology, concentrated in the Dallas area. However, there is a growing shortage of domestic skilled workers available to occupy the available jobs.
BRIEF OVERVIEW OF PROJECT:
This two year project will recruit and place unemployed or under-employed individuals who already have solid computer related skills into jobs in Dallas area companies. The "Just in Time/Any Time" program will remove virtually all barriers to success such as time/location convenience, transportation, child care, training afford ability, and job placement. The high technology training will be provided by two entities of the Dallas County Community College District-the Bill Priest Institute and Richland College, and will focus on developing the skills necessary for the "demand occupations" determined by WorkSource for Dallas County.
H-1B DEMONSTRATION GRANTEE ONE-PAGER
Grantee: City of Glendale
Grant Amount: $3 million
Contact: K.C. Nash
Telephone: (818) 548-3719
Fax: none
Duration of Grant: The period of performance shall be August 1, 2000 to July 30, 2002.
Population Served: This project will serve union members, 85% of which will be employed or incumbent and contingent workers, 15% of which will be unemployed.
Geographic Area Served: Los Angeles County.
Unemployment Rate: Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| California | 5.0% | 4.8% | 5.3% |
| Los Angeles- Long
Beach |
5.6% | 5.5% | 5.8% |
Targeted Industries/
Jobs/Skills: Entertainment industry and the specific skills related to this industry, such as compositing for digital effects, digital imaging, digital film-making photography, and non-linear editing.
Uniqueness of Proposal: The union that would administer the grant has extensive training experiences and facilities. The proposal describes the key partnership with the WIB, City of Glendale, and a one-stop office. The proposal describes the history of employment trends.
Partnerships: Partnerships are with Verdugo Workforce Investment Board, 20 local entertainment unions, and 27 training providers.
THE NEED:
There is a skills shortage among incumbent and contingent workers who are members of local entertainment industry unions. If these workers are to remain competitive in their industry, they will need the necessary skills training.
BRIEF OVERVIEW OF PROJECT:
An ad hoc council comprised of members of the partnering organizations and unions will serve as an advisory organization to assure cooperation, identify solutions, and review training providers. Training will be customized specifically for the entertainment industry, and will be provided by trainers identified in advance as project partners. Because of the nature of the industry and its workers, curricula will use methods such as interactive video, self-instructional materials and equipment, learning labs, distance learning, and Internet based approaches, thereby providing a flexible schedule to meet the demands of the trainees.
H-1B DEMONSTRATION GRANTEE ONE-PAGER
Grantee: Houston-Galveston Area Council, for Gulf Coast Workforce Development Board
Grant Amount: $2,808,484
Contact: Rodney Bradshaw
Telephone: (713) 993-4530
Fax: none
Duration of Grant: The period of performance shall be August 1, 2000 to July 30, 2002.
Population Served: 300 students who are; participants in WIA/EC related programs; incumbent workers from the consortium; or Texas Southern University (TSU)/Houston Community College Systems (HCCS) referrals who work part time or have subsistence income.
Geographic Area Served: Houston Texas, Harris County
Unemployment Rate: Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| Texas | 4.4% | 4.5% | 4.7% |
Not Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| Houston | 4.2% | 4.1% | 4.4% |
Targeted Industries/
Jobs/Skills: Skills training will include: computer architecture and hardware organization; systems software and design; operating systems function; communications system and computer network; structured systems analysis and design; program architecture and design; program implementation using structured programming language; technical writing and documentation.
Uniqueness of Proposal: Training facilities are located in an enterprise zone. The grantee plans to develop techniques that shorten the training time. Specific outcomes are included.
Partnerships: Cooperating partners will include Houston Galveston Area Council, HCCS, TSU, Call Center Solutions, HuTec International, Inc., Embedded Power Systems, Lucent Technologies, Unisys, and Houston Independent School District
THE NEED:
There is currently an overwhelming disparity between openings in the information technology industry and available domestic workers qualified to fill these positions.
BRIEF OVERVIEW OF PROJECT:
Quality Software Developers Institute (QSDI) will train 300 qualifying dislocated workers, unemployed individuals, and incumbent workers in information technology fields. The trainees will receive 9 months of instruction, 6 months of intense classroom work, and three months of software development work. Training will focus on both technical and professional development, including job retention skills, team building, and performance attitude. The program will also provide training to 10 software development professionals who will then provide the skills training to the 300 participants.
H-1B DEMONSTRATION GRANTEE ONE-PAGER
Grantee: Mercer County Workforce Investment Board
Grant Amount: $2,997,072
Contact: Catherine Tramontana
Telephone: (609) 989-6827
Fax: none
Duration of Grant: The period of performance shall be August 1, 2000 to July 30, 2002.
Population Served: This project will serve individuals who are either unemployed and access county workforce investment boards seeking a computer-related job; employed individuals seeking higher level jobs; or area employers who want to upgrade their workforce by retraining employees.
Geographic Area Served: Mercer-Middlesex corridor in New Jersey.
Unemployment Rate: Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| New Jersey | 3.8% | 3.8% | 4.8% |
Not Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| Trenton | 3.0% | 2.9% | 3.9% |
|
Middlesex-Somerset-& Hunterdon Counties |
2.5% | 2.4% | 3.2% |
Targeted Industries/
Jobs/Skills: Software development, systems design and development, database management, software project management, and network development and support for the IT industry.
Uniqueness of Proposal: The grantee has a wide array of community partners to address the shortage of highly skilled workers. The project is sustainable beyond the grant period through secured on-going funds.
Partnerships: Middlesex County WIB, Mercer County Community College, Middlesex County college, Bell Atlantic - New Jersey, Inc., Merrill Lynch, Mercer County Chambers of Commerce, Communications Workers of America and the International Brotherhood of Electrical Workers.
THE NEED:
According to the New Jersey Technology Council, "four of New Jersey's five growth industries are either driven or heavily supported by information technology. In order to keep growing in New Jersey, companies in these industries need increasing numbers of well educated IT professionals."
BRIEF OVERVIEW OF PROJECT:
The Central New Jersey Workforce in Excellence in Information Technology, based at Mercer County Community College and Middlesex County Community College, will provide a comprehensive array of services in order to provide industry-credentialed IT skills training for 500 employed and unemployed individuals. The project will begin with a skills assessment component, after which training will be offered in one of fives skills areas based on input from an advisory group with expertise for that particular area. Training will be provided on a flexible schedule to ensure individual needs, jobs, and family responsibilities are respected.
H-1B DEMONSTRATION GRANTEE ONE-PAGER
Grantee: Kentucky - Louisville and Jefferson County Workforce Investment Board
Grant Amount: $2,538,040
Contact: Pamela O. Anderson
Telephone: (502) 574-2500
Fax: none
Duration of Grant: The period of performance shall be August 1, 2000 to July 30, 2002.
Population Served: Incumbent IT workers and individuals without IT background, targeting women, older persons, people with disabilities, and dislocated workers.
Geographic Area Served: 23-county region surrounding Louisville.
Unemployment Rate: Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| Kentucky | 4.0% | 3.9% | 4.7% |
Not Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| Louisville | 3.2% | 3.1% | 3.4% |
Targeted Industries/
Jobs/Skills: Microsoft Certified Systems Engineer, network administration, web development.
Uniqueness of Proposal: Broad partnership, including national partners, to address area skills shortages through training accessed through individual training accounts.
Partnerships: Workforce Investment Boards of Louisville/Jefferson County and North Central Kentucky; Career Resources, Inc. (local One-Stop Center); Jefferson Community College; Greater Louisville Inc. (local chamber of commerce); Greater Louisville Small Business Development Center; CompTIA; Manpower, Inc.; and Cisco Systems.
THE NEED:
The available pool of skilled Louisville area information technology workers is not sufficient to meet the high demand for such workers in the region, while unemployment at the outer edges of the labor market is higher than it is closer to Louisville, and average educational attainment is lower than the national average. In Jefferson County, there is a demand for 3,200 IT workers, which is expected to increase.
BRIEF OVERVIEW OF PROJECT:
The IT Advantage Project will provide training to upgrade the skills of IT workers identified by their employers and basic IT training for individuals recruited through the One-Stop Center. Participants will be assessed and connected with existing IT training providers through individual training accounts, and trainees will be placed in specific employer-identified jobs.
H-1B DEMONSTRATION GRANTEE ONE-PAGER
Grantee: Municipality of Anchorage
Grant Amount: $2,425,035
Contact: Ruth DeCamp
Telephone: (907) 343-6534
Fax: None
Duration of Grant: The period of performance shall be August 1, 2000 to July 30, 2002.
Population Served: Incumbent workers and unemployed individuals with limited or no computer skills.
Geographic Area Served: Municipality of Anchorage and Matanuska-Susitna Boroughs.
Unemployment Rate: Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| Alaska | 6.1% | 6.6% | 6.8% |
Not Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| Anchorage | 4.4% | 4.6% | 4.7% |
Targeted Industries/
Jobs/Skills: Telecommunications industry, with a focus on computer systems analysts, computer software engineers, electrical/electronic engineers, and sales and marketing.
Uniqueness of Proposal: Addresses the labor market needs of a cohesive region including Anchorage and the adjacent Matanuska-Susitna Borough.
Partnerships: Anchorage/Mat-Su Borough Local Workforce Investment Board; High Tech Business Council/Information Technology Consortium, representing 24 IT businesses and 4 local and state government entities; University of Alaska; Matanuska-Susitna School District; Alaska Job Corps; Bureau of Apprenticeship and Training; Alaska Business/Education Compact; and International Brotherhood of Electrical Workers Apprenticeship and Training program.
THE NEED:
The available pool of skilled American information technology workers is not commensurate with the high demand for such workers in the greater Anchorage area and throughout the United States, compromising the ability of businesses to compete in global markets and sustain economic growth. In Alaska, skill shortages exist in the telecommunications and computer technology industries, while unemployment is high in Matanuska-Susitna Borough.
BRIEF OVERVIEW OF PROJECT:
This business-led project will provide participants with assessment and career counseling, a certificate course in information technology piloted at the University of Alaska, Southeast, applied training, and apprenticeships and job placement. The two-year project, based on identified skills and knowledge gaps, will focus on telecommunications industry jobs as systems analysts, computer software engineers, electrical/electronic engineers, and telecommunications sales and marketing, alleviating the need for H-1B visa workers.
H-1B DEMONSTRATION GRANTEE ONE-PAGER
Grantee: The Private Industry Council of the City of New York, Inc.
Grant Amount: $2,940,162
Contact: William C. Gresham
Telephone: (212) 742 - 1000
Fax: none
Duration of Grant: The period of performance shall be August 1, 2000 to July 30, 2002
Population Served: Both incumbent workers and unemployed individuals.
Geographic Area Served: New York City
Unemployment Rate: Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| New York State | 4.6% | 4.6% | 4.7% |
| New York City | 6.1% | 5.8% | 6.8% |
Targeted Industries/
Jobs/Skills: Information technology, web development, Unix system administration, Java programming, and database systems administration.
Uniqueness of Proposal: Distance learning, a "fast track" curriculum and hands-on internships.
Partnerships: The City University of New York Institute for Software Design and Development (CISDD), New York Software Industry Association (NYSIA), Borough of Manhattan Community College, Institute for Business trends and Analysis, and NYC JOBS Consortium.
THE NEED:
There has been an explosive demand for information technology (IT) workers. For the past few years, IT has replaced healthcare as the number one area of skill shortage in New York City. There are some 1,350 new media companies employing approximately 27,300 individuals. Since 1992 the number of jobs in the city's software industry has jumped by more than 50 percent.
BRIEF OVERVIEW OF PROJECT:
The New York City Information Technology Education Project (ITEP) will will train participants via a "fast-track" IT education that will lead to employment and begin to alleviate the current IT skills shortage. The four key occupations targeted are web development, Unix system administration, Java programming and database systems administration. The ITEP model is a unique combination of classroom instruction, distance learning and internship that was created with direct employer input. Both employed and unemployed participants are expected to increase their income as IT salaries range from $60,000 to $120,000 and minority participants will be given the opportunity to enter an industry where they are under represented.
H-1B DEMONSTRATION GRANTEE ONE-PAGER
Grantee: Southeastern Connecticut Workforce Development Board
Grant Amount: $1,807,624
Contact: John A. Beauregard
Telephone: (860) 440-3534
Fax: None
Duration of Grant: The period of performance shall be August 1, 2000 to July 30, 2002.
Population Served: Incumbent workers in bio-science industries, unemployed defense industry workers, and students.
Geographic Area Served: 20-town area in New London County.
Unemployment Rate: Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| Connecticut | 2.4% | 2.3% | 3.4% |
Not Seasonally Adjusted
| May 2000 | April 2000 | May 1999 | |
| New London-Norwich | 2.6% | 2.2% | 3.4% |
Targeted Industries/
Jobs/Skills: Clinical data managers in bio-science industries, with an emphasis on database development and administration, and program development.
Uniqueness of Proposal: Targets skills shortages in biological sciences occupations, particularly the specific needs of Pfizer for clinical data managers; brings together a major employer, university, and One-Stop Center.
Partnerships: Southeastern Connecticut Council of Governments; Eastern Connecticut State University, area community colleges, and New London Public Schools; Pfizer, Inc., and other businesses; local One-Stop operator (ETI), and Connecticut United for Research Excellence, Inc. (CURE).
THE NEED:
The available pool of American workers with bio-science and computer skills is not commensurate with the high demand for such workers in southeastern Connecticut, particularly in light of Pfizer's $600 million expansion in the New London area, including a new clinical studies facility. At the same time, thousands of Electric Boat and other defense industry workers in the region have been laid off in recent years.
BRIEF OVERVIEW OF PROJECT:
The Bio-Science Training Project is intended to upgrade the skills of both employed and unemployed workers at all education levels for high-skill jobs in pharmaceutical and clinical research companies, health maintenance organizations, and insurance companies. Participants will be receive basic training through Eastern Connecticut State University as clinical data managers and in related occupations, with skills identified by Pfizer, and also receive internships and job placements.
Headline: H-1B SKILLS TRAINING GRANTS OF $12.4 MILLION WILL TRAIN U.S.
WORKERS FOR HIGH SKILL JOBS OFTEN FILLED BY FOREIGN
WORKERS
Introduction: On February 10, the U.S. Department of Labor announced nine grants
totaling $12.4 million to train American workers in high-skill occupations,
principally in information technology and health care, to fill jobs in places
where companies are facing labor shortages. The grants are funded by a
portion of the $500 fee employers pay for each visa under the H-1B category
to import temporary workers from other countries. This $500 user fee was
established under the American Competitiveness and Workforce
Improvement Act of 1998.
Full Text:
H-1B SKILLS TRAINING GRANTS OF $12.4 MILLION WILL TRAIN U.S. WORKERS FOR HIGH SKILL JOBS OFTEN FILLED BY FOREIGN WORKERS
On February 10, the U.S. Department of Labor announced nine grants totaling $12.4 million to train American workers in high-skill occupations, principally in information technology and health care, to fill jobs in places where companies are facing labor shortages. The grants are funded by a portion of the $500 fee employers pay for each visa under the H-1B category to import temporary workers from other countries. This $500 user fee was established under the American Competitiveness and Workforce Improvement Act of 1998.
H-1B Technical Skills Training Grants
First Round
Awardee: Regional Employment Board of Hampden County, Inc.
1441 Main Street, First Floor
Springfield, Massachusetts 01103
Contact: J. William Ward, Executive Director
Phone: (413) 755-1357
Proposed Award Amount: $1,500,000
Project Emphasis: H-1B Technical Skills Training
Summary Paragraph: The Hampden County Regional Employment Board (REB) in collaboration with its partners proposes establish the Information and Telecommunication Technologies workforce development project entitled IT Squared. There are two primary purposes to IT²: (1) train and upgrade the technical skills of 210 employed and unemployed (130 employed and 80 unemployed) workers for highly skilled jobs in the information and telecommunications technology industry; and (2) create a sustainable multi-region network of IT Squared training providers, businesses and workforce investment boards to focus on the long-term workforce needs of the information and telecommunications industry.
Community Served: Primarily Hampden, Franklin and Hampshire Counties in Western Massachusetts; Secondarily Worcester County (Mass.), Hartford County (Ct.), and parts of Southern Vermont and New Hampshire
Barriers/Target Group: The primary target group includes 80 unemployed individuals with computer-related background and skills for entry level positions who need further training to attain credentials for high-level jobs and 130 currently employed workers who are in lower level positions in companies but have been identified as possessing the capacity for growth into positions requiring higher proficiencies and skills.
Partnerships: One Workforce Investment Board (Franklin/Hampshire Counties, Mass.), two One stop Career Centers in Hampden County, Springfield Technical Community College, Greenfield Community College, Telitcom Development Corporation, Inc., Northeast Center for Telecommunications Technology, Systems Software Support Inc., JDS Uniphase, RCN Javanet, Valley Communications, Coghlin Electrical Contractors.
Innovations/Service Strategy: Creative approaches to the delivery of training will include distance learning via creation of a "virtual" campus for asynchronously delivered, on-demand technical training models. This method will be combined with campus classroom training and work site internships.
H-1B Technical Skills Training Grants
First Round
Awardee: NOVA Private Industry Council
505 W. Olive Ave., Suite 550
Sunnyvale, California 94086
Contact: Michael J. Curran
Phone: (408) 730-7248
Proposed Award Amount: $1,320,938
Project Emphasis: H-1B Technical Skills Training
Summary Paragraph: The goal is to equip participants with training to bridge the "Digital Divide" (a growing phenomenon in Silicon Valley that separates individuals of different socio-economic groups into information technology "haves" and "have nots"). Several partners in the project will employ recruitment efforts. Intake and a combination of tools and assessment will be administered to determine whether the individual seems to have the appropriate interests, aptitudes and/or the experience necessary for H-1B occupational skills training. Participants chosen for H-1B training will be provided with one-on-one assistance from counselors/training coaches in selecting the most appropriate training for his/her occupational goal. Support service will also be provided, as will job development and placement services for job seekers who have been trained through the grant.
Community Served: Santa Clara County
Barriers/Target Group: The grant will target several diverse populations: low-income, multi-ethnic adults and older youth (18-24), dislocated workers, and incumbent workers. This project will also involve recruitment of individuals from the poorest neighborhoods in Silicon Valley with predominantly Hispanic, African-American, and Pacific Islander populations.
Partnerships: The consortium brings together business, training, and service organizations which include the NOVA Private Industry Council, Mission Community College, Evergreen Valley Community College, Opportunities Industrialization Center West, University of California Santa Cruz Extension, Joint Venture:Silicon Valley Network, California Employment Development Department, Sun Microsystems, and Cisco Systems.
Innovations/Service Strategy: Industry giants Sun Microsystems and Cisco Systems have contributed equipment and expertise in curriculum development to this project. A new program called STEP (Systems administration Training and Employment Program) was designed by a team including representatives from Sun Microsystems, Cisco Systems, NOVA, and local community colleges to enable an individual to become a certified systems administrator in less than one year. The NOVA PIC and the Silicon Valley PIC will provide high-level technical skills training to an estimated 200 individuals over the next two years.
H-1B Technical Skills Training Grants
First Round
Awardee: Pima County Community Services Department
32 N. Stone, 16th Floor
Tucson, Arizona 85701
Contact: Henry G. Atha,
Phone: (520) 740-5205 Fax: (520) 798-3206
Proposed Award Amount: $1,500,000
Project Emphasis: H-1B Technical Skills Training
Summary Paragraph: Grantee will build on High Tech/High Wage project that has been piloted since 1998 and expand opportunities under it. Training will be provided in five H-1B technical skill areas that are in short supply in Pima County: Health, Information Technology, Educational, Electrical and Electronics, and Accounting and Management. Employers from the targeted occupations will join with Pima County Community Service Department, the University of Arizona, and Pima Community College to become a WIB Technology Skills subcommittee. As a WIB entity, this permanent partnership provides all members input into the overall strategic direction of the workforce investment effort. The employer subcommittee members articulate skill requirements, participate in curriculum design, teach courses, hire workers, and provide mentors to project participants. Training provider representatives furnish the training vehicles, including new initiatives such as web-based components and evening/weekend delivery schedules.
Community Served: Pima County, Arizona (including the city of Tucson)
Barriers/Target Group: Wide range of participants including high- and low-skilled workers, minorities, women and people with disabilities. People with sufficient skill level backgrounds will enter H-1B training. Those who do not will be trained using linked resources (under JTPA or WIA) to backfill vacant positions. Grantee is committed to training single parents and women, with a focus on non-traditional fields for women.
Partnerships: Pima Community College, University of Arizona, employers from targeted occupations.
Innovations/Service Strategy: Modular training and education products that are offered evenings and weekends, plus a fast track program that follows employer and participant timelines rather than school semesters; a web-based Individual Training Account system that includes certification of distance training providers, especially important to Pima County's rural workforce; Internet published Employer Skill Standards and Career Ladders for workers to use in career selection; a 360 degree performance feedback system that includes employer focus groups, participant satisfaction surveys, and training provider input; and Development of a 2+2+2 technical skills education continuum, linking high school, community college, university coursework, with entry at any of the three ports.
H-1B Technical Skills Training Grants
First Round
Awardee: The City of Chicago
510 North Peshtigo Ct., Suite 2a
Chicago, Illinois 60611
Contact: Linda J. Kaiser
Phone: (312) 744-7700, (312) 744-7456
Proposed Award Amount: $1,500,000
Project Emphasis: H-1B Technical Skills Training
Summary Paragraph: The long-term goal of the pilot project is to develop an information technology worker training model that meets the needs of business and includes both entry into the IT industry and paths to career advancement. The purpose of the project will be to prepare incumbent workers for more skilled, highly paid positions within their companies, placing City College Silicon Seed graduates and other qualified workers into the positions vacated by promoted workers, and helping IT companies fill entry-level positions. This will be accomplished by many components that include: project partners identifying specific training needs and selecting trainees; DePaul Institute of Professional Development developing the H1-B training program based on university resources; project partners identifying and meeting business needs for entry-level positions and second-tier positions (which typically require post-secondary training or bachelor's degrees); One Stop Career Centers providing support services; and the Illinois Coalition, Mayor's Office Technology Initiative, and Chicago Workforce Board participating in efforts to establish regional coalition to permanently establish a comprehensive career track to meet the needs of the high-tech industry.
Community Served: The City of Chicago
Barriers/Target Group: Employees of participating companies will be selected, based upon pre-requisite training and job performance, to train for H1-B designated positions.
Partnerships: This pilot project brings together business, training, and service organizations which include The Chicago Workforce (Investment) Board, The City of Chicago Mayor's Office Technology Initiative, The Illinois Coalition, DePaul University, City Colleges of Chicago, System Development•Integration, uBID, Inc., Xpedior, Catalyst Consulting Group, Inc., Big Edge, The Mayor's Office of Workforce Development and the One-Stop Career Centers.
Innovations/Service Strategy: DePaul University has begun research on distance learning and will explore the feasibility of using this medium as this initiative continues. An estimated 425 incumbent workers will be enrolled in training, with 200 new openings created through promotion and training.
H-1B Technical Skills Training Grants
First Round
Awardee: Seattle-King County Private Industry Council
Market Place One, Suite 250
Seattle, Washington 98121-2162
Contact: Alfred Starr
Phone: (206)-448-0470 ext. 3013
Proposed Award Amount: $1,500,000
Project Emphasis: H-1B Technical Skills Training
Summary Paragraph: The Seattle- King County Private Industry Council, in partnership with the University of Washington, and three community colleges and numerous other partners will provide an innovative solution to one of the country's most pressing educational problems: the lack of skilled technology professionals needed to design, implement and manage the computer-based enterprises that will drive commerce and education into the twenty-first century. Through a collaborative effort, the partners will build a system of articulated and integrated technology modules and provide training for up to 500 students in a demonstration of the new programs. The educational partners will also work together to ensure that articulation among institutions provides a clear progression in which students are equipped to enter the workforce or proceed on to four year and graduates degrees in information technology and computer science. The sets of program modules in the skill shortage occupations covered under this effort are, applications programming, information engineering, and systems analysis.
Community Served: Snohomish, King and Pierce Counties
Barriers/Target Group: The goal of the project is to develop new building blocks for IT training, geared to several target populations at various stages on the career ladder.
The target groups are unemployed workers who require additional skills to gain employment in IT professions and currently employed workers who wish to advance in their professions or change career path.
Partnerships: The consortium brings together business, training, and service organizations which include the Seattle-King Private Industry Council, the University of Washington, Bellevue Community College, Edmonds Community College, Pierce Community College and the Washington Software Alliance with over 1400 member companies in the technology industry.
Innovations/Service Strategy: Through this collaborative effort, the partners will build this system of technology certificates and provide 500 hundred training vouchers in a demonstration of the new programs. In addition, the UW will work with the participating community colleges to ensure that current and future IT and computer science courses meet UW standards of quality assurance and articulation.
H-1B Technical Skills Training Grants
First Round
Awardee: The Workplace, Inc.
350 Fairfield Avenue
Bridgeport, Connecticut 06604
Contact: Joseph Carbone
Phone: (203) 576-7030x309
Proposed Award Amount: $1,500,000
Project Emphasis: H-1B Technical Skills Training
Summary Paragraph: The project's goal is to create real and viable new career-paths to provide adequate domestic labor pools for the H1-B growth occupations; create employer-based Certified Skills Centers at which the program trainees receive experiential and on-the-job training in the occupations which deliver skills certification and valuable job references; expand the capabilities of the workforce development system without a proportionate increase in costs; and incorporate Equipped for the Future (by the National Institute for Literacy) and Best Practices concepts to create a sustainable system that effectively dissolves the barriers that have caused an increasing employer reliance on imported foreign labor to fill high-skill high-wage jobs.
Community Served: 20 communities of the Valley-Bridgeport-Norwalk-Stamford region
Barriers/Target Group: The target population includes both unemployed and employed, as well as young adults entering the workforce. Emphasis will be placed on training incumbent workers in both related and unrelated industries whose skills match those of the H1-B occupations.
Partnerships: This project brings together business, training, and service organizations which include The Workplace, Inc., SACIA, Pepperidge Farm, Pitney Bowes, Norwalk Community-Technical College, and The Community Action Agencies for Norwalk (NEON, Inc.) and Stamford (CTE, Inc.).
Innovations/Service Strategy: One of the principal innovations of the project is the creation of Certified Skills Center at employers. Each participating company has agreed to be designated as a Certified Skills Center. This designation required the following: all training is structured on National Skills Standards Board (NSSB) standards; all training results in formal certification in NSSB skills; all training results in college credits; all training results in additions to a lifelong resume; all certification in skills competency is maintained in a site database and that data is shared with the Substate grantee for the purpose of maintaining a workforce certification database; and all instruction is delivered by trainers who themselves are certified in the NSSB skills as well as certified as instructors by the State. An estimated 540 participants will be trained.