Statement of Qualifications for WSDOT OJT / Pre-apprenticeship RFQ
ANEW Construction Pre-apprenticeship Trades Rotation Program- Page 1
ANEW Construction Pre-apprenticeship Trades Rotation Program
Statement of Qualifications Packet A
Statement of Qualifications for WSDOT OJT / Pre-apprenticeship RFQ
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Project Summary
Apprenticeship and Non-traditional Employment for Women (ANEW) is seeking funding to continue its State recognized pre-apprenticeship program, Construction Pre-apprenticeship Trades Rotation Program. ANEW currently delivers these services conjunction with strong support and in-kind investments from many state registered apprenticeship programs. The current form of ANEW’s pre-apprenticeship program has been in operation for roughly 5 years, and like many small non-profits, ANEW is in need of funds to sustain this work. If funded, over the course of 12 months ANEW plans to accomplish the following: conduct outreach / recruitment activities to 200 women, enroll 60 women in pre-apprenticeship training, have 82% graduate, and 82% of the graduates obtain livable wage jobs within the construction industry. In addition to pre-apprenticeship training, ANEW administers a second program called Apprenticeship Opportunities Project (AOP). AOP is designed to educate and assist women and people of color with understanding, obtaining, and retaining apprenticeships within the construction industry. I will be ANEW’s intention to co-enroll and leverage operational support, as well as on-the-job support services from AOP. This hybrid approach has worked well, and has allowed ANEW to accomplish notable success in serving women and people of color. This proposal brings together ANEW’s commitment to meet the seven criterions identified by the State of Washington, Department of Transportation OJT Support Services & Pre-Apprenticeship Program Request for Qualifications. This proposal addresses a long standing and increasing need for auxiliary support and training to talent pools entering construction trades employment. This is a responsive approach to a time-worn problem because it elevates established and reliable models immediately. By supporting this proposal, WSDOT's investment remains local and aids residents in Washington State who need technical skills training, career navigation, employment placement, support services, as well as retention services. If funded, WSDOT will be making an investment in a program that has had a tremendous impact on the workforce for the construction industry, but at this time, is financially fragile. ANEW has a history of being masterful at leveraging funds, and is looking forward to the opportunity to continue to have WSDOT as a financial supported of pre-apprenticeship training designed for women and other underrepresented populations. In this proposal, ANEW will function as the prime consultant, and will perform all aspects of programing described in the proposal. Apprenticeship & Non-traditional Employment for Women (ANEW) Role & Responsibilities
o Prime Consultant: Serve as the ‘prime’ consultant and provide general project
Statement of Qualifications for WSDOT OJT / Pre-apprenticeship RFQ
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oversight, as well as fiscal and reporting management. ANEW will operate program delivery in the Puget Sound region.
o Outreach: ANEW will connect with women of diverse demographic groups through event formats, informational sessions and one-on-one communication in the Puget Sound area.
o Intake & Assessment services: ANEW will complete intake paperwork with clients and assess clients in order to determine enrollment. The assessment also includes a research assignment related to the industry as well as a panel interview by ANEW staff.
o Pre-apprenticeship Training: ANEW will provide its 12-week (352 hours) pre-apprenticeship training, a combination of classroom training and hands on experience to four cohorts. Training includes 120 classroom hours learning soft skills and earning credentials. Soft skills include budgeting / financial tools for the trades, prevention of sexual harassment in the workplace, labor history information, health and nutrition, fitness training, and job prep skills, such as resume writing and mock interviewing. ANEW Graduates also earn OSHA 10, CPR & First Aid, Washington State Traffic Control Flagger’s Card, Mobile Equipment Operators Authorization card, and ANEW Certificate of Completion. The remaining 232 hours are spent in a hands-on training environment. The first cohort will begin in July 2015.
o Case Management & Support services: Through case management and support services, participants will have access to financial assistance, case management sessions, and support services. Post training services include job search, resume writing, mock interviewing, and funds for apprenticeship related initial costs.
o Job Placement & Retention: ANEW will provide job placement services to connect graduates to apprenticeship programs and construction occupations. We will assist students with entering occupations in the construction industry while ensuring that they have the skills and support necessary to retain employment in the industry.
ANEW will deliver the following outcomes:
o Outreach and recruitment to 200 women o Informational sessions to 100 women o Enroll 60 participants into pre-apprenticeship training o Graduate 48 participants from pre-apprenticeship training o Place 43 participants into construction occupations including highway construction o Retain 40 participants in employment after 90 days o Assist participants with earning an average starting wage of $20.00
Statement of Qualifications for WSDOT OJT / Pre-apprenticeship RFQ
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1. Qualifications / Expertise of the Firms on the Team Prime Consultant / Firm: Apprenticeship & Non-traditional Employment for Women (ANEW)
Private Non-Profit Training providing continuous pre-apprenticeship and support services
since 1980 (35 years)
Organizational Summary/ Area of Expertise:
Founded in 1980, Apprenticeship & Non-traditional Employment for Women (ANEW) is
among the oldest non-profit pre-apprenticeship programs for women in the nation.
ANEW prepares students for apprentice-able and/or livable wage careers in construction
including highway transportation, utilities, aerospace and manufacturing. ANEW supports
the retention and advancement of their clients in non-traditional pathways with self
sustaining wages.
In addition, ANEW serves King County residents ages 18 and older who are unemployed,
low-income individuals or under-employed apprentices through the Apprenticeship
Opportunities Project (AOP).
ANEW will serve as the prime consultant, and through th is funding, wi l l administer the Pre-apprenticeship Trades Rotation Program. ANEW will be the recipient and fiscal agent to these funds. ANEW has extensive knowledge and experience in obtaining, implementing, managing and evaluating federal workforce employment and training programs. ANEW is currently managing funds obtained through federal, state, local and private funding streams. ANEW has always met it’s funding / performance deliverables, and has passed all programmatic as well as fiscal audits. ANEW is an expert in the area of workforce development in construction, highway transportation, utilities, aerospace and manufacturing because of its model training program that provides excellent training and successful program and career outcomes. In 2014, ANEW enrolled 54 women into pre-apprenticeship training, with 44 of these women successfully graduating from training. To date, 82% of the 44 graduates (36 women) have obtained acceptance into a registered apprenticeship program or non-traditional career path in the construction trades industry. The graduates from 2014 are earning an average wage of $20.66 per hour with full healthcare and retirement benefits, which is $9.53 (a 50% increase in wage) higher than the state minimum wage of $9.47.
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Table 1. ANEW Organizational Chart
Nicole Ferrer, Executive Director
o Oversight and authority of all organizational functions
o Oversight of all aspects of fiscal and operational functions
Samantha Kealoha, Program Manager
o Grant Management
o Billing & Invoicing o Tracking grant expenditures o Monitoring and reporting of all performance measures and outcomes o Provide fitness instruction and benchmarks to students enrolled
Lisa Telford, Case Manager and Support Services Specialist
o Pre-apprentice Case Management
o Dispensing of support services o Job Development for graduates
Morgan Stonefield, Training Coordinator
o Training Coordination and scheduling
o Supervision of Training pre-apprentices o Curriculum for pre-apprentices
Nicole Ferrer Executive Director
Erich Smith Math Instructor
Samantha Kealoha Program Manager
Morgan Stonefield Training Coordinator
Lisa Telford Case Manager & Support
Services Specialist
Stephen Ignac Shop Instructor
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Erich Smith, Math Instructor
o Teaches Math instruction
o Ensures pre-apprentices are math ready for entry into construction
Stephen Ignac, Shop Instructor
o Provides shop instruction to all pre-apprentices
o Ensures pre-apprentices develop basic skills using hand and power tools and strength building
Location of Team Members Offices, Total Number of Employees, Expertise at Locations (prime and sub-consultants)
Apprenticeship & Non-Traditional Employment for Women Executive Director: Nicole Ferrer
Total Number of Employees: 4 FTEs, 2 Contracted Instructors (Math, Shop) 550 SW 7th Street, Suite B305 P.O. Box 4217 Renton WA 98057
Phone: (206) 381-1384
Fax: (206) 381-1389
Email: [email protected] Key Staff and Resources for Proposed Project
ANEW Key Staff & Resources
Total Project Hours
Total WSDOT Billed Project Hours
WSDOT Hours by Month
Nicole Ferrer, Executive Director 2088 300 25
Samantha Kealoha, Program Manager 2088 590 50
Morgan Stonefield, Training Coordinator 2088 805 68
Lisa Telford, Case Manager/Support Service Specialist 2088 265 23
Erich Smith, Math Instructor 128 90 8
Steve Ignac, Shop Instructor 256 240 20
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Evidence that Prime Consultant has Worked with Sub-Consultant in Last Three Years
There are not any sub-consultants on this project.
ANEW’s expertise as a prime consultant is demonstrated in these three project
examples:
1. Opportunities for Women in Nontraditional Employment (OWNE) Initiative
funding (January 1, 2014 – December 31, 2015) - $180,000- ANEW is currently
serving as one of the lead workforce partner’s to the Wider Opportunities for
Women (WOW), OWNE grant. To date, ANEW is exceeding its outcomes and
performance in the areas of entering training, completion of training,
placement, average wages and job retention.
In 2014, ANEW enrolled and trained 54 women in pre-apprenticeship training. 44
enrollees successfully graduated from training. ANEW exceeded the placement goal
of the grant by 106%. 36 pre-apprentices were placed into apprenticeship or non-
traditional careers. The average starting wage of 2014 OWNE clients was $20.66
per hour with full healthcare and retirement benefits. If the total number of job
placements is multiplied by this average, the total new wages brought back to the
economy is $1.5 million.
2. Green Jobs Innovation Fund (GJIF) (July 1, 2011 – June 30, 2014) – ANEW served
as the lead workforce partner for the U.S. Department of Labor, Jobs for the Future
Green Jobs Innovation Fund project. This nine-site, national grant served low-
income women and people of color with an emphasis on service to veterans. For
this project, ANEW operated its pre-apprenticeship Trades Rotation program;
provided recruitment, referral and case management for the Veterans in
Construction Electrical (VICE) program; provided recruitment, case management
and scholarships to ten female recipients for the Vocational Outside Line Training
Academy (VOLTA). ANEW was the overseer of all client reporting and data
management for the project lead, SkillUp Washington. In summary, ANEW met and
exceeded its outcomes and was a top performer of all the cities funded by Jobs for
the Future exceeding its training and placement goals for the entire project. ANEW
and its program partners in Seattle trained 256 participants with 203 graduating
from pre-apprenticeship training. This is a graduation rate of 80%. 155 of the
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graduates were placed into apprenticeship programs. This is a placement rate of
76%.
3. Apprenticeship Opportunities Project (January 1, 2014 – December 31, 2014):
Since 1994, ANEW has administered the Apprenticeship Opportunities Project
(AOP) for the Office of Port Jobs and Port of Seattle. AOP serves low-income and
low to medium skilled individuals to enter and retain employment in the
construction trades through apprenticeship or non-traditional career pathways.
ANEW has been recognized by the Washington State Apprenticeship Training
Council as an exemplary model for delivering services to clients. It is a lean delivery
system that is customized to the individuals’ specific employment readiness and
goals.
In 2014, ANEW exceeded its AOP annual combined placement goal (apprenticeships
or livable non-traditional careers) by 115%. The average starting wage of 2014 AOP
clients was $21.45 per hour with full healthcare and retirement benefits. If the total
number of job placements is multiplied by this average, the total new wages
brought back to the economy is $6.9 million.
2. Qualifications of Proposed Project Manager
Project management responsibilities will be performed by ANEW with full authority on
fiscal and operational protocols.
Three Examples of Proposed Manager's Expertise as a Project Manager, including
Dates, Client Names, and Responsibilities:
Ms. Nicole Ferrer – ANEW
Apprenticeship Opportunities Project (AOP) – Ms. Ferrer is currently
managing the AOP grant (January 1, 2015 – December 31, 2015), a $185,000
project funded by the Office of Port Jobs/Port of Seattle to assist low-income,
unemployed and under-employed individuals with job preparation, support
services, case management and career navigation. ANEW has been managing
these funds since inception in 1994.
Opportunities for Women in Nontraditional Occupations (OWNE) – Ms.
Ferrer is managing a multi-year $180,000 project (January 1, 2014 –
Statement of Qualifications for WSDOT OJT / Pre-apprenticeship RFQ
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December 31, 2015) funded by Wider Opportunities for Women.
Green Jobs Innovation Fund (GJIF) – Ms. Ferrer managed a multi-year
$462,673 grant project (July 1, 2011 – June 30, 2014) funded by Jobs for the
Future that came through the pipeline through SkillUp Washington.
Three Examples of Project Manager's Expertise with Project Schedule, Scope of
Work/Scope Creep, Budgeting and Project Change
Ms. Ferrer has extensive experience in implementing and managing employment and training projects. All current projects have timeframes in which outcomes need to be obtained. Ms. Ferrer has been successful in keeping projects on schedule and when needed, modify with the funders approval elements of project delivery and work. Modifications to contracts are completed by Ms. Ferrer and funders in a timely manner to ensure the modified project is on path to successful completion.
List of Licenses/Accreditations for the Proposed Manager, including year received
Mr. Ferrer has a B.A. Degree from Western Washington University ( 2 0 0 0 ), as well as Business Certificate from the University of Washington (2014).
4. Key Team Members Qualifications
NICOLE FERRER – EXECUTIVE DIRECTOR
Nicole Ferrer is the Executive Director of Apprenticeship and Non-traditional Employment for Women (ANEW). Ms. Ferrer has extensive experience in workforce development, as well as state and federal grant administration. Nicole Ferrer has been with ANEW since June 2013 and has devoted the last 15 years to working on social issues within her community. Nicole has worked for organizations such as The Menta Group, SeaMar Community Health Centers, Puget Sound Energy, as well as the Washington State Employment Security Department. Specifically, Nicole has worked with at-risk youth, those suffering from mental health and substance abuse issues, as well as those who are chronically under or unemployed. As the Executive Director, Nicole is in charge of the organizations entire operation from financial budgeting, grant writing to building partnerships with employers and the apprenticeship community.
SAMANTHA KEALOHA – PROGRAM MANAGER
Samantha Kealoha is the Program Manager of ANEW. Ms. Kealoha has worked for ANEW for almost three years and is currently managing multiple federal and private grant contracts. Ms. Kealoha holds a Master’s degree in Public Administration and is strongly committed to non-
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profits and workforce development. She is highly organized and is responsible for grant management, billing and invoicing as well as monitoring and reporting all performance measures and outcomes.
LISA TELFORD – CASE MANAGER AND SUPPORT SERVICES SPECIALIST
Lisa Telford is the Case Manager and Support Services Specialist of ANEW. Ms. Telford is a Carpenter by trade and has worked in the industry for 23 years prior to coming to ANEW. Lisa joined ANEW in 1996 and has worn many different hats since joining the organization. Lisa brings her experience in the trades to our clients and spends a considerable amount of time providing mentorship, job preparation, career navigation, resume building, interviewing skills and case management services to all ANEW participants.
MORGAN STONEFIELD – TRAINING COORDINATOR
Morgan Stonefield is the Training Coordinator of ANEW. Prior to coming to ANEW, Morgan taught at Todd Beamer High School for 7 years. Before becoming a teacher, Morgan served for a year as an AmeriCorps volunteer, working to recruit and train volunteers for specialized reading programs. As Training Coordinator, Morgan oversees all aspects of ANEW’s pre-apprenticeship training program. Morgan has skills and experience in the arena of curriculum development, student assessments, collaborating with community partners and experience with leadership development.
STEPHEN IGNAC – SHOP INSTRUCTOR
Stephen Ignac is the Shop Instructor for ANEW. He began in this position in September 2012. Prior to taking this position, Stephen served on ANEW’s Board of Directors. Stephen is a LADS Journeyman by trade. He has worked in the industry since the 1970’s. Between 1979 through 1996, Stephen worked as a journeyman, shop steward and foreman, supervising multiple apprentices and journey level workers on the job site. Stephen also worked as a LADS Instructor for five years. Additionally, he has been the Training Coordinator for LADS Training Center until he retired in 2012.
ERICH SMITH – MATH INSTRUCTOR
Erich Smith is the Trades Math Instructor for ANEW. He began in this position in 2010. Erich is an Ironworker by trade and has been in the trade since 1994. Prior to coming to ANEW, Erich worked as the Apprenticeship Coordinator for the Pacific NW Ironworkers Apprenticeship Program, a position he held for four years. In this position, he managed the daily apprenticeship operations following both state and federal apprenticeship standards. Daily operations included the recruitment, selection and training of new and enrolled apprentices. He was also in charge of the hiring, training and management of instructors for the apprenticeship. Erich has worked in various aspects of the construction industry, as an apprentice, ironworker journeyman and foreman, as well as an instructor and training
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coordinator for the ironworker apprenticeship program. Erich brings his expertise in the construction trades to the classroom. Specifically, Erich teaches his developed Trades math curriculum to our students in the pre-apprenticeship training program to ensure they are math ready when applying and entering into an apprenticeship program.
The mission of ANEW is to provide women of all ages, races and backgrounds with quality training, support services and employment preparation, leading to viable and satisfying non-traditional career pathways, which lead to family wage jobs.
Demonstrate Understanding and Adherence to Public Agency Regulations and
Procedures
Each key team member has reviewed the Federal Regulations pertaining to On-the-Job
Supportive Services as an assurance to understand and comply with said regulations.
Additionally, ANEW conducts its Workforce Investment Act (WIA) programs in
accordance with the U.S. Department of Labor's regulations relating to WIA, and the
Washington State WIA Policies. All comply with the non-discrimination and EEO
provisions in the following laws: Section 188 of WIA; Title VI of the Civil Rights Act of
1964, as amended, which prohibits discrimination on the basis of race, color or national
origin; Section 504 of the Rehabilitation Act of 1973, as amended, which prohibits
discrimination against qualified individuals with disabilities; The Age Discrimination Act
of 1975, as amended, which prohibits discrimination on the basis of age; and Title IX of
the Education Amendments of 1972, as amended, which prohibits discrimination on
the basis of sex in educational programs.
4. Firm's Project Management System
Quality Assurances/Control Processes for ANEW
ANEW operates within many federal, state, local and operational policies that provide
the necessary quality assurances. ANEW follows Generally Accepted Accounting Principles
(GAAP) in its accounting practices. Its Fiscal Year 2012 audit was conducted by Branch
Richards LLC, and there were no findings against the organization. ANEW contracts with
The Counting House (Sharon Kaspar) for bookkeeping; Ms. Kaspar brings 42 years of
experience to the organization. ANEW strictly follows an accountant approved fiscal policy
manuals, Board of Directors by-laws, and records retention policies required by the
Sarbanes-Oxley Act for governance of non-profits.
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Fiscal Tracking System for ANEW
ANEW and its contracted accountant utilize the QuickBooks 2014 fiscal system to track and
manage all funding streams. Each program and project is set up with its own account
which leads to easy tracking and oversight. The budget for this project will be monitored
monthly with invoicing being submitted monthly as well to ensure project spending is
within the limits of the grant. ANEW Board of Directors and Executive Director analyze
monthly reports, including cash flow, statement of activities, budget vs. actual and
statement of position.
Data Tracking / Software Systems
All trainee and project-related reporting will be compiled by ANEW using its established
Microsoft Access database system. ANEW maintains a Microsoft Access database to track
case management, training, apprenticeship application status and placement of clients,
and uses this database for all client-related projects. ANEW is able to produce specific
demographic reports with this system. There are currently data sharing agreements
formally in place with ANEW partner organizations, and the same agreements will be in
place for this proposed project to ensure that ANEW can communicate outcomes with
WSDOT.
Additionally, for this WSDOT Pre-Apprenticeship, the team will utilize existing and proven
management tools developed by ANEW, including:
o ANEW Case management handbook
o ANEW Employment handbook
o ANEW application forms
o ANEW Curriculum Handbook
o ANEW TRP Handbook
Process for Pre-Apprenticeship Trades Rotation Program Team Interactions
ANEW’s pre-apprenticeship Trades Rotation Program is made up of ANEW staff. Team
interactions will be the same as they are designed within the organization, following
organizational protocols and daily interactions as they currently take place.
Proven Ability to Interact with Clients and Stakeholders
ANEW will provide program updates to WSDOT as well as the workforce system on
program status and accomplishments. ANEW routinely meets with partners from
business, labor, education, government and community-based organizations to gather
workforce intelligence and to develop a responsive workforce system. Communication
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with clients and stakeholders occurs through standing committee meetings, one-on-one
meetings and social media postings including ANEW’s website, Facebook posts and other
social media outlets.
5. Project Delivery Approach
ANEW proposes the following projected deliverables:
Projected Deliverables
Description
Q1- Summer
July 2015 – September
2015
Q2- Fall
October 2015 – December 2015
Q3- Winter January 2016 –
March 2016
Q4- Spring
April 2016 – June 2016
Total July 2015 – June 2016
Outreach &Recruitment
a. Number of information and outreach sessions
10 10 10 10 40
b. Number of women anticipated to receive training information
50 50 50 50 200
Construction Pre-apprenticeship Training
c. Number of classes/cohorts in session in each quarter
1 1 1 1 1
d. Number of women entering training
15 15 15 15 60
e. Number of women earning credentials
12 12 12 12 48
f. Number of women completing training
12 12 12 12 48
Job Placement
f. Number of women entering into apprenticeship or construction careers
10 11 11 11 43
Number of Participants who Retain Employment for 90 Days
10 10 10 10 40
Average Starting Wage of Participant Entering Employment $20.00 per hour
Quarterly Report Deadlines 15 Days after End of Each Quarter
Final Report Due 30 Days after Completion of Grant
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Main Components of ANEW Pre-Apprenticeship Trades Rotation Program:
There are two components to ANEW’S Pre-Apprenticeship Trades Rotation Program:
1. Pre- Apprenticeship Training: ANEW will use its established Pre-
apprenticeship Trades Rotation Program training model to train 60 women,
with at least 48 students graduating from training and are interested in
entering the construction industry through apprenticeships or non-
traditional careers in the industry in the greater Puget Sound Region.
ANEW will use existing FTE’s to deliver project management, pre-apprenticeship
coordination and instruction, case management of pre-apprentices and
graduates, as well as provide employability training and placement services.
Both programs will also provide retention services during the duration of the
grant. These FTE’s will collect participant data, manage participant files and
ensure all reporting is timely and accurate.
Individuals enrolled in training will receive training, case management, career
navigation, job placement assistance and job-related support services. Qualified
individuals who are unemployed or changing careers that have skills sets
necessary to apply directly to the apprenticeship of their choice will receive
career navigation and application assistance as well as job development, job
placement services and job-related support services. All clients will receive
retention services, which includes mentorship and financial assistance as funds
of last resort.
2. On-the-Job Support Services: ANEW will utilize its successful Apprenticeship
Opportunities Project (AOP) model to provide wraparound/auxiliary case
management and support services for all low to medium skilled pre-apprentices
enrolled in training with in the Puget Sound region. ANEW has administered AOP
in Seattle-King County since its inception in 1994 for the Office of Port Jobs, which
supports the expansion of its model for this proposal. AOP covers auxiliary costs
such as tuition for training or specialized courses, transportation, emergency food,
work clothes and tools. ANEW will provide career navigation, job preparation,
job placement assistance and support services through this AOP model.
Decision Making Process for Development of Work Plan ANEW has a long-standing track record of providing training with proven results in grant implementation and execution. ANEW has managed and executed multiple projects that have
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shown distinguishable met results and outcomes. As the sole and prime consultant, ANEW staff will execute all parts of the work plan with the decision making process being directed by the Project Manager. ANEW has been offering its pre-apprenticeship training in this form for the last five years and this will not be a new program to implement. Instead, WSDOT funding will allow ANEW to continue to offer its pre-apprenticeship training program to women interested in entering non-traditional career pathways. At the start of the project, ANEW staff will hold an internal staff meeting to discuss the program and expected outcomes. For the duration of the grant, ANEW will continue to have monthly meetings to discuss progress towards critical milestones, as well as areas of improvements for the program that will be most beneficial for the clients we are serving.
Elements of Proposed Work Plan
If funded, ANEW will utilize current best practices and existing partnerships to meet the
five elements of the proposed work plan:
1. Outreach & Recruitment - Training
ANEW will utilize the Apprenticeship Opportunities Project model to recruit, case
manage, train and retain low income, low skilled women. ANEW will perform
outreach and recruitment in a variety of ways, including attendance and job/career
fairs, weekly informational sessions, as well as using social media platforms that
include: ANEW/OTI website, Facebook page and Craigslist, as well as Job posting
websites.
2. Intake, Assessment, Interview & Enrollment - Training
Candidates will go through a rigorous intake, assessment and interview process by doing the following:
a. Candidate will attend an informational assessment and complete the
ANEW pre-screen
b. Candidate will be scheduled for an intake meeting with ANEW’s Training
Coordinator or Program Manager to complete ANEW application.
c. Candidate will be scheduled for an assessment that includes a tools
recognition test, math and reading test, and a physical assessment.
d. Candidate will be provided with a trade related research assignment that
is due at their scheduled interview.
e. Candidate will be scheduled for an interview with ANEW staff to
determine program fit for client
f. Candidate will interview with ANEW Program Manager, Training
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Coordinator and Case Manager
g. Candidates accepted into training will be sent formal letter of acceptance and
a phone call. Candidates not accepted will be referred for additional services
and provided assistance in career search.
Successful candidates will also meet these prerequisites:
18 years old or older
Reliable transportation (WA Driver's License Preferred)
Ability to Pass Drug Test
GED or High School Diploma
3. Pre-Apprenticeship Classroom & Construction Training ANEW Pre-apprenticeship Trades Rotation Program - Summary ANEW's Pre-apprenticeship Trades Rotation Program is a 12-week (352 hours) pre-apprenticeship training, a combination of classroom training and hands on experience to four cohorts. The remaining 232 hours are spent in a hands-on training environment. The program rotates among 17 construction trades, utilities and aerospace apprenticeships for program-specific instruction, and includes workshop time, safety and industry credentialing, applied trades mathematics, fitness and community service learning. The TRP model was designed and curricula developed or selected by ANEW's Registered Apprenticeship Partners (RAP). Training includes 120 classroom hours learning soft skills and earning credentials. Soft skills include budgeting / financial tools for the trades, prevention of sexual harassment in the workplace, labor history information, health and nutrition, fitness training, and job prep skills, such as resume writing and mock interviewing. ANEW Graduates also earn OSHA 10, CPR & First Aid, Washington State Traffic Control Flagger’s Card, Mobile Equipment Operators Authorization card, and ANEW Certificate of Completion.
Students participate in community service learning projects, including Seattle King County Habitat for Humanity sites. A variety of organizations, including RAP and tradeswomen, enhance core training with these workshops: Survival of the Fittest; Financial Tools for the Trades; Non-profit credit counseling; Personal Safety Nets; basic car maintenance and repair, and navigating alternative forms of transportation; understanding systems such as unemployment and workers' compensation; interviewing, resume preparation, and apprenticeship application processes; and leadership and long-term career planning.
4. Case Management and Support Services
ANEW will utilize the AOP model to assess and deliver case management and financial
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support services to the Pre-Apprenticeship Program trainees. This includes three
categories of assistance:
1. Training/pre-employment services (case management), including
mentoring, money management strategies, application and resume
preparation, and interview assistance and coordination with apprenticeships
and contractors;
2. Emergency financial assistance (support services), including transportation
and food (if eligible); and
3. Pre-dispatch services (support services), including financial assistance with
work clothes and tools, tuition, union initiation, dues and fees and other
approved work related costs associated with entering employment.
On an as needed basis, ANEW will assist clients with connecting with additional non-
profits, government agencies, and community based organizations. ANEW is heavily
embedded in the community resource network in King County. Referrals and co-
enrollments can include: crisis management and personal counseling; driver's license
reinstatement; housing and utilities, including emergency assistance; and ongoing
daycare support.
5. Placement and Retention Tracking
ANEW will use its established case management procedures to track and report
program placement for both clients who receive both on-the-job supportive services
and pre-apprenticeship training. ANEW has an established Microsoft Access
database system in which case notes, placement and demographic data is securely
kept. All parties to the ANEW Pre-apprenticeship Trades Rotation Program will sign a
memorandum of agreement for data sharing.
ANEW will prepare quarterly narrative reports that demonstrate the projects effectiveness in reaching service goals, and will highlight student success stories.
Approaches to Resolve Issues with Project Team ANEW has a conflict resolution policy that provides guidance when conflicts arise. The team assembled for this project is the ANEW team and has a long-standing, positive working relationship with one another, and has successfully executed our training program to
Statement of Qualifications for WSDOT OJT / Pre-apprenticeship RFQ
ANEW Construction Pre-apprenticeship Trades Rotation Program- Page 18
meet grant del iverables for over 5 years . It is anticipated that the positive interactions and professionalism of this team will ensure the project's success and sustainability for future funding. However, ANEW’s Executive Director has the final authoritative power over all ANEW employees and will follow the ANEW Employee handbook and policies to resolves issues arising within the team. Assumptions for Work Breakdown Structure, i.e., WSDOT vs. Consultant Deliverables The ANEW Construction Pre-apprenticeship Trades Rotation Program team assumes responsibility for meeting this proposed scope of work as well as successfully executing contracted deliverables with WSDOT. ANEW has the capacity and expertise necessary to meet all clearly defined expectations, reporting requirements and technical guidance that are expected from WSDOT to ensure successful procurement/contractual agreements.
Key Issues and Critical Milestones for the Project Project Milestones/Goals Dates
Start Training (Summer Cohort) June 29, 2015
Launch recruitment campaign to locate qualified women to enroll in training for Cohort 2
July 18, 2015 – September 4, 2015
Provide qualified candidates with appropriate intake and assessment, and interview
July 18, 2015 – September 18, 2015
Graduation (Summer Cohort) September 18, 2015
Start Training (Fall Cohort) September 28, 2015
Launch recruitment campaign to locate qualified women to enroll in training for Winter Cohort
October 13, 2015 – December 30, 2015
Provide qualified candidates with appropriate intake and assessment, and interview
October 13, 2015 – December 30, 2015
Graduation (Fall Cohort) December 18, 2015
Start Training (Winter Cohort) January 4, 2016
Launch recruitment campaign to locate qualified women to enroll in training for Spring Cohort
February 1, 2016 – March 18, 2016
Provide qualified candidates with appropriate intake and assessment, and interview
February 1, 2016 – March 18, 2016
Graduation (Winter Cohort) March 25, 2016
Start Training (Spring Cohort) March 28, 2016
Launch recruitment campaign to locate qualified women to enroll in training for Summer Cohort
April 14, 2016 – June 17, 2016
Provide qualified candidates with appropriate intake and assessment, and interview
April 14, 2016 – June 17, 2016
Graduation (Spring Cohort) June 17, 2016
Dispensing support services and/or training in an efficient manner
During each cohort for the duration of the grant
Ensuring proper financial and client records are maintained for accounting and reporting purposes
Duration of the grant
Invoicing and Billing Billed monthly within 20 days after the completion of each month
Statement of Qualifications for WSDOT OJT / Pre-apprenticeship RFQ
ANEW Construction Pre-apprenticeship Trades Rotation Program- Page 19
Convening staff to ensure effectiveness and efficiency
Ongoing for the duration of the grant
Completion and submission of reports Due quarterly within 15 days after completion of each quarter
State of Washington
Department of Transportation
OJT Support Services & Pre-Apprenticeship
Program
Statement of Qualifications Packet “A”
Submitted by
In association with
Constructing Hope
Oregon Tradeswomen, Inc. May 6, 2015
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015
Table of Contents
Introduction ..................................................................................................................................1
Regions to be Served ................................................................................................................1
Our Proposed Team .................................................................................................................1
Services to be Provided ...........................................................................................................2
Criteria 1: Qualifications/Expertise of Firms on Team ........................................................3
A. Our Proposed Team ...........................................................................................................3
B. Office Locations of our Firm and Sub-Consultants ......................................................5
C. Working Relationship with Proposed Sub-Consultants ..............................................6
D. Availability of Key Staff and Resources ........................................................................7
E. Similar Projects Completed ..............................................................................................8
Criteria 2: Qualifications of Proposed Project Manager ....................................................10
Criteria 3: Key Team Members Qualifications ...................................................................13
Criteria 4: Firm's Project Management System ...................................................................17
Criteria 5: Project Delivery Method ......................................................................................19
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 1 of 22
Introduction
Regions to be Served
Akana proposes to serve persons residing or working in WSDOT’s Southwest Region or
the counties of Clark, Cowlitz, Wakiakum, Pacific, Lewis, Skamania and Klickitat.
Participants will receive OJT support from our offices in Vancouver and Portland as
well as pre-apprenticeship training from two established training centers operating in
the Greater Portland/Vancouver area through Constructing Hope and Oregon
Tradeswomen, Inc.
Our Proposed Team
Akana (formerly Cooper Zietz Engineers, Inc.) will be the prime consultant and lead
firm. Akana was first incorporated in 1991 and has over ten years of workforce
development experience for heavy highway and bridge construction trades. It has
pioneered these services for the Oregon Department of Transportation and Oregon
Bureau of Labor & Industries. The firm’s main office is located in Portland, Oregon and
provides professional services for transportation infrastructure projects throughout the
United States and Canada. Akana has two other offices in the State of Washington in
Bellevue and Battle Ground near Vancouver.
Constructing Hope (CH) and Oregon Tradeswomen, Inc. (OTI) will be sub-consultants
to Akana. Constructing Hope is a non-profit organization formed in 2002. The
organization is a qualified provider of pre-apprenticeship training for the Oregon
Bureau of Labor & Industries and has numerous partners in the construction industry.
In 2007 their in-house training curriculum was approved by the Bureau of Labor and
Industries, recognizing Constructing Hope as a State of Oregon registered Pre-
Apprenticeship Program. In addition to classes in blueprint reading, applied math,
safety, carpentry and multiple certifications, a core element of their training is life skills
and workforce preparation. CH has been teaching life skills courses for over five
years—providing education in workplace communications and culture; managing
finances; apprenticeship expectations; and personal strategies/attitudes for success.
They have been working with other non-profits in the Vancouver area and recently
trained 20 pre-apprentices working closely with a housing authority.
OTI was reorganized as Oregon Tradeswomen, Inc., a 501 (c)(3) non-profit, in 1999. OTI
was founded on the principles that women deserve and can attain economic self-
sufficiency through pursuing careers in the building, mechanical, electrical, and utility
trades while helping and encouraging the construction industry to build a diverse
workforce. OTI is also a qualified provider of pre-apprenticeship training registered
with the Oregon Bureau of Labor & Industries and has over 400 partners in the
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 2 of 22
construction industry. They have recently partnered with a Seattle area non-profit to
provide construction trades outreach to women.
Services to be Provided
Program Objectives – The primary objective of Akana’s workforce development efforts is
to increase minority, female and disadvantaged persons entering apprenticeship
programs in the highway construction industry. We do not, however, discriminate and
our programs are race and gender neutral. As can be seen by the references the firm has
provided for this RFP, Akana has a proven track record of success and has assisted
hundreds of individuals entering the construction trades workforce. We first
demonstrated our capabilities by assisting the Oregon Department of Transportation
increase the number of Native Americans enrolled in JATC apprenticeship programs by
115% from 2004 to 2006 which was more than four times the program’s objective.
Outcome Measures – Outcome measures will be determined and reported on a monthly
basis to WSDOT in a cumulative training report. This report will include: the number of
participants starting, receiving, and completing OJT support services, type of service
received; number of participants starting, receiving and completing pre-apprenticeship
training; number of participants completing pre-apprenticeship training and registered
as apprentices; number of apprentices reaching journey level; and relevant
demographics information, such as number of minorities or women participants.
Team Skills – Akana offers OJT Support Services and Pre-Apprenticeship Training led by
journey-level craft persons or trade professionals. The Akana Team includes a
recognized WSATC pre-apprentice training program and utilizes already established,
ongoing, and highly successful pre-apprentice training curriculums. The Akana
Workforce Development Team includes key personnel who regularly provide
mentoring. The Akana Team has managed pre-apprentice training contracts with
extremely high direct entry rates.
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 3 of 22
Criteria 1: Qualifications/Expertise of Firms on Team
A. Our Proposed Team
Provide a listing of all firms on your proposed team:
Akana (formerly Cooper Zietz Engineers, Inc.) will be the prime consultant and lead
firm and has provided OJT support services to Level 1 - 7 apprentices residing in
Oregon and Southwest Washington.
Constructing Hope (CH), will be a sub-consultant to Akana and is a qualified, pre-
apprenticeship training organization that has previously recruited students from the
Vancouver area.
Oregon Tradeswomen, Inc. (OTI), will be a sub-consultant to Akana and is a
qualified, pre-apprenticeship training organization offering pre-apprentice training.
List the type(s) of expertise that each firm on your team can provide:
Akana
Workforce Development Programs
Heavy Highway Construction Trades Outreach
Pre-apprentice Assessment and Screening
Pre-apprentice Training Instruction
Apprentice Program Placement Assistance
Client Supportive Services
Mentoring
Apprentice Training Workshops
OJT Oversight and Mentoring
Contractor/Employer Communication & Liaison
Union Contractor Training Liaison
Tribal Liaison & Outreach
Safety Training
Life Skills Training
Constructing Hope
Pre-apprentice Screening
Pre-apprentice Training
Mentoring
Basic Blueprint Reading
Applied Math
Construction Culture
Professional Communications
Life Skills Training
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 4 of 22
Certifications including: Flaggers, Forklift, Scissor lift, CPR/First Aid, Confined
Space, Hazardous Communication, and OSHA 10
Basic Carpentry Training
Oregon Tradeswomen, Inc.
Pre-apprentice Screening
Pre-apprentice Training
Life Skills Training
Applied Math
Basic Blueprint Reading
Introduction to Green Building
Physical Fitness and Strength Building
OSHA 10
Apprentice Program Placement Assistance
Mentoring
Jobsite Safety
Construction Culture and Jobsite Etiquette
Basic Carpentry Training
Cultural Competency Training
How long has each firm on your team provided these type(s) of expertise?
Akana—Over 10 years
Constructing Hope—Over 13 years
Oregon Tradeswomen—Over 20 years
Provide organization chart of your proposed team and include the respective roles that each firm
will provide for the team.
Akana: Project Lead Firm and responsible for project management,
project schedule, work scope and budget, reporting and
direct client support
Constructing Hope: Sub-consultant and responsible for pre-apprentice training
and mentoring for male clients
Oregon Tradeswomen: Sub-consultant and responsible for pre-apprentice training
and mentoring for female clients
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 5 of 22
B. Office Locations of our Firm and Sub-Consultants
In combination, the Akana Team has six offices in the State of Washington and Greater
Portland/Vancouver area: Bellevue, Battle Ground, Seattle (project office), and Portland
(3 offices).
Provide listing of each team member’s offices within the state of Washington (including the
Greater Portland Metropolitan Area)
Akana
6400 SE Lake Road, Suite 270, Portland, Oregon 97222
24012 NE 132nd Avenue, Battle Ground, Washington 98604
3380 146th Place SE, Suite 105, Bellevue, WA 98007
Constructing Hope
405 NE Church Street, Portland, Oregon 97211
Akana Penny Painter,
Project Manager, (Akana)
Client OJT Support
Penny Painter, Workforce Specialist
(Akana)
Pre-Apprentice Training (Men)
Patricia Daniels, Workforce Specialist
(Constructing Hope)
Pre-Apprentice Training
(Women) Connie Ashbrook,
Workforce Specialist (Oregon
Tradeswomen)
Contract Management
Dennis Petrequin, Principal and QA
(Akana)
Figure 1
Organization Chart
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 6 of 22
Oregon Tradeswomen
3934 NE Martin Luther King Jr. Boulevard, Suite 101, Portland, OR 97212
Washington Women in Trades, Seattle (shared office for outreach services)
Total number of employees within each location and the types of expertise that is available at
each location
Akana
Vancouver/Portland - 34 (Workforce Development, Support Services, Mentoring,
Training)
Bellevue –11 (Support Services)
Constructing Hope
Vancouver/Portland – 12 (Workforce Development, Support Services, Mentoring, Pre-
Apprenticeship Training)
Oregon Tradeswomen
Vancouver/Portland – 15 (Workforce Development, Support Services, Mentoring, Pre-
Apprenticeship Training)
C. Working Relationship with Proposed Sub-Consultants
Akana has retained the services of both Constructing Hope and Oregon Tradeswomen
as sub-consultants on similar programs and is currently receiving support from each
organization under its prime agreements for Workforce Development Services with
Oregon Department of Transportation and Bureau of Labor & Industries.
Has the prime consultant worked with proposed sub-consultant(s) on similar projects in the last
three years? If yes, provide name of the project, each firm’s role on the project and the dates the
services were performed. (one for each sub-consultant)
As noted above, the answer is yes for both named sub-consultants. Details are shown
below:
Contract: Heavy Highway Workforce Development, Trade Specific Pre-
Apprenticeship and Apprenticeship Training
Client: Oregon Bureau of Labor & Industries and Oregon Department of
Transportation
Contract No.: 107-3237-13
Period: 08/01/2013 to 06/30/2017
Sub-Consultants: Constructing Hope (two 9-week pre-apprenticeship training
classes)
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 7 of 22
Oregon Tradeswomen (two 9-week pre-apprenticeship training
classes)
Pacific NW Carpenters Institute (two 5-week apprenticeship
training classes)
Contract: Heavy Highway Workforce Development, Apprentice Supportive
Services
Client: Oregon Bureau of Labor & Industries and Oregon Department of
Transportation
Contract No.: 102-1937-11
Period: 02/01/2011 to 07/15/2017
Sub-Consultant: Oregon Tradeswomen, Inc. (providing OJT support services)
D. Availability of Key Staff and Resources
Provide table identifying current availability of key staff and resources for each firm on the
proposed project team. (The availability of staff must be identified as hours available per month
for the length of the project, not in percentages of time available)
Staff Position Firm Name
Minimum
Available
Hrs/Month
Program Manager/Program Specialist Akana Penny Painter 40
Contract Manager/QA Manager Akana Dennis Petrequin 40
Administrative Assistant – OJT Support
Services
Akana Lori Thorpe 40
Administrative Assistant – OJT Support
Services
Akana Sara Zietz 40
Program Specialist – Mentoring CH Patricia Daniels 40
Program Specialist – Pre-Apprentice
Training
CH Fred Crites 60
Program Specialist – Mentoring OTI Connie Ashbrook 40
Program Specialist – Pre-Apprentice
Training
OTI Abby Bandurraga 60
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 8 of 22
E. Similar Projects Completed
Provide a list of up to three (3) projects that each firm on your project team has completed within
the last three (3) years.
Akana
1. Heavy Highway Workforce Development, Trade Specific Pre-Apprenticeship and
Apprenticeship Training
Prime Contractor, Sub-Consultants: Constructing Hope and Oregon Tradeswomen
Client: Oregon Bureau of Labor & Industries and Oregon Department of
Transportation
Contract No.: 107-3237-13
Period: 08/01/2013 to 06/30/2017
2. Heavy Highway Workforce Development, Apprentice Supportive Services
Akana (Prime Contractor)
Client: Oregon Bureau of Labor & Industries and Oregon Department of
Transportation
Contract No.: 102-1937-11
Period: 02/01/2011 to 06/30/2017
3. Heavy Highway Workforce Development, Apprenticeship Guidance and
Evaluation Services
Prime Contractor
Client: Oregon Bureau of Labor & Industries and Oregon Department of
Transportation
Contract No.: 102-2569-11
Period: 02/01/2011 to 06/30/2015
Constructing Hope
1. Oregon Bureau of Labor and Industries, Population-Specific Pre-Apprenticeship
Training Project
Sub-Consultant to Akana
Period: January 1, 2014 – June 30, 2015
2. Oregon Bureau of labor and Industries, Trade-Specific Pre-Apprenticeship
Training Project
Period: September 1, 2013 – June 30, 2015
3. Community Benefits Agreement with Worksystems, Inc.
Period: August 1, 2013 – October 31, 2014
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 9 of 22
Oregon Tradeswomen, Inc.
1. General Services Administration Training Project
Period: 2009 - 2011
2. Constructing Green Futures: United Way Collaborative
Period: 2009 - 2013
3. Laborers/Oregon Tradeswomen, Inc. Recruiting and Preparing Partnership
Period: 2011 - Present
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 10 of 22
Criteria 2: Qualifications of Proposed Project Manager
A. Provide up to three (3) examples for the proposed Project Manager that demonstrates his/her
prior experience as a Project Manager (date(s) of each project; the name of the client/organization
for each project; list the project manager’s responsibilities and tasks on each project)
1. ODOT/BOLI Heavy Highway Workforce Development, Trade Specific Pre-
Apprenticeship and Apprenticeship Training, 08/01/2013 – 06/30/2017: Penny
Painter served as Project Manager with responsibilities for supervising and directing
three sub-consultants, providing outreach throughout the state of Oregon, client
screening, teaching in pre-apprentice training classes, and OJT support to provide
tools to graduate apprentices. She has been responsible for contract scope and
budget monitoring and preparing/submitting monthly reports.
2. ODOT/BOLI Heavy Highway Workforce Development, Apprentice Supportive
Services, 02/01/2011 – 06/30/2017: Penny Painter served as Project Manager with
responsibilities for mentoring, OJT support to provide tools, PPE, work boots,
training expenses and child care. She has been responsible for contract scope and
budget monitoring and preparing/submitting monthly reports.
3. ODOT/BOLI Heavy Highway Workforce Development, Pre-Apprentice Outreach
and Employment Counseling Services, 02/01/2011 – 06/30/2015: Penny Painter has
served as Project Manager with responsibilities for mentoring, pre-employment
counseling, outreach, liaison with joint committees and pre-apprenticeship
programs, statewide liaison with highway construction contractors, and recruiting.
She has been responsible for contract scope and budget monitoring and
preparing/submitting monthly reports.
B. Demonstrate the Project Manager’s familiarity with relevant state and federal regulations
and/or procedures.
Penny Painter, Proposed Project Manager, was a journeyman carpenter prior to
beginning her work in the field of workforce development. She has over 15 years of
direct experience with state and federal programs, 10 years with Akana and five years
with Oregon Tradeswomen, Inc. and three years with the Evening Trades
Apprenticeship Preparation Program (ETAPP). For the last three years, she has
participated in joint committee meetings and activities for all organizations involved
with construction pre-apprenticeship and apprentice training in the State of Oregon.
Ms. Painter has been affiliated with the NW College of Construction since 2000, before
they began training within the college setting, and she is affiliated with Union
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 11 of 22
Coordinators, attending their coordinator’s meetings for 15 years. She works with the
training centers and coordinators regarding the services that BOLI and ODOT is
providing for apprentices through Akana. Several of the Apprenticeship Coordinators
have contacted Akana requesting assistance from Ms. Painter regarding retention of
apprentices.
Ms. Painter is currently the Project Manager for the three BOLI/ODOT contracts let to
Akana including: the Apprentice Support Services, the Apprenticeship Guidance and
Evaluation Services and the Trade Specific Pre-Apprentice Training.
She recently managed a contract for BOLI/ODOT for Apprentice Guidance &
Evaluation to interview, gather and analyze data gathered from highway related
training agents, Joint Apprenticeship Training Centers (JATC) and Trade
Apprenticeship Training Centers (TATC), in order to improve their recruitment,
retention and training components for apprentices, especially women and minority
apprentices. Other tasks for this contract include: outreach, counseling, and job
readiness financial support services to underrepresented minority pre-apprentices;
continuance of providing ODOT Transition to Training-Mentor Training to apprentices
and their trainers to encourage final-term apprentices to mentor; and to provide
orientations and advocacy to first- and second-term apprentices, especially targeting
underrepresented women and minority apprentices.
C. Provide up to three (3) examples of the proposed Project Manager’s ability to manage all of
the following within a project.
Project Schedule
With our contract with BOLI/ODOT for trade-specific training of carpenters, pre-
apprentice training and recruitment had to be managed and coordinated to meet the
schedule for a special five-week apprentice training class offered by the Pacific
Northwest Carpenter’s Institute. Penny was successful in maintaining this schedule for
the most recent two training sessions held.
Scope of Work/Scope Creep
With our contract with BOLI/ODOT for apprentice supportive services, the response
was so great that the criteria for eligibility had to be re-defined and amended. Penny
was instrumental in developing and having new criteria approved by the Oregon
Bureau of Labor & Industries.
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 12 of 22
Budget issues
With our contract with BOLI/ODOT for apprentice supportive services, additional
funds were required to meet the needs of eligible apprentices. Penny determined the
needs in terms of each type of supportive service.
Changes That Arise Throughout the Life of the Project
When providing women with work clothing, boots and tool belts, it can be difficult to
find sources for proper fit. Penny Painter researched the problem found most vendors
only stocked limited quantities of certain sizes and ordering took several weeks. She
was able to identify vendors and even secure discounts for pre-apprentices and
apprentices in the BOLI-ODOT Support Services Programs.
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 13 of 22
Criteria 3: Key Team Members Qualifications (Prime Consultant and
Sub-Consultant
List each key team member's role/responsibilities on your proposed team.
In addition to the hands on involvement of the Akana Project Manager, as previously
discussed under Criteria 2, there will be additional key team members with
Constructing Hope and Oregon Tradeswomen, Inc. Together, these individuals have
over 50 years of combined experience in workforce development and represent an
outstanding resource to WSDOT and its programs. Their role and responsibilities are
described below.
Patricia Daniels (Executive Director and Case Manager, Constructing Hope)
Ms. Daniels has guided her organization from the former CDC to the Constructing
Hope Pre-Apprenticeship Training Program. She earned her MBA at Concordia College
and, as an African American woman, worked her way up from secretarial duties to the
E.D. position she holds today. She has provided extensive case management, mentoring
and pre-apprenticeship training. Ms. Daniels serves on numerous boards and steering
committees for workforce equity and opportunity.
Fred Crites (Constructing Hope Lead Trainer)
Mr. Crites brings hands on skills and 20 years of construction experience as a carpenter,
foreman, and superintendent. He has managed over 80 employees at commercial job
sites and offers extensive certifications and experience in construction safety.
Connie Ashbrook (Oregon Tradeswomen Executive Director and Case Manager)
Connie has 17 years of experience as a worker in the construction trades. She served on
the Oregon State Apprenticeship and Training Council for nine years and on the
Mayor’s (Portland) Fair Contracting and Employment Forum for six years. Currently
she is Chair of the Board of Groundwork Portland, and Co-Chair of the Oregon Council
on Civil Rights. In 2010, she was appointed by Labor Secretary Hilda Solis to the
Federal Advisory Committee on Registered Apprenticeship. She has extensive
experience in supervision, project development and planning, business plan
development, organizational development, project and fiscal management. She has
received training in cultural and ethnical sensitivity, and has put that training into
practice for her agency.
Abby Bendurraga (Oregon Tradeswomen Lead Trainer)
As Pathways Program Manager responsible for overall management of OTI’s pre-
apprenticeship training program, Ms. Bendurraga manages career services offered by
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 14 of 22
OTI and leads team in planning, setting standards and policies, assessment, and
program improvement. Abby has a Master’s in Social Work from Portland State
University.
For each proposed key team member, provide up to three (3) examples of prior relevant projects.
Include the name of project(s); dates of the project(s); and roles/responsibilities for each team
member on those project(s).
Oregon Tradeswomen, Inc.
Connie Ashbrook served as Project Manager, and Abby Penduragga served as Lead
Trainer on the following projects:
1. General Services Administration Job Training and Placement, 2009-2011.
Designed and circulated outreach material to targeted organizations, including
Workforce Sources to recruit women and minorities. Recruited, screened and
advised potential female applicants and pre-apprenticeship graduates. Ran pre-
apprenticeship training program. Mentored participants as they moved from being
potential applicants to entry-level careers to being apprentices. Reported on
outcomes and deliverables. Managed finances and budgets.
2. Constructing Green Futures: United Way Collaborative, 2009-2013. Coordinated
with partners. Designed and circulated outreach material to targeted organizations
including Workforce Sources to recruit women and minorities. Recruited, screened
and advised potential female and minority applicants and pre-apprenticeship
graduates. Ran pre-apprenticeship training program. Advised Training Agents.
Mentor participants as they moved from being potential applicants, to Qualified
Applicants to entry-level careers to being apprentices. Reported on outcomes and
deliverables. Managed finances and budgets.
3. Laborers/Oregon Tradeswomen, Inc. Recruiting and Preparing Partnership, 2011-
present. Coordinate with partner. Design and circulate outreach material to
targeted organizations including Workforce Sources to recruit women. Recruit,
screen and advise potential female applicants and pre-apprenticeship. Run pre-
apprenticeship training program. Advise Local Joint Committee. Mentor
participants as they moved from being potential applicants, to Qualified Applicants
to being apprentices. Report on outcomes and deliverables.
Constructing Hope
Patricia Daniels is Project Manager, and Fred Crites serves as Lead Trainer on the
following projects:
1. Oregon Bureau of Labor and Industries, Population-Specific Pre-Apprenticeship
Training Project, January 1, 2014-June 30, 2015. Provided case management and
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 15 of 22
pre-apprenticeship training with an objective of recruiting African American males.
Provided outreach and enrollment, case management, and cultural support group
facilitation as a subcontractor to Akana.
2. Oregon Bureau of Labor and Industries, Trade-Specific Pre-Apprenticeship
Training Project with Oregon Tradeswomen Inc. September 1, 2013-June 30, 2015.
Provided case management and pre-apprenticeship training. Provided outreach and
enrollment, case management, and cultural support group facilitation as a
subcontractor to Akana.
3. Community Benefits Agreement with Worksystems Inc. August 1, 2013-October
31, 2014. Provided comprehensive workforce development services. Increased the
available pool of qualified and diverse candidates that possess the skills necessary to
gain entry and enter employment as registered apprentices. Provided case
management and pre-apprenticeship training. Provided outreach and enrollment,
case management, and cultural support group facilitation.
For each key team member on your proposed team, demonstrate his/her understanding of
WSDOT and/or public agency regulations/procedures.
Key team members have years of experience working in pre-apprentice training and
OJT support services for construction workforce development, providing us with a
thorough understanding of public agency regulations and procedures.
Over the past 10 years, all of Akana's workforce development contracts have been with
public and/or state and federal agencies. We completed four direct work order projects
under an on-call contract for workforce development with the Portland Development
Commission; successfully completed three direct contracts for the Oregon Department
of Transportation; and three contracts with the Oregon Bureau of Labor & Industries
(BOLI), two of which were extended twice. Our current BOLI contract has been
extended until 2017. Our Project Manager, Penny Painter, worked with Oregon
Tradeswomen Inc. (OTI) for five years and was instrumental working with OTI
Executive Director Connie Ashbrook to bring OTI to pre-apprenticeship state
registration. She is well versed in both union and nonunion apprenticeship programs
and was invited by BOLI to be an advisor to their Affirmative Action Task Force
committee.
Connie Ashbrook, OTI Executive Director, served on the Oregon State Apprenticeship
and Training Counsel for 11 years and is a current committee member of the Federal
Advisory Committee on Registered Apprenticeship. Oregon Tradeswomen Inc. has run
a State Apprenticeship Council-certified pre-apprenticeship program since 2004 and has
broad experience in successfully completing similar federally funded projects and
contracts, including submitting acceptable final technical reports. OTI managed six
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 16 of 22
grants between 1998 and 2003 and partnered on two Women in Apprenticeship and
Non-Traditional Occupations (WANTO) grants of the Department of Labor that
provided job training for industry, placement services, mentoring and tracking. In 2004,
OTI successfully completed and administered an employer, community and
government involvement, strategic planning, and program development project “Youth
of Color and Women in Highway Construction Trades” for the Oregon Department of
Transportation (ODOT) through funding and oversight from the Federal Highway
Administration, and 2004/2006, 2007/2008 and 2009/2011 EPA Brownfields Job Training
grants.
Patricia Daniels, Executive Director of the Constructing Hope Program, understands the
pre-apprenticeship requirements of the State Apprenticeship and Training Council. She
is well versed in the apprenticeship programs and works closely with the Joint
Apprentice Training Committees (JATC) Coordinators, as well as the NW College of
Construction Coordinators. She has managed several contracts and grants in which
Constructing Hope was required to meet federal and State of Oregon requirements.
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 17 of 22
Criteria 4: Firm's Project Management System (Prime Consultant Only)
Describe your firm’s Quality Assurance/Quality Control processes
Akana is nationally recognized for providing Quality Assurance/Quality Control
services. Based on our body of experience, we design a QA/QC program appropriate to
each individual project. As is our customary practice, a senior principal is assigned to
develop and oversee the QA/QC process on each project. For this project, Dennis
Petrequin, Senior Principal, and Penny Painter, Project Manager will form the core
QA/QC team, with periodic assistance from other support staff, such as accounting staff
and our technical editor. We have learned that effective QA/QC programs are based on
review, monitoring, and communications. Therefore, the QA/QC process will involve
monthly review of project budgeting and scheduling, monitoring and review of
subcontractor performance, periodic measuring of overall project performance and
effectiveness based on identified project objectives and expectations, and review of all
project deliverables, including monthly reports and annual reports. The QA/QC
process also includes holding a project review meeting, at least quarterly throughout
the time frame of the project, with all contracting parties and WSDOT staff to review
program performance, to address issues, and to implement modifications as
appropriate to meet project objectives.
Past projects where the firm has been given QA/QC responsibility have repeatedly been
awarded honors for outstanding examples of construction excellence. The firm was just
selected to provide quality assurance management on the largest public infrastructure
project in North America. Last year, one of its projects was selected as the Best of the
Best nationally by Engineering News Record Management. Akana has developed
QA/QC programs for many projects in the Pacific Northwest and several staff members
are certified as ISO 9001-2008 auditors.
Describe your firm’s tracking system(s) to monitor the project’s budget and/or scope.
Akana has recently implemented a cloud-based project management software, called
Axium Ajera, which integrates project budgets, direct labor hours and expenses to
allow the Project Manager to have live reports comparing actual costs to budgets on a
task by task basis. Scope tasks and sub-tasks can be drilled down six levels for budget
tracking. Ajera provides resource management and project scheduling of all project
tasks and forecasting future staffing requirements. In using Ajera, Akana project
managers spend less time using multiple spreadsheets or more cumbersome software
programs. Ajera delivers fully integrated employee and project scheduling that enables
the firm’s project managers to edit and analyze the information they need quickly,
easily and in one place
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 18 of 22
List your firm’s scheduling and tracking system
Labor usage and project costs are all tracked to any level of detail required by the firm’s
Axium Ajera project management software. Since Akana began providing workforce
development services some 10 years ago, the firm has found that tracking key
milestones is not all that is critical to these services. Rather what also should be tracked
for work plan objectives are outcome measures and specific metrics. Our workforce
development Project Manager maintains client documentation that is continually
updated and reported as to progress in achieving certain outcomes on a monthly basis.
Describe your firm’s ability to provide interaction with your client and/or stakeholders
We build relationships with our clients, subcontractors, and the people with whom we
work by communicating effectively, early, and often. We know active management of
expectations is the only way to face head-on the realities of outreach work. Akana
would recommend that WSDOT chair and schedule coordination meetings and that
they could include representatives of the Washington State Apprenticeship and
Training Council, Department of Labor & Industries, the Washington State
Apprenticeship Coordinator's Association, the Work Force Training and Education
Coordinating Board, and workforce development contractors for each WSDOT region.
Describe how your firm works internally to manage project delivery
As described in the following section on Project Delivery, upon contract award Akana
will utilize a management team comprised of: Mr. Dennis Petrequin, an owner and
senior principal with Akana; Penny Painter, Akana team’s Project Manager. This
internal project management team will conduct a quarterly review of its progress and
make recommendations for any necessary improvements.
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 19 of 22
Criteria 5: Project Delivery Method
How does your firm develop a work plan for this project?
Akana reviewed the Request for Proposal requirements then compared them to services
provided to previous clients along with assessing how and where to provide the pre-
apprentice training requirements and cohort training curriculum to be used. Our
detailed work plan will include the following tasks:
Task 1 Recruitment (utilize presentations, flyers, website, and social media)
Task 2 Assessment and screening services (review applications, interview by
phone or in person and screen interested candidates)
Task 3 Orientation (hold orientation meetings prior to each scheduled
training class)
Task 4 Enrollment and tracking during the Pre-Apprenticeship Program
(maintain records as to each student’s progress, scores, attendance, and
counseling received)
Task 5 Assistance with Placement into Apprenticeship Programs (one-on-one
counseling and mentoring assistance, potential job placement
enquiries)
Task 6 Summary and Evaluation of Training upon Completion (post-training
analysis of curriculum, instructors, and student performance)
Task 7 Classroom Training (at established training facilities in Portland)
Task 7.1 Basic Education for Employment
Task 7.2 Limited English Proficiency Support, if necessary
Task 7.3 Trades/Basic Math
Task 7.4 Construction Specific Skills
Task 7.4.1 Physical Endurance Training/Assessment
Task 7.4.2 Hands-on Skills Training (tools, equipment, etc.)
Task 7.4.3 Safety Skills (OSHA 10-Hour Construction
Safety, Job Hazard Identification, Use of
Personal Protective Equipment, Confined
Space, Fall Protection)
Task 7.4.4 Blue Print Reading
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 20 of 22
Task 7.4.5 First Aid/CPR Training
Task 7.4.6 Flagging Certification
Task 7.4.7 Forklift Certification
Task 8 Support to Apprentices (furnishing tools of the trade and one-on-one
counseling and mentoring)
Task 9 Evaluation of Employee Readiness and Job Placement (assistance with
resumes, recordkeeping, and obtaining a driver’s license)
Task 10 Follow up with Employees after Placement (assistance with interviews,
phone calls, and retention services)
Task 11 Summary, Analysis and Measurement of Activities/Functions
(preparation and submittal of progress reports and an annual report)
Task 12 Project Management and Coordination
Task 12.1 Internal (quarterly partner coordination meetings or
as necessary)
Task 12.2 External (quarterly client and stakeholder
coordination meetings)
Who is involved with the decision making process for the development of the work plan?
Akana has defined a preliminary work plan that will be finalized upon contract award
by a program management team comprised of: Mr. Dennis Petrequin, an owner and
senior principal with Akana; Penny Painter, Akana team’s Project Manager; and Patricia
Daniels and Connie Ashbrook, Executive Directors for Constructing Hope and Oregon
Tradeswomen, Inc. This management team will work together to develop the final
details of the work plan as well as conduct a quarterly review of progress and any
changes.
Describe each of the elements of the proposed work plan for this project
Akana’s work plan will be tailored to meet the objectives stated in our proposal
introduction—to increase minority, female and disadvantaged persons entering
apprenticeship programs in the highway construction industry. We try to focus on
individual needs rather than large enrollment numbers. As can be seen by the
references the firm has provided for this RFP, Akana and its partners have a proven
track record and have assisted hundreds of individuals successfully enter the
construction trades workforce.
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 21 of 22
While our approach to Task 7, Classroom Training, is a key element of the work plan,
we will place a heavy emphasis on Tasks 4, 5, 9 and 10 where our case managers are
involved on a “one-on-one” basis with individuals counseling them on each step they
are taking towards advancement to journey level.
Describe how your work plan addresses contingencies that may arise during the project
Akana believes that the first matter to be addressed is transparency in communicating
with WSDOT’s Project Manager, so WSDOT can be aware of any issues. We then
consult with our partners, OTI and Constructing Hope to assess whether any changes
are required to our work plan or how it is being implemented.
Describe how you identify resources and partners to create effective delivery
Our firm has partnered with experienced providers for pre-apprenticeship training. We
know their key staff. If additional resources are necessary for particular training, we
have established contacts with construction trade apprenticeship training programs,
contractors and individual trainers.
Describe your approaches to resolve issue(s) within the project team; client(s) and stakeholders.
Akana believes that the first matter to be addressed is transparency in communicating
with WSDOT’s Project Manager, so WSDOT can be aware of any issues. We then
consult with our partners, OTI and Constructing Hope to assess whether any changes
are required to our work plan or how it is being implemented.
To resolve internal issues, Akana will utilize its same management team comprised of:
Mr. Dennis Petrequin, an owner and senior principal with Akana; Penny Painter, Akana
team’s Project Manager; and Patricia Daniels and Connie Ashbrook, senior
representatives of Constructing Hope and Oregon Tradeswomen, Inc. For broader
program issues, the Akana team would consult with WSDOT and other interested
stakeholders by meeting on a quarterly basis. This coordination is the same approach
that Akana has participated in very successfully in Oregon.
Provide assumptions for work breakdown structure, e.g. WSDOT deliverables vs. consultant
deliverables.
For deliverables, our Project Manager will prepare and submit monthly reports as well
as an annual report. We believe the content of these reports meets or exceed the
expectations defined by the RFQ.
State of Washington DOT | OJT Support Services & Pre-Apprenticeship Program | May 6, 2015 Page 22 of 22
There may be other submittals, such as individual training records or files and these can
be identified upon final contract negotiation.
The work breakdown structure (WBS) noted in the outlined work plan above includes
more tasks and subtasks than WSDOT’s RFQ and is for Akana’s tracking and
management of the program. This WBS is subject to change with negotiation of a
WSDOT contract. As noted above, our project management software capabilities would
permit further task breakdown.
Identify any key issues and critical milestones for the project.
Based upon its 10 years of experience in workforce development, issues that impact
program success and achieving desired outcomes come down to three factors:
Client Participation. There are many factors affecting clients completing pre-
apprenticeship training and entering the workforce—tardiness, missed classes, poor
attitudes, inability to afford child day care, lack of a driver’s license, lack of
transportation, failing drug testing, etc. Our team is trained to deal with these factors
with clients on an individual basis.
Limited Resources. Achieving desired client employment rates in apprentice
programs often depends on the available resources to assist with the factors noted
above. Newly enrolled apprentices not only require tools of the trade but things like
steel–toed work boots, personal protective equipment and raingear.
Case Management. New apprentices often need more guidance than can be offered
by a journeyman supervisor. Again, our team has this training and experience, uses
it daily and believes in the importance of mentoring one-on-one.
Akana believes that workforce development effort is not measured in milestones but
rather in the number of individuals who gain viable skills in the construction trades and
build new careers and new lives. The critical milestone for our work plan is Task 7,
where dates are set for training classes.
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