06-304•
i A Resolution establishing an apprentice haining requiremenUgoal on Citv nublic constmction projects and City
2 and HRA assisted economic development and housing conshuction proj ects. The requiremenUgoal
3 will be unplemented as a pilot project for a period of two years. This pilot project will be the
4 Apprenticeship Opportunities Pilot Project (AOPP)
5
6 WIIEREAS, a well trained diverse workforce is critical to the economic and social vitality of our City; and
7 WHEREAS, present and fuhu economic conditions throughout the East Metro require policies and initiatives
8 designed to reduce economic disparities; and
9 WfIEREAS, the City of Saint Paul is committed to provide regional leadership in the area of economic
10 development; and
11 WHEREAS, businesses within the construction industry report serious difficulties finding new workers with
12 adequate basic and technical sldlls; and
� 3 WHEREAS, sldlled trade apprenticeship programs are effecrive means ofproviding tranung and
4 experience to individuals seeking to enter or advance in the warkforce; and
15 WHEREAS, demographic trends indicate that the new entrants to the labar force will be comprised of
16 women, people of color and imnugrants who have historically faced barriers to employment and have been
17 underrepresented in the skilled trades; and
18 WIIEREAS, the Northwest Area Foundation, committed to helping communities in its eight-state region
19 reduce poverty, took local representatives to Seattle, Washington where that city unplemented a successful
20 apprenticeship model in the 1990s; and
21 WHEREAS, the local zepresentatives from the City of Saint Paul, the Saint Paul City Council, Ramsey
22 County, the St. Paul Building Trades, St. Paul College, the YWCA of St. Paul, the St. Paul NAACP, and
23 Northwest Area Foundation haue committed time and resources to craft a pilot model with assistance from
24 existing local pre-apprentice programs; and
25 WHEREAS, the Northwest Area Foundation has committed $150,000 out of $23Q000 needed to launch the
26 pilot initiarive locally in parinership with existing pre apprentice programs and public sector involvement; and
27 WI�REAS, space for operarions has been secured at the Martin Luther King Center; and
28 WHEREAS, the City of Saint Paul is committed to working in partnership with labor, business, and the
29 community to create a sldlled warkforce that reflects the diversity of our City's population; and
� WHEREAS, Citv public conshuction nroiects and Citv and HRA assisted economic development and housing
conshuction projects will provide training and job opporiunities as a vehicle to increase the skills of the
�� �.�.-{� Council File # 06-304
S�µ/Wv�y., Green Sheet # 3030194
'' � - 3ac�
• 32 workforce; and
33 WHEREAS, the City is committed to using training that is accepted industry-wide, so that the
34 resulting journey workers can enter the region's pool of skilled labor, fully qualified for jobs
35 tlu�oughout the industry; Now, Therefore,
36 BE IT RESOLUED AS FOLLOWS:
37 Section 1: Apprentice Utilization
38 As part of this pilot proj ect, on Citv public conshuction �roiects and Citv and HRA assisted economic
39 development and housing construction projects with an estunated cost of $50,000 or more, the Human
40 Ri¢hts Director in consultation with the Director of the Office of Financial Services and the HI2A
41 Executive Director is authorized to require of developers and/or general contractors through bidding
42 and contract documents, that a percentage (see attached goals) of the total labor hours on public
43 contract construction projects, based on the awarded contract price, be performed by apprentices
44 enrolled in training programs approved or recognized by the Minnesota Department of Labor
45 Apprenticeship and Training Council and the St. Paul Building and Construction Trades Council and
46 affiliated programs. Furthermore, it is the City's intent that, on City public construction proiects and City
47 and HRA assisted economic development and housing conshucrion projects utilizing apprentices, there shall
48 be a goal that a percentage (see attached goals) of the apprentice hours be performed by minorities and a
49 percentage (see attached goals) of the apprentice hours be performed by women.
50
51 "Labor hours" shall refer to the total hours of workers receiving an hourly wage who are directly
52 employed on the site of the construction site project. "Labor hours" shall include hours perforxned
�3 by workers employed by the subcontractors on the project. "Labor hours" shall exclude hours
54 worked by foremen, superintendents, owners and workers who are not subject to prevailing wage
55 requirements.
56 Section 2: Duration of this Requirement
57 The requirements of this resolution are for the purpose of implementing a pilot project and shall be
58 in effect for a period of two years, beginning no later than July 1, 2006 and ending on June 30, 2008.
59 In coordination with the Executive Director of the AOPP, the Human Ri�hts Director in
60 consultation with the Director of the Office of Financial Services, the Executive Director of the
61 HRA, and the Director of the Department of Planning and Economic Development shall report on a
b2 quarterly basis to the Mayor and City Council on the impact of the program, including an evaluation
63 of the percentage requirements, the fiscal impact to the City and the HRA of the program, and the
64 effectiveness of the program in utilizing apprenfices on Cit�UUblic conshuction proiects and Citv and
65 I�2[1 assisted economic development and housing construcrion projects. The report shall also include
66 recommendations for whether the program should be continued and if modifications to the program
67 and or its requirements should be made.
68 The recommendations will also include identification of inechanisms to create budget sustainability
69 for the Apprentice Opportunities Program beyond the pilot period.
70 Section 3: Implementation
71 The Human Riehts Director in consultation with the Director of the Office of Financiai Services, the
� Executive Director of the IIRA shall be responsible for the implementation and administration of the
requirements of this Resolution, and is authorized to develop and adopt rules consistent with the
2
D le-3D�y
� 4 requirements of this Resolution. Such rules shall include criteria for determuung on a project by
5 project basis the appropriateness of requiring the use of apprentices in a certain percentage. The
76 Human RiQhts Director shall also develop the necessary contract specification language to implement
77 this apprenticeship requirement and shall develop and implement a system for monitoring the actual
78 use of apprentices on Citv uublic construcrion projects and Citv and HRA assisted economic development and
79 housing constniction projects. The D'uector of Plannine and Economic Development, the F�RA
80 Executive Director and the Human Rights Director may work with Ramsey Couniy, St. Paul
81 Schools, the St. Paul Port Authority and other local jurisdictions with apprenticeship requirements, to
82 establish common monitoring data systems to facilitate long term evaluation of the effectiveness of
83 these apprenticeship requirements in increasing the use of apprentices in the metro azea; and be it
.�
:
:.
:
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:�
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FURTHER RESOLVED, that the City will, through its Human Resources Department, adopt goals that
mirror the goals set herein (see attached ¢oals) for the hirin� of apprentices enrolled in training programs
approved bv the Minnesota Department of Labor Division of Apprenticeship affiliated with the St. Paul
Building and Conshuction Trades Council for certain City emplovee prolects. The Citds hirin�QOals will
exclude lead workers, supervisars, manaeers and inspectors.
Yeas Nays Absent
Benanav ,/
Bostrom ,/
Hazris ,/
Helgen /
Lanhy
Montgomery
Thune r /
Adopted by Council: Date ����s �!�p��/�
, Adopfion Certified by Council Secretary
BY /��L.�d�
Approve yM r: te —�Z—a�
By:
Requested by Depadment o£
�
Form Approved by Mayor for Submission to Council
By:
Form Approved by City Attorney
By:
�� Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet �
�t�-30u
i Department/office/cou�cii: Date Initiated: �
i �o ��n�� 2�-�-06 Green Sheet NO: 3030194
Contad Pereon 8 Phone: Deoartment Sent To Person InitiaUDate
Counciimember Montgomery � 0 ouocil
I 266-8670 qu�gn 1 �Council � Councilmem6erMunt
� Must Be on Council Agenda by (Date): Number 2 or's flice 390 Ci Hall
30-MAR-06 Por
Routing 3 itv Clerk Citv C7erk
Order 4
5
Total # of Signature Pages _(Clip All Locations for Signature)
Action Requested:
Approval of Resolu6on establislvng an apprenrice training requirement goal on City/HRA funded economic development and
housing conshuction con4acts.
Recommendations: Approve (A) or Reject (R): Personaf Seevice Contreets Must Answer the Following Questions:
Planning Commission 1. Has this person/firm ever worked under a contract for this department?
CIB Committee Yes No
Civil Service Commission 2. Has this person/firm ever been a city employee?
Yes No �
' 3. Does this person/firm possess a skill �ot normally possessed by any
I current city employee?
Yes No
' Explain all yes answers on separate sheet and attach to green sheet
Initiating Problem, Issues, Opportunity (Who, What, When, Where, Why):
AdvanWgeslfApproved:
DisadvanWges If Approved: . ,
none
Disadvantages If Not Approved:
Total Amount of CosHRevenue Butlgeted: rJ
Transaction:
Funding Source: Activity Number:
Financial 1 nformation:
(Explain)
• Apprenticeship Opportunities Pilot Project Goals
2006 - 2008
Apprentice Utilizafion Goals and Intentions
1. On Citypublic conshucrion �roiects and Citv and IIRA assisted economic development
and housing construcrion projects with an estimated cost of $50,000 ar more, the Human
Rights Director in consultation with the Director of the Office of Financial Services
and the HRA Executive Director is authorized to require of developers and/ar general
contractors tlu�ough bidding and contract documents, that at least:
• 15% of the total labor hours on Citypublic constnxction proiects and Cit}! and
IIRA assisted economic development and housing conshucrion projects, based on
the awarded contract price, be performed by apprentices enrolled in training
programs approved or recognized by the Minnesota Department of Labor
Apprenticeship and Training Council; and
. It is the City's and the IIRA's intent that, on economic development and
housing projects utilizing apprentices, there shali be a goal that at least 26°l0
of the 15% of total labor hours be oerformed bv minority apvrentices: and
• That on economic development and housing projects utilizing apprentices,
there shall be a goal that at least 24% of the 15% of total labor hours be
performed by women apprentices.
• For the puroose of the pilot proiect, these aze estimated �oals taken from the Citv
of Seattle's Apprentice Oonoriunity Pro�ram, in lieu of a mare defined labor
market analvsis to be conducted bv the Saint Paul Human Riehts Director and the
Minnesota De�artment of Labor and Industrv.
2. It is also the intention of the Project to encoura�e apnrentices to examine
onportunities that exist in the field of historic oreservation and restoration due to the
fact that Saint Paul is a"builY' Citv and has manv opportunities for such proiects.
3. It is also the intention of the Project to promote the skilled trades as a career
opporiunity to vouth partici ap tin� in our Summer Youth Bmplovment Prop_ram.
4. The Citv of Saint Paul is committed to hirin¢ qualified disabled individuals for City
and Citv assisted public contract construction nroiects includinQ HRA fixnded economic
development and Housin� construction contracts.
•
�0� -30`�
Apprenticeship Opportunities Pilot Project Goals
2006 - 2008
Apprentice Utilization Goals
On City/IIRA economic development and housing projects contracts with an
estunated cost of one million dollars or more, the Director of Office of Financial
Services/Hf2A Executive Director is authorized to require of developers and/or
general contractors through bidding and contract documents, that at least:
• 15% of the totallabor hours on public works projects, based on the awarded
contract price, be performed by apprentices enrolled in training programs
approved or recognized by the Minnesota Department of Labor Apprenticeship
and Training Council; and
• It is the City's/IIRA's intent that, on economic development and housing
projects utilizing apprentices, there shall be a goal that at least 26% of the
apprentice hours be performed by minorities; and
. That 24% of the apprenfice hours be performed by women.
The Directar of the Office of Financial Services / HRA Executive Director has
the ability to determine situations in which the 15% requirement may be waived or
lowered for specific contracts.
It is also the intention of the Project to utilize, whexe appropriate, and in consultation with
developers, conttactors and affiliated groups, disabled individuals who have completed
education and training programs.
o�-�o�l
Tall�ng Points for the Apprenticeship Opportunity Pilot Project
What is the Apprenticeship Opportunity PIIot Project? (AOPP)
Apprentice Opportwuties Pilot Project (AOPP) is an initiative designed to build a
pipeline of more people prepared to enter the construction trades.
AOPP is designed as a helpful facilitator for existing programs. AOPP is not designed as
another apprenticeship program.
AOPP is designed to strengthen bonds between existing programs and strengthen public
sector policies that advance the utilization of apprentices on construction projects.
AOPP resources, time and money, will be used to support:
• A dedicated person to conduct outreach and make referrals to existing programs;
• A dedicated person to mentor people placed on construction sites;
• A central place to collect data on apprentices across programs;
• A time for gatherings to exchange information and ideas across programs.
AOPP also includes a policy objective to have the City of St. Paul enact a utilization
requirement (current goal is 15% of all labor hours) to employ apprentices on
construction projects receiving public sector funds.
Who will benefit?
AOPP offers benefits to many including:
People who want to enter the constructions trades with a program that will train them far
jobs that provide a livable wage. Apprentices typically start at $14-$15 per hour plus
benefits.
Unions wanting to fill the anticipated void left by an aging membership. Construction
Trades Workers (All Occupations) will have 20,593 openings by 2012, according to
figures from the Minnesota (DEED ) Department of Employment and Economic
Development. In demand will be:
• Carpenters - 4,576
• Plumbers, Pipe fitters, Steamfitters - 2,756
• Electricians - 2,533
Contractors and Developers needing skilled people to complete significant private and
public conshuction projects.
Public Sector seeking mare inclusive practices and policies in workforce and business
efforts intended to benefit local constituents.
K-l2 Sector trying to expose students to well-paying career options in the construction
trades.
O���o�
Who was involved in starting the AOPP initiative?
Northwest Area Foundation, focused on helping communities reduce poverty, took local
representatives to Seattle, Washington where that city implemented a successful
apprenticeship model in the 1990s.
The eight local representatives came from Northwest Area Foundation, City of Saint.
Paul, the Saint Paul City Council, Ramsey County, St. Paul Building Trades, The
I'WCA, St. Paul, the Saint Paul NAACP, and Saint Paul College.
Northwest Area Foundation has convened the group several times since last March and
has committed a$150,000 challenge grant to replicate an apprenticeship initiative locally.
How will AOPP work?
The YWCA of St. Paul has agreed to serve as fiscal agent accountable to an AOPP
advisory committee composed of stakeholder representatives from the private, public,
non-profit, and construction trades sectors.
AOPP offices wi11 be housed in the Martin Luther King Center within walking distance
of a bus line and St. Paul College.
AOPP hopes to work with 45 individuals in the first year and:
• Create coordinated infrastructure to recruit, train, place, and mentor apprentices
committed to pursuing career opportunities in the construction trades;
• Document changes in wage levels of apprentices over time and demographic
profile of local construction industry as a result of AOPP;
• Over long-term, increase the number of low-income people, minorities, and
women who enter the construction trades through apprenticeships;
• Demonstrate how other jurisdictions at the city and county level can replicate
AOPP by documenting results, lessons, and recommendations.
How will AOPP initiative be supported in future years?
Seattle's program, now operating for over 12 years, is mostly supported with revenue
dollars invested by the city and partners from the private sector, including developers and
contractors.
Locally there will be a plan developed in the first year to form similaz partnerships that
involve, the public sector, business, and philanthropy
o� -�oy
SEATTLE TRIP PARTICIPANTS
Dick Anqfanq PH: (651 } 224-9445
Email: Dickanfanq(a�mtn.org
Billv Collins PH: (651) 222-3741
Email: bcollins(a)vwcaofstpaul.orq
Readus Fletcher PH: (651) 266-6552
Email: readus.fletcher(a�ci.stpaul.mn.us
Nick Khalip PH: (651) 227-5199
Email: vkydavis(cilnetzero.net
Stacev Millett PH: (651) 225-3868
Email: smillett(a)nwaf.orq
Debbie Montqomerv PH: (651) 266-8610
Email: Debbie.montqomerv(a�ci.stpaul.mn.us
Donovan Schwictenberq PH: (651) 846-1335
Email: Donovan.Schwichtenberq�a�saintpaul.edu
Alice Smoot-Gentrv PH: (651) 779-5073
Email: alice.smootqentry�a co.ramsey.mn.us
Susan Crane (Exec. Director for Program-Contact Person in Seattle) PH: (206)
728-3304
Email: crane.s(a�portseattle.orq
Pam Carter (Exec. AssistantYWCA St. Paul-Trip coordinator in Mpis) PH: (651)
222-3741
Email: pcarter(cD.ywcaofstpaul.orq
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��-30�
Apprenticeship Opportunities Pilot Project
Draft Budget-November 20, 2005-i.'�sd�te 113€l/4��
xSalaries & BeneCts Friop•in
i. 2e3
AOPP Mana er (1.0 FTE) $60,000 2 �Q,�t}f}
Outreach/Recruiter Liaison
(1.0 FTE 35,000
Information/Technical
S ecialist (.50 FTE) 28,124 (56,249)
Mentorship Coordinator
(.50 FTE) 20,000 (20A0 hr)
Sub-Total $143,124
Benefits (23%) 33,000 1-ttga°. ��3.�3€l€}
Total Salar & Benefits $176,124
Non-Salary Ex ense
S ace/Rent (800 S. Ft.) 12,000 i 1?,d3(3t9
Office Su lies 5,000 1 j,�43E7
Tele hone 6,000 3 �e,4�€3t3
Advertisina R 10,000 l 2,C9(?fl
E ui ment 10,000
Miscellaneous 5,000
Total Non-Salary 48,000
Grand Total $224,124 1 �;30�,F�9f3
*Salaries were determined utilizing websites for City of Saint Paul, Non-Profit
Organizations, www.monster.com, and www.salary_com. Benefits percentage
was determined by using a non-profit organization range of 20-28%. The 23%
was applied to all salaries but we may have independent contractors/consultants
for the part-time positions.
�� � oy
Budget Strategy (DI2AF"T)
The Apprenticeship Opportunity Pilot Proj ect (AOPP) is designed for Year One as a
$230,000 start-up initiative to build the long-term pipeline people to fill an anticipated
void in construction-related positions. The Northwest Area Foundation has committed
65% ofthe start-funds with a challenge commitment of $150,000. An additional $80,000
is required to launch.
The I'WCA St. Paul will oversee AOPP with the guidance of a steering committee
composed of representatives from the trades, City of St. Paul, education, and several
community-based organizations. The goal is to coordinate with existing pre-
apprenticeship and trades-oriented training programs to expand outreach, mentorship, and
monitoring.
Northwest Area Foundation made this one-time commihnent to jump start a strategy for
building a workforce that is: 1) prepared to enter the trades, 2) minors the area's
changing demographic profile, and3) provides access to well-paying jobs. The endeavor
strongly complements the Foundation's mission to help communities reduce poverty. The
Foundation is also committing additional resources in Year One to conduct an evaluation
of the process and results in partnership with the YWCA St. Paul.
Investment in futwe years is anticipated to include revenue generation strategies that are
currently being discussed with the City of St Paul and other potential partners. The goal
is to lessen dependence on philanthropic support and garner a broad base of financial
support from multiple sectors committed to ensuring that there is a labor pool for
projected}ob openings.
According to a forecast from the Minnesota Department of Employment and Economic
DevelopmenYs forecast of construction jobs for 2002-2012:
• Construction Trades Workers (All Occupations) will have 20,593 openings.
• Of that number, openings for: Carpenters will be 4,576, Plumbers, Pipe fitters,
Steatnfitters will be 2,756, and Elechicians will be 2,533
Once the $80,000 is committed the YWCA St. Paul will launch the initiative by engaging
an AOPP Manager who will be responsible for implementing the initiative and creating a
detailed, long-term financial inveshnent plan beyond Year One.
�����y
Apprenticeship Opportunities Pilot Project (AOPP)-DRAFT
Job Description
Title: AOPP Manager (Egempt Position)
L Reports To: AOPP Advisory Committee
Position Summary: The AOPP Manager is responsible for the development and
implementation of an operation plan far the Apprenticeship Opportunities Pilot Project
and ongoing funding with the guidance and direction of the Advisory Comxnittee.
Principal Duties and Responsibilities
1. Develops and implements a hiring plan. Provides work direction to AOPP staff
and conducts performance reviews periodically.
2. Develops the budget and is responsible for fiscal management and accountability.
Warks with fiscal agent and prepares/submits reports to the Advisory Committee
as required.
3. Responsible for establishing and maintaining partnerships with all apprenticeship
stakeholders.
4. Primary contact person for AOPP and responsible for stakeholder and general
communications.
5. Guides the development and implementation of AOPP information systems that
ensure accurate monitoring on apprentices progress.
6. Responsible for fundraising. Researches funding opportunities, develops and
submits proposals to achieve budget requirements.
7. Develops a marketing and advertising plan that maximiaes limited resources and
collaborates with other apprenticeship partners.
8. Attends meetings independently, with Advisory Committee members, and staff to
accomplish goals of AOPP.
9. Resolves studenUemployee inquiries, concerns, and complaints on general topics
and/or those involving claims of discrimination or harassment.
KnowledQe, Skills, and Abilities
Bachelors' degree in a related field or demonstrated experience in program
management, project management. Knowledge of Construction and Building
Trades and/or experience warking in the appzenticeship system with clients.
0� 3 0�1
2. Experience with start-up businesses desirable.
Demonstrated experience in public speaking, making presentations, and verbal
and written communications skills.
4. Experience working with employment and training issues desirable.
5. Demonstrated computer skills at a level to communicate via email
correspondence and prepare management reports using any combination of
word, excel, access, outlook, power point, etc.
6. Demonstrated experience working with diversity and communities of colar.
7. Demonstrated ability to supervise people. Proven experience handling
studenUclient concerns, complaints, and claims of discrimination or
hazassment.
8. Demonstrated budget, financial, and expense management experience. Ability
to analyze financial reports, makes forecasts, and makes adjushnents to
achieve budget goals.
Working Conditions
Works in an office environment. Due to the nature of construction and building trades
work, may need to be in union training environments, construction sites, etc. in order
to support apprentices.
Position requires flexibility in schedule. May occasionally have to work evenings and
weekends.
Must complete 10 haur QSHA class.
Council File #� - � ou
Green Sheet # 3030194
CITY OF
by
0
1 A Resoluti establishing an apprentice tr�aiuing requiremenUgoal on Citv /FII2A funded Economic
2 Develop t and Housing Construction conlracts. The requirement/goal will be nnplemented as a
3 pilot project a period of rivo years. This pilot project will be the Apprenticeship Opportiuuties Pilot
4 Project (AOPP)
5
6 WHEREAS, a well brained divers workforce is critical to the economic and social vitality of our Cit} ; and
7 WIIEREAS, present and future econo � conditions throughout the East Metro require policies and inutiatives
8 designed to reduce economic disparities; d
9 WHEREAS, the City of Saint Pau1 is commt ed to provide regional leadership in the azea of economic
10 development; and
11 WIIEREAS, businesses within the construcrion in hy report serious difficulties finding new workers with
12 adequate basic and technical skills; and
13 WHEREAS, slalled hade apprenticeship programs are efiZeFtive means of providing tranung and
14 experience to individuals seeking to enter or advance in the�orkforce; and
15 WIIEREAS, demographic trends indicate that the new entr ts to the labar force will be comprised of
16 women, people of colar and ammigants who have historically f barriers to employment and haue been
17 underrepresented in the skilled trades; and
18 WHEREAS, the Northwest Area Foundation, committed to helping mmunities in its eight-state region
19 reduce poverty, took local representatives to Seattle, W ashington where at city unplemented a successful
20 apprenticeship model in the 1990s; and
21 WHEREAS, the local representatives from the City of Saint Paul, the S� Paul City Council, Ramsey
22 County, the St. Paul Building Trades, St. Paul College, the YWCA of St. Pau the St. Paul NAACP, and
23 Northwest Area Foundation haue committed time and resources to craft a pilot del with assistance from
24 existing local pre-apprentice programs; and
25 WHEREAS, the Northwest Area Foundation has committed $150,000 out of $230,00�
26 pilot initiarive locally in parinership with existing pre apprentice programs and public
27 WHEREAS, space for operations has been secured at the Martin Luther King Center; and
�1 to launch the
involvement; and
28 WI�REAS, the City of Saint Paul is committed to working in parinership with labor, business,
29 community to create a sldlled workforce that reflects the diversity of our City's population; and
30 WHEREAS, the Citv's/HRA economic development and housang projects will provide
31 job opportunities as a vehicle to increase the skills of the workforce; and
the
�
���3ay
32
33
34
35 BEIT
;AS, the City is committed to using training that is accepted industry-wide so that the resulting
workers can enter the region's pool of skilled labor, fully qualified for jobs throughout
; Now, Therefore,
36 Section l:
37 On Citv
AS FOLLOWS:
Apprentice Utilization
nomic development and housing projects contracts with an estimated cost of one
mare, the D'uector of Office of Financial Services/HRA Execurive Director is
ire of developers and/or general contractors through bidding and contract
rcentage (see attached goals) of the totallabor hours on public works projects,
de contract price, be performed by apprentices enrolled in training programs
nize by the Minnesota Department of Labor Apprenticeship and Training Council
uildin d Construction Trades Council and affiliated programs. Furthermore, it is
38 million dollars�
39 authorized to req
40 documents, that a
41 based on the awa�
42 approved orreco€
43 and the St. Paul B
44 the City'slHI2A's intent th , on economic development and housing projects utilizing apprentices,
45 there shall be a goal that a p centage (see attached goals) of the apprentice hours be performed by
46 minorities and a percentage (se attached goals)of the apprentice hours be performed by women.
47
48 The Director of the Office of Fin ial Services 1 HRA Executive Directar has the opportunity to
49 determine situations in which the per ntage requirements may be waived or lowered for specific
50 contracts.
51
52 Labor hours" shall refer to the total hours workers receiving an hourly wage who are directly
53 employed on the site ofthe construction sit roject. "Labor hours" shall include hours performed
54 by warkers employed by the subcontractors on e project. °Labor hours" shall exclude hours
55 worked by foremen, superintendents, owners an workers who are not subject to prevailing wage
56 requirements.
57 Section 2: Duration of this Requirement
58
59
60
61
62
63
64
65
66
67
68
The requirements of this resolution are for the purpose implementing a pilot project and shall be
in effect for a period of two years, beginning no later than uly 1, 2006 and ending on June 30, 2008.
During the pilot project, the Director of Office of Financia ervices and Executive Director of
HRA, in cooperation with the Director of the Deparhnent of anning and Economic Development
and the Director of the Human Rights Deparhnent, shall report uarterly to the Mayor and City
Council on the impact of the program, including an evaluation o e percentage requirements, the
fiscal impact to the City, HRA of the program, and the effectivenes of the program in utilizing
apprentices on economic development projects. The report shall also clude recommendations for
whether the program should be continued and if modifications to the re irements should be made.
The recommendations will also include identification of inechanisms to c ate budget sustainability
for Apprentice Opportunities Program beyond the pilot period.
69 Section 3: Implementation
70 The Director of the Office of Financial Services / Executive Director of HRA sh 1 be responsible
71 for the implementation and administration of the requirements of this Resolution, d is authorized
72 to develop and adopt rules consistent with the requirements of this Resolution. Such les shall
73 include criteria for determining on a project by project basis the appropriateness of requ ing the use of
74 apprentices in a certain percentage. The Director /HRA Execurive Director shall also d velop the
2
0� Y 30y
75
76
77
78
79
80
81
nece ary contract specification language to unplement this apprenticeship requirement and shall
develo d unplement a system for monitoring the actual use of apprentices on public works projects.
The Direc r1III2A Executive may work with Ramsey County, St. Paul Schools, the St. Paul Port
Authority a other local jurisdictions with apprenticeship requirements, to establish common
monitoring da systems to facilitate long term evaluation of the effectiveness of these apprenticeship
requirements in creasing the use of apprentices in the metro area.
Yeas Nays Absent
Benanav
Bostrom
Harris
Helgen
Lanhy
Montgomery
Thune
Adopted by Council: Date
Adoption Certified by Council Secretary
By:
Approved by Mayor: Date
By:
Requested by
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Form Approved by City Attomey
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Form Approved by Mayor for Submission to
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