Meeting_Body
CONSTRUCTION COMMITTEE
FEBRUARY 19, 2025
Subject
SUBJECT: PROJECT LABOR AGREEMENT/CONSTRUCTION CAREERS POLICY (PLA/CCP)
Action
ACTION: RECEIVE AND FILE
Heading
RECOMMENDATION
Title
RECEIVE AND FILE the status update on the Project Labor Agreement and Construction Careers Policy programs through the quarter ending September 2024.
Issue
ISSUE
In January 2012, the Board approved the Project Labor Agreement (PLA) with the Los Angeles/Orange Counties Building and Construction Trades Council (LAOCBCTC) and the Construction Careers Policy (CCP), with a subsequent renewal in January 2017. The PLA and CCP encourage construction employment and training opportunities for members of economically disadvantaged areas throughout the United States on Metro’s construction projects. An added value of the PLA is that work stoppages are prohibited.
Metro’s PLA and CCP provide equitable opportunities for the historically underrepresented populations, including women, with high-wage career opportunities in the construction industry.
Background
BACKGROUND
Consistent with the Board approved PLA and CCP (PLA/CCP), prime contractors must provide Metro with monthly reports detailing progress towards meeting the targeted worker hiring goals. Additionally, consistent with Metro’s Labor Compliance Policy and Federal Executive Order 11246 (EO 11246), the prime contractors provide Metro with worker utilization data by ethnicity and gender. In accordance with EO 11246, Metro’s program-wide goal for female participation in PLA/CCP construction projects is 6.90%.
Discussion
DISCUSSION
Metro’s PLA/CCP provides training and employment opportunities, within the construction industry, to individuals residing in economically disadvantaged areas and disadvantaged workers. Since Metro’s PLA/CCP inception in 2012 and up to this reporting period, over $610 million in wages have been paid to individuals residing in economically disadvantaged areas an increase of 3% from the last quarter reporting, and over $115 million in wages paid to disadvantaged workers, an increase of 0.2% from the last quarter reporting.
This report provides a status update on the construction contracts the PLA/CCP covers, including an overview of the Diversity and Economic Opportunity Department (DEOD) efforts on female participation. It also provides an update on the PLA/CCP through the quarter ending September 2024 (Attachment A).
A. PLA/CCP Status Update
As of September 2024, a total of twenty-two projects have been awarded that comply with PLA/CCP requirements. Among these, fifteen are currently active construction projects. Out of these fifteen projects, four contracts are subject to the National Targeted Worker Requirements, which focuses on workers from economically disadvantaged areas; eleven contracts are subject to the Local Hire Initiative, which aims to hire workers from economically disadvantaged areas of Los Angeles County; and all fifteen are subject to the Apprentice Worker goal.
The following seven of the twenty-two projects have yet to begin the construction phases.
• C1223 Fire Alarm Systems Replacement
• C1230 Division 8 & CMF Bus Hoist Replacement
• ESFV Early Work Packages (Phase 2)
• G-Line Early Work Packages (Phase 2)
• North Hollywood to Pasadena Rapid Transit
• Sepulveda Transit Corridor (Phase 2)
• Metro I-105 Express Lane (Phase 2)
Additionally, eight more projects are in the pre-award phase, where staff anticipate the PLA/CCP requirements will apply, subject to award.
Thirteen contractors exceeded the 40% Targeted Worker Goal (from economically disadvantaged areas), ten contractors exceeded the 20% Apprentice Worker Goal (individuals starting a career in construction), and eleven contractors exceeded the 10% Disadvantaged Worker Goal.
Overall (aggregate), PLA/CCP program-wide attainment of the three workforce goals has been met and exceeded due to a collaborative effort between Metro, the Building Trade Unions, and contractors. Since the program inception in 2012, thirty-seven completed construction contracts have been subject to the PLA/CCP.
The following tables represent the active construction projects as of the September 2024 quarterly reporting period.
Projects Subject to National Targeted Worker Requirement (from economically disadvantaged areas of the US)
Projects Subject to Local Hire Initiative (from economically disadvantaged areas of Los Angeles County)
*Part of Metro’s PLA/CCP workforce requirement is the utilization of disadvantaged workers on projects. One of the nine criteria (Attachment A) for a Disadvantaged Worker is having a criminal record or former involvement with the criminal justice system, a barrier that has been historically difficult for individuals to overcome. The data shown in the tables above (last column) is the percentage of Disadvantaged Workers (based on hours worked) that have criminal records or involvement with the criminal justice system.
Female Workers on Active Construction Projects
In November 2017, the Board approved a motion to encourage contractors on Metro construction projects to increase the participation of women by meeting or exceeding the nationwide female participation goal of 6.9% as set forth by Executive Order 11246. The motion directed the creation of a report card/scorecard system reflecting the attainment of the female participation goals for Metro PLA/CCP contractors that was established to encourage contractors to exceed the 6.9% female participation goal.
Female Participation Score Card as of September 2024
Staff continues to issue notices to prime contractors failing to meet the female participation goal at 25%, 50%, and 75% project completion to encourage and improve female participation on their project. Notices are issued immediately to prime contractors with a score grade of “D” or less, with a recommendation to engage in outreach and other efforts to increase female participation on their projects.
The average female participation on Metro construction projects is currently 3.91% of total work hours compared to less than 2.0% on other non-Metro public works construction projects in the Southern California region. The national average for women in construction is below 3.0%.
Below is a chart of the of female participation within the last four years on Metro’s PLA/CCP construction projects.
Female Participation in Metro’s PLA/CCP Projects (Dec 2019 to September 2024)
Source: As reported by the prime contractors.
Metro staff understands the importance of increasing the percentage of female workers on Metro’s projects for equity and workforce availability reasons. As described below, staff are actively taking measures to increase female participation and opportunities.
Staff are currently working with the unions and jobs coordinators to refer female workers who have completed their previous work assignments to other active Metro construction projects.
Women Breaking Ground Website (www.womenbreakgound.com)
Since the launch in March 2024, LA Metro’s “Women Breaking Ground” website continues to provide women, who are interested in a career in construction, an avenue for learning about how to join an apprenticeship readiness training program and how to get connected to resources.
Through the end of September 2024, over 900 individuals have been triaged and given information and resources on starting a career in construction. Over 167 individuals were referred to a pre-apprenticeship training program sponsored by the LAOCBCTC Apprentice Readiness Fund. Thus far, 13 individuals have enrolled in pre-apprenticeship training, and 12 have graduated from the program.
The website includes testimonials of women who have worked in the trades and gives an overview of their experience. The website is also a tool for women who are already in the trades to get connected to the unions, contractors, and more resources to be placed on a construction job.
Metro continues to advance strategies to support, the outreach, recruitment, and retention of all workers in the disadvantaged workforce categories. These strategies, led by the PLA/CCP staff, are proactive measures that address the regional needs for additional workers.
Listed below are consistent strategies implemented by Metro to increase the overall workforce capacity, with a specific focus on increasing female participation on Metro’s construction projects.
1. Female Participation Score Card - Staff continues to grade each contractor’s performance quarterly by using a score card that reflects percentages of worked hours performed by females hired by Metro’s contractors to encourage meeting the 6.9% goal.
2. Periodic Jobs Coordinator Meetings - Staff conduct periodic meetings with job coordinators to discuss best practices and identify outreach and recruitment opportunities.
3. Transition Coordination - Staff are currently working with the unions and jobs coordinators to refer female workers who have completed their previous work assignments to other active Metro construction projects.
4. Women in the Trades Resource Guide (Attachment B) - Staff has developed a comprehensive guide to recruit, employ, and retain women in construction careers, to assist prime contractors in recruiting female workers.
5. Collaboration with Unions - Staff has established a collaboration with the Laborers Union and Southwest Regional Council of Carpenters to directly refer female workers to the apprenticeship programs. Upon completion, participants are referred to Metro’s contractors for employment opportunities.
6. Outreach - Staff continue to reach out to community-based organizations, pre-apprenticeship schools, and building trades to promote career opportunities and to increase female recruitment in the construction industry (Attachment C). As of this reporting period, staff participated in three job fairs which resulted in twelve individuals being referred to job coordinators for pre-apprenticeship programs.
7. Partnerships with the Los Angeles/Orange County Building and Construction Trades Council (LAOCBTC), and its Executive Secretary to focus on increasing the workforce in the construction industry, including prioritizing and dispatching of female workers on Metro construction projects.
o Metro is in collaboration with LAOCBTC, union trades, prime contractors, and community-based organizations to build future workforce capacity with a special focus on females and has embarked on a Joint Awareness Campaign to promote career opportunities in the construction industry.
The following are ongoing strategies and efforts to support workforce needs and to increase female participation on Metro’s projects:
1. Metro and the Laborers Union (Local 300) are continually collaborating to establish a tunnel worker training facility in the LA region. Currently, the only training facility for tunnel workers is in Seattle, Washington, which creates a hardship for local individuals to participate. Establishing a local tunnel worker training facility will help fulfill the LA region’s need for tunnel workers, with priority given to females interested in starting as tunnel/miner workers. A total of 20 individuals, including 3 females, have completed the hands-on training and obtained certification as tunnel workers.
2. Support the Women Build Metro LA (WBMLA) events. The WBMLA events are geared to introduce the construction career path for women throughout Los Angeles County. Staff has invited and encouraged Metro’s prime contractors to participate and recruit females interested in starting a career in construction.
3. Collaborate with Women in Non-Traditional Employment Roles (WINTER) to seek grant opportunities to help empower, train, educate, and prepare women for transformative careers in the construction industry. In addition, Metro shall provide continuous employment referrals to female graduates of WINTER on Metro project sites.
4. Continue to collaborate with the LA County Department of Economic Opportunity (DEO) and City of Los Angeles Economic Workforce Development Department (EWDD) in recruiting individuals interested in starting a career in construction and establishing an ongoing referral system of individuals to pre-apprenticeship programs available through the LA County DEO network of services.
• Metro and DEO have partnered and initiated a cohort of other agencies to plan for the soon-to-be launched Workforce Subcommittee for Infrastructure Los Angeles. The sub-committee focus will be workforce development to support infrastructure projects in the region.
Outreach to High Schools and Youth of the Community
As part of the 2023 Construction Market Analysis report (2024-0009) recommendation related to labor workforce is to continue to work with the industry with a focus on apprenticeship programs to grow capacity for current and future projects. Listed below are activities that DEOD staff have performed to provide information to increase interest in the trades among high-school age students.
1. Metro DEOD conducted outreach at a number of high schools in the Los Angeles region to promote careers in the construction industry; including, Compton High-School, Sunburst Youth Academy, East Los Angeles College, Rio Hondo College and Metro’s Transportation Career Academy Program (TCAP) students. Staff will continue to expand engagement with youth to draw interest in the trades and create a pipeline of opportunities. In addition, the SEED school is also exposing students to a range of careers which includes the infrastructure sector.
2. Metro DEOD reached out to Pomona Unified School District to participate in their upcoming Annual Pathway to Career Success event scheduled for February 2025.
3. Metro in partnership with the Los Angeles Unified School District (LAUSD) and LAOCBCTC Apprentice Readiness Fund to introduce careers in construction through the establishment of a pilot pre-apprenticeship program on selected LAUSD campus with an estimated start date of Spring 2025.
Metro will also continue to collaborate with the LA/OC Building Construction Trades Council and its union affiliates to assist in the recruitment efforts of workers.
Status Update to Board Motion 29 (Attachment D)
At the February 2024 meeting, the Board approved Motion 29 by Directors Horvath, Mitchell, Bass, Hahn, and Dupont-Walker that directed the Chief Executive Officer to:
A.) Commission a refresh on the construction workforce disparity study and report back on findings and recommendations of the study. B.) Report back on the potential application of cultural competency requirements. C.) Report back on the feasibility of creating bid preference incentives that can be applied to increase the number of women working on Metro funded construction projects.
Metro has contracted with Estolano Advisors, a third-party consultant, to perform the Regional Construction Industry Female Workforce Disparity Study with draft reports completed. Staff will report back to the Board the results, findings and recommendations in March 2025.
Implementation of Strategic Plan Goals
IMPLEMENTATION OF STRATEGIC PLAN GOALS
Metro’s Project Labor Agreement/Construction Careers Policy (PLA/CCP) supports strategic plan goal #3 to enhance communities and lives through mobility and access to opportunity.
Equity Platform
EQUITY PLATFORM
Metro’s Project Labor Agreement and Construction Careers Policy continue to create employment opportunities for marginalized community members in the construction industry for workers with historical barriers to employment.
Hundreds of disadvantaged workers have benefited in obtaining a meaningful career through Metro’s PLA/CCP program which resulted in over $115 million in paid wages to disadvantaged workers, as of September 2024.
Metro has continued ongoing efforts undertaken by staff to increase female participation, including outreach to women in construction to obtain insight and best practices for contractors and female workers in the construction industry (details in Attachment B). In addition, Metro helps the Construction Building Trades unions to increase their female membership by encouraging contractors to hire/sponsor females into the construction trades and working with Metro’s Women and Girls Governing Council (WGGC) to continuously uplift women into the construction industry.
These strategies have contributed to an average female participation rate in Metro construction projects (3.91%) which is higher than historical participation rates in other non-Metro public works construction projects in the region (less than 2%) and the national average for women in construction (less than 3%). Additionally, staff monitors each project’s female attainment monthly and assist contractors in continually increase female participation.
Vehicle_Miles_Traveled_Outcome
VEHICLE MILES TRAVELED OUTCOME
VMT and VMT per capita in Los Angeles County are lower than national averages, the lowest in the SCAG region, and on the lower end of VMT per capita statewide, with these declining VMT trends due in part to Metro’s significant investment in rail and bus transit.* Metro’s Board-adopted VMT reduction targets align with California’s statewide climate goals, including achieving carbon neutrality by 2045. To ensure continued progress, all Board items are assessed for their potential impact on VMT.
While this item does not directly encourage taking transit, sharing a ride, or using active transportation, it is a vital part of Metro operations, as it is the goal of Metro’s PLA/CCP program to provide employment opportunities to economically disadvantaged individuals of Los Angeles County. Because the Metro Board has adopted an agency-wide VMT Reduction Target, and this item supports the overall function of the agency, this item is consistent with the goals of reducing VMT.
*Based on population estimates from the United States Census and VMT estimates from Caltrans’ Highway Performance Monitoring System (HPMS) data between 2001-2019.
Next_Steps
NEXT STEPS
Staff will continue to monitor the contractors’ efforts and initiate the various strategies and activities as outlined in this report. In addition, staff to report back to the Board the results, findings, and recommendations of the Workforce Disparity study in March 2025.
Attachments
ATTACHMENTS
Attachment A - PLA/CCP Quarterly Brochure
Attachment B - Women in the Trades Resource Guide
Attachment C - DEOD Outreach Activities
Attachment D - Board Motion 29
Prepared_by
Prepared by:
Sidney Urmancheev, Diversity and Economic Opportunity Department Representative, (213) 922-5574
Angela Scott, Senior Diversity and Economic Opportunity Department Representative, (213) 922-1028
Michael Flores, Manager, Diversity and Economic Opportunity Department, (213) 922-6387
Wendy White, Director, Diversity and Economic Opportunity Department, (213) 922-2648
Tashai R. Smith, Executive Officer, Diversity and Economic Opportunity Department, (213) 922-2128
Reviewed_By
Reviewed by:
Sharon Gookin, Deputy Chief Executive Officer, (213) 418-3101
