Table . Findings from Non-IOU Energy Efficiency Programs Already Collecting Workforce Conditions Data Program Name Description Contractor Description Data Collected Ease/Sensitivity of Collection Tracking Method Clean Energy Residential EE retrofit Pool of worker status At first very manual; all Self-report a Works Portland program that also includes a small, Wage levels spreadsheets, Excel custom-built database training program for residential Health coverage compiled; incredibly application tool disadvantaged workers contractors Workforce diversity cumbersome, repetitive Biannual audits of each Uses a Community Application process Business diversity Generally easy initial contractor Workforce Agreement uses a point system Career pathway investment in training focused on high-quality work to favor those who opportunities contractors and populating standards and ensuring enact high road job drop-down fields access and support for practices and Minor issues among some underserved populations perform high-quality subcontractors who were Road standards: quality work sensitive to providing the last work standards and four digits of social security ensuring access and numbers support for underserved Providing race/ethnicity data populations to has been a sensitive issue in jobs a few cases Community Residential EE retrofit Application process Local workers Generally easy after initial Self-report a Power Works, program with a loan uses a system Wage levels investment in training custom-built database Seattle, component to favor those who Health coverage contractors and streamlining application tool Washington Uses a Community meet high road Workforce diversity data entry (e.g. populating One-time audit of each Agreement for workforce criteria Business owner drop-down fields). contractor with workforce development sets established by city. diversity Only 1 of 37 contractors has additional random threshold criteria and wage Pool of Career pathway expressed dissatisfaction audits rates opportunities with providing sensitive data Monthly wage rate Training programs that residential QA certifications verification support career ladders, high contractors, Continuing quality efficiency majority smaller education installations businesses. opportunities
Table . Findings from Non-IOU Energy Efficiency Programs Already Collecting Workforce Conditions Data Program Name Description Contractor Description Data Collected Ease/Sensitivity of Collection Tracking Method Clean Energy Works Portland Residential EE retrofit program that also includes a training program for disadvantaged workers Uses a Community Workforce Agreement focused on high-quality work standards and ensuring access and support for underserved populations Road standards: quality work standards and ensuring access and support for underserved populations to jobs Pool of small, residential contractors Application process uses a point system to favor those who enact high road job practices and perform high-quality work worker status Wage levels Health coverage Workforce diversity Business diversity Career pathway opportunities At first very manual; all spreadsheets, Excel compiled; incredibly cumbersome, repetitive Generally easy initial investment in training contractors and populating drop-down fields Minor issues among some subcontractors who were sensitive to providing the last four digits of social security numbers Providing race/ethnicity data has been a sensitive issue in a few cases Self-report a custom-built database application tool Biannual audits of each contractor Community Power Works, Seattle, Washington Residential EE retrofit program with a loan component Uses a Community Agreement for workforce development sets threshold criteria and wage rates Training programs that support career ladders, high quality efficiency installations Application process uses a system to favor those who meet high road workforce criteria established by city. Pool of residential contractors, majority smaller businesses. Local workers Wage levels Health coverage Workforce diversity Business owner diversity Career pathway opportunities QA certifications Continuing education opportunities Generally easy after initial investment in training contractors and streamlining data entry (e.g. populating drop-down fields). Only 1 of 37 contractors has expressed dissatisfaction with providing sensitive data Self-report a custom-built database application tool One-time audit of each contractor with additional random audits Monthly wage rate verification
CPUC%5FWorkforce%5FConditions%5FData%5FReport%5FFinal%5F12%2D17%2D2015.docx