**January 29, 2001**

***FY 2000 Accomplishments and Highlights:***

*NIEHS/EPA Superfund Worker Training Program*

*(Sep 1, 1999 -- Aug 31, 2000)*

**Submitted by the**

**National Institute of Environmental Health Sciences**

**Division of Extramural Research and Training**

**Worker Education and Training Program**

**Research Triangle Park, NC**

[Table of Contents]{.underline}

1 Introduction [1](#introduction)

2 FY 1999 Program Highlights [1](#fy-1999-program-highlights)

2.1. Continuation of the Peer-Reviewed Worker Training Awards for
Training of

Hazardous Waste Workers, Emergency Responders and Minority Workers
[2](#continuation-of-the-peer-reviewed-worker-training-awards-for-training-of-hazardous-waste-workers-emergency-responders-and-minority-workers)

2.2. Minority Worker Training Program Development
[9](#minority-worker-training-program-development)

2.3. Brownfields Minority Worker Training Program (BMWTP)
[15](#brownfields-minority-worker-training-program-bmwtp)

2.4. Continued Operation and Support for a National Clearinghouse on
Hazardous

Waste Worker Training
[18](#continued-operation-and-support-for-a-national-clearinghouse-on-hazardous-waste-worker-training)

2.5. Trainee Environmental Job Tracking Initiative
[19](#trainee-environmental-job-tracking-initiative)

2.6. EPA Regional and Local Coordination
[20](#epa-regional-and-local-coordination)

2.7. Third Annual NIEHS National Trainers Exchange -- April 10-11, 2000
[20](#third-annual-niehs-national-trainers-exchange-april-10-11-2000)

2.8. Technical Workshops on Lessons Learned in Advanced Training
Technology in

Safety and Health
[21](#technical-workshops-on-lessons-learned-in-advanced-training-technology-in-safety-and-health)

2.9. Brownfields 2000 Conference: \"Research & Regionalism: Revitalizing
the

American Community\".
[22](#brownfields-2000-conference-research-regionalism-revitalizing-the-american-community.)

2.10. Program Update for FY 2000 (Sep 1, 2000-Aug 31, 2001)
[23](#program-update-for-fy-2000-sep-1-2000-aug-31-2001)

2.11. Request for Applications (RFA) Development Process and New 5 Year
Awards
[23](#request-for-applications-rfa-development-process-and-new-5-year-awards)

2.12. New Awards to Support Worker Training Activities
[23](#new-awards-to-support-worker-training-activities)

2.13. WETP Staff Activities [24](#wetp-staff-activities)

3 Conclusion [24](#conclusion)

List of Appendices

Appendix 1: Thirteen-Year Summary [26](#__RefHeading___Toc505169092)

Appendix 2: FY 1999 Funding [27](#__RefHeading___Toc505169093)

Appendix 3: Course Data by EPA Region [28](#__RefHeading___Toc505169094)

Appendix 4: Total Training by NIEHS Awardee
[29](#__RefHeading___Toc505169095)

Appendix 5: Target Populations [30](#__RefHeading___Toc505169096)

Appendix 6: Five-Year Summary of Training
[31](#__RefHeading___Toc505169097)

Appendix 7: Total Training by MWTP Awardee
[31](#__RefHeading___Toc505169098)

Appendix 8: Five-Year Summary of Students Trained per Awardee
[31](#__RefHeading___Toc505169099)

Appendix 9: Five-Year Summary of Employment per Awardee
[33](#__RefHeading___Toc505169101)

Appendix 10: MWTP Summary of Type and Number of Courses
[34](#__RefHeading___Toc505169102)

Appendix 11: MWTP Demographics [35](#__RefHeading___Toc505169103)

Appendix 12: Two-Year Summary of Students Trained per Awardee
[35](#__RefHeading___Toc505169104)

Appendix 13: Two-Year Summary of Employment per Awardee
[36](#__RefHeading___Toc505169105)

Appendix 14: Two-Year Summary of Training
[36](#__RefHeading___Toc505169106)

Appendix 15: BMWTP Demographics [37](#__RefHeading___Toc505169107)

Appendix 16: Total Training by BMWTP Awardee
[37](#__RefHeading___Toc505169108)

Appendix 17: Brownfields Summary of Type and Number of Courses
[38](#__RefHeading___Toc505169109)

Appendix 18: FY 2000 Funding [39](#__RefHeading___Toc505169110)

Appendix 19: Description of the New EPA Worker Health and Safety
Training Awardees [39](#__RefHeading___Toc505169111)

Appendix 20: WETP Staff Activities [49](#__RefHeading___Toc505169112)

Appendix 21: Superfund Job Training Initiative (SuperJTI)
Accomplishments [51](#__RefHeading___Toc505169113)

**January 29, 2001**

**FY 2000 Accomplishments and Highlights:**

**NIEHS/EPA Superfund Worker Training Program**

# Introduction

The Superfund Amendments and Reauthorization Act of 1986 (SARA)
established an assistance program for training and education of workers
engaged in activities related to hazardous waste removal, containment
and emergency response. Grant recipients are non-profit organizations
with demonstrated access to appropriate worker populations and
experience in implementing and operating worker health and safety
education training programs. The National Institute of Environmental
Health Sciences (NIEHS) was given responsibility for establishing and
managing this program through Interagency Agreements with the U.S.
Environmental Protection Agency (EPA) and the U.S. Department of Energy
(DOE).

Through competitively awarded cooperative agreements, the NIEHS Worker
Education and Training Program (WETP) has supported the development of
curricula and initiation of training programs throughout the country to
help employers meet OSHA requirements under 29 CFR 1910.120, Hazardous
Waste Operations & Emergency Response. This model program encourages
innovation for training difficult-to-reach populations by addressing
issues such as literacy, appropriate adult education techniques,
training quality improvement, and other areas un-addressed directly by
the private sector. The program enhances rather than replaces private
sector training responsibility by demonstrating new and cost-effective
training techniques and materials.

New support has expanded the scope of NIEHS-supported training to
include workers involved in transporting hazardous materials, a Minority
Worker Training Program to serve urban youth, an initiative focused on
job training for Brownfields cleanup sites, and a program targeted to
workers involved in the cleanup of DOE nuclear weapons facilities.

# FY 1999 Program Highlights

WETP, through its EPA Superfund-supported programs, has established an
effective national framework to develop and provide comprehensive
training that is needed to address the complex needs of Superfund
cleanups, chemical emergency response, RCRA corrective actions, and
urban communities surrounding brownfields sites.

In completing the thirteenth year of the Superfund WETP (FY 1987-2000),
the NIEHS has successfully supported twenty primary awardees. These
represent over one-hundred different institutions who have trained
nearly 900,000 workers across the country and presented over 46,000
classroom and hands-on training courses, which have accounted for over
13 million contact hours of actual training (See Appendix 1).

Through an Interagency Agreement, NIEHS received \$26 million from the
FY 1999 EPA appropriations, which provided funding to NIEHS awardees
during the past year (Sep 1, 1999 -- Aug 31, 2000). Approximately,
\$19.2 million of the funds were allocated to continue support of the
Hazardous Waste Worker Training Program (HWWTP) to train hazardous waste
workers and emergency responders. Of the HWWTP funds, 3 supplemental
awards were made, which included \$133,000 for the Superfund Jobs
Training Initiative (SuperJTI), \$400,000 for Y2K Related Training, and
\$390,000 Advanced Training Technology activities. Approximately, three
million dollars of the FY 1999 funds were allocated to continue support
for the Minority Worker Training Program (MWTP). EPA transferred \$3
million to support Brownfields Minority Worker Training Program (BMWTP).
As a result of the Interagency Agreements, NIEHS made the following
awards (See Appendix 2):

-   17 EPA/HWWTP awardees received awards totaling \$18,277,558

-   6 EPA/MWTP awardees received awards totaling \$2,990,000

-   4 BMWTP awardees received awards totaling \$3,010,000

-   2 SuperJTI awardees received awards totaling \$133,000

-   4 Y2K awardees received awards totaling \$400,000

-   4 ATT awardees received awards totaling \$390,000

During the past year (FY 2000), training delivery has been carried out
in all regions of the country to all relevant target populations
regulated under 29 CFR 1910.120 (See Appendix 3). The seventeen primary
worker training awardees, in conjunction with over eighty collaborating
institutions, have delivered 4,123 courses, reaching 75,149 workers,
which account for 983,135 contact hours of health and safety training.
This training ranges from 4 hour refresher programs through more complex
train-the-trainer courses lasting up to 120 hours in duration (See
Appendix 4). Between September 1, 1999 and August 31, 2000, 53% of the
training has been focused on delivering CERCLA cleanup worker training.
This comprises 32,445 workers who received 80 hour training, basic 40
hour training, or 4-8 hour refresher courses out of the annual total of
workers reached by the program (See Appendix 5).

## Continuation of the Peer-Reviewed Worker Training Awards for Training of Hazardous Waste Workers, Emergency Responders and Minority Workers 

After the completion of the final program year of the projected
five-year long cooperative agreements to support worker training
activities, 17 organizations submitted progress reports and training
data on July 1, 2000. New awards were made on September 1, 2000 after
the peer review process for each of the programs supported with EPA
Superfund resources. A report that fully describes the review process
can be found later in this report.

The cooperative agreements are grants made to non-profit organizations
with NIEHS as partners. These consist of consortia which are
collectively made up of over seventy member institutions including
universities, community colleges, public health groups, labor-management
trust funds, labor organizations, and state and local government units.

Participating programs have developed model curricula and training
programs. The core curriculum includes: hazard recognition and control;
air, soil, and water sampling aspects; selection, care and use of
respirators and other personal protective equipment; engineering
controls and their use; safe work practices; proper decontamination
procedures; medical surveillance requirements; confined space entry;
spill containment and other emergency procedures; community health
protection, legal rights and responsibilities; on-site record keeping
requirements; and other elements required by the OSHA and EPA
regulations.

Training programs have implemented qualitative and quantitative systems
to monitor the training. The program has worked closely with EPA, OSHA,
NIOSH, DOE, DOT, FEMA and other federal agencies to maintain technical
accuracy of training materials and to assure training quality. The high
quality curricula and other training-related materials developed by the
program are available to the public through an NIEHS-sponsored National
Clearinghouse for Hazardous Waste Worker Training and its Internet home
page at (http://www.wetp.org).

Highlights of the training activities carried out by the NIEHS/EPA
Worker Training awardees include:

**George Meany Center for Labor Studies (GMCLS)**

The following anecdotes were collected by the GMCLS after training
activities with rail workers this year:

Demonstrating an awareness of hazmat risks since participating in
training, a track worker with 26 years on the railroad had this comment:
"*I have experienced a number of spills both large and small in my
career. Before training, I and my co-workers had no idea what to do.
Since the training, we're much more aware. We know what's in the cars
and what the proper course of action is."*

A locomotive engineer praised the training: "*When I came back from
training, I found my co-workers essentially "clueless" about hazmat
issues. Basic awareness is important for all workers in the yard. That's
why I feel that that the rail hazmat program is so important. The
program is more grassroots and more geared to the workers than any other
previous training I've had\..."*

A maintenance of way safety liaison with more than 25 years of
experience states: "*uses his Meany Center training in his own training
courses every quarter. He regularly duplicates material he received
during training. Dozens of his co-workers have received Meany Center
training already. The company will send more."*

According to one trainee: "*I learned more in four days than I have in
31 years on the railroad."*

**DePaul University (GATX Logistics, Inc.)**

GATX Logistics is one of the largest providers of contract services in
the world. GATX helps businesses to manage their supply chains through a
variety of integrated services and technology, 3,200 employees and a
comprehensive distribution network throughout North, Central and South
America. While GATX has the experience in shipping and warehousing of
some hazardous chemicals, but it plans to increase the number of
chemicals handled in the near future. GATX has entered into a
partnership with DePaul University to assure that all employees are
properly trained, even those who might have accidental exposure to these
chemicals.

This year, DePaul provided two train-the-trainer courses to 29 safety
managers from across the nation, as well as emergency response awareness
training to over 200 other employees. Student ages varied but averaged
about 40 years old. About 30% of those trained were minorities, and an
additional 30% were limited in English proficiency. In order to reach
these Spanish-speaking students, a Spanish workbook was developed and a
bilingual instructional approach was used. The native language is used
to explain abstract safety concepts while English was also taught when
it was critical for students to read, write or orally produce in English
(e.g., hazardous labels, names of chemicals, reporting emergency
incidents, etc.).

During the training, instructors used MSDS's and shipping papers for
chemicals that commonly passed through the warehouses and made sure that
the workers understood the information on the MSDS thoroughly.
Instructors also made sure that workers knew where the various MSDS
stations were located. Safety managers have reported that the students
were very impressed with the customized approach training. Many were
previously unaware of the potential hazards of the products passing
through the warehouse and that there were MSDS's available to them.

**New Jersey/New York Consortium under the direction of the University
of Medicine & Dentistry of New Jersey (UMDNJ)**

Following are comments from an employee of New Jersey Department of
Health and Senior Services (NJDHHS), Right-to-Know Program, responsible
for developing the New Jersey Department of Health and Senior Services
Hazardous Substance Fact Sheets (NJHSFS). "Due to information learned in
the 8-hour hazardous waste training course, the New Jersey Department of
Health and Senior Services, Right-to-Know program has started to include
new information on the NJHSFS. The NJHSFS have always included the
DOT/UN number, however, they did not include the designation of Poison
Inhalation Hazard (PIH). The information presented in the 8-hour
refresher included a discussion of substances designated as PIH. After
the training, the NJDHHS revised the NJHSFS to include this important
piece of information. Adding this new information may prevent a serious
injury from occurring. The NJHSFS describes individual hazardous
chemicals; contains acute and chronic health hazards, identification,
workplace exposure limits, medical tests, workplace controls and
practices, personal protective equipment, handling and storage,
questions and answers, definitions, and emergency response information
for fires, spills and first aid. These fact sheets are widely used in
industry. "

**California-Arizona Consortium (CAC) under the direction of UCLA-Labor
Occupational Health Program**

For this year, CAC trained 2,859 workers. For this five year grant
round, they trained 13,513 workers, exceeding the numbers proposed at
the beginning of this round in 1995, by approximately 13%. A specific
program highlight is below.

Outreach to People of Color Workers. CAC has special emphasis programs
with several of our participating universities: LOHP, ASU and LOSH. LOHP
has, since April 1998, conducted several train-the-trainers for
Spanish-speaking workers. In November 1999 they offered a one-day
follow-up of training for trainers of this same cohort. They have also
developed a low-literacy evaluation tool for use in Spanish-language
8-hour refresher courses with impressive results. The ASU Program has
been training many groups from the Navajo Nation, altogether they will
provide 3 forty-hour courses in Gallup and Farmington, New Mexico, 1
transportation Refresher in Gallup, and 4 Refreshers in Gallup,
Farmington and Tuba City, Arizona. In the summer of 2000, the LOSH
Program conducted a hazard awareness train the trainer for the
Spanish-speaking day laborers in Los Angeles, and provided hazard
awareness sessions at three-day laborer sites in LA. The University
Extension at Davis has provided training in the Pacific Trust
Territories and the Alaska Health project has been conducting training
for Alaska natives.

**Center to Protect Workers\' Rights -Construction Consortium**

The Construction Consortium for Hazardous Waste Training under the new
management of CPWR, has successfully completed 102% of the projected
course training. The Construction Consortium is comprised of the Center
to Protect Workers' Rights (CPWR), the Asbestos Workers, Carpenters,
Ironworkers, Painters, Sheetmetal Workers, Boilermakers, and the
Plasterers and Cement Masons. They have been very successful in
delivering the training originally projected. For the entire year, a
total of 185 courses were completed for 2,550 workers, resulting in a
very impressive total of 46,280 contact hours of training. The Asbestos
Workers' Union has developed a particularly successful program. Tom
Haun, the Asbestos Workers' program manager, has carefully nurtured the
growth of that program into a highly efficient deliverer of quality
training. The Asbestos workers had completed over 150% of their
projected training by May 31, 2000. Additional scheduled classes
conducted during the last months of this training cycle has brought the
Asbestos Workers annual performance up to nearly 250% of their initial
plan. Taking advantage of our unique position as the training institute
of the Building and Construction Trades Department of the AFL-CIO, CPWR
has developed a strategy of providing regional, multi-craft
train-the-trainer courses linked to, and immediately following 40-hour
Hazardous Waste Worker courses. The first of these two-part programs,
targeted at trainers working in the eastern United States, was completed
in St. Louis Missouri in June. Seventeen trainers from six unions
successfully completed this program. A western train-the-trainer program
was also conducted in Berkeley, California in July, attracting from
thirteen consortium unions and partnering organizations.

**International Association of Firefighters (IAFF)**

Within this past year, the IAFF has begun to use the Internet and the
IAFF Haz Mat Website as an instructional, distance learning and
reference center as well as a means of marketing its programs. Over the
past six months, the Hazardous Materials Training Department has
redesigned its Website to further address the needs of its instructors
and students. The Distance Learning web site is currently based on
interactive case studies from the United States Chemical Safety Hazard
Investigation Board (USCSHIB-CSB) with links to the CSB for further
research. These case studies are followed by short, interactive quizzes
that provide correct answers to the students. Student responses are then
provided to the Hazardous Materials Training Department. The primary
purpose of this site is to provide a resource for HazMat responders to
refresh knowledge and skills obtained during IAFF-sponsored training
courses.

**Midwest Consortium under the direction of University of Cincinnati)**

University of Illinois: This past year, trainees employed as compliance
officers by the Metropolitan Water Reclamation District responded to a
complaint and discovered suspicious-looking seepage into a drainage
ditch leading to the Calumet River and Lake Michigan. Following the
trail upstream, they discovered an abandoned site where drums of
industrial solvents had been buried. Using their hazardous waste
training, the officers protected themselves and were able to conduct a
preliminary assessment of the drums and then contacted the District's
enforcement office personnel who initiated legal proceedings that led
ultimately to the clean-up of the site.

University of Louisville: Trainees have been able to raise their
concerns about work in confined spaces/trenches and the need for
monitoring, permits and the availability of rescue equipment to their
supervisors as a result of training. The need for proper PPE and
respirators has been brought to the attention of employers by trainees.
This has included use of Level C garments and APRs. Participants have
noted the lack of appropriate Standard Operating Procedures, especially
tailored to the needs of their site. Appreciation has been expressed
about learning of alternative information resources on the internet,
since some employers have out-of-date or incomplete MSDS's.

**Advanced Training Technologies** (**ATT) Supplements**

NIEHS has awarded competitive supplements to encourage applications that
pilot the use of advanced training technologies. The pilots focus on
either improvements to the overall training infrastructure or on areas
of content that might be delivered using advanced technology. NIEHS
awardees created pilots to target improvements in the training
infrastructure. These improvements included areas such as improving the
overall ATT knowledge level of training developers, involving worker
trainers or course instructors in technology-based course development,
baselining the status of hardware and software across the health and
safety training community, as well as researching and implementing a
media selection model for use across an awardee, or group of awardees'
health and safety training community.

Delivery pilots of health and safety content focus on new,
technology-based methods for delivering training that improve learning,
reduce costs, and can be demonstrated as effective for the specific
content for a defined target population. These technologies include but
are not limited to web-based, computer-based, tele-video, virtual
reality, and combinations of technology.

ATT supplemental awards included the following accomplishments:

-   **United Auto Workers (UAW):** The UAW "Health, Safety, and
    Environment Advanced Training Project" is a web site termed the "H&S
    ATP" (Health, Safety, Environment: Advanced Training Project.) The
    web site serves as the linkage point for local site workers and
    managers to obtain information from diverse sources to evaluate the
    adequacy of their facility emergency response plans, risk management
    plans, and process safety plans. The pilot project objective was to
    develop a program that provides trainees with the knowledge to
    obtain occupational health hazard information through the Internet.

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-   **George Meany Center (GMC):** The GMC currently provides a Rail
    Workers Hazardous Materials Training Program. The purpose of the ATT
    pilot is to develop and use ATT to convert the existing 8-hour
    Awareness Level First Responder Hazardous Materials Training course
    to six online interactive modules and associated courseware for the
    purpose of gaining increased access among rail workers who otherwise
    cannot attend classroom-based training. The on-line course was
    designed and developed in-house utilizing the Instructional Systems
    Development (ISD) process as the framework. Partnerships with the
    Center to Protect Workers Rights (CPWR) and the International
    Chemical Workers Union (ICWUC) were formed via a steering committee
    for various purposes including guidance and evaluation.

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-   **Hazardous Materials Training and Research Institute (HMTRI):**
    HMTRI provides training materials and technical support to the
    Community College Consortium for Health and Safety Training
    (CCCHST), a national partnership of some 75 community colleges. The
    purpose of the CCCHST training is to train instructors from partner
    organizations who, subsequent to certification by HMTRI, provide the
    training at their institutions utilizing HMTRI developed and
    approved materials. HMTRI has been converting the "Waste Site
    Worker" traditional course to a web-based delivery format. The
    supplemental pilot is intended to provide HMTRI the means to enhance
    the web-based course. The course is a 32--hour self-paced,
    open-entry/exit, computer-based program supplemented by 8-hour
    hands-on instructor-led skills training. The HMTRI Policy on the
    development and use of technology supported training serves as the
    basis for the HAZWOPER Computer Based Training (CBT) course.
    Adherence to the Policy is intended to assure compliance with OSHA
    training policies.

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-   **International Union Operating Engineers (IUOE)** The key focus of
    the IUOE ATT pilot is their peer-trainer instructional staff with
    efforts devoted specifically to web-based programs that address
    1910.120, radiation safety, and medical surveillance. IUOE believes
    that web-based methods provide a valuable aid to instructors in
    mastering complex subjects (radiation and medical surveillance) with
    which, as peer instructors, they have less experience. The 29 CFR
    1910.120 CBT course must be completed before taking the
    Train-the-Trainer course. (The 1910.120 course is currently being
    re-developed using the WebCT platform.) Materials are delivered
    on-line through an in-house server but CD-ROM versions are also
    available. A final effort is devoted to integrating CBT course
    record keeping with other course records.

**NIEHS Superfund Job Training (SuperJTI) Initiative Supplemental
Grant**

NIEHS, over the past three years, has worked with EPA to support the
Superfund Job Training Initiative (SuperJTI). This collaboration has
allowed EPA and NIEHS to partner and provide much needed training
particularly in disadvantaged communities to priority sites across the
US. Some of the previous sites include: Agricultural Street Landfill
-New Orleans, LA; Taracorps Site - Granite City, IL; Dutch Boy Site,
Chicago, IL; Douglas Road Site -- Mishawaka, IN and East Palo Alto, CA.

To continue the NIEHS commitment to SuperJTI training in collaboration
with OERR for the period of September 1, 1999 to August 31, 2000, the
NIEHS encouraged the MWTP awardees to use existing funds to apply for
training at SuperJTI priority sites. While under the HWWTP program,
NIEHS solicited responses to administrative supplements up to \$100,000
for focused training on the priority sites.

NIEHS made two new supplemental awards to HWWT awardees, DePaul
University and International Chemical Workers Union (ICWU). DePaul
University received a supplemental award to perform training of
residents in 3 SuperJTI communities, Kerr-McGee Superfund Site, West
Chicago, IL; Reilly Tar and Chemical, Indianapolis, IN; and the
Washington Navy Yard, Washington, DC. ICWU received a supplemental award
to provide training to residents of the Copper Hill community. Also,
Laborers-AGC targeted their MWTP program in San Francisco, CA to the
Bayview Hunters Point Navel Shipyard, a SuperJTI site. In total, the
NIEHS awardees reached 161 trainees. See chart below with information on
each program. Descriptions of each of the training programs are located
in Appendix 21.

+-------------------+---------+---------------------------+-----------+
| **Superfund Jobs  |         |                           |           |
| Training          |         |                           |           |
| Initiative**      |         |                           |           |
+-------------------+---------+---------------------------+-----------+
| **Awardee**       | **Pr    | **Site Name and           | **Number  |
|                   | ogram** | Location**                | of        |
|                   |         |                           | students  |
|                   |         |                           | trained** |
+-------------------+---------+---------------------------+-----------+
| DePaul University | HWWTP   | Kerr-McGee Superfund Site | 63        |
| in collaboration  |         | -- West Chicago, IL       |           |
| with Alice        |         |                           |           |
| Hamilton          |         | Reilly Tar & Chemical,    |           |
| Occupational      |         | Indianapolis, IN          |           |
| Health Center     |         |                           |           |
|                   |         | Washington Naval Yard     |           |
|                   |         | Site -- Washington D.C.   |           |
+-------------------+---------+---------------------------+-----------+
| Clark Atlanta     | MWTP    | RSR Site --West Dallas,   | 7         |
| University in     |         | TX                        |           |
| collaboration     |         |                           |           |
| with Xavier       |         |                           |           |
| University        |         |                           |           |
+-------------------+---------+---------------------------+-----------+
| International     | HWWTP   | Copper Hill, TN           | 58        |
| Chemical Workers  |         |                           |           |
| Union Council     |         |                           |           |
| (ICWUC)           |         |                           |           |
+-------------------+---------+---------------------------+-----------+
| Laborers-AGC      | MWTP    | Bay View Hunters Point,   | 33        |
| Education &       |         | San Francisco, CA         |           |
| Training Fund     |         |                           |           |
+-------------------+---------+---------------------------+-----------+

**NIEHS Y2K Supplemental Training Awards**

As the Nation approached the turn of the Century, increasing attention
was devoted to matters associated with the "Year 2000 Computer
Technology Problem," otherwise known as the Y2K problem. Of particular
concern were commercial and industrial activities involving hazardous
and toxic materials. The first two Hazwoper sectors, waste site
operations and RCRA/TSD facilities were among those activities of
particular concern owing to the nature of these operations. Emergency
response activities were of even more concern, as the emergency response
personnel, whether on-site or off-site, will be required to respond to
any emergency arising from Y2K induced incidents which constitute an
emergency.

NIEHS supported supplemental applications to provide additional
resources to awardees for the purposes of responding to near-term
training requests arising as a consequence of the Y2K problem. Such
training included special supplemental training involving new training
objectives associated, for example, with manual process operations;
focused refresher training; and Y2K problem awareness training. In
addition, supplemental funds were used to meet needs directly associated
with responding to Y2K training issues such as travel to local, state,
or regional meetings for contingency planning. Supplemental grants were
provided in order to avoid major impact on the awardees core program
particularly in view of the near-term emerging need. This could include
training facilities, attendance at Y2K pertinent local/State/Regional
planning meetings, consultants to aid in training needs assessments, or
training product development.

Y2K supplemental awards included the following accomplishments:

**International Chemical Workers Union Council (ICWUC)**

Starting in September 1, 1999, the ICWUC was awarded a supplemental
grant to prepare workers and their facilities for the potential effects
of the Y2K problem in plants handling or producing Highly Hazardous
Chemicals. The key industrial area identified was possible system
failures due to embedded chips (microprocessors) which are used in
millions of

applications throughout modern facilities. Although there had been
extensive publicity and efforts before September 1, 1999 to address the
potential failure of data processing systems, little attention had been
given to embedded microprocessors which control operations, information
sent from processes (temperature, pressure, concentration, flow, etc.)
to the integrated control system and microprocessors in vehicles,
monitoring equipment and other emergency response equipment. The
Center\'s training concentrated on the means to

investigate and determine the need for correction of hazards,
modification of response and operation plans, possible actions that can
be taken to find, correct and prevent Y2K related releases, sources of
information, recommendations for changes in the Emergency Response

Plans and HAZMAT team training/preparation/equipment and, initiate
efforts towards greater inherent process safety. The target population
of this Y2K awareness training included workers, supervisors,
management, union officials, local emergency responders and others. In
the first stages of this grant, we conducted research with participants
and staff to develop a training module, which has subsequently been
incorporated into all of our training delivery during the past year.

-   **International Association of Firefighters (IAFF)**

This past year, the IAFF Y2K emergency responder program helped the site
peak at nearly 127,086 hits in the month of December, 1999 (corrected
data as reported by 4Web Services, Inc.). This growth of hits can be
directly attributed to extensive curricula development efforts, success
with new ATTs, and the NIEHS Y2K Supplemental Training project. Over the
past 10 months we have averaged 80,000 hits per month. This average
represents a three-fold increase over our first month in operation.

## Minority Worker Training Program Development

The MWTP completed its fifth year of training through six programs at
the Center to Protect Workers' Rights (CPWR), Clark Atlanta University
(CAU), Jackson State University (JSU), DePaul University (DePaul),
Laborers-AGC Education and Training Fund (Laborers-AGC), and the
University of Medicine and Dentistry of New Jersey (UMDNJ). The main
goal of this program is to recruit young people of color and provide a
vigorous training program that eventually leads to productive
employment. Over the past five years 1,647 young minority adults have
been successfully training in worker health and safety training for
construction and environmental cleanup. For the five-year summary, of
the 1,647 students trained, 1,072 trainees are employed representing an
overall job placement rate of 65% (See Appendices 6-9).

These six programs during the period of September 1, 1999 to August 31,
2000 provided training to 364 trainees in the 15 cities. These cities
are Atlanta, GA; Baltimore, MD; Chicago, IL; Indianapolis, IN; Jackson,
MS; Knoxville, TN; New Haven, CT; Exton, PA; Newark, NJ; New Orleans,
LA; New York City, NY; Oakland, Los Angeles, and San Francisco, CA; and
Washington, DC. Of those 364 trainees trained, 246 trainees are
gainfully employed. The courses provided ranged from Life Skills to
Environmental Technician training with a total of 193 courses offered
representing 127,023 contact hours (See Appendix 10).

**Demographics and Placement Data**

Of the 364 trainees this program year, 308 trainees were male, 56 were
female with the majority of trainees Black at 92% and Hispanic at 6%. A
complete breakout of demographic data is located in Appendix 11. The
progress report results over the past five years indicate that MWTP has
reached significant plateaus such as increasing the number of qualified
workers in environmental restoration, promoting worker empowerment, and
building institutional/community capacity to offer these training
programs.

Those programs that had exceptional job placement for this year were
CPWR, Laborers-AGC, UMDNJ, and JSU. See Appendix for a five-year summary
of job placement rates for all programs. Highlights from several of
these programs are below.

**Center to Protect Workers\' Rights**

CPWR, through its MWTP Consortia, conducted 18,158 contact hours of
training for 89 trainees in New Orleans, LA, Oakland, CA, Knoxville, TN
and Baltimore, MD. The overall job placement rate for the Center to
Protect Workers Rights was 61% with 54 trainees employed of the 69 that
graduated. There were several program sites that exceeded their goals,
Oakland and Baltimore for example. The Baltimore Project lead by the
IBPAT (Painters) District Council #51 in conjunction with the East
Baltimore Fair Chance Inc. successfully completed the MWTP by enrolling
15, having graduated 11 with l00% of the MWT program participants
employed. Baltimore Fair Chance provided the recruitment, aptitude
assessments, and other social services support to prepare the trainees
for the world of work. The International Union of Painters and Allied
Trades (IUPAT) through District Council 51 provided lead abatement,
first aid/CPR, scaffold erecting and introduction to the paint trade
(pre-apprenticeship). This project was considerably active with the
Brownfields community to keep abreast of the development activities
underway and planned for the community. As a result of this interaction,
ten trainees are now working in jobs in the Empowerment Zone.

**Laborers-AGC Education & Training Fund**

With an impressive final program year, Laborers-AGC has surpassed its
targeted goal of training 65 trainees. Collectively, Laborers-AGC
program trained a total of 86 participants in three urban areas: New
Haven, CT (34), San Francisco, CA (33), and Exton, PA (19). Seventy-six
percent or 66 of the total trainees are employed. Thirty-one graduates
(or 46 % of those graduates employed) are working in environmental jobs.
Twenty-five (or 37 %) of the graduates have been indentured into the
Laborers Construction Craft Laborer (CCL) Apprenticeship Program, a
comprehensive system that encourages lifelong learning and advancement.
Specifically, these results bring the total of trainees for the MWTP
over the past five years to 290 trainees. Nationally, during the past
five years, Laborers-AGC has improved worker safety and health for
targeted minority communities by providing job skills training to
approximately 470 trainees through its own MWTP (290), Brownfields MWTP
(40) and sub-grantee agreements (140). Increased training
accomplishments for this program year have been due to a variety of
demands for training ranging from a specified demand for training, to
decommission a nuclear power plant in New Haven, and to leveraging
resources with an EPA Brownfields Job Training Initiative Pilot in San
Francisco. In Exton, the driving force for training continued to be the
need to provide skilled workers to man a HUD demolition project.

**Jackson State University**

JSU, under the direction of the Technology and Industrial Arts of the
university, offered a combined total of 17 courses representing 12,010
contact hours of training to 42 students of which 4,930 were GED
training & certification, pre-employment skills, life skills, and
mentoring/career guidance. JSU worked in collaboration with the
Laborer's Local 145, Laborer's AGC Training Center in Livonia,
Louisiana, the West Jackson Community Development Corporation (WJCDC)
and the Job Corps Center. The trainees were recruited from the area
surrounding the JSU campus by WJCDC and the Job Corps Center located in
Crystal Springs, Mississippi. The job placement rate was 69% with 29 of
the 42 trainees obtaining jobs. Specific employment records indicate
that 13 trainees entered construction-related jobs, 7 asbestos, and 4 in
the hazardous waste field.

**Clark Atlanta University**

CAU in collaboration with Xavier University (XU) and the Laborers
International Union of North America (LIUNA) provided a successful year
of training. XU and CAU initially enrolled a total of 47 trainees into
the program (CAU -- 21, XU -- 19) with 7 students under the Super JTI
project at the RSR Smelter Site in West Dallas, TX. The program goal was
to provide construction and environmental cleanup training and job
placement assistance to disadvantaged minority residents in Atlanta, GA
and New Orleans, LA. The program was comprised of three phases: (1)
basic skills, (2) technical skills, and (3) job development/job
placement. Both CAU and XU were responsible for the basic skills and job
placement components of the training program. LIUNA collaborated with
their local training affiliates in Decatur, GA and Livonia, LA to
provide technical training. The technical training courses included 80
hours of basic construction skills training, 80 hours of basic superfund
site worker training, 40 hours of lead abatement training, and 40 hours
of asbestos abatement training. In all, CAU offered 36 courses which
corresponds to \$15,740 contact hours.

The overall job placement rate for CAU was 70% with 33 of the 47
trainees employed. Twenty-nine trainees successfully completed all
levels of the basic skills training and 26 students completed various
components of the technical training. Of the 26 students who completed
technical training, 80% are working (46% environmental, 23%
construction). Job placement for the 7 SuperJTI trainees are in Appendix
21.

**Program Changes and Accomplishments**

These training programs over the past five years provided a diverse,
educational and occupational training service to the communities that
they targeted. By providing a trained and skilled workforce, the
communities and the individual trainees have all benefited from these
programs. Some of the highlights of these accomplishments are below with
specific areas of emphasis. The areas of emphasis include Advanced
Training/Career Opportunities, Leverage Resources, and the Development
of Robust Trainee Tracking Systems.

**Advanced Training/Career Opportunities**

The career development path of the trainees engaged in this training has
evolved since the inception of the program in 1995. The primary focus
has continued to be environmental remediation training, but the avenues
available for trainees to enter into these fields have greatly improved.
The increased emphasis to careers instead of jobs has sharpened the
training opportunities to longer-range skill development options. These
improvements include entry into apprenticeship programs and
collaboration with other specialized skills training such as nuclear
worker and environmental technician training. In particular, many
awardees have opted to call their programs "pre-apprenticeship programs"
and tailor each series of training to focus on successful entry of their
trainees into certified apprenticeship schools. Several programs have
worked diligently to develop relationships with apprenticeship schools.
Those include Laborers-AGC, CPWR, and UMDNJ.

**University of Medicine and Dentistry of New Jersey**

UMDNJ has formed the New Jersey/New York Consortium, which has a
long-standing relationship with the apprenticeship programs in their
area. Union status training is designed to assist trainees\' entry
primarily into construction and environmental assessment and cleanup
work, and secondarily into employment. Being a member of a union results
in higher wages, better benefits, and contribution toward pensions,
better workplace standards and improved health and safety protection.
Being an apprentice member of a construction union typically obligates
trainees to maintain enrollment in a multi-year apprentice program. In
the case of the New York District Council of Carpenters, the apprentice
program lasts four years and is free to all apprentice union members in
good standing. Other members of the building trades have similar
programs, including the Painters, Sheet Metal, Stationary Engineers and
the Laborers. Due to this strong relationship with the unions, 25
trainees completed the program out of the 30 students enrolled, which
represents an overall job placement rate of 83%. Of the 18 trainees
working, 14 (78%) are members of construction unions, including seven in
the Carpenters, two in the Sheetmetal Workers, four in the Laborers, and
one in the Painters Unions. Wages Trainees who are currently working are
earning an average of \$16.00 per hour (\$26 including benefits). The
minimum wage earned is \$12.00 per hour, while the maximum is \$24.00
per hour.

> TABLE 10: EMPLOYMENT STATUS FOR EPA-MWT PROGRAM GRADUATES: 1999-2000

  ------------------- ------------------------------------- -----------------------
  [SIC                [Description]{.underline}             [Number of
  Code]{.underline}                                         Trainees]{.underline}

  1751                Carpentry Work Contractors            7

  1761                Sheetmetal Work Contractors           2

  8711                Environmental Consultants             4

  1799                Asbestos Removal Contractor           4

  1721                Painting Contractor                   1

                      **TOTAL**                             **18**
  ------------------- ------------------------------------- -----------------------

**Laborers-AGC Education & Training Fund**

Laborers-AGC is currently in their third year of linking their NIEHS
program with the Laborers Construction Craft Laborer (CCL)
Apprenticeship Program, a comprehensive system that encourages lifelong
learning and advancement. According to Laborers-AGC, the U.S. Department
of Labor\'s Bureau of Apprenticeship and Training formally recognized
National Apprenticeship Standards for the Construction Craft Laborer in
1994. These standards serve as a model for affiliate funds seeking to
establish their own apprenticeship programs and to further expand the
quality and number of training courses available to Laborers. As a
result of this linkage, 37 % of the current graduates have been
indentured into the Apprenticeship Program.

The New Haven, CT program more than doubled their goal of trained
participants this program year on to the prescribed Phase II,
Construction and Environmental skills training. The program was expanded
and modified this year to meet a demand for skilled workers in the New
Haven area. The opportunity for trained Radiation Protection Workers was
identified to decommission and demolish the Connecticut Yankee Power
Plant in nearby Haddam, CT. The additional trainees received 120 hours
of Basic Radiation Protection Worker training and an additional 24 hours
of site-specific plant access training provided by their employer as
well as additional life skills training determined by the results of
their interviews and initial assessments. Coordination between the New
Haven program and the New England Laborers CCL Apprenticeship Program
has been extremely influential in the outcome of job placement efforts.
Salaries range from \$22,500 to \$36,500. Ninety-two percent have been
indentured into and employed through the Laborers CCL Apprenticeship
Program while others obtained employment as journeymen in Local 455 in
New Haven. All trainees that graduated are gainfully employed working
for union contractors.

Coordination with various unions as well as extensive and early job
development efforts has resulted in the San Francisco program attaining
a 91 % job placement rate for its graduates. Annual salaries range from
\$17,280 to \$48,000. Of the 30 employed, 27 are employed in
environmental remediation. Collaboration between the San Francisco
program and the Northern California Teamsters Apprenticeship Program was
continued this year to train two participants in Class A Commercial
Drivers License, Ready Mix and Hazardous Materials Transportation
Awareness.

**Leverage Resources**

Due to the longevity of the training programs and the need to provide
supportive services to trainees, many awardees worked collaboratively
with other local, state, and federal agencies to provide additional
resources. The additional resources coupled with the trainees\'
incentives that each awardee provided to the trainees, the robust job
readiness training and mentoring components, the trainees were better
prepared for their entry into the world of work. The other supportive
services included childcare services, transportation subsides, and
general basic necessities such as housing and food while trainees were
enrolled. It has been shown without these services, trainees have a
higher rate of absenteeism that eventually lead to trainees dropping or
being dismissed from the training program. Programs that have been
instrumental in providing these services include Laborers-AGC and
DePaul.

**Laborers-AGC Education & Training Fund**

As a result of a successful first year of the New Haven program and its
obvious commitment to improving the economic independence of community
residents, new partnerships have been forged in the community to
facilitate the success of the program. Transportation, daycare,
recruitment, placement and follow-up have all been addressed through new
alliances. The Regional Growth Connection (RGC), a Regional Growth
Partnership affiliate, and the Rideshare program provided committed
transportation support for this training. Rideshare is a non-profit
organization that supplies vanpool services to companies and programs on
a monthly/mile basis at a fixed rate. This van service was used to
transport classes to and from the training center in Pomfret, NELTA, and
to and from Connecticut Yankee, the nuclear power plant decommission and
demolition site. Currently, employees of the Connecticut Yankee Project
Company are utilizing the service and will continue to use the vanpool
for the duration of their employment.

In addition, the Department of Labor (DOL) has continued approval this
year for the New Haven program to serve as a DOL approved program,
thereby entitling its qualifying participants to state reimbursement for
childcare while they are in the program. Another new partnership was
developed with the New Haven Opportunities Industrialization Center
(OIC) to address long-term recruitment efforts and preliminary
screening. A feeder program was developed through the OIC to address
interest vs. compatibility issues, GEDs, driver's licenses, aptitude
testing and alternative placements for those not currently qualifying
for the MWTP. This program has also served as a reservoir to draw from,
as new recruits are needed for the expanding MWTP. This long-term
relationship will also address the need to work closely and consistently
with a flexible organization to provide a portion of the life skills.

**DePaul University**

The Indianapolis program represented a new training opportunity for
DePaul. DePaul\'s partnership with Indianapolis Opportunities for
Industrialization Centers (OIC), Indiana OIC State Council, Indianapolis
Private Industry Council (IPIC), Reach Out and Restore (R.O.A.R.) and
the John H. Boner Center was a major reason for the success of their
program. Each of the partners provided valuable resources to support the
development of the trainees throughout the program. For example,
R.O.A.R. is a not-for-profit community development center that offers
computer training, child daycare, and shelter for homeless or abused
women. The John H. Boner Center offers a social service program that
allows case managers to work with individuals to remove barriers such as
lack of food or clothing, inability to pay rent or utilities, mediation,
and advocacy. The Boner Center also houses the Career Corner, a
neighborhood based employment center with case management services.

Specific roles were assigned to include the screening and recruitment
processes that were headed by OIC with some assistance from R.O.A.R. and
the Boner Center. The training was held in classrooms at the Metro
Center Church in Indianapolis that houses R.O.A.R. and a satellite OIC
office. With the training situated at the church, trainees were able to
receive a hot lunch each day from the OIC Hospitality Program, and they
were able to use the onsite daycare facility operated by R.O.A.R. At the
conclusion of the training program, the John H. Boner Center provided
the asbestos license fee for each graduate and physicals were provided
by the Indiana State OIC office.

**Development of Robust Trainee Tracking Systems**

To effectively manage the training programs, each awardee developed
trainee-tracking systems. As a requirement of their award, each awardee,
at a minimum must provide tracking of their graduates for a period of 6
months. Since the beginning of the program, several different systems
and strategies for trainee tracking were developed with significant
changes over the years to improve and make the systems more robust.
Highlights from tracking systems developed from LABORERS-AGC and DePaul
will be discussed.

**Laborers-AGC Education & Training Fund**

Trainees in the LAGC MWTP generally experience a smooth transition to
the workforce through the Laborers' Construction Craft Laborer (CCL)
Apprenticeship Program. Due to the LABORERS-AGC collaboration with the
Construction Craft Laborer Apprenticeship program, the tracking of job
placement process is more seamless as it is mandatory that apprentices
stay in contact with their Apprenticeship Coordinator and/or Union
Business of their local union. In addition to the individual case
management also provided by community based organizations, employment is
also tracked through information gathered from refresher courses.

This system developed by the Laborers-AGC of tracking students in
refresher courses was first successfully implemented in their EPA-
Hazardous Waste Training Program as well as their DOE Hazardous Waste
Training Program. Trainees return for their annual HW Refresher course
and, at that point in time, are asked to identify their job locations
and the type of work they performed. This data is gathered through the
HW Refresher Application and added to a database so that reports can be
generated as needed. In addition, Laborers-AGC documents the hazardous
waste or environmental remediation sites at which new hazardous waste
workers may be expected to seek employment. This information is obtained
in several ways. The training funds, with their business agents, know of
the work needs in the area and try to tailor their course offerings to
meet those needs. Training Funds also identify potential work sites for
Laborers-AGC so that planning for courses can be done. In addition,
Laborers-AGC follows all new large environmental jobs or which have
already been contracted for the past five years. They also categorized
these job sites as to type of work (hazardous waste, LUST, or other)
and/or as to governmental jurisdiction/program (EPA Superfund, EPA
Resource Conservation and Recovery Act (RCRA), Department of Defense,
other Federal or State government agency).

**DePaul University**

As an ongoing system of trainee tracking, DePaul maintains contact and
follow-up with each MWT student up to one year from the date of
graduation. Sub-contractors and /or community-based partners submit
information such as the name of employer, salaries, and family status to
DePaul. The DePaul\'s tracking system will house information about each
student both electronically and on hard copy. The DePaul tracking system
assigns each student a number according to the type of program (MWT,
BMWT, etc.), the year, state, and student. The student numbers are
developed before data is entered to satisfy the data entry requirements
of the WETP database. In addition to what is required by the WETP
database, the DePaul tracking system also includes a detailed student
profile that includes information such as the student\'s name, social
security number, employment and training history, and any notes about
contact with the student.

## Brownfields Minority Worker Training Program (BMWTP)

Through collaboration between the NIEHS and EPA, the NIEHS has targeted
current Brownfields Pilot Sites- specifically Brownfields Showcase
Communities, for the development of integrated minority worker training
programs. The existing model of the minority worker-training program has
provided the vehicle to provide workforce development and training to
urban cities around the United States. The NIEHS has partnered with the
US EPA to develop and fund these Brownfields Worker Training Pilots. The
EPA has transferred \$3M via Interagency Agreement to fund supplemental
awards under the Minority Worker Training Program.

The number of trainees at these sites has increased due to an aggressive
recruitment endeavor by several programs. The four awardees, Center to
Protect Workers' Rights (CPWR), Clark Atlanta University (CAU), DePaul
University (DePaul), Laborers-AGC Education and Training Fund
(Laborers-AGC) provided training to 440 local residents in the 11
Brownfields communities as indicated in the chart below. This increases
our number to 846 trainees receiving services for the past two years.
See Appendix 12. Of the 440 trainees, 275 are employed, which results in
a 63% employment rate as indicated in Appendices 13 & 14 . The
demographic chart located in Appendix 15 indicates that the majority of
trainees are male at 78%, and Hispanic at 23%. Also the bulk of our
trainees are in the age range of 26-35.

**Brownfields Minority Worker Training Program Awardees and Target
Communities**

+-------------------------+--------------------------------------------+
| **Awardee**             | **Brownfields Showcase Communities**       |
+-------------------------+--------------------------------------------+
| Center to Protect       | East Palo Alto, CA, Los Angeles, CA, Salt  |
| Workers'                | Lake City, UT, St. Paul, MN and Portland,  |
|                         | OR                                         |
| Rights                  |                                            |
+-------------------------+--------------------------------------------+
| Clark Atlanta           | Eastward Ho, FL and Dallas, TX             |
| University              |                                            |
+-------------------------+--------------------------------------------+
| DePaul University       | Chicago, IL; Kansas City, KS/MO; and       |
|                         | Baltimore, MD                              |
+-------------------------+--------------------------------------------+
| Laborers-AGC Education  | Lowell, MA                                 |
| and                     |                                            |
|                         |                                            |
| Training Fund           |                                            |
+-------------------------+--------------------------------------------+

Each of the programs were successful in building strong collaborative
relationships with the Brownfields Showcase Community and other
organizations working within the Brownfields communities. A detailed
description of each of the programs can be found at
http://www.niehs.nih.gov/wetp/bfield.htm. In addition to the
descriptions, specific data on program employment and contact hours are
vital pieces of information to determine the effectiveness of the
training programs. For the BMWTP, approximately 105,780 contact hours of
training were performed with 203 courses offered as described in
Appendices 16 &17. As described last year, several of these courses were
broader in scope than the MWTP with several programs offering 2 distinct
tiers or tracks of training one; one in environmental technology and one
in construction training. This diversity in training opportunities was
powerful in assisting trainees to become more marketable in the
environmental and construction community.

Several programs have made great strives during the second year of this
training. Those include Laborers-AGC, and DePaul. Specific projects in
Portland, OR; Lowell, MA; and Fort Lauderdale, FL will be described.

**Center to Protect Workers\' Rights**

CPWR proposed to train a total of 195 trainees for program year
September 1, 1999 to August 31, 2000 and actually trained 250 trainees.
One hundred seventy-three (173) trainees graduated and 154 trainees were
placed in a variety of jobs, mostly construction apprenticeships with
the carpenters' unions. CPWR, through its BMWT Consortia, conducted
66,082 contact hours of training for 250 trainees in East Palo Alto, CA;
Los Angeles, CA; Portland, OR; Salt Lake City, UT; and St. Paul MN. One
significant accomplishment was through the Portland project. One of this
year's program graduates, Emeric Hagens, will serve as the city's
assistant Brownfields coordinator. This student was initially placed in
a construction job. However, Portland Community College recognized his
high academic aptitude and assisted him in obtaining an internship with
one of the State Congressmen's office. After completing this internship,
he returned to the training program to complete his carpentry training.
He received city-wide recognition for his efforts and persistence and
was then offered the position as assistant coordinator.

**DePaul University**

DePaul University trained a total of 126 individuals for its Brownfields
Minority Worker Training (BMWT) program for the 1999/2000 fiscal year.
Of those 126 trained individuals, 88 were placed into jobs with the
majority being environmental jobs. Over 22,900 contact hours of
instruction were delivered to trainees and more than 1400 hours were
taught in courses such as lead abatement, HAZWOPER, asbestos abatement
and underground storage tanks. Training was completed Kansas City,
Missouri, Chicago, Illinois and Baltimore, Maryland.

[Kansas City, Missouri]{.underline}

The Kansas City BMWT Program delivered 29 graduates and 18 of those
graduates were employed at the conclusion of the program. Seventeen of
the graduates were employed in environmental jobs. Of the 29 trainees
from Kansas City, 25 were unemployed and 4 were under-employed when they
entered the BMWT Program.

[Chicago, Illinois]{.underline}

Fifty-three (53) individuals received training through Chicago\'s BMWT
Program and 39 of those individuals were employed at the time of the
progress report. DePaul University offered its BMWT Program in
partnership with the City of Chicago\'s Greencorps Program, the Local
Economic and Employment Development (LEED) Council and Bethel New Life.
The 53 participants included 29 from Greencorps, 10 from LEED Council
and 14 from Bethel New Life. Of the 29 students from Greencorps, 14 were
students who made it through the three-week probationary period of the
City\'s Greencorps program.

[Baltimore, Maryland]{.underline}

With two rounds of training, The Alice Hamilton Center delivered 44
trainees for the Baltimore BMWT Program. The first round of training
produced 19 students in April and the second round produced 25 students
in August forming a total of 44 trainees for the 1999/2000 year. Of
those 44 graduates, 31 individuals obtained employment after the program
and most are employed with environmental companies in the
Baltimore/Washington, DC area.

**Laborers-AGC**

This program administered by Laborers-AGC, in collaboration with the
University of Massachusetts Lowell, has proven to be a success in the
two-year implementation of the program. In the Brownfield Showcase
Community of Lowell, Massachusetts, the site of the program, the
Brownfields program is better known as the *Environmental J.O.B.S.
Program* and consists of two tracks of skills training -- Construction
Skills Training and Environmental Technician Training. While overall
student yield for the program is small in comparison to other NIEHS
Brownfield Programs, the success of essential program components is
unsurpassable. Student improvements in basic skills, GED acquisition,
coordination of community support and involvement and most importantly
job placement and job retention all boast success rates of 86% or
higher. The current job placement rate for graduates is 87% with
thirteen of the fifteen graduates currently working. Thirty-three % or
five graduates are employed in the environmental remediation industry.
The average yearly salary for those graduates receiving construction
skills training is \$36,962. The average salary for those receiving
training as environmental technicians is \$24,500. More importantly
after the second year of program implementation 86% of graduates from
year one of the program are currently employed. Sixty percent of those
graduates are still employed in the environmental field with average
annual salaries of \$34,300 and \$27,040 respectively for those trained
in construction and environmental technician job skills.

Success stories involving how the program has touched the lives of
graduates and improved their quality of life continue to be the
indicator of program accomplishments. One graduate, a black male from
Sierra Leone, who has been working through a temporary agency, was hired
full-time by a private environmental company as a sample technician at
the end of his contract at \$13.00/hr. A Hispanic male from Columbia, a
graduate of the environmental technician track was hired as a field
technician by another environmental company. He works at brownfield and
Superfund sites collecting samples and conducting Phase I Environmental
Assessments. He is interested in going on to college in environmental
science. He is currently taking a Computer-Aided Design course at the
University of Massachusetts Lowell. Also two construction program
graduates worked most of the summer removing lead paint from buildings
on Boston brownfield sites.

In addition to successful student employment in the environmental and
construction industry, entrepreneurial skills have also evolved as a
result of matriculation in the BMWTP. Two graduates have started their
own businesses, a Puerto Rican woman who graduated from the
environmental technician track has opened a Caribbean restaurant in
downtown Lowell. A Colombian man who graduated from the construction
skills track has started a transportation van company and is providing
school bus service to Lowell's charter school. The skills they gained in
the program gave them the confidence and ability to start these new
ventures.

Personal accomplishments of graduates exemplify the success of the
program's ability to improve the quality of life for program
participants. Two program graduates have bought houses through A
Coalition for a Better Acre's (CBA) Home Loan Program. Two Environmental
J.O.B.S. graduates are now members of the Environmental Sub-committee of
CBA's Executive Board. They are involved in developing community
education programs regarding environmental concerns in their community.

**Clark Atlanta University**

CAU, in collaboration with XU, Bass-Dillard Neighborhood Issues and
Prevention, Inc. (Bass-Dillard), New Start For Economic and
Environmental Justice (New Start), Laborers International Union of North
America (LIUNA), Center to Protect Workers Rights (CPWR), and local
union training providers (United Brotherhood of Carpenters (UBC) in Fort
Lauderdale, FL and LABORERS-AGC in Livonia, LA and Grandprairie, TX),
implemented its second cycle of Brownfields Job Training in Fort
Lauderdale, FL and West Dallas, TX. In addition, the CAU and XU provided
technical assistance to Bass-Dillard (FL) and New Start (TX) to assist
them in building a capacity to provide health and safety training.
Bass-Dillard and New Start worked with CAU and XU to coordinate basic
skills training for trainees enrolled in the training program. Trainees
enrolled in the training program in Fort Lauderdale attended six weeks
of basic skills training held on the campus of Dillard High School and 6
weeks of technical training provided by the UBC at their local training
facility in Fort Lauderdale. Trainees enrolled in the training program
located in West Dallas attended the Laborers-AGC training facility
located in basic skills training at the New Waverly Baptist Church in
West Dallas.

The technical training was provided by Laborers-AGC, which was held in
Grandprairie, TX and Livonia, LA. The program enrolled a total of 44
trainees (Fort Lauderdale -- 27, West Dallas -- 17). Of the 25 trainees
who completed all training requirements, 24 are working.

## Continued Operation and Support for a National Clearinghouse on Hazardous Waste Worker Training 

During the past year, NIEHS re-competed the contract for WETP station
support and awarded a new 5-year contract to OD Systems, a women-owned
company based in Alexandria, VA with a long history of experience in
administering government support contracts.

Technology continued to play a leading role in most of the work carried
out by the Clearinghouse during contract year 2000, its fifth year of
activity on behalf of the NIEHS awardees and the WETP. On-line
registration via the Web site, as well as a centralized database of
contact names, helped to streamline organization of the October awardees
meeting. New links were made between the Clearinghouse Web Page and
several hundred health and safety Internet sites. In addition, NIEHS
documents and reports were posted on the Web \-- including workshop and
awardee reports, the Y2K Handbook, and data to aid trainees in tracking.
The on-line version of the curricula catalogue, introduced in November
1998, facilitated inquiry management and the order fulfillment process
for awardee curricula. It has been updated continuously during the year,
whenever new curricula are received.

Throughout the past year, the new on-line version of the Weekly
[Newsbrief]{.underline} continued to generate time and cost efficiencies
because many readers now access the publication on-line, the mailing
list has been streamlined, yielding savings in photocopying, postage,
and handling costs. On-line Power-Point presentations were added to the
web \-- for Y2K and 10 year accomplishments.

## Trainee Environmental Job Tracking Initiative 

In our request for continuation applications, NIEHS again asked that
each awardee propose a system to track trainees and collect
post-training employment information. A number of the awardees have
proposed approaches which build on existing trainee registrations, while
others are creating innovative systems to catalogue employment
experience through refresher training exercises.

Examples of successful trainee tracking protocols such as Laborers-AGC
have been utilized to exchange techniques among the Worker Training
Community. Laborers-AGC has been developing a new data base that will
track training and trainee information for all Laborers-AGC affiliated
training funds, including those that conduct courses under the NIEHS
training program. The Laborers-AGC tracking database, when completed,
will be provided to all Laborers-AGC training sites to track their
training information. Information required by NIEHS will be provided to
Laborers-AGC directly from the training funds through a network system.

Each trainee who takes the Hazardous Waste Refresher (HWR) course at a
Laborers-AGC affiliated training site completes the refresher survey.
Completed surveys are forwarded to Laborers-AGC for trainee tracking and
for employment data analyses. From September 1, 1999 to August 31, 2000,
a total of 607 HWR application forms were scanned into the database.
These trainees identified 2,636 hazardous waste jobs that they have held
since their initial HW Worker training. Workers who were trained under
the EPA program held 958 of these jobs. An additional 3,132 workers held
other environmental remediation jobs including unexploded ordnance,
asbestos, lead, radiation, refinery or chemical spills, and underground
storage tanks. During the past year (1999 -- 2000), 308 workers held
hazardous waste remediation jobs. This number does not include other
types of environmental remediation work that may have been conducted at
a hazardous waste site.

In addition, the Clearinghouse has been tasked with supporting this
effort by providing technical assistance to awardees during this
process. During the first six months of the contract year, the
Clearinghouse helped coordinate and support several awardee pilots on
trainee tracking. Significant attention will continue to be dedicated to
trainee tracking during the second half of the contract year. Currently,
the Clearinghouse completed a technical report on trainee tracking which
evaluated the data which has been compiled and submitted by the
awardees, as well as made recommendations to NIEHS for the format and
critical data elements for tracking site worker job occurrences in
environmental remediation.

In addition to demographic and course data on trainees, Laborers-AGC
will input data on work history that is obtained from the new refresher
surveys. Other features will allow sites to track apprenticeship
training, identify workers with various certifications, track refresher
dates, create mailing lists, obtain individual trainee or class data,
compare data sets, and create customized reports.

## EPA Regional and Local Coordination 

Under the EPA Brownfields Program and the SuperJTI Program, OERR and the
Regional EPA offices, especially EPA headquarters, Regions 1, 5, 6, and
9, were working with NIEHS to address specific projects. Some of those
projects included the SuperJTI programs in Indianapolis, IN; Chicago,
IL; Dallas, TX; and Washington, DC; as well as the 11 sites of the
BMWTP. In particular, the Showcase Communities coordinators in Lowell,
MA; East Palo Alto, CA; and Los Angeles, CA were substantially involved
with the development and implementation of the programs.

## Third Annual NIEHS National Trainers Exchange -- April 10-11, 2000 

The third NIEHS National Trainers Exchange was held at the Maritime
Institute in Baltimore, Maryland on April 10-11, 2000. The Exchange
presented a great opportunity for trainers to explore new hazmat-related
information and learn about participatory training methods. Over 175
people attended the Trainers Exchange from across the country. An
initial session entitled ***NIEHS WORKER TRAINING PROGRAM AFTER 13
YEARS: WHERE WE\'VE BEEN, WHERE WE\'RE GOING, AND WHAT ROLE DO WE PLAY
IN THE DEVELOPMENT OF A SUCCESSFUL FUTURE***, was presented by NIEHS
staff members, set the tone for topics to be explored by the trainers.

The purpose of the Trainers Exchange was to bring together trainers from
across the nation and from many different backgrounds so that they may
exchange information on training techniques, new topics in hazardous
waste training, and the challenges faced by trainers, among other
issues. Nearly 200 trainers from across the country representing dozens
of organizations participated. Response to this Trainers Exchange was so
overwhelming that registration had to be closed weeks before the event.
Participants attended to numerous presentations and workshops that
displayed the latest developments in the delivery of training to select
worker audiences. A summary of the Trainers Exchange and a compilation
of the materials presented will be made available through the
Clearinghouse web page in the near future.

The various workshops provided an opportunity to gain knowledge and
skills in one particular aspect of developing an action-based training
program. In a Forum Theater format, problems were shown in an unsolved
form to a group; the group participants were invited to suggest and act
out solutions. This participatory training method gives participants an
opportunity to practice and analyze a variety of strategies or tactics
available for tackling relevant work related problems.

Roundtable discussions focused on the unique role that worker-trainers
could play in facilitating collective action to address workplace health
and safety issues. Trainers discussed the various ways that
worker-trainers can facilitate action, both during and after training.
Trainers also looked at the skills and institutional support that
worker-trainers need in order to succeed and also at the obstacles that
they face.

## Technical Workshops on Lessons Learned in Advanced Training Technology in Safety and Health

[Worker Training and the Internet: A Resource and a Training
Medium]{.underline} was the initial technical workshop held during April
1999 in Denver, Colorado to explore Advanced Training Technology (ATT).
Both computer-based training and on-line distance learning have become
invaluable resources for hazardous waste and emergency response training
information. Worker access to the Internet has provided quick
information on locations of hazardous waste sites, types of chemical
hazards, methods of accident and exposure prevention, details about
choosing and using personal protective equipment, suggestions about
monitoring and surveillance, and a myriad of other topics of critical
importance to worker safety and health. Many of these Internet resources
are linked to the NIEHS Clearinghouse Web Page. This technical workshop
and companion research paper survey resources are currently available
on-line to aid in hazardous materials training and will examine efforts
to evaluate the effectiveness of these training methods and resources.

**ATT PILOTS LESSONS LEARNED WORKSHOP -- MAY 2000**

The 1999 ATT Workshop Report served as the basis for the subsequent WETP
competitive supplemental grants awarded to several of the grantees for
the purpose of pilot applications of ATT. A "Lessons Learned Workshop on
Advanced Training Technology in Health and Safety" was held on May 2,
2000 for the purpose of examining the progress, problems, issues, and
lessons learned to date among the ATT supplemental awardees. Final
Summary Reports from these awardees were submitted to WETP as part of
the Annual Progress Reports in early July 2000.

ATT supplemental awardee organizations participating in the "Lessons
Learned" workshop were: United Auto Workers (UAW), George Meany Center,
Hazardous Materials Training Research Institute (HMTRI), International
Union Operating Engineers (IUOE), and the International Association of
Fire Fighters (IAFF) (Y2K supplemental awardee-Internet focused). The
Laborers-AGC, although not an ATT supplemental awardee, also attended
because they have devoted significant efforts in the ATT arena over the
past few years. Representatives from the Idaho National Environmental
and Engineering Laboratory (INEEL) Center for Performance Improvement,
consultants to NIEHS WETP, also participated, presented, and discussed
results of their recent survey of the ATT supplemental grantees. The
purpose of this report is to present highlights of the progress achieved
by the participating organizations, identify the lessons learned to date
in the ATT pilots as expressed by the participants, provide the views of
the INEEL consultants on the ATT pilot projects, and summarize the
issues discussed by the workshop participants during the open forum
session that concluded the workshop.

The Lessons Learned report (<http://www.wetp.org/att/att.shtml>) is
intended to provide a "mid-course" snap-shot of the WETP ATT pilot
projects and to articulate individual factors of potential importance to
the future advancement of ATT by the WETP. Information presented in the
ATT supplemental awardees Summary Reports in early July and from the
WETP INEEL consultants are a source of information as well.

**ATT CAPACITY BUILDING WORKSHOP -- OCTOBER 2000**

The culmination of the ATT Lesson Learned process was the conduct of an
ATT workshop during the WETP Awardee Meeting held on October 16-18,
2000. The ATT Workshop was held on the afternoon of October 17th and the
morning of October 18th.

Unlike previous WETP technical workshops, there was no "strawman"
developed for this workshop. The two previously issued WETP-ATT Workshop
reports and the recently issued WETP Guidance served to frame the basis
for the workshop. The ATT self-assessment evaluations, conducted by the
INEEL consultants, served as the basis for the breakout session
organization. Another purpose of the workshop was to validate and
construct the foundation for the "Support Program" activity established
in the "Guidance," this somewhat different approach was seen as an
effective mechanism. Two "worksheets" "Barriers Analysis" and "Outcomes,
Criteria and ATT Alternatives" further served to facilitate the breakout
groups interactions and discussions.

The workshop provided a basis to focus on the following main objectives:

-   Develop a more comprehensive understanding of the "self assessment
    survey" by each individual awardee organization.

```{=html}
<!-- -->
```
-   Provide an environment to discuss ATT in more detail with other
    awardees with differing levels of ATT experience and share details
    about the selection, application, benefits, difficulties, support
    requirements, barriers, and merits of ATT.

```{=html}
<!-- -->
```
-   Provide a basis upon which to both assess the appropriateness of the
    WETP ATT Guidance and the implementation of the "support program."

## Brownfields 2000 Conference: \"Research & Regionalism: Revitalizing the American Community\".

Representatives from the NIEHS Worker Training Community attended the
Brownfields 2000 Conference in Atlantic City, NJ on October 11, 2000.
The theme of the conference was \"Research & Regionalism: Revitalizing
the American Community\". The meeting provided an excellent setting to
promote the WETP Minority Worker Training Program and Brownfields
Minority Worker Training Program

The conference was presented by the Engineers\' Society of Western
Pennsylvania under contract with the US EPA. There were limited
presentations from the job training, health & safety and public health
community, however, NIEHS encouraged the BMWTP Awardees to attend
various sessions of note within the worker training subject area. Those
sessions were:

\* Idle Property + Trained Workers = Job Opportunities

\* Do No Harm: Protecting Public Health at Brownfields

\* Environmental Justice: Communities in the Driver\'s Seat

\* Hey Neighbor! Tapping All Brownfields Resources

\* DealMakers and Risk Takers: Meet the Brownfields Developers

\* Brownfields Showcase Communities: Models of Effective Local-Federal
Collaboration

\* Everybody Wins: The Superfund Redevelopment Initiative

\* Marketplace of Ideas -Involving Youth (table) and Computer 3-Online
Environmental Technology Training (computer)

\* Poster Session -OSHA Requirements for Brownfields Site Operations,
HUD-Diligence: Requirements and Competitive Criteria for HUD Funding and
Public Health Issues in Brownfields Development

In addition to the sessions, a meeting of all of the NIEHS Brownfields
MWTP recipients was held on Wednesday, October 11 from 9:00 am to 12
noon at the Atlantic City Convention Center in Room 202. NIEHS Awardees
meet separately from 9:00 am to 10:30 am. During that time, the Awardees
provided brief updates on past training initiatives and plans for the
future. From 10:30 am to 12 noon, there was a joint session between
NIEHS programs and the EPA Brownfields Job Demonstration Pilots for an
opportunity to share and exchange information. Ms Beard, Mike Senew
(HMTRI) and Myra Blakely (EPA) organized this session. There were
approximately 30 people in attendance at this meeting.

## Program Update for FY 2000 (Sep 1, 2000-Aug 31, 2001)

## Request for Applications (RFA) Development Process and New 5 Year Awards

After substantive meetings with a number of EPA program staff during the
past year and evaluation of past program accomplishments, NIEHS released
the next formal program announcement for the WETP requesting
applications to support training activities over the next five year
period (FY 2000-2004). The EPA Request for Applications (RFA ES 99-009)
included three distinct components for EPA supported programs: the
Hazardous Waste Worker Training Program, the Minority Worker Training
Program, and the Brownfields Minority Worker Training Program. A notice
of availability was published in the NIH Guide to Grants and Contracts
on Friday, August 28, 1999 announcing that NIEHS would be accepting new
applications with a receipt date of November 19, 1999 and would be
planning to fund 15 to 20 new cooperative agreements over the five year
period, subject to the annual availability of funding. The formal
program announcement describe the hazardous waste worker training
program and its specific objectives, delineated grant application
procedures, defined characteristics of the programs to be funded and
established review criteria and procedures.

The EPA Request for Applications (RFA ES 99-009) referenced authorized
funding availability in three program components including the Superfund
Worker Training Program (\$20 million from EPA), a Minority Worker
Training Program (\$3 million from EPA) and the Brownfields Minority
Worker Training Program (\$3 million from EPA).

## New Awards to Support Worker Training Activities

By the November 19, 1999 deadline, the NIEHS Division of Extramural
Research and Training (DERT) had received twenty-nine (29) completed
applications for worker training cooperative agreements. The total one
year budget request of the 29 applicants was over \$60 million.
Twenty-one (21) of the applications were for the EPA Superfund Worker
Training Program requesting over \$45.7 million in initial year support.
After an initial staff review, one of the applications was judged to be
non-responsive to the RFA and returned to the applicant without further
consideration.

The remaining 28 applications were then forwarded to members of the
Special Emphasis Panels (SEP). This included twenty (20) applications
for EPA-related funding and eight (8) applications for DOE-related
funding. A Special Emphasis Panel for the NIEHS WETP RFA was convened on
February 22-24, 2000 for EPA. Of the twenty responses to RFA ES-99-009
(EPA) which were reviewed, 4 were ranked in the outstanding range; 13
were considered in the excellent range; one was considered very good;
one was considered good; and one application did not receive further
consideration. Priority scores ranged from 113 through 239.

The National Environmental Health Sciences Advisory Council (NAEHSC)
held a formal review of the WETP RFA process during its meeting in May
2000. The Council members found the program to be tackling important
environmental health issues and voted to approve the formal peer review
process.

Twenty million dollars of the FY 2000 funds were allocated to continue
support for the Superfund Worker Training Program to train hazardous
waste workers and emergency responders. Three million dollars of the FY
2000 funds were allocated to continue support for the MWTP and \$3
million to support BMWTP. As a result of the Interagency Agreements,
NIEHS awarded:

-   17 EPA/HWWTP awardees received awards totaling \$19,040,000

-   6 EPA/MWTP awardees received awards totaling \$3,000,000

-   5 BMWTP awardees received awards totaling \$3,000,000

See Appendix 18 for detailed list of new awards. Budget adjustments in
the proposed funding plan are based on the training needs of high risk
populations, national geographic coverage in training availability and
the published program priorities for training support. Consideration has
also been given to previous funding patterns, awardees' efforts to
generated program income for independently continuing their programs,
and the carryover of unexpended funds from prior years. A description of
the new programs is included as Appendix 19.

## WETP Staff Activities

The WETP staff is very active in exploring new areas of workplace safety
and health training related to the mission of the program. The staff has
been involved in a number of activities to stimulate interest in, and
knowledge about, the NIEHS and the WETP. The staff has continued to make
presentations at various conferences and meetings on the success of the
program and have participated in outreach activities with EPA regional
offices and other federal agencies. For a complete list of activities
please see Appendix 20.

# Conclusion

The EPA/NIEHS WETP continues to play a critical role in assisting the
EPA in implementing its primary objective of reducing and controlling
risks to human health and the environment at hundreds of hazardous waste
sites across the nation. NIEHS has made significant contributions to the
achievement of outcome measures in numerous EPA objectives, including:
training of workers for RCRA Subtitle I programs in underground storage
tank remediation, for hundreds of remedial action construction
activities of National Priority List sites, for cleanup activities at
DOE and DOD contamination sites and facilities; and for hundreds of
workers and professionals for state-lead, tribal and Brownfields-related
contaminated sites. New data collection requirements are being
implemented to capture site-specific data on the nature of employment of
trainees of the NIEHS programs. These will supplement the current
rigorous data collection efforts which document specific measurable
outcomes of HAZMAT training and which verify the retention of curricula
learning objectives.

Since the beginning of the program, data have been collected to document
the training accomplished, as well as to document the outcome and
performance measures that have resulted from training delivery. The WETP
has utilized \"Cost per contact hour\" as an important programmatic and
fiscal yardstick to gauge the cost-effectiveness of awardee training
delivery. Throughout the life of the program, the costs of training
delivery have been driven down significantly. To assure compliance with
the GPRA, the WETP will continue to supplement its program
accomplishment measures with an ongoing analysis of training delivery
costs.

An educational objective of virtually every NIEHS funded training
program is to raise awareness, and concerns about hazardous materials,
and to positively affect health and safety attitudes. Evaluators have
reported a wide array of post-training enhancements in these areas for
thousands of students. Perhaps the most dramatic evidence of training
program success comes from specific information on post-training
hazardous materials incidents. Both workers and managers who have
experienced these incidents have related their perceptions of the
program\'s impacts in improving response actions and saving lives,
health and property.

Positive changes in measures of personal protective practices have been
recorded by a number of evaluation programs. Evaluators have also
documented systemic changes in work site programs, policies, plans and
equipment that have been attributed to NIEHS training grant programs.
Finally, a number of studies have looked at the ability of NIEHS funded
training programs to catalyze additional site-based training. Several
programs have documented that the compounded benefits of \"secondary\"
training or sharing of information which has reached hundreds of
thousands of co-workers including managers and supervisors. Evaluation
of the programs will continue to be developed. It is important to
conduct research in the area of evaluation to quantitatively determine
the impact of the program and to determine the need for changes in the
program.

The NIEHS worker training program must continue to meet the
Superfund-related national environmental goals of protecting workers and
communities from exposures to wastes at abandoned dumpsites and
currently operating facilities and from exposures related to the
storage, treatment and disposal of waste and chemical emergency
response. These goals will be achieved by responding to the nation\'s
changing needs for worker training in the area of hazardous waste
operations and emergency response to hazardous materials. The NIEHS
model programs will continue to encourage innovation for training
difficult-to-reach populations in a cost-effective manner.

[]{#__RefHeading___Toc505169092 .anchor}Appendix 1: Thirteen-Year
Summary

+------------------+----------------+----------------+----------------+
| **EPA HWWTP**    |                |                |                |
|                  |                |                |                |
| **THIRTEEN-YEAR  |                |                |                |
| TRAINING         |                |                |                |
| SUMMARY**        |                |                |                |
+------------------+----------------+----------------+----------------+
| **YEAR**         | **TOTAL        | **TOTAL        | **Total        |
|                  | COURSES**      | WORKERS**      | Contact        |
|                  |                |                | Hours**        |
+------------------+----------------+----------------+----------------+
| 1988             | 623            | 12,319         | 261,542        |
+------------------+----------------+----------------+----------------+
| 1989             | 1,353          | 29,827         | 551,832        |
+------------------+----------------+----------------+----------------+
| 1990             | 5,143          | 123,358        | 2,120,390      |
+------------------+----------------+----------------+----------------+
| 1991             | 2,731          | 58,637         | 878,673        |
+------------------+----------------+----------------+----------------+
| 1992             | 2,973          | 65,000         | 1,100,381      |
+------------------+----------------+----------------+----------------+
| 1993             | 2,651          | 56,000         | 789,226        |
+------------------+----------------+----------------+----------------+
| 1994             | 4,025          | 65,716         | 1,102,234      |
+------------------+----------------+----------------+----------------+
| 1995             | 4,667          | 81,245         | 1,391,440      |
+------------------+----------------+----------------+----------------+
| 1996             | 4,752          | 73,724         | 1,087,919      |
+------------------+----------------+----------------+----------------+
| 1997             | 4,212          | 79,976         | 1,041,792      |
+------------------+----------------+----------------+----------------+
| 1998             | 4,810          | 84,261         | 1,091,932      |
+------------------+----------------+----------------+----------------+
| 1999             | 3,980          | 74,013         | 954,935        |
+------------------+----------------+----------------+----------------+
| 2000             | 4,123          | 75,149         | 983,135        |
+------------------+----------------+----------------+----------------+
| **TOTAL**        | **46,043**     | **879,225**    | **13,355,431** |
+------------------+----------------+----------------+----------------+

[]{#__RefHeading___Toc505169093 .anchor}Appendix 2: FY 1999 Funding

<table style="width:100%;">
<colgroup>
<col style="width: 24%" />
<col style="width: 8%" />
<col style="width: 7%" />
<col style="width: 7%" />
<col style="width: 7%" />
<col style="width: 8%" />
<col style="width: 7%" />
<col style="width: 11%" />
<col style="width: 7%" />
<col style="width: 8%" />
</colgroup>
<tbody>
<tr class="odd">
<td colspan="10"><h1 id="section" class="unnumbered"></h1>
<h1 id="epaniehs-worker-education-and-training-awards"
class="unnumbered">EPA/NIEHS WORKER EDUCATION AND TRAINING AWARDS</h1>
<p><strong>FOR BUDGET PERIOD 09/01/1999-08/31/2000</strong></p>
<p><strong>FY 1999 FUNDS</strong></p></td>
</tr>
<tr class="even">
<td></td>
<td></td>
<td></td>
<td colspan="2"><strong>EPA HWWTP</strong></td>
<td></td>
<td></td>
<td><strong>EPA MWTP</strong></td>
<td></td>
<td></td>
</tr>
<tr class="odd">
<td><strong>AWARDEE</strong></td>
<td><strong>HWWTP 9/99 AWARD</strong></td>
<td><strong>Y2K 9/99 AWARD</strong></td>
<td><strong>ATT 9/99 AWARD</strong></td>
<td><strong>SJTI 9/99 AWARD</strong></td>
<td><strong>TOTAL 9/99 AWARD</strong></td>
<td><strong>MWTP 9/99 AWARD</strong></td>
<td><strong>Brownfields 9/99 AWARD</strong></td>
<td><strong>TOTAL 9/99 AWARD</strong></td>
<td><strong>9/99 TOTALS</strong></td>
</tr>
<tr class="even">
<td>University of Alabama Birmingham</td>
<td>450,000</td>
<td></td>
<td></td>
<td></td>
<td>450,000</td>
<td></td>
<td></td>
<td></td>
<td>450,000</td>
</tr>
<tr class="odd">
<td>International Chemical Workers Union Council</td>
<td>1,700,000</td>
<td>100,000</td>
<td></td>
<td>55,000</td>
<td>1,855,000</td>
<td></td>
<td></td>
<td></td>
<td>1,855,000</td>
</tr>
<tr class="even">
<td>International Association of Fire Fighters</td>
<td>550,000</td>
<td>100,000</td>
<td></td>
<td></td>
<td>650,000</td>
<td></td>
<td></td>
<td></td>
<td>650,000</td>
</tr>
<tr class="odd">
<td>George Meany Center for Labor Studies</td>
<td>440,700</td>
<td></td>
<td>100,000</td>
<td></td>
<td>540,700</td>
<td></td>
<td></td>
<td></td>
<td>540,700</td>
</tr>
<tr class="even">
<td>University of Massachusetts, Lowell</td>
<td>700,000</td>
<td>100,000</td>
<td></td>
<td></td>
<td>800,000</td>
<td></td>
<td></td>
<td></td>
<td>800,000</td>
</tr>
<tr class="odd">
<td>University of California at Los Angeles</td>
<td>960,176</td>
<td></td>
<td></td>
<td></td>
<td>960,176</td>
<td></td>
<td></td>
<td></td>
<td>960,176</td>
</tr>
<tr class="even">
<td>Laborers-AGC Education and Training</td>
<td>5,000,000</td>
<td></td>
<td></td>
<td></td>
<td>5,000,000</td>
<td>694,500</td>
<td>400,000</td>
<td>1,094,500</td>
<td>6,094,500</td>
</tr>
<tr class="odd">
<td>Paper, Allied-Industrial, Chemical and Energy Worker International
Union</td>
<td>683,000</td>
<td></td>
<td></td>
<td></td>
<td>683,000</td>
<td></td>
<td></td>
<td></td>
<td>683,000</td>
</tr>
<tr class="even">
<td>HMTRI Kirkwood Community College</td>
<td>300,000</td>
<td></td>
<td>100,000</td>
<td></td>
<td>400,000</td>
<td></td>
<td></td>
<td></td>
<td>400,000</td>
</tr>
<tr class="odd">
<td>Service Employees International Union</td>
<td>500,000</td>
<td></td>
<td></td>
<td></td>
<td>500,000</td>
<td></td>
<td></td>
<td></td>
<td>500,000</td>
</tr>
<tr class="even">
<td>University of Medicine &amp; Dentistry of New Jersey</td>
<td>711,682</td>
<td></td>
<td></td>
<td></td>
<td>711,682</td>
<td>483,916</td>
<td></td>
<td>483,916</td>
<td>1,195,598</td>
</tr>
<tr class="odd">
<td>International Union, United Auto Workers</td>
<td>625,000</td>
<td></td>
<td>100,000</td>
<td></td>
<td>725,000</td>
<td></td>
<td></td>
<td></td>
<td>725,000</td>
</tr>
<tr class="even">
<td>International Union of Operating Engineers</td>
<td>1,133,000</td>
<td>100,000</td>
<td>90,000</td>
<td></td>
<td>1,323,000</td>
<td></td>
<td></td>
<td></td>
<td>1,323,000</td>
</tr>
<tr class="odd">
<td>University of Cincinnati</td>
<td>1,400,000</td>
<td></td>
<td></td>
<td></td>
<td>1,400,000</td>
<td></td>
<td></td>
<td></td>
<td>1,400,000</td>
</tr>
<tr class="even">
<td>Center to Protect Workers’ Rights</td>
<td>1,800,000</td>
<td></td>
<td></td>
<td></td>
<td>1,800,000</td>
<td>475,000</td>
<td>1,350,000</td>
<td>1,825,000</td>
<td>3,625,000</td>
</tr>
<tr class="odd">
<td>Jackson State University</td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
<td>300,000</td>
<td></td>
<td>300,000</td>
<td>300,000</td>
</tr>
<tr class="even">
<td>AFSCME Training and Education Institute</td>
<td>550,000</td>
<td></td>
<td></td>
<td></td>
<td>550,000</td>
<td></td>
<td></td>
<td></td>
<td>550,000</td>
</tr>
<tr class="odd">
<td>Clark Atlanta University</td>
<td></td>
<td></td>
<td></td>
<td></td>
<td></td>
<td>525,000</td>
<td>590,000</td>
<td>1,115,000</td>
<td>1,115,000</td>
</tr>
<tr class="even">
<td>DePaul University</td>
<td>774,000</td>
<td></td>
<td></td>
<td>78,000</td>
<td>852,000</td>
<td>511,584</td>
<td>670,000</td>
<td>1,181,584</td>
<td>2,033,584</td>
</tr>
<tr class="odd">
<td><strong>TOTAL</strong></td>
<td><strong>18,277,558</strong></td>
<td><strong>400,000</strong></td>
<td><strong>390,000</strong></td>
<td><strong>133,000</strong></td>
<td><strong>19,200,558</strong></td>
<td><strong>2,990,000</strong></td>
<td><strong>3,010,000</strong></td>
<td><strong>6,000,000</strong></td>
<td><strong>25,200,558</strong></td>
</tr>
</tbody>
</table>

[]{#__RefHeading___Toc505169094 .anchor}Appendix 3: Course Data by EPA
Region

+-----------------+-----------------+-----------------+-----------------+
| **EPA HWWTP**   |                 |                 |                 |
|                 |                 |                 |                 |
| **COURSE DATA   |                 |                 |                 |
| BY EPA REGION** |                 |                 |                 |
|                 |                 |                 |                 |
| **09/01/1999 -  |                 |                 |                 |
| 08/31/2000**    |                 |                 |                 |
+-----------------+-----------------+-----------------+-----------------+
| **EPA Region**  | **Courses       | **Workers       | **Contact       |
|                 | Completed**     | Trained**       | Hours**         |
+-----------------+-----------------+-----------------+-----------------+
| Region 1        | 241             | 4,320           | 56,495          |
+-----------------+-----------------+-----------------+-----------------+
| Region 2        | 941             | 16,800          | 176,082         |
+-----------------+-----------------+-----------------+-----------------+
| Region 3        | 274             | 5,311           | 94,536          |
+-----------------+-----------------+-----------------+-----------------+
| Region 4        | 434             | 7,850           | 108,446         |
+-----------------+-----------------+-----------------+-----------------+
| Region 5        | 955             | 19,954          | 230,256         |
+-----------------+-----------------+-----------------+-----------------+
| Region 6        | 114             | 1,502           | 23,228          |
+-----------------+-----------------+-----------------+-----------------+
| Region 7        | 401             | 6,120           | 82,485          |
+-----------------+-----------------+-----------------+-----------------+
| Region 8        | 136             | 1,676           | 24,606          |
+-----------------+-----------------+-----------------+-----------------+
| Region 9        | 469             | 8,550           | 141,979         |
+-----------------+-----------------+-----------------+-----------------+
| Region 10       | 158             | 3,066           | 45,023          |
+-----------------+-----------------+-----------------+-----------------+
| TOTAL           | **4,123**       | **75,149**      | **983,135**     |
+-----------------+-----------------+-----------------+-----------------+

[]{#__RefHeading___Toc505169095 .anchor}Appendix 4: Total Training by
NIEHS Awardee

+----------------------------+------------+--------------+------------+
| **EPA/NIEHS Worker         |            |              |            |
| Education and Training     |            |              |            |
| Awards**                   |            |              |            |
|                            |            |              |            |
| **TOTAL TRAINING For       |            |              |            |
| Budget Period              |            |              |            |
| 09/01/1999-08/31/2000**    |            |              |            |
+----------------------------+------------+--------------+------------+
| **AWARDEE**                | **COURSES  | **WORKERS**  | *          |
|                            | C          |              | *CONTACT** |
|                            | OMPLETED** | **TRAINED**  |            |
|                            |            |              | **HOURS**  |
+----------------------------+------------+--------------+------------+
| University of Alabama      | 120        | 8,180        | 49,781     |
| Birmingham                 |            |              |            |
+----------------------------+------------+--------------+------------+
| International Chemical     | 206        | 4,381        | 68,919     |
| Workers Union Council      |            |              |            |
+----------------------------+------------+--------------+------------+
| International Association  | 57         | 1,192        | 31,708     |
| of Fire Fighters           |            |              |            |
+----------------------------+------------+--------------+------------+
| George Meany Center for    | 16         | 345          | 7,560      |
| Labor Studies              |            |              |            |
+----------------------------+------------+--------------+------------+
| University of              | 65         | 843          | 13,064     |
| Massachusetts, Lowell      |            |              |            |
+----------------------------+------------+--------------+------------+
| University of California   | 144        | 2,860        | 44,884     |
| at Los Angeles             |            |              |            |
+----------------------------+------------+--------------+------------+
| Laborers-AGC Education and | 508        | 6,570        | 154,829    |
| Training                   |            |              |            |
+----------------------------+------------+--------------+------------+
| Paper, Allied-Industrial,  | 43         | 929          | 14,584     |
| Chemical and Energy Worker |            |              |            |
| International Union        |            |              |            |
+----------------------------+------------+--------------+------------+
| HMTRI Kirkwood Community   | 800        | 10,879       | 123,922    |
| College                    |            |              |            |
+----------------------------+------------+--------------+------------+
| Service Employees          | 75         | 1,248        | 9,572      |
| International              |            |              |            |
+----------------------------+------------+--------------+------------+
| University of Medicine &   | 589        | 11,106       | 111,084    |
| Dentistry of New Jersey    |            |              |            |
+----------------------------+------------+--------------+------------+
| International Union,       | 62         | 1,344        | 18,536     |
| United Auto Workers        |            |              |            |
+----------------------------+------------+--------------+------------+
| International Union of     | 738        | 15,497       | 199,792    |
| Operating Engineers        |            |              |            |
+----------------------------+------------+--------------+------------+
| University of Cincinnati   | 290        | 3,927        | 59,844     |
+----------------------------+------------+--------------+------------+
| Center to Protect Workers' | 189        | 2,550        | 46,280     |
| Rights                     |            |              |            |
+----------------------------+------------+--------------+------------+
| AFSCME Training and        | 116        | 1,934        | 15,006     |
| Education                  |            |              |            |
|                            |            |              |            |
| Institute                  |            |              |            |
+----------------------------+------------+--------------+------------+
| DePaul University          | 105        | 1,364        | 13,771     |
+----------------------------+------------+--------------+------------+
| **TOTAL**                  | **4,123**  | **75,149**   | *          |
|                            |            |              | *983,135** |
+----------------------------+------------+--------------+------------+

[]{#__RefHeading___Toc505169096 .anchor}Appendix 5: Target Populations

+------------+---------+---------+--------+--------+-------+-------+
| **EPA      |         |         |        |        |       |       |
| HWWTP**    |         |         |        |        |       |       |
|            |         |         |        |        |       |       |
| **TARGET   |         |         |        |        |       |       |
| POP        |         |         |        |        |       |       |
| ULATIONS** |         |         |        |        |       |       |
|            |         |         |        |        |       |       |
| **For      |         |         |        |        |       |       |
| Budget     |         |         |        |        |       |       |
| Period     |         |         |        |        |       |       |
| 09/        |         |         |        |        |       |       |
| 01/1999-08 |         |         |        |        |       |       |
| /31/2000** |         |         |        |        |       |       |
+------------+---------+---------+--------+--------+-------+-------+
| **Target** | **\#**  | **%**   | **\#** | **%**  | *     | **%** |
|            |         |         |        |        | *\#** |       |
| **Pop      | **Co    | **Co    | **WOR  | **Wor  |       | **Co  |
| ulations** | urses** | urses** | KERS** | kers** | **Co  | ntact |
|            |         |         |        |        | ntact | Ho    |
|            | **Comp  | **Comp  | **Tra  | **Tra  | Ho    | urs** |
|            | leted** | leted** | ined** | ined** | urs** |       |
+------------+---------+---------+--------+--------+-------+-------+
| CERCLA     | 1,917   | 46%     | 32,445 | 43%    | 52    | 53%   |
| Cleanup^1^ |         |         |        |        | 2,352 |       |
+------------+---------+---------+--------+--------+-------+-------+
| Emergency  | 897     | 22%     | 16,572 | 22%    | 17    | 18%   |
| Response   |         |         |        |        | 9,684 |       |
+------------+---------+---------+--------+--------+-------+-------+
| Other      | 808     | 20%     | 17,647 | 23%    | 13    | 13%   |
| Safety and |         |         |        |        | 1,476 |       |
| Health     |         |         |        |        |       |       |
+------------+---------+---------+--------+--------+-------+-------+
| Hazmat     | 73      | 2%      | 1,115  | 1%     | 1     | 2%    |
| Transport  |         |         |        |        | 8,217 |       |
+------------+---------+---------+--------+--------+-------+-------+
| RCRA/      | 367     | 9%      | 6,437  | 9%     | 11    | 12%   |
| Industrial |         |         |        |        | 5,670 |       |
+------------+---------+---------+--------+--------+-------+-------+
| Asbestos   | 30      | 1%      | 469    | 1%     | 9,144 | 1%    |
| Abatement  |         |         |        |        |       |       |
+------------+---------+---------+--------+--------+-------+-------+
| Radiation  | 23      | 1%      | 356    | 0%     | 3,168 | 0%    |
+------------+---------+---------+--------+--------+-------+-------+
| Lead       | 8       | 0%      | 108    | 0%     | 3,424 | 0%    |
| Abatement  |         |         |        |        |       |       |
+------------+---------+---------+--------+--------+-------+-------+
| **FY 2000  | **      | *       | **75   | **     | *     | **1   |
| TOTALS**   | 4,123** | *100%** | ,149** | 100%** | *983, | 00%** |
|            |         |         |        |        | 135** |       |
+------------+---------+---------+--------+--------+-------+-------+

^1^The overall majority of training remains in the CERCLA Cleanup
training.

[]{#__RefHeading___Toc505169097 .anchor}Appendix 6: Five-Year Summary of
Training

+-----------------+-----------------+-----------------+---------------+
| **NIEHS/EPA     |                 |                 |               |
| Minority Worker |                 |                 |               |
| Training        |                 |                 |               |
| Program**       |                 |                 |               |
|                 |                 |                 |               |
| **FIVE-YEAR     |                 |                 |               |
| SUMMARY OF      |                 |                 |               |
| TRAINING**      |                 |                 |               |
+-----------------+-----------------+-----------------+---------------+
| **YEAR**        | **STUDENTS      | **PLACED IN     | **PERCENTAGE  |
|                 | TRAINED**       | JOBS**          | OF STUDENTS   |
|                 |                 |                 | PLACED**      |
|                 |                 |                 |               |
|                 |                 |                 | **IN JOBS**   |
+-----------------+-----------------+-----------------+---------------+
| FY 1996         | 368             | 246             | 67%           |
+-----------------+-----------------+-----------------+---------------+
| FY 1997         | 310             | 193             | 62%           |
+-----------------+-----------------+-----------------+---------------+
| FY 1998         | 240             | 154             | 64%           |
+-----------------+-----------------+-----------------+---------------+
| FY 1999         | 365             | 233             | 64%           |
+-----------------+-----------------+-----------------+---------------+
| FY 2000         | 364             | 246             | 68%           |
+-----------------+-----------------+-----------------+---------------+
| **TOTAL**       | **1,647**       | **1,072**       | **65%**       |
+-----------------+-----------------+-----------------+---------------+

[]{#__RefHeading___Toc505169098 .anchor}Appendix 7: Total Training by
MWTP Awardee

+-------------------------+-------------+-------------+---------------+
| **EPA/NIEHS MINORITY    |             |             |               |
| WORKER TRAINING         |             |             |               |
| PROGRAM**               |             |             |               |
|                         |             |             |               |
| **Worker Education and  |             |             |               |
| Training Awards**       |             |             |               |
|                         |             |             |               |
| **TOTAL TRAINING For    |             |             |               |
| Budget Period           |             |             |               |
| 09/01/1999-08/31/2000** |             |             |               |
+-------------------------+-------------+-------------+---------------+
| **AWARDEE**             | **COURSES   | *           | **CONTACT**   |
|                         | COMPLETED** | *STUDENTS** |               |
|                         |             |             | **HOURS**     |
|                         |             | **TRAINED** |               |
+-------------------------+-------------+-------------+---------------+
| University of Medicine  | 16          | 30          | 20,921        |
| & Dentistry of New      |             |             |               |
| Jersey                  |             |             |               |
+-------------------------+-------------+-------------+---------------+
| Laborers-AGC Education  | 48          | 93          | 48,229        |
| and Training            |             |             |               |
+-------------------------+-------------+-------------+---------------+
| Center to Protect       | 43          | 89          | 18,158        |
| Workers' Rights         |             |             |               |
+-------------------------+-------------+-------------+---------------+
| DePaul University       | 33          | 63          | 11,965        |
+-------------------------+-------------+-------------+---------------+
| Jackson State           | 17          | 42          | 12,010        |
| University              |             |             |               |
+-------------------------+-------------+-------------+---------------+
| Clark Atlanta           | 36          | 47          | 15,740        |
| University              |             |             |               |
+-------------------------+-------------+-------------+---------------+
| **TOTAL**               | **193**     | **364**     | **127,023**   |
+-------------------------+-------------+-------------+---------------+

[]{#__RefHeading___Toc505169099 .anchor}Appendix 8: Five-Year Summary of
Students Trained per Awardee

+--------------+---------+---------+---------+---------+---------+-----+
| **NIEHS/EPA  |         |         |         |         |         |     |
| Minority     |         |         |         |         |         |     |
| Worker       |         |         |         |         |         |     |
| Training     |         |         |         |         |         |     |
| Program:**   |         |         |         |         |         |     |
|              |         |         |         |         |         |     |
| **(FIVE-YEAR |         |         |         |         |         |     |
| SUMMARY OF   |         |         |         |         |         |     |
| STUDENTS     |         |         |         |         |         |     |
| TRAINED PER  |         |         |         |         |         |     |
| AWARDEE)**   |         |         |         |         |         |     |
+--------------+---------+---------+---------+---------+---------+-----+
| **AWARDEE**  | **FY    | **FY    | **FY    | **FY    | **FY    | **T |
|              | 1996**  | 1997**  | 1998**  | 1999**  | 2000**  | OTA |
|              |         |         |         |         |         | L** |
|              | **STU   | **S     | **S     | **STU   | **STU   |     |
|              | DENTS** | TUDENTS | TUDENTS | DENTS** | DENTS** |     |
|              |         | TR      | TR      |         |         |     |
|              | **TR    | AINED** | AINED** | **TR    | **TR    |     |
|              | AINED** |         |         | AINED** | AINED** |     |
+--------------+---------+---------+---------+---------+---------+-----+
| University   | 26      | 25      | 25      | 30      | 30      | 136 |
| of Medicine  |         |         |         |         |         |     |
| & Dentistry  |         |         |         |         |         |     |
| of New       |         |         |         |         |         |     |
| Jersey       |         |         |         |         |         |     |
+--------------+---------+---------+---------+---------+---------+-----+
| Laborers-AGC | 50      | 41      | 32      | 96      | 93      | 312 |
| Education    |         |         |         |         |         |     |
| and Training |         |         |         |         |         |     |
+--------------+---------+---------+---------+---------+---------+-----+
| Alice        | 46      | 20      | N/A     | N/A     | N/A     | 66  |
| Hamilton     |         |         |         |         |         |     |
| Occupational |         |         |         |         |         |     |
| Health       |         |         |         |         |         |     |
| Center       |         |         |         |         |         |     |
+--------------+---------+---------+---------+---------+---------+-----+
| Center to    | 60      | 139     | 126     | 100     | 89      | 514 |
| Protect      |         |         |         |         |         |     |
| Workers'     |         |         |         |         |         |     |
| Rights       |         |         |         |         |         |     |
+--------------+---------+---------+---------+---------+---------+-----+
| DePaul       | 70      | 34      | 22      | 69      | 63      | 258 |
| University   |         |         |         |         |         |     |
+--------------+---------+---------+---------+---------+---------+-----+
| Jackson      | 86      | 27      | N/A     | 25      | 42      | 180 |
| State        |         |         |         |         |         |     |
| University   |         |         |         |         |         |     |
+--------------+---------+---------+---------+---------+---------+-----+
| Clark        | 30      | 24      | 35      | 45      | 47      | 181 |
| Atlanta      |         |         |         |         |         |     |
| University   |         |         |         |         |         |     |
+--------------+---------+---------+---------+---------+---------+-----+
| **TOTAL**    | **368** | **310** | **240** | **365** | **364** | **1 |
|              |         |         |         |         |         | ,64 |
|              |         |         |         |         |         | 7** |
+--------------+---------+---------+---------+---------+---------+-----+

N/A -- No training was performed during this period.

[]{#__RefHeading___Toc505169101 .anchor}Appendix 9: Five-Year Summary of
Employment per Awardee

+-----------------+--------+--------+--------+--------+--------+----+
| **NIEHS/EPA     |        |        |        |        |        |    |
| Minority Worker |        |        |        |        |        |    |
| Training        |        |        |        |        |        |    |
| Program:**      |        |        |        |        |        |    |
|                 |        |        |        |        |        |    |
| FIVE-YEAR       |        |        |        |        |        |    |
| SUMMARY OF      |        |        |        |        |        |    |
| EMPLOYMENT pER  |        |        |        |        |        |    |
| aWARDEE         |        |        |        |        |        |    |
+-----------------+--------+--------+--------+--------+--------+----+
| **AWARDEE**     | **FY   | **FY   | **FY   | **FY   | **FY   | *  |
|                 | 1996** | 1997** | 1998** | 1999** | 2000** | *T |
|                 |        |        |        |        |        | OT |
|                 | *      | *      | *      | *      | *      | AL |
|                 | *TOTAL | *TOTAL | *TOTAL | *TOTAL | *TOTAL | ** |
|                 | EMPLOY | EMPLOY | EMPLOY | EMPLOY | EMPLOY |    |
|                 | MENT** | MENT** | MENT** | MENT** | MENT** |    |
+-----------------+--------+--------+--------+--------+--------+----+
| University of   | 16     | 12     | 18     | 14     | 25     | 85 |
| Medicine &      |        |        |        |        |        |    |
| Dentistry of    |        |        |        |        |        |    |
| New Jersey      |        |        |        |        |        |    |
+-----------------+--------+--------+--------+--------+--------+----+
| Laborers-AGC    | 27     | 25     | 28     | 80     | 71     | 2  |
| Education and   |        |        |        |        |        | 31 |
| Training        |        |        |        |        |        |    |
+-----------------+--------+--------+--------+--------+--------+----+
| Alice Hamilton  | 38     | 11     | N/A    | N/A    | N/A    | 49 |
| Occupational    |        |        |        |        |        |    |
| Health Center   |        |        |        |        |        |    |
+-----------------+--------+--------+--------+--------+--------+----+
| Center to       | 54     | 85     | 63     | 45     | 54     | 3  |
| Protect         |        |        |        |        |        | 01 |
| Workers' Rights |        |        |        |        |        |    |
+-----------------+--------+--------+--------+--------+--------+----+
| DePaul          | 56     | 26     | 21     | 48     | 34     | 1  |
| University      |        |        |        |        |        | 85 |
+-----------------+--------+--------+--------+--------+--------+----+
| Jackson State   | 39     | 17     | N/A    | 19     | 29     | 1  |
| University      |        |        |        |        |        | 04 |
+-----------------+--------+--------+--------+--------+--------+----+
| Clark Atlanta   | 16     | 17     | 24     | 27     | 33     | 1  |
| University      |        |        |        |        |        | 17 |
+-----------------+--------+--------+--------+--------+--------+----+
| **TOTAL**       | *      | *      | *      | *      | *      | *  |
|                 | *246** | *193** | *154** | *233** | *246** | *1 |
|                 |        |        |        |        |        | ,0 |
|                 |        |        |        |        |        | 72 |
|                 |        |        |        |        |        | ** |
+-----------------+--------+--------+--------+--------+--------+----+

N/A -- No training was performed during this period.

[]{#__RefHeading___Toc505169102 .anchor}Appendix 10: MWTP Summary of
Type and Number of Courses

+-----------------------------------+----------------------------------+
| **NIEHS/EPA Minority Worker       |                                  |
| Training Program**                |                                  |
|                                   |                                  |
| **SUMMARY OF TYPE AND NUMBER OF   |                                  |
| COURSES**                         |                                  |
|                                   |                                  |
| **For Budget Period               |                                  |
| 09/01/1999-08/31/2000**           |                                  |
+-----------------------------------+----------------------------------+
| **COURSE NAME**                   | **NUMBER OF COURSES**            |
+-----------------------------------+----------------------------------+
| Adult CPR                         | 4                                |
+-----------------------------------+----------------------------------+
| Asbestos Abatement Worker Basic   | 19                               |
+-----------------------------------+----------------------------------+
| Asbestos Abatement Worker         | 5                                |
| Refresher                         |                                  |
+-----------------------------------+----------------------------------+
| Basic Construction Skills         | 10                               |
+-----------------------------------+----------------------------------+
| Basic Electrical Training         | 1                                |
+-----------------------------------+----------------------------------+
| Basic First Aid                   | 4                                |
+-----------------------------------+----------------------------------+
| Basic Math Skills                 | 12                               |
+-----------------------------------+----------------------------------+
| Basic Reading/Writing Skills      | 9                                |
+-----------------------------------+----------------------------------+
| Basic Superfund Site Worker       | 24                               |
+-----------------------------------+----------------------------------+
| Confined Space                    | 7                                |
+-----------------------------------+----------------------------------+
| Environmental Justice             | 6                                |
+-----------------------------------+----------------------------------+
| Environmental Preparation         | 5                                |
+-----------------------------------+----------------------------------+
| Environmental Sampling            | 1                                |
+-----------------------------------+----------------------------------+
| GED Training and Certification    | 3                                |
+-----------------------------------+----------------------------------+
| General Construction Safety       | 11                               |
+-----------------------------------+----------------------------------+
| General Industry Safety           | 1                                |
+-----------------------------------+----------------------------------+
| Hazard Communication              | 1                                |
+-----------------------------------+----------------------------------+
| Hazardous Materials               | 1                                |
| Transportation Awareness          |                                  |
+-----------------------------------+----------------------------------+
| Lead Abatement Worker Basic       | 22                               |
+-----------------------------------+----------------------------------+
| Lead Abatement Worker Refresher   | 2                                |
+-----------------------------------+----------------------------------+
| Life Skills                       | 19                               |
+-----------------------------------+----------------------------------+
| Logout-Tagout                     | 2                                |
+-----------------------------------+----------------------------------+
| Mentoring/Career Guidance         | 10                               |
+-----------------------------------+----------------------------------+
| Physical Fitness                  | 9                                |
+-----------------------------------+----------------------------------+
| Radiation Protection Worker/Basic | 2                                |
+-----------------------------------+----------------------------------+
| Scaffold                          | 1                                |
+-----------------------------------+----------------------------------+
| Site Worker Refresher             | 1                                |
+-----------------------------------+----------------------------------+
| Underground Storage Tank Basic    | 1                                |
| Worker                            |                                  |
+-----------------------------------+----------------------------------+
| **TOTAL**                         | **193**                          |
+-----------------------------------+----------------------------------+

[]{#__RefHeading___Toc505169103 .anchor}Appendix 11: MWTP Demographics

+-----------+--------+--------+-----+------------------+-------------+
| **        |        |        |     |                  |             |
| NIEHS/EPA |        |        |     |                  |             |
| Minority  |        |        |     |                  |             |
| Worker    |        |        |     |                  |             |
| Training  |        |        |     |                  |             |
| P         |        |        |     |                  |             |
| rogram:** |        |        |     |                  |             |
|           |        |        |     |                  |             |
| **DEMOG   |        |        |     |                  |             |
| RAPHICS** |        |        |     |                  |             |
|           |        |        |     |                  |             |
| **For     |        |        |     |                  |             |
| Budget    |        |        |     |                  |             |
| Period    |        |        |     |                  |             |
| 09/01     |        |        |     |                  |             |
| /1999-08/ |        |        |     |                  |             |
| 31/2000** |        |        |     |                  |             |
+-----------+--------+--------+-----+------------------+-------------+
| **S       | 364    |        |     |                  |             |
| TUDENTS** |        |        |     |                  |             |
+-----------+--------+--------+-----+------------------+-------------+
| **AGE**   | [18]   |        |     |                  |             |
|           | {.unde |        |     |                  |             |
|           | rline} |        |     |                  |             |
|           | [19]   |        |     |                  |             |
|           | {.unde |        |     |                  |             |
|           | rline} |        |     |                  |             |
|           | [20]   |        |     |                  |             |
|           | {.unde |        |     |                  |             |
|           | rline} |        |     |                  |             |
|           | [21]   |        |     |                  |             |
|           | {.unde |        |     |                  |             |
|           | rline} |        |     |                  |             |
|           | [22]   |        |     |                  |             |
|           | {.unde |        |     |                  |             |
|           | rline} |        |     |                  |             |
|           | [23]   |        |     |                  |             |
|           | {.unde |        |     |                  |             |
|           | rline} |        |     |                  |             |
|           | [24]   |        |     |                  |             |
|           | {.unde |        |     |                  |             |
|           | rline} |        |     |                  |             |
|           | [25]   |        |     |                  |             |
|           | {.unde |        |     |                  |             |
|           | rline} |        |     |                  |             |
|           |        |        |     |                  |             |
|           | 28 46  |        |     |                  |             |
|           | 53 50  |        |     |                  |             |
|           | 42 38  |        |     |                  |             |
|           | 40 67  |        |     |                  |             |
+-----------+--------+--------+-----+------------------+-------------+
| **ET      | [      | [HIS   | [   | [AMERICAN        | [PAC.       |
| HNICITY** | BLACK] | PANIC] | ASI | IND              | ISLANDER]{  |
|           | {.unde | {.unde | AN] | IAN]{.underline} | .underline} |
|           | rline} | rline} | {.u |                  |             |
|           |        |        | nde | 3 (1%)           | 0 (0%)      |
|           | 334    | 23     | rli |                  |             |
|           | (92%)  | (6%)   | ne} |                  |             |
|           |        |        |     |                  |             |
|           |        |        | 4   |                  |             |
|           |        |        | (   |                  |             |
|           |        |        | 1%) |                  |             |
+-----------+--------+--------+-----+------------------+-------------+
| *         | [MALE] |        |     |                  |             |
| *GENDER** | {.unde |        |     |                  |             |
|           | rline} |        |     |                  |             |
|           |        |        |     |                  |             |
|           | 308    |        |     |                  |             |
|           | (85%)  |        |     |                  |             |
+-----------+--------+--------+-----+------------------+-------------+

[]{#__RefHeading___Toc505169104 .anchor}Appendix 12: Two-Year Summary of
Students Trained per Awardee

+-----------------------------+------------+-------------+------------+
| **NIEHS/EPA BROWNFIELDS     |            |             |            |
| Minority Worker Training    |            |             |            |
| Program:**                  |            |             |            |
|                             |            |             |            |
| **(TWO-YEAR SUMMARY OF      |            |             |            |
| STUDENTS TRAINED PER        |            |             |            |
| AWARDEE)**                  |            |             |            |
+-----------------------------+------------+-------------+------------+
| **AWARDEE**                 | **FY       | **FY 2000** | **TOTAL**  |
|                             | 1999**     |             |            |
|                             |            | **STUDENTS  |            |
|                             | **STUDENTS | TRAINED**   |            |
|                             | TRAINED**  |             |            |
+-----------------------------+------------+-------------+------------+
| Laborers-AGC Education and  | 20         | 20          | 40         |
| Training                    |            |             |            |
+-----------------------------+------------+-------------+------------+
| Center to Protect Workers'  | 270        | 250         | 520        |
| Rights                      |            |             |            |
+-----------------------------+------------+-------------+------------+
| DePaul University           | 75         | 126         | 201        |
+-----------------------------+------------+-------------+------------+
| Clark Atlanta University    | 41         | 44          | 85         |
+-----------------------------+------------+-------------+------------+
| **TOTAL**                   | **406**    | **440**     | **846**    |
+-----------------------------+------------+-------------+------------+

[]{#__RefHeading___Toc505169105 .anchor}Appendix 13:Two-Year Summary of
Employment per Awardee

+-----------------------------+------------+-----------+--------------+
| **NIEHS/EPA BROWNFIELDS     |            |           |              |
| Minority Worker Training    |            |           |              |
| Program:**                  |            |           |              |
|                             |            |           |              |
| (two-YEAR SUMMARY OF        |            |           |              |
| EMPLOYMENT pER aWARDEE)     |            |           |              |
+-----------------------------+------------+-----------+--------------+
| **AWARDEE**                 | **FY       | **FY      | **TOTAL**    |
|                             | 1999**     | 2000**    |              |
|                             |            |           |              |
|                             | **TOTAL    | **TOTAL   |              |
|                             | EM         | EMP       |              |
|                             | PLOYMENT** | LOYMENT** |              |
+-----------------------------+------------+-----------+--------------+
| Laborers-AGC Education and  | 15         | 13        | 28           |
| Training                    |            |           |              |
+-----------------------------+------------+-----------+--------------+
| Center to Protect Workers'  | 166        | 154       | 320          |
| Rights                      |            |           |              |
+-----------------------------+------------+-----------+--------------+
| DePaul University           | 62         | 89        | 151          |
+-----------------------------+------------+-----------+--------------+
| Clark Atlanta University    | 20         | 19        | 39           |
+-----------------------------+------------+-----------+--------------+
| **TOTAL**                   | **263**    | **275**   | **538**      |
+-----------------------------+------------+-----------+--------------+

[]{#__RefHeading___Toc505169106 .anchor}Appendix 14: Two-Year Summary of
Training

+-----------------+----------------+----------------+-----------------+
| **NIEHS/EPA     |                |                |                 |
| BRONWFIELDS     |                |                |                 |
| Minority Worker |                |                |                 |
| Training        |                |                |                 |
| Program**       |                |                |                 |
|                 |                |                |                 |
| **TWO-YEAR      |                |                |                 |
| SUMMARY OF      |                |                |                 |
| TRAINING**      |                |                |                 |
+-----------------+----------------+----------------+-----------------+
| **YEAR**        | **STUDENTS     | **PLACED IN    | **PERCENTAGE OF |
|                 | TRAINED**      | JOBS**         | STUDENTS        |
|                 |                |                | PLACED**        |
|                 |                |                |                 |
|                 |                |                | **IN JOBS**     |
+-----------------+----------------+----------------+-----------------+
| FY 1999         | 406            | 263            | 65%             |
+-----------------+----------------+----------------+-----------------+
| FY 2000         | 440            | 275            | 63%             |
+-----------------+----------------+----------------+-----------------+
| **TOTAL**       | **846**        | **538**        | **64%**         |
+-----------------+----------------+----------------+-----------------+

[]{#__RefHeading___Toc505169107 .anchor}Appendix 15: BMWTP Demographics

+---------------+--------+--------+------+-------------+-----------+
| **NIEHS/EPA   |        |        |      |             |           |
| BROWNFIELDS   |        |        |      |             |           |
| Minority      |        |        |      |             |           |
| Worker        |        |        |      |             |           |
| Training      |        |        |      |             |           |
| Program:**    |        |        |      |             |           |
|               |        |        |      |             |           |
| ###### D      |        |        |      |             |           |
| EMOGRAPHICS { |        |        |      |             |           |
| #demographics |        |        |      |             |           |
|  .unnumbered} |        |        |      |             |           |
|               |        |        |      |             |           |
| ######        |        |        |      |             |           |
|  FOR BUDGET P |        |        |      |             |           |
| ERIOD 09/01/1 |        |        |      |             |           |
| 999-08/31/200 |        |        |      |             |           |
| 0 {#for-budge |        |        |      |             |           |
| t-period-0901 |        |        |      |             |           |
| 1999-08312000 |        |        |      |             |           |
|  .unnumbered} |        |        |      |             |           |
|               |        |        |      |             |           |
| ######        |        |        |      |             |           |
|   {#section-1 |        |        |      |             |           |
|  .unnumbered} |        |        |      |             |           |
+---------------+--------+--------+------+-------------+-----------+
| **STUDENTS**  | 440    |        |      |             |           |
+---------------+--------+--------+------+-------------+-----------+
| **AGE**       | [      |        |      |             |           |
|               | 18-25] |        |      |             |           |
|               | {.unde |        |      |             |           |
|               | rline} |        |      |             |           |
|               | [      |        |      |             |           |
|               | 26-35] |        |      |             |           |
|               | {.unde |        |      |             |           |
|               | rline} |        |      |             |           |
|               | [      |        |      |             |           |
|               | 36-45] |        |      |             |           |
|               | {.unde |        |      |             |           |
|               | rline} |        |      |             |           |
|               | [      |        |      |             |           |
|               | 46-55] |        |      |             |           |
|               | {.unde |        |      |             |           |
|               | rline} |        |      |             |           |
|               | [56+]  |        |      |             |           |
|               | {.unde |        |      |             |           |
|               | rline} |        |      |             |           |
|               |        |        |      |             |           |
|               | 147    |        |      |             |           |
|               | 158    |        |      |             |           |
|               | 102 27 |        |      |             |           |
|               | 6      |        |      |             |           |
+---------------+--------+--------+------+-------------+-----------+
| **ETHNICITY** | [      | [HIS   | [AS  | [AMERICAN   | [PAC.     |
|               | BLACK] | PANIC] | IAN] | INDIAN]{    | ISL       |
|               | {.unde | {.unde | {.un | .underline} | ANDER]{.u |
|               | rline} | rline} | derl |             | nderline} |
|               |        |        | ine} | 24 (5%)     |           |
|               | 284    | 101    |      |             | 19 (4%)   |
|               | (65%)  | (23%)  | 12   |             |           |
|               |        |        | (3%) |             |           |
+---------------+--------+--------+------+-------------+-----------+
| **GENDER**    | [MALE] |        |      |             |           |
|               | {.unde |        |      |             |           |
|               | rline} |        |      |             |           |
|               |        |        |      |             |           |
|               | 344    |        |      |             |           |
|               | (78%)  |        |      |             |           |
+---------------+--------+--------+------+-------------+-----------+

[]{#__RefHeading___Toc505169108 .anchor}Appendix 16: Total Training by
BMWTP Awardee

+------------------------+-------------+-------------+----------------+
| **EPA/NIEHS            |             |             |                |
| BROWNFIELDS MINORITY   |             |             |                |
| WORKER TRAINING        |             |             |                |
| PROGRAM**              |             |             |                |
|                        |             |             |                |
| **TOTAL TRAINING For   |             |             |                |
| Budget Period          |             |             |                |
| 0                      |             |             |                |
| 9/01/1999-08/31/2000** |             |             |                |
+------------------------+-------------+-------------+----------------+
| **AWARDEE**            | **COURSES   | *           | **CONTACT**    |
|                        | COMPLETED** | *STUDENTS** |                |
|                        |             |             | **HOURS**      |
|                        |             | **TRAINED** |                |
+------------------------+-------------+-------------+----------------+
| Laborers-AGC Education | 17          | 20          | 7,654          |
| and Training           |             |             |                |
+------------------------+-------------+-------------+----------------+
| Center to Protect      | 94          | 250         | 60,082         |
| Workers' Rights        |             |             |                |
+------------------------+-------------+-------------+----------------+
| DePaul University      | 63          | 126         | 22,962         |
+------------------------+-------------+-------------+----------------+
| Clark Atlanta          | 29          | 44          | 15,082         |
| University             |             |             |                |
+------------------------+-------------+-------------+----------------+
| **TOTAL**              | **203**     | **440**     | **105,780**    |
+------------------------+-------------+-------------+----------------+

[]{#__RefHeading___Toc505169109 .anchor}Appendix 17: Brownfields Summary
of Type and Number of Courses

+---------------------------------------+------------------------------+
| **NIEHS/EPA BROWNFIELDS Minority      |                              |
| Worker Training Program**             |                              |
|                                       |                              |
| **SUMMARY OF TYPE AND NUMBER OF       |                              |
| COURSES**                             |                              |
|                                       |                              |
| **For Budget Period                   |                              |
| 09/01/1999-08/31/2000**               |                              |
+---------------------------------------+------------------------------+
| **COURSE NAME**                       | **NUMBER OF COURSES**        |
+---------------------------------------+------------------------------+
| Adult CPR                             | 8                            |
+---------------------------------------+------------------------------+
| Asbestos Abatement Supervisor         | 3                            |
+---------------------------------------+------------------------------+
| Asbestos Abatement Worker Basic       | 15                           |
+---------------------------------------+------------------------------+
| Asbestos Abatement Worker Refresher   | 2                            |
+---------------------------------------+------------------------------+
| Asbestos Inspector Certification      | 1                            |
+---------------------------------------+------------------------------+
| Basic Construction Skills             | 17                           |
+---------------------------------------+------------------------------+
| Basic Electrical Training             | 3                            |
+---------------------------------------+------------------------------+
| Basic First Aid                       | 6                            |
+---------------------------------------+------------------------------+
| Basic Math Skills                     | 13                           |
+---------------------------------------+------------------------------+
| Basic Reading/Writing Skills          | 6                            |
+---------------------------------------+------------------------------+
| Basic Superfund Site Worker           | 18                           |
+---------------------------------------+------------------------------+
| Confined Space                        | 8                            |
+---------------------------------------+------------------------------+
| Environmental Justice                 | 6                            |
+---------------------------------------+------------------------------+
| Environmental Preparation             | 5                            |
+---------------------------------------+------------------------------+
| Environmental Sampling                | 3                            |
+---------------------------------------+------------------------------+
| Environmental Technician              | 2                            |
+---------------------------------------+------------------------------+
| GED Training and Certification        | 3                            |
+---------------------------------------+------------------------------+
| General Construction Safety           | 14                           |
+---------------------------------------+------------------------------+
| Hazard Communication                  | 3                            |
+---------------------------------------+------------------------------+
| Lead Abatement Supervisor             | 3                            |
+---------------------------------------+------------------------------+
| Lead Abatement Worker Basic           | 12                           |
+---------------------------------------+------------------------------+
| Lead Abatement Worker Refresher       | 1                            |
+---------------------------------------+------------------------------+
| Life Skills                           | 24                           |
+---------------------------------------+------------------------------+
| Lockout/Tagout                        | 4                            |
+---------------------------------------+------------------------------+
| Mentoring/Career Guidance             | 10                           |
+---------------------------------------+------------------------------+
| Physical Fitness                      | 5                            |
+---------------------------------------+------------------------------+
| Radiation Protection Worker/Basic     | 1                            |
+---------------------------------------+------------------------------+
| Scaffold                              | 1                            |
+---------------------------------------+------------------------------+
| Site Worker Refresher                 | 1                            |
+---------------------------------------+------------------------------+
| Underground Storage Tank Basic Worker | 5                            |
+---------------------------------------+------------------------------+
| **TOTAL**                             | **203**                      |
+---------------------------------------+------------------------------+

[]{#__RefHeading___Toc505169110 .anchor}Appendix 18: FY 2000 Funding

+-------------------+-------+-------+-------+---------+-------+------+
| # EPA/NIE         |       |       |       |         |       |      |
| HS WORKER EDUCATI |       |       |       |         |       |      |
| ON AND TRAINING A |       |       |       |         |       |      |
| WARDS {#epaniehs- |       |       |       |         |       |      |
| worker-education- |       |       |       |         |       |      |
| and-training-awar |       |       |       |         |       |      |
| ds-1 .unnumbered} |       |       |       |         |       |      |
|                   |       |       |       |         |       |      |
| **FOR BUDGET      |       |       |       |         |       |      |
| PERIOD            |       |       |       |         |       |      |
| 09/01/            |       |       |       |         |       |      |
| 2000-08/31/2001** |       |       |       |         |       |      |
|                   |       |       |       |         |       |      |
| **FY 2000 FUNDS** |       |       |       |         |       |      |
+-------------------+-------+-------+-------+---------+-------+------+
|                   | **EPA |       | **EPA |         |       |      |
|                   | HW    |       | MW    |         |       |      |
|                   | WTP** |       | TP/BM |         |       |      |
|                   |       |       | WTP** |         |       |      |
+-------------------+-------+-------+-------+---------+-------+------+
| **AWARDEE**       | **    | **TO  | *     | *       | **TO  | **   |
|                   | HWWTP | TAL** | *MWTP | *Brownf | TAL** | 9/00 |
|                   | 9     |       | 9     | ields** |       | TOTA |
|                   | /00** | *     | /00** |         | **9   | LS** |
|                   |       | *9/00 |       | *       | /00** |      |
|                   | **AW  | AW    | **AW  | *9/00** |       |      |
|                   | ARD** | ARD** | ARD** |         | **AW  |      |
|                   |       |       |       | **      | ARD** |      |
|                   |       |       |       | AWARD** |       |      |
+-------------------+-------+-------+-------+---------+-------+------+
| University of     | 47    | 47    |       |         |       | 477  |
| Alabama           | 7,419 | 7,419 |       |         |       | ,419 |
| Birmingham        |       |       |       |         |       |      |
+-------------------+-------+-------+-------+---------+-------+------+
| International     | 1,77  | 1,77  |       |         |       | 1    |
| Chemical Workers  | 8,900 | 8,900 |       |         |       | ,778 |
| Union Council     |       |       |       |         |       | ,900 |
+-------------------+-------+-------+-------+---------+-------+------+
| International     | 64    | 64    |       |         |       | 648  |
| Association of    | 8,265 | 8,265 |       |         |       | ,265 |
| Fire Fighters     |       |       |       |         |       |      |
+-------------------+-------+-------+-------+---------+-------+------+
| George Meany      | 55    | 55    |       |         |       | 559  |
| Center for Labor  | 9,492 | 9,492 |       |         |       | ,492 |
| Studies           |       |       |       |         |       |      |
+-------------------+-------+-------+-------+---------+-------+------+
| University of     | 92    | 92    |       |         |       | 924  |
| Massachusetts,    | 4,689 | 4,689 |       |         |       | ,689 |
| Lowell            |       |       |       |         |       |      |
+-------------------+-------+-------+-------+---------+-------+------+
| University of     | 99    | 99    |       |         |       | 994  |
| California at Los | 4,387 | 4,387 |       |         |       | ,387 |
| Angeles           |       |       |       |         |       |      |
+-------------------+-------+-------+-------+---------+-------+------+
| Laborers-AGC      | 3,96  | 3,96  | 88    | 638,262 | 1,52  | 5    |
| Education and     | 3,981 | 3,981 | 4,034 |         | 2,296 | ,486 |
| Training          |       |       |       |         |       | ,277 |
+-------------------+-------+-------+-------+---------+-------+------+
| Paper,            | 1,15  | 1,15  |       |         |       | 1    |
| A                 | 9,983 | 9,983 |       |         |       | ,159 |
| llied-Industrial, |       |       |       |         |       | ,983 |
| Chemical and      |       |       |       |         |       |      |
| Energy Worker     |       |       |       |         |       |      |
| International     |       |       |       |         |       |      |
| Union             |       |       |       |         |       |      |
+-------------------+-------+-------+-------+---------+-------+------+
| HMTRI Kirkwood    | 60    | 60    |       |         |       | 600  |
| Community College | 0,384 | 0,384 |       |         |       | ,384 |
+-------------------+-------+-------+-------+---------+-------+------+
| Service Employees | 46    | 46    |       |         |       | 463  |
| International     | 3,229 | 3,229 |       |         |       | ,229 |
| Union             |       |       |       |         |       |      |
+-------------------+-------+-------+-------+---------+-------+------+
| University of     | 92    | 92    | 55    | 502,084 | 1,05  | 1    |
| Medicine &        | 8,857 | 8,857 | 5,486 |         | 7,570 | ,986 |
| Dentistry of New  |       |       |       |         |       | ,427 |
| Jersey            |       |       |       |         |       |      |
+-------------------+-------+-------+-------+---------+-------+------+
| International     | 72    | 72    |       |         |       | 723  |
| Union, United     | 3,861 | 3,861 |       |         |       | ,861 |
| Auto Workers      |       |       |       |         |       |      |
+-------------------+-------+-------+-------+---------+-------+------+
| International     | 1,46  | 1,46  |       |         |       | 1    |
| Union of          | 9,323 | 9,323 |       |         |       | ,469 |
| Operating         |       |       |       |         |       | ,323 |
| Engineers         |       |       |       |         |       |      |
+-------------------+-------+-------+-------+---------+-------+------+
| University of     | 1,57  | 1,57  |       |         |       | 1    |
| Cincinnati        | 1,570 | 1,570 |       |         |       | ,571 |
|                   |       |       |       |         |       | ,570 |
+-------------------+-------+-------+-------+---------+-------+------+
| Center to Protect | 1,38  | 1,38  | 63    | 853,769 | 1,48  | 2    |
| Workers' Rights   | 2,832 | 2,832 | 5,283 |         | 9,052 | ,871 |
|                   |       |       |       |         |       | ,884 |
+-------------------+-------+-------+-------+---------+-------+------+
| Jackson State     |       |       | 4     |         | 4     | 46   |
| University        |       |       | 6,549 |         | 6,549 | ,549 |
+-------------------+-------+-------+-------+---------+-------+------+
| Xaiver University |       |       | 38    | 565,744 | 95    | 955  |
|                   |       |       | 9,864 |         | 5,608 | ,608 |
+-------------------+-------+-------+-------+---------+-------+------+
| AFSCME Training   | 70    | 70    |       |         |       | 702  |
| and Education     | 2,441 | 2,441 |       |         |       | ,441 |
| Institute         |       |       |       |         |       |      |
+-------------------+-------+-------+-------+---------+-------+------+
| DePaul University | 69    | 69    | 48    | 440,141 | 92    | 1    |
|                   | 0,387 | 0,387 | 8,784 |         | 8,925 | ,619 |
|                   |       |       |       |         |       | ,312 |
+-------------------+-------+-------+-------+---------+-------+------+
| **TOTAL**         | **19  | **19  | **3   | **3,00  | **6   | **   |
|                   | ,040, | ,040, | ,000, | 0,000** | ,000, | 25,0 |
|                   | 000** | 000** | 000** |         | 000** | 40,0 |
|                   |       |       |       |         |       | 00** |
+-------------------+-------+-------+-------+---------+-------+------+

[]{#__RefHeading___Toc505169111 .anchor}APPENDIX 19:

**Description of the New EPA Worker Health and Safety Training
Awardees**

**[AFSCME Training and Education Institute]{.underline}**

The American Federation of State, County, and Municipal Employees
(AFSCME) Training and Education Institute (ATEI) is a non-profit
organization whose purpose is to develop workers\' ability to
successfully and safely respond to unplanned releases of hazardous
substances and to participate in efforts to improve workplace safety.
AFSCME-represented occupations likely to respond to emergencies include:
road, bridge, water sewer, waste water treatment, sanitation, public
safety and security, and hospitals, which comprise about 40 percent of
AFSCME\'s 1.3-million members. ATEI plans to train over 5,700 workers
for the five-year project in programs mandated by Occupational Safety
and Health Administration\'s (OSHA\'s) Hazardous Waste Operations and
Emergency Response (HAZWOPER) Standard and other related activities
including confined space entry and trenching safety, along with annual
refreshers. The California-Arizona Consortium will provide training to
Spanish-speaking workers. There will be collaboration with the United
Auto Workers (UAW) to deliver training where both unions represent
workers.

The successful peer trainer program will be expanded to reach more
workers and target the train-the-trainer programs in locations with
large groups of minority or underserved workers. There will be
collaborations with other grantees in three trainer and evaluator
development workshops each year. A Evaluation Team has been formed and
at work, and includes peer trainers, training staff, (AFSCME) and
evaluators (University of Massachusetts at Lowell). To be formed is a
Curriculum Task Force composed of peer trainers, evaluation staff, ATEI
staff, and others to fully integrate peer trainers into the program.

There will be coordination with the consortium member, the Coalition of
Black Trade Unionists, (CBTU), to provide training on hazardous
materials and community right to know at CBTU\'s annual convention and
community meetings, and ATEI will provide technical assistance to
community groups. ATEI will utilize advanced training technologies.
Workshops will be designed and delivered on accessing health and safety
resources on the Internet. The Hazardous Materials Training and Research
Institute/Community College Consortium will assist in: expanding and
evaluating the use of AFSCME\'s web page for health and safety and in
conducting several teleconferences on health and safety issues related
to hazardous materials exposure.

**[Hazardous Materials Training and Research Institute
(HMTRI)]{.underline}**

The Community and College Consortium for Health and Safety Training
(CCCHST) membership, sponsored by the Hazardous Materials and Research
Institute (HMTRI) has a training components for the EPA Hazardous Waste
Worker Training Program (HWWTP. The CCCHST HWWTP consists of 100
partners offering hazardous materials instruction (HAZWOPER and related
Occupational Safety and Health Administration (OSHA) 29 CFR 1910.120
training) in most states of the nation through a train-the-trainer model
program. CCCHST instructors, prepared by HMTRI, will annually train
10,000 workers, technicians, and supervisors to protect themselves and
their communities from exposure to hazardous materials encountered
during waste site clean-up, Brownfields redevelopment, in the
transportation of hazardous materials, and in the response to spills and
releases of hazardous materials. CCCHST membership consists of community
colleges partnered with business and industry, universities, and
community-based organizations offering a response to the national
training need for hazardous waste workers, emergency response personnel.

**[Service Employees International Union (SEIU) Education and Support
Fund]{.underline}**

The SEIU Education and Support Fund (SEIU ESF) EPA Hazardous Waste
Worker Training program provides hazardous materials awareness and
operational response training. The SEIU ESF also works with the New York
Committee for Occupational Safety and Health (NYCOSH) as a subcontractor
to assist in the program in the Eastern U.S. Through the unique access
provided to the project by the national network of local unions in the
Service Employees International Union, the project prevents acute and
chronic injury and illness among workers who are exposed to hazardous
materials and wastes in emergency situations. The project will
accomplish this by training workers in eight-hour awareness-level
emergency response, in four-hour awareness-level refreshers, and in
24-hour operations-level emergency response. The project will also train
workers in a new Internet-based four-hour general industry safety course
on researching hazardous materials and improving systems of safety. The
target population is employed in a wide range of jobs in acute-care
hospitals, road maintenance, and waste water treatment. SEIU represents
approximately 285,000 workers in acute care hospitals, 10,000 workers in
highway maintenance and 7,500 workers in wastewater treatment. The
target population is employed in 40 states but concentrated in
California, New York, Maine, and New Hampshire. Training is conducted by
an existing team of specially-trained SEIU-provided rank-and-file
worker-trainers.

**[University of California at Los Angeles]{.underline}**

The California-Arizona Consortium, consisting of four full-member
universities and the Alaska Health Project in collaboration with
organizations provides hazardous waste health and safety training for
workers in Environmental Protection Agency (EPA) Region IX (California,
Arizona, Nevada and the Pacific Islands) and Alaska.

A full range of Hazardous Waste Operations and Emergency Response
(HAZWOPER) courses includes: hazardous waste cleanup and investigation,
supervisor and refresher courses; treatment, storage and disposal (TSD)
facility and refresher courses; first responder operations, incident
commander, refresher, awareness course; Department of Transportation
(DOT) transportation and refresher courses; confined space courses; and
hazard awareness courses. The Consortium provides two train-the-trainer
courses for Maquiladora workers, train-the-trainer courses for NIEHS
trainers of hazardous waste workers, and two national trainers\'
exchanges.

Some of the major objectives of the grant, beyond the specific direct
training objectives includes: (1) increase access to hazardous waste
training for workers and supervisors who are non-English speaking and/or
who have limited literacy skills, through innovative outreach,
multlingual and limited literacy materials, and targeted training; (2)
train community-based environmental organizations so that they can go on
hazardous waste sites and monitor hazardous waste assessments and
cleanups in their neighborhoods; (3) expand outreach and training to
reach, through community based and tribal organizations, workers of
color who handle hazardous waste/materials at various hazardous
waste/industrial sites throughout the Southwest, in the Pacific Trust
Territories, Alaska, and along the Mexican border.

**[University of Medicine & Dentistry of New Jersey \-- School of Public
Health]{.underline}**

The New Jersey/New York Hazardous Materials Worker Training Center
(NJ/NY HMWTC) provides training under the EPA Hazardous Waste Worker
Training Program (HWWTP), the DOE Worker Training Program, the EPA
Minority Worker Training Program (MWTP) and the Brownfields Minority
Worker Training Program (BMWTP). For each program area, the NJ/NY HMWTC
has established relationships with the target populations and represent
unions, academia, labor, private and public sectors. A major objective
of the center is to prevent and reduce disability, morbidity and
mortality due to potential risks during hazardous waste operations and
emergency response through effective health and safety training.
Additionally, this center aims to improve the systematic collection,
analysis and dissemination of data to increase the understanding of
health status among various populations, especially minorities, in
Federal Region II. The thousands of Federal and State Superfund sites in
Region II, where cleanup is either planned or in progress, clearly
demonstrate a large population in need of health and safety training.
Center members for the EPA-HWWT program include: the University of
Medicine and Dentistry of New Jersey (UMDNJ), Hunter College, New Jersey
State Police (NJSP), New York Committee for Occupational Safety and
Health (NYCOSH), New York Carpenters Labor Technical College, and the
University at Buffalo.

Program objectives for the MWTP and BMWTP are similar, to prepare and
place people of color in the expanding area of environmental cleanup,
assessment and construction. Center members for these programs are the
UMDNJ, New York City Environmental Justice Alliance, New York Carpenters
Labor Technical College, and various community based organizations
(CBOs). These two programs differ specifically in their target
populations. The MWTP program trains young people of color from the New
York City area and the BMWTP trains people of color from two Brownfields
sites (i.e., Glen Cove, NY; Newark, NJ) in a comprehensive 20-week \"pre
apprentice\" training program, certifying them to conduct a range of
environmental work.

**[University of Alabama Birmingham]{.underline}**

University of Alabama Birmingham (UAB) provides training under the EPA
Hazardous Waste Worker Training Program (HWWTP). UAB provides courses to
three populations of workers who share the need for general and
specialized training in topics related to Occupational Safety and Health
Administration (OSHA) 29 CFR 1910.120, Hazardous Waste Operations and
Emergency Response. The overall goal is to improve the health and safety
of members of the Communications Workers of America (CWA), Native
Americans, and fire fighters, by helping them reduce exposures to
hazardous chemicals. Classes include Hazardous Materials Awareness,
Operations, and Technician, adapted for the three different training
populations; SCBA Fit Testing for Hazardous Atmospheres; Air
Surveillance in Chemical Emergency Incidents; Health Effects of Chemical
Exposure; Confined Space Entry and Basic Rescue; Advanced Confined Space
Rescue; Hazardous Materials Waste Handing; and Worker Training Methods.
Classes are taught in train-the-trainer mode, and materials provided for
workplace training by the participants and for outreach to their
respective communities.

**[International Association of Fire Fighters]{.underline}**

The International Association of Fire Fighters (IAFF) provides training
under the EPA Hazardous Waste Worker Training Program (HWWTP). Under the
EPA Program, the IAFF executes a training plan that strongly and
forcefully emphasizes occupational safety and health and OSHA defined
responder training as a cornerstone of professional and effective
emergency response. This plan relies heavily on an efficient
train-the-trainer approach; uses a combination of the Internet, advanced
training technologies and regional programs; and provides the estimated
475 annual attendees with the knowledge and the tools to implement this
program in local fire/rescue departments in and around EPA National
Priority List (NPL) sites and in other identified areas.

The IAFF is the only national organization serving professional fire
fighters and enjoys longstanding training partnerships and access with
fire/rescue departments across the US. The training curricula are
current, focused, and ready to be delivered. In addition, there is a
highly regarded 100-member professional fire fighter/paramedic
instructor team trained in using facilitation techniques and
problem-based learning to reinforce responder safety and health. It is a
state-of-the-art program with a focused safety and health message
provided by experienced, committed instructors.

**[International Chemical Workers Union Council]{.underline}**

International Chemical Workers Union Council (ICWUC) in cooperation with
a multi-union consortium, provides training under the EPA Hazardous
Waste Worker Training Program (HWWTP). The long-term organizational goal
of the ICWUC Consortium is to institutionalize its model program within
the member unions, Councils, and through their companies' support. The
immediate educational goal is to continue delivering chemical emergency
response training (Occupational Safety and Health Administration
1910.120, paragraph q) to thousands of industrial workers with
collateral duty who respond to a variety of emergencies and thousands of
DOE workers who are daily exposed to a wide variety of hazardous
substances. The long-term educational goal of the consortium is to
provide students with the confidence, tools and problem solving skills
to identify inadequacies in their facilities\' hazardous materials
programs and chemical emergency response programs.

**[International Union, UAW]{.underline}**

The International Union, United Auto Workers (UAW) provides training
under the EPA Hazardous Waste Worker Training Program (HWWTP). The UAW
in conjunction with the University of Michigan trains employees in job
assignments requiring response to chemical emergencies or handling of
hazardous wastes, and to evaluate the impact of that training on
improving worker safety and health. UAW's primary target sector is 3,000
smaller UAW-represented establishments with about 375,000 members,
emphasizing the automobile, metalworking, and transportation equipment.
This high-risk industrial sector reports production of about 180,000
tons of toxic waste per year, and has been further implicated by recent
studies showing occupational cancer and respiratory disease in many of
the main production processes. The project also targets public sector
UAW members in wastewater treatment and transportation assignments, and
minority and underserved community residents who work in or live near
hazardous waste sites or industrial facilities. The ultimate goal of the
project is to reduce adverse health effects and injuries among the
target populations by promoting hazard recognition, improved facility
emergency response programs and work practices, prevention of
uncontrolled chemical releases, and community and worker input into
emergency response planning. A second goal is to develop and deliver
emergency response curricula using innovative training methods, peer
trainers, and participatory techniques, and demonstrate the impact of
these on safety and health so as to promote the implementation of such
model programs beyond the target trainee population.

**[DePaul University]{.underline}**

The DePaul University provides training under the EPA Hazardous Waste
Worker Training Program (HWWTP), the EPA Minority Worker Training
Program (MWTP) and the Brownfields Minority Worker Training Program
(BMWTP). The long-term objective of the DePaul Consortium is to prevent
work-related harm by training workers in how to best protect themselves
and their communities. For its EPA Program, DePaul has new initiatives,
which include Hazardous Waste Operations and Emergency Response
(HAZWOPER)/Instrumental Enrichment integrated curriculum, and the
Train-the-Trainer Program.

Under the MWTP, DePaul strives to imbue at-risk minority youths with an
awareness of environmental health issues while training them to be
gainfully employed in high-growth and high-paying jobs, to work safely,
and to educate members of their communities. DePaul expands its
successful curriculum design in Chicago and Washington, D.C. DePaul
BMWTP continues its successful curriculum design in Chicago, Washington,
D.C. and Kansas City. These cities are targeted because there are
significant minority youth populations who face multiple barriers to
employment and who live in or near environmentally blighted communities;
real opportunities for gainful employment in the area; and qualified
local collaborative partners who can ensure effective service delivery.
The new initiatives by DePaul for the MWTP and BMWTP include the
comprehensive integration of traditional technical training with the
educational theories and practices of Instrumental Enrichment (IE) and
Mediated Learning Experience (MLE); and the development of advanced
training technologies.

**[University of Cincinnati]{.underline}**

Under the EPA The Midwest Consortium provides training under the EPA
Hazardous Waste Worker Training Program (HWWTP) workers who may be
exposed to hazardous materials while performing jobs covered by the
Occupational Safety and Health Administration (OSHA) Hazardous Waste
Operations and Emergency Response (HAZWOPER) standard in eight states of
the Midwest (Illinois, Indiana, Kentucky, Michigan, Minnesota, Ohio,
Tennessee and Wisconsin). The consortium specific aims are to serve the
needs of the region through interactive, hands-on training developed to
meet the needs of adult learners employed in jobs covered by HAZWOPER;
to document the change in and retention of knowledge and skills as a
result of training; to evaluate the impact of training and residents
after return to the workplace; to expand the Partnership Program to
train trainers in communities where hazardous materials exposures may
occur; and to fully integrate advanced training technologies into
program content and delivery.

**[George Meany Center for Labor Studies]{.underline}**

The George Meany Center for Labor Studies (GMCLS), in cooperation with
eight rail unions, the AFL-CIO Department of Occupational Safety and
Health, and the AFL-CIO Transportation Trades Department, has a training
component for the EPA-HWWT program. The GMCLS' long-term aims are to
facilitate the safe transport of hazardous materials throughout the
United States by educating rail workers to the dangers posed by
hazardous materials (hazmats) and the proper safety techniques for
responding to emergency situations; encourage workplace and community
safety and environmental protection, generally by raising the level of
worker awareness and involving employees directly in health and safety
implementation; expand training efforts to underserved populations by
special efforts to reach out to Native Americans and those of limited
English-speaking skills; and enhance access to information about
hazardous materials through expanded use of advanced technologies. These
efforts will be embodied in the training program, which is designed to
meet fully both Department of Transportation (DOT), and Occupational
Safety and Health Administration (OSHA) standards for worker health and
safety.

The program is national in scope and is to be available to all types and
categories of railroad workers throughout the country. Specific
geographic targets will be established in California, Arizona, Texas,
and Illinois to coincide with high concentrations of underserved Native
American workers and employees with limited English-speaking skills. New
initiatives that are part of this program are expanded use of advanced
technology and provision of computer access to make hazardous
materials-safety information available online and to make possible
distance learning of training course work; and enhancement of
train-the-trainer efforts by establishment of a certificate trainer
program through the National Labor College; and development of
multi-grantee efforts through increased coordination and expansion of
joint efforts.

**[University of Massachusetts, Lowell]{.underline}**

The New England Consortium (TNEC) provides training under the EPA
Hazardous Waste Worker Training Program. TNEC is a unique hazardous
waste training coalition based at the University of Massachusetts Lowell
which includes five grassroots labor-based Committees on Occupational
Safety and Health groups: ConnectiCOSH, MassCOSH, NHCOSH, RICOSH, and
Western MassCOSH. Training is provided in five New England states:
Connecticut, Massachusetts, New Hampshire, Rhode Island and Vermont. The
Consortium focuses on these private and public sector job categories:
environmental consultants and engineers, hazardous waste site workers
and supervisors, industrial and public emergency responders, inspectors,
and site investigators. Included in this student base are annual 40-hour
training courses for three Brownfields Minority Worker Training Programs
targeting young adults from underserved urban communities.

TNEC has incorporated an ATT component into its current Refresher
training program that allows students to research relevant health and
safety information through a series of web-based links. Each student
receives a floppy disk with the same set of links and some basic
instructional information on how to utilize them. Trainers walk the
students through an exercise in navigating these links using a lap top
computer and an in-focus (LCD) projector. This exercise can also be
adapted for use in other courses. TNEC, in cooperation with the Computer
Sciences Department at UML, is expanding on that exercise. The
Consortium is in the process of developing a new web-based advanced
training technology (ATT) program to incorporate into its current
training multi-day course as an ongoing set of reinforcing exercises.
The ATT program will feature a web-based simulation activity allowing
users to interact with each other as they address computer-generated
hazardous waste and/or emergency response situations. This ATT program
will also include communication and training access to TNEC, and an
improved evaluation and feedback mechanism for tracking training
effectiveness.

Working with the COSH organizations, TNEC also will hold 8-hour blocks
of community-based environmental literacy and awareness training courses
in the New England states for workers, residents, and public health
officials as a means of promoting new environmental justice linkages and
additional Hazardous Waste Operations and Emergency Response (HAZWOPER)
training throughout the region.

**[Center to Protect Workers' Rights]{.underline}**

The Center to Protect Workers' Rights (CPWR) has training components for
the EPA Hazardous Waste Worker Training Program (HWWTP), the EPA
Minority Worker Training Program (MWTP), and Brownfields Minority Worker
Training Program (BMWTP). Under the EPA Program, the Construction
Consortium long-term objective is to ensure that craft workers who are
called upon to work in EPA Superfund environments, have the skills,
knowledge and confidence they need to protect their health and safety,
and that of their co-workers, their families, their communities, and the
environment. With CPWR as the lead and coordinating organization, the
consortium, which has recently grown to include ten
international/national union members with the addition of the Electrical
Workers, Plumbers and Pipefitters, and Bricklayers, provides effective
training for its members who may work at EPA sites. The consortium, with
its nationwide network of over 1,700 spacious and well-equipped training
centers, highly skilled national and local peer-trainers, containerized,
craft-specific, and up-to-date training equipment, and centralized
training support organization, responds rapidly and effectively to
requests for training from anywhere in the country.

The CPWR MWTP, in cooperation with four community-based organizations
located in New Orleans, LA; Oakland, CA; Denver, CO; and Baltimore, MD
through Intenational Union of Painters and Allied Trades (IUPAT)
prepares community residents to become involved in the cleanup and
restoration of the communities in which they live and to attain
self-sufficiency by providing long-term career-oriented construction
trades training and employment opportunities. The MWTP goals are to (1)
provide pre-apprenticeship construction skills training to ethnic
minorities, ages 18-25; (2) provide six to nine weeks of life skills and
job readiness training for program participants to be prepared to enter
the six weeks of construction and three weeks of environmental training
courses; build upon community coalitions which have been created with
community based organizations, unions, city government officials,
regional EPA offices and others to ensure involvement of MWTP operations
in Brownfields cleanup and development activities and at Superfund
sites; (3) provide on an annual basis environmental worker courses for
trainees: three hazardous waste worker courses, four lead abatement
worker courses, two asbestos abatement worker courses; and two confined
space courses; (4) provide on an on-going basis to MWTP cities technical
assistance to enhance program operations and identify other community
resources to supplement program implementation; and (5) monitor and
evaluate each MWTP\'s progress to ensure goals are attained.

The CPWR BMWTP, in cooperation with four community-based organizations
located East Palo Alto, CA; Los Angeles, CA; Salt Lake City, UT and St.
Paul, MN prepares community residents to become involved in the cleanup
and restoration of the communities in which they live and to attain
self-sufficiency by providing long-term career-oriented construction
trades training and employment opportunities. The BMWTP goals are to (1)
provide pre-apprenticeship construction skills training to ethnic
minorities; (2) provide six to nine weeks of life skills and job
readiness training for program participants to be prepared to enter the
six weeks of construction and three weeks of environmental training
courses; (3) build upon community coalitions which have been created
with community based organizations, unions, city government officials,
regional EPA offices and others to ensure involvement of BMWTP
operations in Brownfields cleanup and development activities; (4)
provide on an annual basis environmental worker courses that include
four hazardous waste worker courses, three lead abatement worker
courses, four asbestos abatement worker courses; and one confined space
courses; (5) provide on an on-going basis to BMWTP cities technical
assistance to enhance program operations and identify other community
resources to supplement program implementation; and (6) monitor and
evaluate each BMWTP\'s progress to ensure goals are attained.

**[International Union of Operating Engineers]{.underline}**

The International Union of Operating Engineers (IUOE) provides training
under the EPA Hazardous Waste Worker Training Program (HWWTP). IUOE has
developed a training plan to provide hazardous materials health and
safety training to its membership, in particular heavy equipment
operators and stationary engineers. Under the EPA program, the overall
aim is to: annually refresh master instructors and train new instructors
to maintain a viable cadre of peer instructors nationwide; annually
refresh operating engineers and train new students in the full site
worker course so as to maintain a certified population of heavy
equipment operators and stationary engineers to work at hazardous waste
sites across the country; continue to use a train-the-trainer approach
to produce qualified peer-trainers; use refresher training as the
primary vehicle for alerting operating engineers working on hazardous
waste sites to the most recent developments; and expand the use of
advanced training technologies to instructors and students.

**[Paper, Allied-Industrial, Chemical and Energy Workers International
Union (PACE)]{.underline}**

The Paper, Allied-Industrial, Chemical and Energy Worker International
Union (PACE) provides training under the EPA Hazardous Waste Worker
Training Program (HWWTP). PACE's specific goals for EPA are to provide
courses meeting the requirements of OSHA 29 CFR 1910.120 consisting of
8-hour, 16-hour, 24-hour, and 40-hour courses; courses addressing
environmental justice and health disparities consisting of 15 eight-hour
community-labor workshops per year; and trainer development courses
including the training of trainers, trainer development and trainer
evaluation workshops. PACE has new four new initiatives to increase the
program\'s impact. They are advanced training technology initiative to
use web-radio and a web site for worker-trainer development and
evaluation; community-labor initiatives to conduct workshops that bring
together environmental justice communities living near toxic facilities
and PACE members working in those facilities; integrated training sites
initiative to provide 1910.120 training that integrates into
facility-wide systems of safety programs; and multi-grantee trainer,
curriculum, and evaluation initiative that brings together five union
Worker Education and Training Program (WETP) grantees shared curricula,
training and evaluation innovations.

**[Laborers-AGC Education and Training]{.underline}**

The Laborers-AGC Education and Training Fund (Laborers-AGC) and the
International Brotherhood of Teamsters (IBT) for the EPA Hazardous Waste
Worker Training Program (HWWTP); Young Community Developers, Greater
Dwight Development Corp., Make Ready, Inc., and six affiliated training
funds for the the EPA Minority Worker Training Program (MWTP); and the
University of Massachusetts Lowell, Detroit Works Partnership, and two
affiliated training funds for the EPA Brownfields Minority Worker
Training Program (BMWTP) are in partnership to train workers.

The HWWTP train workers who are employed or have the potential to work
at hazardous waste sites or who are at risk of exposure to hazardous
waste on the job. The program includes hazardous waste worker training
that meets Occupational Safety and Health Administration (OSHA)
requirements as well as other health and safety and skills training
needed to conduct environmental remediation jobs safely. Training
incorporates hands-on simulated exercises, classroom instruction, and
advanced training technologies. This nation-wide program targets
Laborers, Teamsters, and other construction craft workers.

The MWTP and BMWTP provides comprehensive training to improve academic
and life skills, safety, health, environmental justice awareness, and
construction and environmental job skills training. The MWTP recruits
and trains young adults of color (between the ages of 18 and 25) in five
urban areas for work in the construction and environmental remediation
industry. BMWTP provides training to disadvantage residents of color
surrounding Brownfields Assessment Pilots in three urban areas. The goal
for both programs is sustainable employment in the environmental
industry.

**[Xavier University of Louisiana]{.underline}**

Deep South Center for Environmental Justice (DSCEJ) at Xavier University
of Louisiana provides training under the Minority Worker Training
Program (MWTP) and the Brownfields Minority Worker Training Program
(BMWTP). The MWTP project develops comprehensive educational and job
training programs designed to improve general academic skills and
provide job training in the areas of basic construction and hazardous
materials abatement that should lead to employment in these areas. The
DSCEJ at Xavier University of Louisiana in collaboration with the
Laborers-AGC, Southern University at Baton Rouge, and the North Baton
Rouge Environmental Association trains eighteen to twenty-five year old
minority youth living near hazardous waste sites. The target communities
are East Baton Rouge Parish and Scotlandville. The BMWT Program develops
comprehensive educational and job training programs designed to improve
general academic skills and provide job training in the areas of basic
construction and hazardous materials abatement that should lead to
employment in these areas. DSCEJ at Xavier University of Louisiana in
collaboration with the Laborers-AGC, Clark Atlanta University, Southern
University at Shreveport-Bossier City, Center to Protect Workers\'
Rights, and North Georgia Building Trades provides training to students
in the New Orleans, LA; Shreveport, LA; Atlanta, GA; and Ft. Lauderdale,
FL area.

[]{#__RefHeading___Toc505169112 .anchor}Appendix 20: WETP Staff
Activities

**Joseph Hughes**

-   Participated in, and presented at, the U.S. National Response Team
    Training Subcommittee.

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-   Chaired a session entitled "Internet Resources and the Digital
    Divide in Occupational Health: Health Disparities in Training and
    Protecting Workers" which highlighted the accomplishments of the
    NIEHS Advanced Training Technology Initiative at the 128^th^
    American Public Health Association Annual Meeting in Boston.

-   Participated at the National Advisory Committee on Occupational
    Safety and Health Meeting and presented an update on the WETP
    Advanced Training Technology (ATT) Initiative.

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-   Participated at the Cross-Federal Agency Committee on Occupational
    Safety and Environmental Health Training and presented an update on
    the WETP ATT.

**Sharon Beard**

-   Participated in the EPA 2000 National Community Involvement
    Conference. She conducted a session entitled "The 4 P=s: How to
    Protect the Environment, Produce Jobs, Provide Environmental
    Training, and Promote Economic Development. This conference brought
    together representatives from EPA and its partners to discuss the
    practice of community involvement and public participation.

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-   Presented at the EPA Brownfields Project Directors Workshop. The
    meeting provided an excellent setting to promote the WETP Minority
    Worker Training Program and the Brownfields Minority Worker Training
    Program.

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```
-   Participated at the National Advisory Committee on Occupational
    Safety and Health Meeting and presented an update on the WETP
    Advanced Training Technology Initiative.

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```
-   Participated at the Brownfields 2000 Conference. The theme of the
    conference was \"Research & Regionalism: Revitalizing the American
    Community.\" The meeting provided an excellent setting to promote
    the WETP Minority Worker Training Program and Brownfields Minority
    Worker Training Program.

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-   Presented at the 128^th^ American Public Health Association Annual
    Meeting. Her presentation was entitled \"Hazardous Materials Job
    Training for People of Color: A Collaborative Approach.\"

**Patricia Thompson**

-   Participated in the American Public Health Association 128^th^
    Annual Meeting and Exposition

**All Staff**

-   NIEHS/Worker Education and Training Program hosted its semi-annual
    grantee meeting in Research Triangle Park, NC on October 16-18. The
    theme of the meeting was "The WETP Lessons Learned for Future Vision
    \-- The Next 5 Years."

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-   The staff from the WETP received the NIH Merit Award for exemplary
    performance in support of the NIEHS/EPA Hazardous Waste Worker
    Health and Safety Training Initiative at a ceremony in Research
    Triangle Park, NC.

[]{#__RefHeading___Toc505169113 .anchor}Appendix 21: Superfund Job
Training Initiative (SuperJTI) Accomplishments

**International Chemical Workers Union Council (ICWUC) -Copper Hill
Site, TN**

Starting in September 1, 1999, the International Chemical Workers Union
Council (ICWUC) was also awarded a supplemental grant to train potential
clean up workers at the 10,000 acre Copper Hill site, located in an
economically depressed area on the Tennessee/Georgia border. This is a
large complex mining and chemical production facility, which has been
operational for over 150 years. The site has been the subject of
numerous air, ground and water investigations and reports. It is divided
into several operable units and will take years to remediate. Potential
jobs include remediation, EPA, contractors, PRP contractors or the
Tennessee Department of Environment.

The aim of this project was to provide workers, supervisors, and others
in the Copper Hill community 40 hour Hazardous Waste training with the
skills to conduct work as determined by the EPA site evaluation and
cleanup plan. Specific goals included enabling workers and the community
to prevent injuries and illnesses due to chemical releases during
remediation activities, teaching workers and community members the
skills to conduct remediation activities safely for themselves and for
the community, and providing members in an economically disadvantaged
community with the qualifications to obtain hazardous material work. To
date there have been three 40 hour hazardous waste worker training
programs delivered in the Tennessee Copper Basin area to a total of 58
workers. Geographically located at a point where Tennessee, North
Carolina and Georgia\'s boundaries meet, all three states were
represented in each class. These classes took place at Local 401\'s
union hall in the city of Copper Hill, Tennessee, which is a central
point between the three states. These classes were open to anyone living
in the Copper basin area. Recruitment for the classes originally was
done by word of mouth. Plans are being developed to implement a series
of eight hour refreshers in the next calendar year.

**Clark Atlanta University, RSR Smelter Site, West Dallas, TX**

XU, in partnership with New Start for a Better Environment, and the
Laborers-AGC, received supplemental funds from the NIEHS and EPA-Region
6, to conduct the West Dallas Superfund Jobs Training Program (RSR)
during the 1998-99 training period. The training plan that was approved
by NIEHS was not adhered to; therefore NIEHS requested that CAU/XU
submit a training plan to train an additional seven trainees.

During the 1999-2000 training period, XU recruited and trained seven
residents residing within the RSR community. Basic skills training began
on February 4, 2000. The training was held at New Waverly Baptist Church
in West Dallas, TX. Technical training to include 40 Hazwoper training,
began on February 17, 2000 and ended February 24, 2000. The asbestos and
lead abatement training began on February 28, 2000 and ended March 6,
2000. All environmental training was conducted at the LABORERS-AGC
training facility located in Livonia, LA. Seven trainees completed the
basic academic skills training and the environmental training (80-hr
hazardous waste, 40-hr asbestos abatement, 40-hr lead abatement. XU has
contracted with a job developer to assist with placement.

With the completion of the basic contraction skills training,
coordinated by Xavier University and the New Start community, CAU is has
completed their requirement for training at the RSR Smelter Site. The
last of the pre-apprenticeship training for the RSR project began on
June 21, 2000-Basic Construction Skills Training. All seven trainees
completed the construction skills training. Of the 7 trainees, 5 are
currently working. Of the 5 working, 3 are working in the
environmental/construction industry.

-   Completion Rate: 7/7 = 100% and Employment Rate: 5/7 = 71%.

    **DePaul University**

The Super JTI funding greatly enhanced the MWT training in Indianapolis
and Washington, DC. The use of Super JTI dollars allowed the students to
receive stipends, childcare and lunches on a regular basis. In some
cases, the additional funded also covered the cost of drug testing,
physicals and work equipment. The inclusion of community-based
organizations was the most valuable addition to the trainings because
organizations such as OIC and Covenant House provided valuable services
such as computer training and resume preparation. The goal of the DePaul
Minority Worker Training Program was to utilize the all of the resources
to target education and environmental technical training for the
following three SuperJTI sites:

-   Kerr-McGee Superfund Site -- West Chicago, IL

-   Reilly Tar & Chemical, Indianapolis, IN

-   Washington Naval Yard Site -- Washington D.C.

**1. DePaul-SuperJTI project in West Chicago, Illinois for the
Kerr-McGee Superfund Site**

West Chicago, Illinois is the location of the Kerr-McGee Superfund site
in USEPA Region 5. In an effort to launch an MWT Program while using
additional Super JTI funds, DePaul communicated with a number of
community based organizations and employers. While preparing for
training in the West Chicago area, DePaul garnered a great deal of
support for launching a training program in the area. After several
phone calls and meetings in June and July, DePaul discovered The
Outreach Community Center in Carol Stream, a neighboring community. The
center is a nonprofit organization located in a cluster of low-income
residential housing that mostly includes African Americans and Latinos.

In addition to the Chicago BMWT Program with the City of Chicago, DePaul
also trained ten additional MWT students in a collaborative program with
Local Economic and Employment Development (LEED) Council. LEED Council
is operated at the New City YMCA on Chicago\'s northwest side and
provides industrial retention and development, customized skills
training and job placement, and entrepreneurship training. This
additional training was made possible through the Office of Applied
Innovations\' (OAI) Bright Future program. Bright Future is a
welfare-to-work collaborative funded by the U.S. Department of Labor
through the end of the year 2000. This initiative connects OAI\'s
resources and programs with those of the Chicago Housing Authority,

The Chicago Lighthouse, New City YMCA LEED Council, and numerous support
service resources and agencies. The program is designed to meet the
specific workforce development and training needs of targeted employers
in construction, manufacturing, healthcare, and other service
industries. LEED Council conducted outreach and recruitment with the use
of fliers, public television ads and word of mouth. The last week of
March was used to do screening and assessments on those who showed
interest in the program. A mentor/counselor from DePaul was present at
the screening sessions to assist with recruitment. The five-week
training provided job readiness and life skills from LEED Council, lead
abatement from DePaul and asbestos abatement from the Alice Hamilton
Occupational Health Center (AHOHC). Other partners in this collaboration
included Mattie Belle, Inc., and the Laborers Local 225. Mattie Belle is
an environmental consulting firm in the Chicagoland area that assisted
the students with job placement. The Local 225 financed one-half of the
license fees costs for each graduate.

The training took place at the New City YMCA Work-Based Learning Center
on Chicago\'s northwest side. A total of twenty individuals enrolled in
the program, but only ten qualified as MWT students. The remaining ten
students were counted as BMWT students in Chicago. The first two weeks
of training supplied by LEED Council included orientation, measurements,
communications, job preparedness, resume writing, physical fitness, and
TABE testing. Twenty individuals were given the TABE test and all scored
at the sixth grade reading level or higher. Each of the students
received a complimentary family pass to visit the New City YMCA while
enrolled in the program and at least one hour per day of physical
fitness was required of each trainee. The third week brought the
students lead abatement training and all ten students received their
certification. The fourth week of training was reserved for additional
life skills training from LEED Council and included discussions on
topics such as personal finance, nutrition, and drug relapse prevention.
The fifth and final week of the training gave all ten students their
asbestos certification. Graduation for the students was held on May 5,
2000 at the New City YMCA Work-Based Learning Center. The keynote
speaker was Joe Zappa from Illinois EPA and other speakers included
Susan Bigham of Mattie Belle, Inc, and Steve Hessler from LEED Council.
Also present was Sheila Pressley from DePaul and Dan Duomo from the
Local 225. The graduation class included nine African Americans and one
Hispanic of which there were eight males and two females. Five students
had a high school diploma, four had a GED and one had no GED. Eight of
the ten students were unemployed upon entering the program. To date,
five of the ten MWT graduates are employed in either the construction or
environmental industry. One student is working for ABCO in Chicago.
DePaul valued the supplemental training with LEED Council because it was
a chance to develop a new partnership in Chicago and because it provided
additional MWT students a chance for employment.

Although local support was gained, the job climate in the West Chicago
area was not right for an environmental job training program.
Unemployment was relatively low and environmental remediation work was
not readily available at the time DePaul was willing to offer its MWT
Program. The issue of communicating with residents who spoke little or
no English was also a barrier for starting a program. The residents who
spoke no English would have needed many weeks of English as a second
language training before entering an environmental technical training
and entering the environmental workforce. An MWT Program may be
coordinated with The Outreach Community Center at a later time depending
on the availability of trainees and jobs in the West Chicago area

###### *2. DePaul -Reilly Tar & Chemical SuperJTI site in Indianapolis, Indiana* {#depaul--reilly-tar-chemical-superjti-site-in-indianapolis-indiana .unnumbered}

Because of the thriving economy in Indianapolis, asbestos abatement is a
large market and there is a shortage of abatement workers. With this in
mind, DePaul saw an opportunity to establish a successful MWT Program in
Indianapolis. Since the Opportunities for Industrialization Centers
(OIC) in South Bend, Indiana was an integral part of DePaul's MWT/Super
JTI training in 1999, DePaul chose to work with the Indian State OIC
Council to launch its MWT Program in Indianapolis. OIC is a
decentralized network of employment and training programs bound together
to serve the poor and the unemployed. Founded by Reverend Leon H.
Sullivan, OIC began in an abandoned Philadelphia jailhouse in 1964 and
has grown into an organization that has served over two million
disadvantaged and under-skilled Americans of all races.

### Training Accomplishments {#training-accomplishments .unnumbered}

The seventh and final week of the training ended in June and prepared
the students to become asbestos abatement workers. The training was
provided by the Environmental Safety Assurance Institute, Inc., located
in Indianapolis. The company provides training in English and Spanish in
lead and asbestos and is owned and operated by Sharon Reyes. When DePaul
inquired about a local company to provide the training, the Indianapolis
Private Industry Council recommended Ms. Reyes' company. Involving a
local company to fulfill the asbestos training requirements gave the MWT
Program exposure to potential employers in the Indianapolis area. Ms.
Reyes visited the MWT class during week three of the training to talk
with the students and answer their questions about her training.
Typically, her company only provides training at their facility, but
because she was moved by the eagerness of the students and knew of their
challenges with transportation, she agreed to relocate the training to
the R.O.A.R. facility. Twelve of the thirteen students received their
asbestos certification along with a list of asbestos abatement
contractors to which the Environmental Safety Assurance Institute
regularly provides training.

Since its partnership with DePaul, the Indiana OIC State Council has
conducted two additional rounds of life skills and asbestos training.
The first OIC class had 14 students, and the second class had 12
students. They all have asbestos licenses and the majority are working
the Indianapolis area with asbestos abatement companies and earning
living wages.

##### Training Effectiveness {#training-effectiveness .unnumbered}

Graduation was held on Thursday, June 8, 2000 at R.O.A.R. and thirteen
graduates were presented awards and certificates from OIC, DePaul and
the State of Indiana. Two graduates gave reflections on the program, one
sang a solo, and another gave the welcome to all guests and program
participants. The keynote speaker was William Crawford, Indiana State
Representative, who was introduced by Joe Matthews, President of the
Indiana State OIC. Also present at graduation were Rudy Hightower, OIC
Hospitality Program Director, Tawaya McCrary, OIC Computer Instructor,
Cleo Washington, Indiana State Representative, Bernice Freeman, OIC
Consultant, Jake Webster, OIC Consultant, Keenan Gavin, DePaul
Instructor, and Sheila Pressley DePaul MWT Program Manager.

Of the 13 trainees who graduated, 11 were African American, one was
Asian, and one was American Indian. There were five females and six
males. Five students had high school diplomas, five had GEDs and three
had no GED. At the entry of the program, six students were under
employed, and seven were unemployed.

Several weeks prior to graduation, letters and phone calls to over 20
potential employers were made by the staff at DePaul to ensure that
students were considered for employment. As a result of this effort,
each graduate was given the opportunity to interview with Tom Green from
Star Environmental and submit his or her resume and application on
graduation day. Star Environmental was founded in 1990 and its primary
goal is to provide honest and safe asbestos abatement services to the
state of Indiana. Star offers the City of Indianapolis, General Motors
and the Indiana Public Schools as a list of previous clients. Three
students were hired by Star Environmental several weeks after
graduation. One student still remains with Star while the other two
recently acquired higher paying jobs.

The additional hours of IE training greatly assisted the students who
were able to take advantage of it. The difference was in their ability
to comprehend and grasp the concepts of the technical training. The
higher scores on the technical exams were received by those students who
had the most IE training, and two of the first graduates that were hired
had over 30 hours of IE training.

# Trainee Follow Up {#trainee-follow-up .unnumbered}

OIC will maintain contact and follow-up with each MWT student up to one
year from the date of graduation. Information such as the name of
employer, salaries, and family status will be submitted to DePaul by OIC
in its reports. DePaul\'s tracking system will house information about
each student both electronically and on hard copy. The information for
the DePaul tracking system is entered after its entry in the NIEHS
Worker Education and Training Program (WETP) database. The DePaul
tracking system assigns each student a number according to the type of
program (MWT, BMWT, etc.), the year, state, and student. The student
numbers are developed before data is entered to satisfy the data entry
requirements of the WETP database. In addition to what is required by
the WETP database, the DePaul tracking system also includes information
such as the student\'s name, social security number, and any notes about
contact with the student.

Of the thirteen graduates in Indianapolis five are currently employed
with Teltest, a local asbestos abatement company. Teltest employs these
graduates at a rate of \$15.80 per hour. One is still employed with Star
Environmental and earns \$10 per hour.

**3. Alice Hamilton Occupational Health Center, Super JTI Project for
Washington Navy Yard, Washington DC**

The Washington, DC MWT Program was coordinated by the Alice Hamilton
Occupational Health Center (AHOHC) in Silver Spring, Maryland. AHOHC, a
non-profit organization incorporated in the District of Columbia, has
existed for over fifteen years and has played a significant role in
occupational and environmental health issues, both locally and
nationally. The AHOHC has been particularly active regarding asbestos,
lead paint abatement and hazardous materials training and in the
development and implementation of adult education methodologies in
safety and health training. The AHOHC has placed special emphasis on
reaching minority, low education/literacy and other underserved workers
in the environmental remediation and removal field.

The Washington DC training program under the direction of the AHOHC was
very successful primarily due to their collaboration with the Bridges to
Friendship Alliance. Bridges to Friendship is an intricate collaboration
of governmental and non-governmental agencies working together to assure
community input and residential employment in the renewal of the Greater
Southeast Washington, DC area. Initiated by the Naval District in
Washington, the Bridges to Friendship partnership includes the following
organizations: U.S. Environmental Protection Agency, U.S. Department of
Labor, Housing and Urban Development, General Services Administration,
DC Department of Employment Services, Friendship House, Alice Hamilton
Occupational Health Center, Covenant House in DC, and Ellen Wilson
Redevelopment Corporation. Bridges to Friendship combines the support
services of the community-based partners, Friendship House and Covenant
House in Washington, DC with the extensive Bridges to Friendship network
and environmental training of AHOHC. Recruitment efforts also involved
presenting the MWT Program to two community groups and three church
congregations in the District of Columbia. The Covenant House in
Washington, DC provided TABE assessment to all participants. The program
staff found this to be very helpful in individual participant goal
setting and achievement expectations.

In the first three weeks of training students learned about
environmental justice and environmental preparation. The students then
received 56 hours of life skills training from Focus Point International
(FPI). The \"survival\" or life skills training was spread throughout
the program and was carried out by Focus Point International (FPI). FPI
is based in Washington, DC and offers competency-based survival skills
training for women, men and youth. The educational content of the
training sessions focused on self-contained units, which taught primary
behaviors. First, self-esteem and a positive mental attitude were
established. As the training sessions progressed, the participants
learned techniques for regaining control of their lives. The trainees
practiced taking charge of their surroundings, health, emotional
well-being, employment matters and family relationships. Each
participant was issued a workbook that prescribed individual and group
activities. The use of Super JTI funding greatly enhanced the MWT
Program for each trainee. Additional funding from Super JTI allowed a
number of students to receive stipends, childcare, and lunches during
the training through our partnerships with various community-based
organizations in each city.

The weeks following the life skills training included the 40 hour
HAZWOPER, lead and asbestos abatement, general construction safety,
First Aid/CPR, confined space and mentoring/career guidance.

**Training Effectiveness**

The Washington, DC MWT Program began with 35 individuals who were at the
second stage of the application process. Following individual
interviews, there were 24 participants who began the MWT Program on June
12, 2000. Of the 24 students who started the program, 18 were African
American males and six were African American females. Fifteen had no
GED, five had a GED, and four had a high school diploma.

Eventually, the number of participants decreased to 17 who continued and
received environmental certifications. Because of the attrition
experienced early in program, the Alice Hamilton Center is looking
closely at the life skills component and the curriculum design for the
2000/2001 MWT classes.

Graduation was held for 17 graduates on July 28, 2000 at the Alice
Hamilton Occupational Health Center in Silver Spring, Maryland. Family
members and friends attended the graduation, including previous MWT
graduates. Speakers included Rafeal Mora, an MWT advisory board member
since 1996, David Ouderkirk, from USEPA Headquarters (Super JTI and
Bridges to Friendship), and Dianne Moore from Focus Point National.

**Trainee Follow-up**

Verification of employment forms and participant consent forms were
developed by AHOHC to enhance the tracking effort. Scheduled trainee
follow‑up is provided on a quarterly basis by AHOHC information on each
student is provided to DePaul. A log of contact names, dates of
employment, rate of pay and comments has been established and is
maintained at the AHOHC main office in Silver Spring, Maryland.

The majority of the 17 July graduates were unemployed and the others
were under-employed upon entering the MWT Program. Currently, eight are
employed in the asbestos or lead abatement industry. A former MWT
graduate who attended graduation was able to refer some students to his
employer to assist them in getting jobs.

From the March MWT graduating class, one participant is employed by Webb
Environmental to provide environmental monitoring and ten are employed
by Keystone Environmental and working in asbestos and lead abatement at
a housing complex in Southeast DC. Other employers include WACO,
Laborer's Local 76, and Heat and Frost Insulators Local 24. One
participant has been out of touch and non‑responsive to phone messages,
and three participants remain unemployed.

Frequently, former MWT graduates return to AHOHC with friends and
neighbors who are also interested in the program, request copies of
their certifications and resumes, or check the job board. Additionally,
AHOHC contacts former students when an employer is seeking workers in
communities where they reside.

The Super JTI funding greatly enhanced the MWT training in Indianapolis
and Washington, DC. The use of Super JTI dollars allowed the students to
receive stipends, childcare and lunches on a regular basis. In some
cases, the additional funding also covered the cost of drug testing,
physicals and work equipment. The inclusion of community-based
organizations was the most valuable addition to the training because
organizations such as OIC and Covenant House provided valuable services
such as computer training and resume preparation.

**Laborers-AGC Education and Training Fund**

While Laborers-AGC was not awarded any supplemental funding, it is
important to note that YCD was formally confirmed a designated part of
Super JTI. After reviewing the funding opportunities for Super JTI
sites, YCD actively pursued the official designation through EPA
Headquarters in Washington, D.C. and ultimately EPA Region IX in San
Francisco. Located in Bayview Hunters Point, a Superfund community, YCD
saw the opportunity for future funding and direct links to partner with
the Navy, master developers and Lennar communities on the Hunters Point
Shipyard redevelopment project. This link will allow YCD to become an
integral part of the project's success and contribute to the development
of their community. Highlights from the San Francisco, CA training
program is below.

San Francisco Young Community Developers, Inc. (YCD) implemented the
fifth year of the MWTP in the Bayview Hunters Point community of San
Francisco. Serving as the lead agency for the past two program years,
YCD has again accomplished an outstanding job of managing the program to
produce exemplary results. The targeted goal for this year's program was
two cycles of 15 students for a total of 30 trainees. YCD was able to
maximize training efforts by training a total of 33 trainees. In the
first cycle, 22 participants were trained and received four weeks of
additional skills training specific to Brownfields redevelopment. In the
second cycle, 11 participants received the prescribed 240 hours of
skills training in Phase II. Due to the additional training, the first
cycle was 12 weeks with the second cycle lasting a total of 8 weeks. The
San Francisco MWTP began with 33 participants and 90 % of them received
all four certifications.

Training accomplishments in the first cycle of 22 participants were
broadened to due to an EPA Job Training Initiative Demonstration Pilot
that leveraged resources with the MWTP. Four weeks of additional job
skills training included Scaffolding, Fork Lift, Pipeline Safety,
Trenching and Shoring, Confined Space, Concrete Technician, Finishing,
Compaction, Work Zone Safety, Underground Storage Tank Removal, and
Transit and Level. Outreach and recruitment brought a pool of 85
applicants for the program. Out of these applicants both cycles of
students were chosen to participate in the program. The Comprehensive
Adult Student Assessment System Diagnostic Test (CASAS) was used to
screen potential program participants in reading and math as well as
provide a gauge of employment interest and ability. The Barksdale
Self-Esteem Test, a standardized tool developed by the Barksdale
Institute to determine self-esteem levels was also used. Based on
lessons learned in the past, YCD found it important to get true
commitment from participants. Academic enrichment services were provided
by Southeast Community College. Last year students were enrolled at the
college. However, this year YCD secured two instructors from the college
to come on site for GED testing and preparation as well as to tutor all
students in basic skills. Nine of the 33 trainees participated in
preparation for GED testing. All components of the Life Skills stressed
job readiness, reliability, promptness, and safety. The hours for Life
Skills were close to or over 300 hours per cycle. Coordination with
various Unions as well as extensive and early job development efforts
has resulted in YCD attaining a high percentage of job placements for
its graduates.

In addition to traditional screening, this commitment was tested through
intense physical fitness and life skills training. Physical fitness was
an additional yet integral component of Phase I of the program. Serving
as a screening mechanism, students were directed to report to the
fitness training at 5:30 a.m. sharp five days a week for 1 1/2 hours of
intense calisthenics and other exercise regimes to build their physical
strength and capacity. This training tested the participants' ability to
follow directions, their level of commitment, and their stamina. The
program also focused heavily on life skills with training those prepared
participants for the rigors of employment. Many of the participants had
sporadic work histories and obstacles to employment that could only be
addressed by intensive long-term group and individual life skills
training.

Of the 33 participants completing the program, 30 or (91 %) are
currently working. Annual salaries range from \$17,280 to \$48,000 a
year. Of the 30 employed, 27 % are employed in environmental
remediation. Job descriptions for the 30 employed overlap with 2 in
hazardous waste cleanup, 5 in asbestos abatement, 3 in lead abatement,
16 in construction, 2 truck drivers, and 4 in other non-industry related
employment. Collaboration between YCD and the Northern California
Teamsters Apprenticeship Program was continued this year to train two
participants in Class A Commercial Drivers License, Ready Mix and
Hazardous Materials Transportation Awareness. Forty-two % of those
employed are working union, 11 in Laborers Local 261, 2 as apprentices
in Teamsters Local 853, and 1 in the Glaziers local. The remaining three
graduates are currently seeking employment. As in previous years, field
trips were an important part of the training that allowed participants
the opportunity to observe work in the industry and get oriented to site
practices. Students visited various local work sites and the nearby
Bayview Hunters Point Shipyard, which has been the focal point of
cleanup efforts during the duration of the program.

A highlight of this year's field trip excursions was one to Mare Island,
California coordinated by John Gibbons of the Laborers HWWTP Advisory
Board. Mr. Gibbons accompanied the participants on the field trip to the
site where they gleaned information on the history and environmental
remediation being accomplished at the military site. An Environmental
Protection Specialist and Environmental Engineer both representatives
from Roy F. Weston, Inc., conducted the day long tour and expressed
interest in volunteering time to work closer with the MWTP in the
future. Training this year was moved from the Presidio to a demolition
site leased by YCD located directly in the community. The convenient
location made logistics for the program participants easier. In
addition, they experienced the pride of being trained directly in their
community. Visibility of training being held directly in the community
not only benefited the trainees but the community as a whole as well.
The close proximity of the training center to YCD offices also allowed
for closer monitoring of participants. Both the Program Manager and
Assistant were on the training site daily. This alleviated any
discipline or coordination problems.