Source: https://www.doleta.gov/grants/rfp/rfp0110_amend2.htm
Timestamp: 2017-03-28 06:49:29
Document Index: 51142288

Matched Legal Cases: ['art 15', 'art 1', 'art 2', 'art 2', 'art 3', 'art 1', 'art 15', 'art 15', 'art 15']

RFP DCS 01-10 Amendment 2
RFP-DCS-01-10
2:00 p.m., 03/23/01
(See Attachment) PLEASE NOTE: Contractors are not required to sign this document and return "0" copies to the issuing office.
bidders. The closing date and time for the receipt of proposals has been extended to
March 23, 2001, by 2:00 p.m. local time. Keith A. Bond
1. We would like to know if there was any evaluation conducted for any of the H-1B
demonstration grantee since the first round of demonstration grant awards.
1a.	To date, there has been no evaluation conducted of any of the H-1B grantees.
2. Site Visit: C4. 2 stated site visits requirement and noted "contractor will conduct site visits to a sample of grantees to gain in-depth information�" Are there any minimum requirements for the numbers of site visits to be made to the grantee sites, or is it the contractor's job to identify and budget the numbers of site visits needed? 2a.	There is no minimum requirement for the number of site visits to grantee sites
during the course of the study. Among other factors, the contractor should base
the overall number of site visits on both the Level of Effort and Period of
Performance constraints as identified in Section F of the RFP.
3. Where are the current H-1B grantees located? 3a.	Attached is a set of one page summaries for the H-1B grants awarded in
Calendar Year 2000 in all three rounds of competition conducted to date. (Attachment I)
4. The RFP specifies unstructured interviews with program staff and partners as part of the program evaluation. As "unstructured interviews" can have various methodological definitions, please elaborate on the parameters and purposes of the requested format. 4a.	The purpose of the interviews would be to gather information and insights from
these sources which would help fulfill the RFP study requirements. The
parameters will be based on what amount of relevant information can be
gathered within the Level of Effort and Time Constraints identified in Section F of
5. Please provide the names/agencies and contact information for the H1-B demonstration grantee sites. 5a.	See answer 3a above.
6. For budgetary purposes, what airfare and per diem figures should be used for site visits? 6a.	This figure should be based on the scheduling of site visits, using reasonable
coach airfares, an average of $50 per day for car rental and gas, per diem
figures from the January 1, 2001, "GSA Per Diem Notice," and mileage allowance
of thirty-two cents ($.32) per mile where applicable (WWW.GSA.GOV). Per
Clause H.4 - Travel and Per Diem, of the RFP, all travel must adhere to the
7. Are there any specific requirements from DOL on the frequency of mail surveys needed to be conducted during the performance of the project? 7a.	Bidders should use their discretion regarding the frequency of mail surveys
during the performance period of the project.
8. From the different rounds of the demonstration grants, we assume the grantee sites are in the different phases of their programs. Are there any specific requirements from DOL on the grantee site evaluation on this regard, or is it up to the contractor to make such decision? 8a.	There are no specific requirements regarding site selection. Offerors
should use their best judgement regarding the sample site selection
process. However, projects to be looked at for evaluation should include all 43 funded during the 3 rounds of competition under the 1998 statute
and those that will be funded under the four rounds of panels for the "75
percent pot" and those that will be funded under the two rounds of
competition for the "25 percent pot." This creates a total pool of 43 plus
9. Has DOL imposed data collection requirements/instrument on the grantee sites for administrative data, e.g., management information system (MIS), that can be used for the evaluation project, or is it the contractor's responsibility to collect all administrative related data? 9a.	To date, there has been no management information system imposed on the H-1B grantees; however, ETA is in the final stages of developing a system of
MIS/reporting for these grants, and we anticipate that there will be a flexible
system of standardized reporting shortly.
10. Since the technical proposal is the slide presentation which will not be opened until shortly before the oral presentations, what exactly will be the basis for deciding which offerors will be invited to do orals? 10a.	As stated in Section M.1, the Government will evaluate proposals using a
two-step methodology. The first step, which will determine the competitive
range, will involve the evaluation of the offeror's Technical Approach, Individual
Staff Experience and Qualifications, Contractor's Past Performance, and Price,
evaluation factors A, B, C, and E. Based on the first step of evaluations, a
Competitive Range consisting of the most highly rated proposals will be
established. These offerors will be invited to give an oral presentation.
11. Section L.7.4 specifies that "offerors may not use company...managers to make any part of the oral presentation." We assume that, if a company senior manager is the project manager that s/he would be allowed to present. Is this correct? 11a.	If a company senior manager is proposed as the Project Manager or in a key
position, and designated in the budget for the requirement time commitment,
then yes, that person will be allowed to present at the oral presentation. 12. Section L.7.4 refers twice to a "full time" Project Manager. Section C.5. states that the Project Director must commit 20% time. Which is correct? 12a.	The Project Director and Project Manager are one and the same. The Project
Director/Project Manager must commit 20% of their time to the project
13. Section L.3 states that the contract will be a CPFF [cost plus fixed fee]. On page B-1, the RFP states that the contract is expected to be a cost reimbursement type. Which is correct? 13a.	A Cost Plus Fixed Fee is a cost reimbursement type contract.
14. May an LCD projector be used instead of an overhead projector if the overheads are identical, assuming that the offeror supplies the LCD projector? 14a.	No. The purpose of limiting the media available for the oral presentation to
"black and white overhead transparencies (slides)" and a flip chart and marker
pens is to reduce bid and proposal costs, keep focus on content, and to keep the
playing field level.
15. Will ETA provide more information on the 43 sites for developing the proposal? 15a.	Please see answer 3a. We have attached one page summaries of all the
grants as an attachment to this set of questions. Those one page summaries
provide capsule program information and contact information. 16. For purposes of scheduling and cost, does ETA anticipate a mail survey to be conducted only once, and at what stage of the study? 16a.	The bidders budget and scheduling for the mail survey task and all other
tasks and deliverables should be consistent with their technical approach. 17. What program and cost data can we expect from H-1B grantees? 17a.	The successful awardee of this RFP will be provided access to all grantees and
to their regularly submitted quarterly reports, subject to whatever legitimate
proprietary restrictions under the Freedom of Information Act and related
statutes imposed by those grantees.
18. We are unclear about the number of transparencies that may be used during the oral presentation. The RFP limits the number to accompany the proposal but suggests others may be used during the presentation. Could you please clarify? 18a.	As stated in Section L-7, there is no limit to the number of overhead
transparencies that an offeror may use during its presentation. However, the
offeror should use its discretion when determining how many to use.
19. Is it possible to get questions concerning the procedures and instructions for the oral presentation answered after February 12? 19a.	Please see Section L.7 for the procedures and instructions for the oral
presentation. 20. Are key personnel limited to the project director and principle investigator? 20a.	Yes, as stated in Section C.5 - Special Requirements. 21. Are key personnel the only proposed staff who must sign and receive letters of commitment? 21a.	Yes, as stated in Section L.9 - Letters of Commitment - Key Personnel. All
other staff are to submit Letters of Intent (Section M.2 (B)).
22. Are we correct in assuming that the oral presentation will not be an occasion for negotiations? 22a.	As state in Section L.7, the oral presentation and the question and answer
session will not constitute discussions, as defined by FAR Part 15, and will not
obligate the Government to determine a competitive range, conduct discussions,
or solicit to entertain revised or final offers. Statements made by the offeror
during the oral presentation or the question and answer session will not become
a part of any contract resulting from this RFP, unless the Government and the
offeror agree to make it part of an offer during discussions. If the Government
decides to conduct discussions the Government will not solicit or entertain
revisions to the oral presentations or to the answers given during the question
and answer session. 23. Our reading of several parts of the RFP indicates that the overhead transparencies prepared for and presented at the oral presentation is the only place where the technical approach is presented. Under that interpretation, no other narrative presentation of the proposed technical approach is provided in the Technical Proposal except through the overhead transparencies. However, on p. 139 under Basis for Award, the first step of the proposal evaluation methodology indicates that the offeror's Technical Approach will be one of the factors used to determine a Competitive Range consisting of the most highly rated proposals. That interpretation suggests a narrative technical approach is required as part of the proposal for review prior to invitation to an oral presentation. Please clarify--is a narrative technical approach required in the Technical Proposal in addition to the overhead transparencies or not? 23a.	A narrative technical approach is required in addition to the overhead
transparencies. Please see Section L.8 - Submission of Proposal, which is
deleted in its entirety and is replaced with Attachment II.
24. Should the evaluation contractor make provision in its scope of work for inclusion of data or analysis for any future grant awards to be made after the third round of grantees that were awarded in October 2000 or is the full set of grantees to be included in this evaluation only those already awarded? 24a.	The offerors need not limit their technical approach to grantees awarded
before 2001, but need to be mindful of the RFP's Period of Performance in
25. Are uniform grantee reports (i.e., MIS data) currently being produced and provided to DOL by all grantees? What is the content and format of the available data from grantees and in what format and timing will such data be available to the evaluation contractor? 25a.	Please see answer 9a.
26. Section L.7.4 of the RFP suggests that personnel to manage or supervise contract performance are expected to work on this contract "on a full time basis." It is also stated that "The project Manager who will have full time operational responsibility for contract performance..." On page 145 the statement is made that "All professional personnel must devote a full-time effort on this project except where percentage of time of professional personnel is designated in the RFP." The RFP specifies a percentage of time only for the project director and the co-principal investigator in the RFP. 26a.	Section L.7.4 is corrected as follows Offeror's presentation team: A maximum of five contractor personnel (prime and
subcontractors) may participate. These individuals/ presenters will attend the
oral presentation and the question and answer session and shall answer
questions directed to them. The presentation shall be made by one or more of
the personnel whom the offeror will employ to manage or supervise contract
performance on a full time basis or as designated in Section C.5. The Project
Manager who will have a 20% time operational responsibility for contract
performance shall be present and shall, at a minimum, answer questions directed
to him/her during the question and answer session. Offerors may not use company senior or general managers (unless they are
designated as key personnel) or consultants to make any part of the oral
presentation. In addition to the maximum of five individuals who will participate,
the offeror may send two non-participating representatives to observe. Hence a
total of seven contractor personnel will be permitted to attend (only five may
participate) the presentation. No other officers, employees, consultants, agents,
or other representatives of the offeror may attend. 27. Is a full-time assignment to this contract necessary for any professional staff or can the contractor propose a staffing allocation that is believed to be most efficient and effective in meeting the requirement of the project, without necessarily assigning any one person "full-time" to the project? 27a. Offerors can propose a staffing allocation that is believed to be most efficient
and effective in meeting the requirement of the project, without necessarily
assigning any one person "full-time" to the project?
28. Section L.7.4 says that offerors may not use company senior or general managers or consultants to make any part of the oral presentation. However, if company senior or general managers are bid with direct project responsibility, which is likely to be the case with a small business prime contractor, will they be permitted to participate in the oral presentation? For example, a senior company manager may very well be bid as the project director or principal investigator. Does the statement in the RFP suggest that they could not participate in the oral presentation? We propose that DOL lift this restriction against participation of such persons in the oral presentation. 28a.	Please see answer no. 11a.
29. Are the letters of intent and the binding signed employment contracts intended to be the same document submitted in the proposal for each staff listed? In one place in the RFP, letters of intent are specified for "all professional personnel." In another place in the RFP, a letter of intent is specified for "key personnel." Please clarify for which positions letters of intent and/or employment contracts are required? 29a.	Letters of Intent are required for "all professional personnel." They are
submitted with the offeror's initial proposal. After the competitive range is
established of the most highly rated offerors, offeror's within the competitive
range will be invited to give an oral presentation. The same day the offeror
gives their oral presentation, the government will enter into cost discussions
with them, and at that time, Letters of Commitment - Section L.9,
Confirmation of Proposed Key Personnel - Section L.10, and binding signed
employment contracts for key personnel will be requested to be submitted
with the offeror's final revised cost proposal.
30. We have a serious concern about requiring a one-year employment commitment of staff for this project since we do not use employment contracts. We have been advised that a one-year employment commitment may very well be unenforceable legally under many circumstances. What is DOL's intention in requiring such a commitment? What is DOL's expectation of the contractor should an employee breach their contract with the contractor? Will the pursuit of legal remedy be required? Doesn't DOL's ability to accept or reject any proposed changes in key personnel provide adequate protection that acceptable staff will be used in performance of the contract? Please reconsider the requirement of an employment contract. 30a.	DOL's intention in requiring such a commitment is to guard against offerors
engaging in "bait and switch". The proposing of key personnel, but actually
intending to replace them early in performance, without identifying in the
proposal who the replacement key personnel would be. The employment
contract supplements the protection to the Government provided under
Clause H.8 Key Personnel. The Government will not reconsider the
requirement of an employment contract but will reduce the length of the
employment contract from one year to six months from the date of contract
award. The pursuit of legal remedy is not required. 31. Is there a page limit for the proposal? 31a.	Yes. Offerors' technical proposals exclusive of the oral presentation
transparencies, resumes, and past performance information shall be limited to 25
single-spaced, single-sided pages with 1-inch margins. Text type shall be at
least 10 pitch or larger. Offerors be advised that proposals that do not meet
these requirements will be determined non-responsive and not considered for
award. 32. The proposal states that "Offerors may not use company senior or general managers or consultants to make any part of the oral presentation." If a company senior manager is bid to work on the project, may they participate in the oral presentation? 32a.	Please see answer 11a.
33. What data are grantees expected to collect (i.e. SPIR data? if so, what elements?) Will grantees be expected to report this data to DOL? 33a.	At this time, the MIS reporting system is still in the late stages of
development. We anticipate that when it is in place it will require certain
kinds of data collection. However, since the system is not yet operational, it is
premature to provide details on it.
34. Will data regarding the application rate for H1-B visas, the occupation for which these visas were requested, and the geographical location of these requests be made available to the evaluator on an on-going basis? 34a.	This data would be available in the Office of Workforce Systems, Division of
Alien Labor Certification.
35. Will information regarding whether grantees were awarded funding from the 75 percent portion of funds (those using the hybrid approach and including a LWIB), or the 25 percent portion (those awarded on a traditional competitive basis and not including a LWIB) be provided to the evaluator? 35a.	Of course. However, that would only be the case for grants awarded in the
future; all of the grants awarded to date have been provided under the 1998
statute through competitive procurements.
36. The RFP identifies in Section C.5 that key personnel for this project are the Project Director and Co-Principal Investigator, and specifies that these individuals are required to commit "at least 20% time" to the project. Section L.7.4 of the RFP, however, suggests that the Offeror's oral presentation shall be made by "one or more of the personnel whom the offeror will employ to manage...contract performance on a full-time basis." Is the intention of this phrase in Section L.7.4 that the personnel are employed by the Offeror on a full-time basis, rather than on the project on a full-time basis? Would this preclude proposed key personnel who plan to devote less than full time to the project from participating in the oral presentation? 36a. Please see answer 11a.
37. Section L.9.1 requires that "all key personnel listed in Section M.C require written...letters of commitment." We can find no Section M.C. Is it correct that the key personnel referred to in Section L.9 include only those stated in Section H.9 (the Project Director and the Co-Principal Investigator)? 37a.	That was a typographical error. M.C. should be M.2. Key personnel referred
to in Section L.9 include only those stated in Section H.9 (the Project Director
and the Co-Principal Investigator).
38. Section M.2.B.3 requires "Letters of Intent" be furnished for each professional personnel assigned to the project, while Section L.9.1 requires "Letters of Commitment" for key personnel. a) What is the difference between a "Letter of Intent" and a "Letter of Commitment?" b) If they are the same, does this requirement apply to all professional personnel or just to key personnel? 38a.	Please see answer 29a.
39. Section M.2.B.4.iii indicates that "all professional personnel must devote a
full-time effort on this project except where percentage of time of
professional personnel is designated in the RFP." Section C.5 requires both
the Project Director and the Co-Principal Investigator to commit at least 20%
time to the project, but we can find in the RFP no time commitment stated for
other professional staff. Given the variability in effort needed over the life of
the contract a 100% time commitment for professional staff seems
unreasonable and overly costly to the government. a) Are there specific
requirements for the time commitment of professional personnel (other than
the 20% minimum identified for the two key personnel)? b) To whom do
these requirements apply?
39a.	Offerors can propose a staffing allocation that is believed to be most efficient
40. Does the criterion identified in the RFP requiring all professional personnel to devote a full-time effort apply to all subcontractors to the offeror? 40a.	See 39a.
41. How many of the future H-1B grants are anticipated being included as a part of this evaluation? What is the schedule for the award of these additional grants? 41a.	The Consultation Paper on the DOL ETA website discusses the tentative
schedule for awarding grants during Calendar Year 2001. It is anticipated that
there will be about four panels to evaluate the proposals submitted under the
75 percent pot as enumerated in the 2000 statute. It is anticipated that there
will probably be two competitions under the 25 percent pot.
42. What kind of reporting is USDOL requiring from grantees? Are grantees required to report on SPIR or any other tracking system? 42a.	See answer 9a. To date, while the reporting system has gone through some
of the final stages of development, USDOL has imposed only very general
reporting requirements on the grantees (narrative summaries together with
pertinent statistics.
43. If USDOL is requiring SPIR reports or other quantitative information from grantees, will the data files be available to the evaluator or only hard copy reports? 43a.	Although the Department of Labor data collection system has not been
finalized, data collected from the H1-B grantees by DOL, necessary for
evaluation purposes will be available to the evaluator both electronically and
through hard copy.	44. We have a question regarding the Evaluation Criteria (M.2) Section A. Technical Approach (35 points). We are specifically interested in knowing, roughly, how many of the 35 points are weighted for numbers 2 (ACWIA 1998 and ACWIA 2000 and other employment and training legislation and regulations relevant to this study ), 3 (the H-1B DOL grant process), & 4 (issues related to providing training-related services and relevant employment outcomes in H-1B related occupations) listed in the technical approach section? 44a.	The weights of the evaluation subfactors under Technical Approach are in
descending order of importance. The Government will not provide specific
points for each subfactor.
45. I just needed clarification on "A cost reimbursement type contract is contemplated for this requirement" - does this mean my organization incurs all of the expenses associated with this research - and then is reimbursed by the government? 45a.	A cost reimbursement type contract is where the government reimburses the
contractor for the allowable costs it incurred in performing the contract. These
contracts establish an estimate of total cost for the purpose of obligating funds
and establishing a ceiling that the contractor may not exceed (except at its own
risk) without the approval of the contracting officer. 46. We are unable to find the proposal/bid intent form referenced on the first page of the RFP, #RFP-DCS-01-10. The RFP states that Potential offerors/ bidders are asked to complete and submit a proposal/bid intent form . Then the RFP states that See Section L (Section C if SF 1449 is used) for proposal/bid instructions. The form is not in Section L. Could you please tell us where we can obtain a copy of this form? 46a.	Offerors are not required to submit a proposal/bid intent form. 47. Offerors interested in networking and/or being placed on a bidders list for the above referenced RFP, please provide the following information: Name and Address of Organization
This information is to be submitted electronically to Chari Magruder at
cmagruder@doleta.gov, by 2:00 p.m., March 2, 2001.
H-1B DEMONSTRATION GRANTEE ONE-PAGER
Grantee:	Private Industry Council of San Francisco, Inc.
Grant Amount:	$3 million	Contact:	Pamela S. Calloway
Telephone:	(415) 431-8700
Duration of Grant:	The period of performance shall be August 1, 2000 to July 30,
Population Served:	Underserved, low-income, minority communities and designated
Enterprise Zones as well as HIV-positive and disabled individuals
as well as incumbent and dislocated workers.
Geographic Area Served:	San Francisco County which comprises the central metropolitan
area in the Bay area.
Unemployment Rate: Seasonally Adjusted May 2000
Not Seasonally Adjusted May 2000
Jobs/Skills:	Digital media/computers including positions in design, e-commerce, web programming, HTML, animation, web design and
development, content production, quality assurance, systems
administration, and technical support.
Uniqueness of Proposal:	The partners in the proposal have strong industry ties; local
employer support; training that is matched to the labor market
needs; and outreach to bring training to low-income, minority and
Partnerships:	Bay Area Video Coalition (BAVC) and Goodwill Industries as
well as more than 80 private sector partners including: Adobe
Systems, Inc., Compaq Computer Corporation, C/NET,
Macromedia, ZDTV, Wired Digital, Xceed, Reef, Starmedia
Broadband, Warner, eMotion and Industrial Light & Magic.
One of the key issues facing the area is resolving the critical disparity between the supply and the
demand for technically-trained workers to fill Internet-related occupations in industries across the
spectrum. Some industry analysts, according to the proposal, have predicted that the workforce
gap in the area will grow to 200,000 positions by 2010. The new media industry accounts for 40
percent of new jobs in the geographic area. High-tech salaries averaged $66,000 in 1999.
The partnership will provide comprehensive digital media training and professional job
placement for individuals over a two year period. Goodwill Industries will train up to 100
students who will complete eight week course modules to attain basic computer skills and
specialized course work to prepare them for BAVC's intensive digital media training. BVAC
will provide advanced training for those from the Goodwill program as well as an additional 150
individuals over a two year period through its JobLink curriculum. Overall the program will
work with private sector partners by establishing an Industry Advisory Board which will ensure
that the partnership develops training curricula exactly matched to industry needs.
Grantee: Baltimore County/Baltimore County Office of Employment and Training
Grant Amount:	$2,517,888
Contact:	Lisa C. Scott
Telephone:	(410) 887-3649
Duration of Grant:	The period of performance shall be August 1, 2000 to July 30, 2002.	Population Served:	Incumbent information technology (IT) workers, and non-IT workers
and unemployed individuals.
Geographic Area Served: Baltimore City and the counties of Anne Arundel, Baltimore, Carroll,
Cecil, Harford, and Howard.
Jobs/Skills:	Information technology industries, with a focus on database
development and administration, digital media, enterprise systems
analysis and integration, network design and administration,
programming/ software engineering, technical support, technical
writing, and web development and administration.
Uniqueness of Proposal:	Includes distance learning with over 20 complete degree programs;
training will be provided through individual training accounts.
Partnerships:	Baltimore County Office of Employment and Training (BCOET);
Baltimore County Workforce Development Council; the Baltimore
Metropolitan Region Coordinating Council, comprising workforce
development professionals from each of the seven geographical
jurisdictions to be served; regional businesses; technology consortia
such as the Baltimore County Technology Council and the Greater
Baltimore Technology Council; local workforce investment boards;
state and local government agencies; educational institutions such as
the University of Maryland and local community colleges; private
training vendors, and community-based organizations
The available pool of skilled American information-technology workers is not commensurate with
the high demand for such workers in the greater Baltimore area and throughout the United States,
compromising the ability of businesses to compete in global markets and sustain economic growth. In greater Baltimore, at least 8,000 IT jobs go unfilled annually.
BCOET will coordinate a consortium of partners to help alleviate technology skills shortages in the
region through the Greater Baltimore Technology Training Connection demonstration project. Approximately 300 employed and unemployed individuals will receive primarily employer-based
training in skills required for eight IT career clusters (identified above). Trained workers will be
hired by participating employers, minimizing the need for H-1B visa workers.
Grantee:	Berkshire County Regional Employment Board	Grant Amount:	$2,003,164	Contact:	Peg Ryan	Telephone:	(617) 727-8158	Fax:	none
Duration of Grant:	The period of performance shall be August 1, 2000 to July 30, 2002.
Population Served:	Employees of General Dynamics Defense Systems (GDDS) and
GDDS individuals will be provided technical training. In addition,
GDDS and non-GDS individuals will receive soft skills training.
Geographic Area Served:	Berkshire County
Jobs/Skills:	Systems analysis and programming, mechanical engineering,
electrical/electronic engineering, engineering occupations, and other
computer related occupations, as well as soft skills training.
Uniqueness of Proposal:	The company would conduct the training in their facilities. The
proposal indicates that the training can be sustained after the grant by
transferring training to colleges and universities. The proposal
describes the migration of workers from this area and the need for
workers in engineering and computer related occupations.
Partnerships:	Berkshire County Regional Employment Board will partner with the
Corporation of Business Work and Learning (CBWL), GDDS,
Publications Research Group (PRG), regional colleges, Berkshire
Works (the One-Stop career center for Berkshire County) and the
Massachusetts College of Liberal Arts's Office of Lifelong Learning
As Berkshire County companies are changing and new companies are forming, there is a critical
need to train, employ, and retain a workforce that can master a variety of tasks, recognize
opportunities, and adapt to shifting market conditions.
GDDS will provide technical training in three fields which are in critical need of qualified workers:
software design engineers, systems integration engineers, and hardware design engineers. Due to
the complexity of the work, soft skills training will also be offered in areas such as facilitation,
communication, innovation, problem solving, and decision making. GDDS will draw upon in-house
technical experts, selected external training providers, and teaming/partnership arrangements with
colleges and universities to provide the training.
Grantee:	County of Contra Costa, Employment and Human Services Department	Grant Amount:	$2,220,018
Contact:	Ronald W. Wetter	Telephone:	(925) 646-5239	Fax:	Duration of Grant:	The period of performance shall be August 1, 2000 to July 30, 2002.
Population Served:	Licensed vocational nurses, and Kaiser Permanente employees.
Geographic Area Served:	Contra Costa County and 10 counties in northern California.
Jobs/Skills:	Registered nurses, acute care nurse assistant, unit assistant, and
Uniqueness of Proposal:	The project would raise entry-level, lower skilled workers to higher
positions and address a serious health care need facing the geographic
Partnerships:	Key partners are the workforce investment board of Contra Costa
County, Kaiser Permanente, Health Care Workers-SEIU Local 250,
The Shirley Ware Education Center, and Contra Costa Community
THE NEED:	There is a critical shortage of nurses in California. The proportion of
registered nurses per 100,000 people is among the lowest in the
Kaiser Permanente and Health Care Workers Union Local 250 have formed a partnership that will
provide licensed vocational nurses with training to advance their nursing careers and become
registered nurses. In addition, entry-level, lower skilled workers in health care jobs will be trained
into jobs as acute care nurse assistants, medical assistants, and unit assistants. Occupational training
for these 280 workers will take place over a 20 month period at various Kaiser Permanente sites
throughout northern California. Training for the 30 licensed vocational workers will be provided
through a concentrated one year degree program provided in conjunction with local community
Grantee:	Dallas County Local Workforce Development Board	Grant Amount:	$909,270	Contact:	Laurie Bouillion Larrea	Telephone:	(214) 290-1025	Fax:	none	Duration of Grant:	The period of performance shall be August 1, 2000 to July 30, 2002.
Population Served:	Dislocated, unemployed or underemployed workers who need
advance technical skills to obtain H-1B-level jobs.
Geographic Area Served:	City of Dallas, Dallas County.
Jobs/Skills:	Targeted skills training are information technology,
telecommunications, and high technology manufacturing.
Uniqueness of Proposal:	"Just In Time/Any Time Training which removes barriers to success
Partnerships:	Key partners in this project are WorkSource for Dallas County, Bill
J. Priest Institute for Economic Development (BJP), Richland
College (RLC), Greater Dallas Chamber of Commerce, Richardson
Chamber of Commerce, and College/Business Advisory Committees.
There is currently a large concentration of high technology companies, primarily involved with
information technology, concentrated in the Dallas area. However, there is a growing shortage of
domestic skilled workers available to occupy the available jobs. BRIEF OVERVIEW OF PROJECT:
This two year project will recruit and place unemployed or under-employed individuals who already
have solid computer related skills into jobs in Dallas area companies. The "Just in Time/Any Time"
program will remove virtually all barriers to success such as time/location convenience,
transportation, child care, training afford ability, and job placement. The high technology training
will be provided by two entities of the Dallas County Community College District-the Bill Priest
Institute and Richland College, and will focus on developing the skills necessary for the "demand
occupations" determined by WorkSource for Dallas County.
Grantee:	City of Glendale	Grant Amount:	$3 million
Contact:	K.C. Nash	Telephone:	(818) 548-3719	Fax:	none
Population Served:	This project will serve union members, 85% of which will be
employed or incumbent and contingent workers, 15% of which will
Geographic Area Served:	Los Angeles County.
5.8% Targeted Industries/
Jobs/Skills:	Entertainment industry and the specific skills related to this industry,
such as compositing for digital effects, digital imaging, digital film-making photography, and non-linear editing.
Uniqueness of Proposal:	The union that would administer the grant has extensive training
experiences and facilities. The proposal describes the key partnership
with the WIB, City of Glendale, and a one-stop office. The proposal
describes the history of employment trends.
Partnerships:	Partnerships are with Verdugo Workforce Investment Board, 20 local
entertainment unions, and 27 training providers.
There is a skills shortage among incumbent and contingent workers who are members of local
entertainment industry unions. If these workers are to remain competitive in their industry, they will
need the necessary skills training.
An ad hoc council comprised of members of the partnering organizations and unions will serve as
an advisory organization to assure cooperation, identify solutions, and review training providers. Training will be customized specifically for the entertainment industry, and will be provided by
trainers identified in advance as project partners. Because of the nature of the industry and its
workers, curricula will use methods such as interactive video, self-instructional materials and
equipment, learning labs, distance learning, and Internet based approaches, thereby providing a
flexible schedule to meet the demands of the trainees.
Grantee:	Houston-Galveston Area Council, for Gulf Coast Workforce Development
Grant Amount:	$2,808,484	Contact:	Rodney Bradshaw	Telephone:	(713) 993-4530	Fax:	none
Population Served:	300 students who are; participants in WIA/EC related programs;
incumbent workers from the consortium; or Texas Southern
University (TSU)/Houston Community College Systems (HCCS)
referrals who work part time or have subsistence income.
Geographic Area Served:	Houston Texas, Harris County
Jobs/Skills:	Skills training will include: computer architecture and hardware
organization; systems software and design; operating systems
function; communications system and computer network; structured
systems analysis and design; program architecture and design;
program implementation using structured programming language;
Uniqueness of Proposal:	Training facilities are located in an enterprise zone. The grantee
plans to develop techniques that shorten the training time. Specific
outcomes are included.
Partnerships:	Cooperating partners will include Houston Galveston Area Council,
HCCS, TSU, Call Center Solutions, HuTec International, Inc.,
Embedded Power Systems, Lucent Technologies, Unisys, and
There is currently an overwhelming disparity between openings in the information technology
industry and available domestic workers qualified to fill these positions.
Quality Software Developers Institute (QSDI) will train 300 qualifying dislocated workers, unemployed individuals, and incumbent workers in information technology fields. The trainees will receive 9 months of instruction, 6 months of intense classroom work, and three months of software development work. Training will focus on both technical and professional development, including job retention skills, team building, and performance attitude. The program will also provide training to 10 software development professionals who will then provide the skills training to the 300 participants.
Grantee:	Mercer County Workforce Investment Board	Grant Amount:	$2,997,072	Contact:	Catherine Tramontana	Telephone:	(609) 989-6827	Fax:	none
Population Served:	This project will serve individuals who are either unemployed and
access county workforce investment boards seeking a computer-related job; employed individuals seeking higher level jobs; or area
employers who want to upgrade their workforce by retraining
Geographic Area Served:	Mercer-Middlesex corridor in New Jersey.
Middlesex-Somerset-& Hunterdon Counties
Jobs/Skills:	Software development, systems design and development, database
management, software project management, and network
development and support for the IT industry.
Uniqueness of Proposal:	The grantee has a wide array of community partners to address the
shortage of highly skilled workers. The project is sustainable beyond
the grant period through secured on-going funds.
Partnerships:	Middlesex County WIB, Mercer County Community College,
Middlesex County college, Bell Atlantic - New Jersey, Inc., Merrill
Lynch, Mercer County Chambers of Commerce, Communications
According to the New Jersey Technology Council, "four of New Jersey's five growth industries are
either driven or heavily supported by information technology. In order to keep growing in New
Jersey, companies in these industries need increasing numbers of well educated IT professionals."
The Central New Jersey Workforce in Excellence in Information Technology, based at Mercer
County Community College and Middlesex County Community College, will provide a
comprehensive array of services in order to provide industry-credentialed IT skills training for 500
employed and unemployed individuals. The project will begin with a skills assessment component,
after which training will be offered in one of fives skills areas based on input from an advisory group
with expertise for that particular area. Training will be provided on a flexible schedule to ensure
individual needs, jobs, and family responsibilities are respected.
Grantee:	Kentucky - Louisville and Jefferson County Workforce Investment
Grant Amount:	$2,538,040
Contact:	Pamela O. Anderson
Telephone:	(502) 574-2500
Population Served:	Incumbent IT workers and individuals without IT background,
targeting women, older persons, people with disabilities, and
Geographic Area Served:	23-county region surrounding Louisville.
Jobs/Skills:	Microsoft Certified Systems Engineer, network administration, web
Uniqueness of Proposal:	Broad partnership, including national partners, to address area skills
shortages through training accessed through individual training
Partnerships:	Workforce Investment Boards of Louisville/Jefferson County and
North Central Kentucky; Career Resources, Inc. (local One-Stop
Center); Jefferson Community College; Greater Louisville Inc. (local
chamber of commerce); Greater Louisville Small Business
Development Center; CompTIA; Manpower, Inc.; and Cisco
The available pool of skilled Louisville area information technology workers is not sufficient to
meet the high demand for such workers in the region, while unemployment at the outer edges of the
labor market is higher than it is closer to Louisville, and average educational attainment is lower than
the national average. In Jefferson County, there is a demand for 3,200 IT workers, which is expected
The IT Advantage Project will provide training to upgrade the skills of IT workers identified by
their employers and basic IT training for individuals recruited through the One-Stop Center. Participants will be assessed and connected with existing IT training providers through individual
training accounts, and trainees will be placed in specific employer-identified jobs.
Grantee: Municipality of Anchorage Grant Amount:	$2,425,035
Contact:	Ruth DeCamp
Telephone:	(907) 343-6534
Population Served:	Incumbent workers and unemployed individuals with limited or no
Geographic Area Served: Municipality of Anchorage and Matanuska-Susitna Boroughs.
Jobs/Skills:	Telecommunications industry, with a focus on computer systems
analysts, computer software engineers, electrical/electronic engineers,
Uniqueness of Proposal:	Addresses the labor market needs of a cohesive region including
Anchorage and the adjacent Matanuska-Susitna Borough.
Partnerships:	Anchorage/Mat-Su Borough Local Workforce Investment Board;
High Tech Business Council/Information Technology Consortium,
representing 24 IT businesses and 4 local and state government
entities; University of Alaska; Matanuska-Susitna School District;
Alaska Job Corps; Bureau of Apprenticeship and Training; Alaska
Business/Education Compact; and International Brotherhood of
Electrical Workers Apprenticeship and Training program.
The available pool of skilled American information technology workers is not commensurate with
the high demand for such workers in the greater Anchorage area and throughout the United States,
compromising the ability of businesses to compete in global markets and sustain economic growth. In Alaska, skill shortages exist in the telecommunications and computer technology industries, while
unemployment is high in Matanuska-Susitna Borough.
This business-led project will provide participants with assessment and career counseling, a
certificate course in information technology piloted at the University of Alaska, Southeast, applied
training, and apprenticeships and job placement. The two-year project, based on identified skills and
knowledge gaps, will focus on telecommunications industry jobs as systems analysts, computer
software engineers, electrical/electronic engineers, and telecommunications sales and marketing,
alleviating the need for H-1B visa workers.
Grantee:	The Private Industry Council of the City of New York, Inc.
Grant Amount:	$2,940,162
Contact:	William C. Gresham
Telephone:	(212) 742 - 1000
Duration of Grant:	The period of performance shall be August 1, 2000 to July 30, 2002
Population Served:	Both incumbent workers and unemployed individuals.
Geographic Area Served:	New York City
Jobs/Skills:	Information technology, web development, Unix system
administration, Java programming, and database systems
Uniqueness of Proposal:	Distance learning, a "fast track" curriculum and hands-on internships.
Partnerships:	The City University of New York Institute for Software Design and
Development (CISDD), New York Software Industry Association
(NYSIA), Borough of Manhattan Community College, Institute for
Business trends and Analysis, and NYC JOBS Consortium.
There has been an explosive demand for information technology (IT) workers. For the past few
years, IT has replaced healthcare as the number one area of skill shortage in New York City. There
are some 1,350 new media companies employing approximately 27,300 individuals. Since 1992 the
number of jobs in the city's software industry has jumped by more than 50 percent.
The New York City Information Technology Education Project (ITEP) will will train participants
via a "fast-track" IT education that will lead to employment and begin to alleviate the current IT
skills shortage. The four key occupations targeted are web development, Unix system
administration, Java programming and database systems administration. The ITEP model is a unique
combination of classroom instruction, distance learning and internship that was created with direct
employer input. Both employed and unemployed participants are expected to increase their income
as IT salaries range from $60,000 to $120,000 and minority participants will be given the
opportunity to enter an industry where they are under represented.
Grantee: Southeastern Connecticut Workforce Development Board
Grant Amount:	$1,807,624
Contact:	John A. Beauregard
Telephone:	(860) 440-3534
Population Served:	Incumbent workers in bio-science industries, unemployed defense
industry workers, and students. Geographic Area Served: 20-town area in New London County. Unemployment Rate: Seasonally Adjusted May 2000
Jobs/Skills:	Clinical data managers in bio-science industries, with an emphasis on
database development and administration, and program development.
Uniqueness of Proposal:	Targets skills shortages in biological sciences occupations,
particularly the specific needs of Pfizer for clinical data managers;
brings together a major employer, university, and One-Stop Center.
Partnerships:	Southeastern Connecticut Council of Governments; Eastern
Connecticut State University, area community colleges, and New
London Public Schools; Pfizer, Inc., and other businesses; local One-Stop operator (ETI), and Connecticut United for Research Excellence,
Inc. (CURE).
THE NEED:	The available pool of American workers with bio-science and computer skills is not commensurate
with the high demand for such workers in southeastern Connecticut, particularly in light of Pfizer's
$600 million expansion in the New London area, including a new clinical studies facility. At the
same time, thousands of Electric Boat and other defense industry workers in the region have been
laid off in recent years.
The Bio-Science Training Project is intended to upgrade the skills of both employed and
unemployed workers at all education levels for high-skill jobs in pharmaceutical and clinical
research companies, health maintenance organizations, and insurance companies. Participants will
be receive basic training through Eastern Connecticut State University as clinical data managers and
in related occupations, with skills identified by Pfizer, and also receive internships and job
Headline:	H-1B SKILLS TRAINING GRANTS OF $12.4 MILLION WILL TRAIN U.S.
WORKERS FOR HIGH SKILL JOBS OFTEN FILLED BY FOREIGN
Introduction: On February 10, the U.S. Department of Labor announced nine grants
totaling $12.4 million to train American workers in high-skill occupations,
principally in information technology and health care, to fill jobs in places
where companies are facing labor shortages. The grants are funded by a
portion of the $500 fee employers pay for each visa under the H-1B category
to import temporary workers from other countries. This $500 user fee was
established under the American Competitiveness and Workforce
H-1B SKILLS TRAINING GRANTS OF $12.4 MILLION WILL TRAIN U.S. WORKERS
FOR HIGH SKILL JOBS OFTEN FILLED BY FOREIGN WORKERS
On February 10, the U.S. Department of Labor announced nine grants totaling $12.4 million to
train American workers in high-skill occupations, principally in information technology and
health care, to fill jobs in places where companies are facing labor shortages. The grants are
funded by a portion of the $500 fee employers pay for each visa under the H-1B category to
import temporary workers from other countries. This $500 user fee was established under the
Phone:	(413) 755-1357	Proposed Award Amount: $1,500,000
Summary Paragraph: The Hampden County Regional Employment Board (REB) in
collaboration with its partners proposes establish the Information and Telecommunication
Technologies workforce development project entitled IT Squared. There are two primary
purposes to IT�: (1) train and upgrade the technical skills of 210 employed and
unemployed (130 employed and 80 unemployed) workers for highly skilled jobs in the
information and telecommunications technology industry; and (2) create a sustainable
multi-region network of IT Squared training providers, businesses and workforce
investment boards to focus on the long-term workforce needs of the information and
telecommunications industry. Community Served: Primarily Hampden, Franklin and Hampshire Counties in Western Massachusetts; Secondarily Worcester County (Mass.), Hartford County (Ct.), and parts of Southern Vermont and New Hampshire Barriers/Target Group: The primary target group includes 80 unemployed individuals with
computer-related background and skills for entry level positions who need further
training to attain credentials for high-level jobs and 130 currently employed workers who
are in lower level positions in companies but have been identified as possessing the
capacity for growth into positions requiring higher proficiencies and skills.
Partnerships: One Workforce Investment Board (Franklin/Hampshire Counties, Mass.), two
One stop Career Centers in Hampden County, Springfield Technical Community College,
Greenfield Community College, Telitcom Development Corporation, Inc., Northeast
Center for Telecommunications Technology, Systems Software Support Inc., JDS
Uniphase, RCN Javanet, Valley Communications, Coghlin Electrical Contractors. Innovations/Service Strategy: Creative approaches to the delivery of training will include
distance learning via creation of a "virtual" campus for asynchronously delivered, on-demand technical training models. This method will be combined with campus classroom
training and work site internships. H-1B Technical Skills Training Grants
Contact:	Michael J. Curran	Phone:	(408) 730-7248	Proposed Award Amount: $1,320,938
Summary Paragraph: The goal is to equip participants with training to bridge the "Digital
Divide" (a growing phenomenon in Silicon Valley that separates individuals of different
socio-economic groups into information technology "haves" and "have nots"). Several
partners in the project will employ recruitment efforts. Intake and a combination of tools
and assessment will be administered to determine whether the individual seems to have
the appropriate interests, aptitudes and/or the experience necessary for H-1B occupational
skills training. Participants chosen for H-1B training will be provided with one-on-one
assistance from counselors/training coaches in selecting the most appropriate training for
his/her occupational goal. Support service will also be provided, as will job development
and placement services for job seekers who have been trained through the grant.
Barriers/Target Group: The grant will target several diverse populations: low-income, multi-ethnic adults and older youth (18-24), dislocated workers, and incumbent workers. This
project will also involve recruitment of individuals from the poorest neighborhoods in
Silicon Valley with predominantly Hispanic, African-American, and Pacific Islander
Partnerships: The consortium brings together business, training, and service organizations
which include the NOVA Private Industry Council, Mission Community College,
Evergreen Valley Community College, Opportunities Industrialization Center West,
University of California Santa Cruz Extension, Joint Venture:Silicon Valley Network,
California Employment Development Department, Sun Microsystems, and Cisco
Innovations/Service Strategy: Industry giants Sun Microsystems and Cisco Systems have
contributed equipment and expertise in curriculum development to this project. A new
program called STEP (Systems administration Training and Employment Program) was
designed by a team including representatives from Sun Microsystems, Cisco Systems,
NOVA, and local community colleges to enable an individual to become a certified
systems administrator in less than one year. The NOVA PIC and the Silicon Valley PIC
will provide high-level technical skills training to an estimated 200 individuals over the
next two years. H-1B Technical Skills Training Grants
Awardee:	Pima County Community Services Department 32 N. Stone, 16th Floor
Contact:	Henry G. Atha, Phone:	(520) 740-5205	Fax: (520) 798-3206
Summary Paragraph: Grantee will build on High Tech/High Wage project that has been
piloted since 1998 and expand opportunities under it. Training will be provided in five H-1B technical skill areas that are in short supply in Pima County: Health, Information
Technology, Educational, Electrical and Electronics, and Accounting and Management. Employers from the targeted occupations will join with Pima County Community Service
Department, the University of Arizona, and Pima Community College to become a WIB
Technology Skills subcommittee. As a WIB entity, this permanent partnership provides
all members input into the overall strategic direction of the workforce investment effort.
The employer subcommittee members articulate skill requirements, participate in
curriculum design, teach courses, hire workers, and provide mentors to project
participants. Training provider representatives furnish the training vehicles, including
new initiatives such as web-based components and evening/weekend delivery schedules. Community Served: Pima County, Arizona (including the city of Tucson) Barriers/Target Group: Wide range of participants including high- and low-skilled workers,
minorities, women and people with disabilities. People with sufficient skill level
backgrounds will enter H-1B training. Those who do not will be trained using linked
resources (under JTPA or WIA) to backfill vacant positions. Grantee is committed to
training single parents and women, with a focus on non-traditional fields for women. Partnerships: Pima Community College, University of Arizona, employers from targeted
occupations.	Innovations/Service Strategy: Modular training and education products that are offered
evenings and weekends, plus a fast track program that follows employer and participant
timelines rather than school semesters; a web-based Individual Training Account system
that includes certification of distance training providers, especially important to Pima
County's rural workforce; Internet published Employer Skill Standards and Career
Ladders for workers to use in career selection; a 360 degree performance feedback system
that includes employer focus groups, participant satisfaction surveys, and training
provider input; and Development of a 2+2+2 technical skills education continuum,
linking high school, community college, university coursework, with entry at any of the
three ports. H-1B Technical Skills Training Grants
Phone:	(312) 744-7700, (312) 744-7456	Proposed Award Amount: $1,500,000
Summary Paragraph: The long-term goal of the pilot project is to develop an information
technology worker training model that meets the needs of business and includes both
entry into the IT industry and paths to career advancement. The purpose of the project
will be to prepare incumbent workers for more skilled, highly paid positions within their
companies, placing City College Silicon Seed graduates and other qualified workers into
the positions vacated by promoted workers, and helping IT companies fill entry-level
positions. This will be accomplished by many components that include: project partners
identifying specific training needs and selecting trainees; DePaul Institute of Professional
Development developing the H1-B training program based on university resources;
project partners identifying and meeting business needs for entry-level positions and
second-tier positions (which typically require post-secondary training or bachelor's
degrees); One Stop Career Centers providing support services; and the Illinois Coalition,
Mayor's Office Technology Initiative, and Chicago Workforce Board participating in
efforts to establish regional coalition to permanently establish a comprehensive career
track to meet the needs of the high-tech industry.
Barriers/Target Group: Employees of participating companies will be selected, based upon
pre-requisite training and job performance, to train for H1-B designated positions.
Partnerships: This pilot project brings together business, training, and service organizations
which include The Chicago Workforce (Investment) Board, The City of Chicago Mayor's
Office Technology Initiative, The Illinois Coalition, DePaul University, City Colleges of
Chicago, System Development�Integration, uBID, Inc., Xpedior, Catalyst Consulting
Group, Inc., Big Edge, The Mayor's Office of Workforce Development and the One-Stop
Innovations/Service Strategy: DePaul University has begun research on distance learning and
will explore the feasibility of using this medium as this initiative continues. An estimated
425 incumbent workers will be enrolled in training, with 200 new openings created
through promotion and training. H-1B Technical Skills Training Grants
Awardee:	Seattle-King County Private Industry Council	Market Place One, Suite 250
Contact: Alfred Starr	Phone: (206)-448-0470 ext. 3013	Proposed Award Amount: $1,500,000
Summary Paragraph: The Seattle- King County Private Industry Council, in partnership with
the University of Washington, and three community colleges and numerous other partners
will provide an innovative solution to one of the country's most pressing educational
problems: the lack of skilled technology professionals needed to design, implement and
manage the computer-based enterprises that will drive commerce and education into the
twenty-first century. Through a collaborative effort, the partners will build a system of
articulated and integrated technology modules and provide training for up to 500 students
in a demonstration of the new programs. The educational partners will also work
together to ensure that articulation among institutions provides a clear progression in
which students are equipped to enter the workforce or proceed on to four year and
graduates degrees in information technology and computer science. The sets of program
modules in the skill shortage occupations covered under this effort are, applications programming, information engineering, and systems analysis. Community Served: Snohomish, King and Pierce Counties
Barriers/Target Group: The goal of the project is to develop new building blocks for IT
training, geared to several target populations at various stages on the career ladder.
The target groups are unemployed workers who require additional skills to gain
employment in IT professions and currently employed workers who wish to advance in
their professions or change career path.	Partnerships: The consortium brings together business, training, and service organizations
which include the Seattle-King Private Industry Council, the University of Washington,
Bellevue Community College, Edmonds Community College, Pierce Community
College and the Washington Software Alliance with over 1400 member companies in the
technology industry. Innovations/Service Strategy: Through this collaborative effort, the partners will build this
system of technology certificates and provide 500 hundred training vouchers in a
demonstration of the new programs. In addition, the UW will work with the participating
community colleges to ensure that current and future IT and computer science courses
meet UW standards of quality assurance and articulation. H-1B Technical Skills Training Grants
Phone:	(203) 576-7030x309	Proposed Award Amount: $1,500,000
Summary Paragraph: The project's goal is to create real and viable new career-paths to provide
adequate domestic labor pools for the H1-B growth occupations; create employer-based
Certified Skills Centers at which the program trainees receive experiential and on-the-job
training in the occupations which deliver skills certification and valuable job references;
expand the capabilities of the workforce development system without a proportionate
increase in costs; and incorporate Equipped for the Future (by the National Institute for
Literacy) and Best Practices concepts to create a sustainable system that effectively
dissolves the barriers that have caused an increasing employer reliance on imported
foreign labor to fill high-skill high-wage jobs.
Barriers/Target Group: The target population includes both unemployed and employed, as
well as young adults entering the workforce. Emphasis will be placed on training
incumbent workers in both related and unrelated industries whose skills match those of
the H1-B occupations. Partnerships: This project brings together business, training, and service organizations which
include The Workplace, Inc., SACIA, Pepperidge Farm, Pitney Bowes, Norwalk
Community-Technical College, and The Community Action Agencies for Norwalk
(NEON, Inc.) and Stamford (CTE, Inc.).
Innovations/Service Strategy: One of the principal innovations of the project is the creation of
Certified Skills Center at employers. Each participating company has agreed to be
designated as a Certified Skills Center. This designation required the following: all
training is structured on National Skills Standards Board (NSSB) standards; all training
results in formal certification in NSSB skills; all training results in college credits; all
training results in additions to a lifelong resume; all certification in skills competency is
maintained in a site database and that data is shared with the Substate grantee for the
purpose of maintaining a workforce certification database; and all instruction is delivered
by trainers who themselves are certified in the NSSB skills as well as certified as
instructors by the State. An estimated 540 participants will be trained.
Awardee:	Philadelphia Workforce Development Corporation, Inc.	1617 JFK Boulevard, 13th Floor
Contact: Ernest E. Jones	Phone: (215)-963-3473	Proposed Award Amount: $563,057
Summary Paragraph: The major goal of the effort is to address the needs of area employers for nurses at all levels and especially for the highest skilled nurses-registered nurses and licensed practical nurses. The program design is built around an accessible career ladder in nursing, enabling all levels of participants to access training and employment based on the needs. Motivated and experienced entry level health care workers will be targeted for training as skilled nurses supporting employer efforts to assist their incumbent workers in upgrading their skills. A backfilling system will allow low-wage workers, their unemployed, and younger workers to become trained as nurses aides, and backfill the entry-level workers vacated jobs. This project includes a comprehensive support system to ensure success of the skilled nursing students in an extremely challenging academic experience. The project design integrates the new One Stop System into the service delivery strategy, enabling the consortium partners to become involved in the development of the new system. And finally, the project is employer driven. The project is designed to be responsive to employer needs, and sustained through employer support. Community Served: Philadelphia, Philadelphia County, Bucks County, Delaware County,
Barriers/Target Group: To address the shortage of high skilled nurses in the Philadelphia and
the four surrounding counties. Incumbent workers, low wage workers, younger workers,
and the unemployed.	Partnerships: The consortium brings together organizations including: the Philadelphia
Workforce Development Corp., Inc., One Stop Center, Career Link, Job Security Fund,
Temple University Healthcare system, New Courtland, Inc., Tenet-owned Medical
College of Pennsylvania, National Union of Hospital & Health Care Employees,
AFSCME, AFL-CIO District 1199C and 60 area hospitals.
Innovations/Service Strategy: Through this collaborative effort, 80 Philadelphia residents will
be trained as high skill nurses. Of those, fifty participants will become licensed as
registered nurses and 30 participants will become licensed practical nurses. In addition
200 low- wage, younger workers, and unemployed residents of Philadelphia will be
trained as nurses aides and placed into jobs that will increase earnings. H-1B Technical Skills Training Grants
Phone:	(603) 228-9500	Proposed Award Amount: $1,500,000
Summary Paragraph: The New Hampshire Job Training Council and its partners will
implement job training and career development programs which increase companies'
ability to access and retain skilled workers in the State. The funding will be used to
develop and implement a technical skills feeder system for high technology firms, a
career ladder development process for individuals with suitable aptitudes for positions in
identified industries, and an ongoing commitment by businesses in the State to incumbent
worker training. The project will work along a continuum of skills development, with
career awareness/planning and technical skills aptitude analysis, Individual Training
Accounts (ITAs) for qualified unemployed workers, and company-based Customized
Training Programs (CTP) for incumbent workers. Technical skills training programs will
include seamless transition from Community Technical College System (CTCS) degrees
through Information Technology (IT)-based bachelor's degree programs at the College
for Lifelong Learning, and in-house online training options for incumbent workers.
Barriers/Target Group: The grant will target both unemployed workers and also incumbent
workers in 10 to 15 companies around the State.
Partnerships: The consortium brings together organizations including: the New Hampshire
Department of Resource and Economic Development, the New Hampshire Community
Technical College System, the New Hampshire Manufacturing Extension Partnership, the
University of New Hampshire College for Lifelong Learning, the New Hampshire Job
Training Council, New Hampshire Employment Security, plus several business partners
including the Software Association of New Hampshire, the High Tech Council, and the
Business and Industry Association.
Innovations/Service Strategy: The range of training programs will be tailored to worker needs	and relate specifically to company human resource benchmarks established by business
assessment tools. One important innovation is the use of a newly-developed bachelor's
degree program in information sciences, with the bulk of the coursework delivered via
online educational segments. In addition, up to 120 Individual Training Accounts (ITAs)
will be created to meet individual needs for career growth within the targeted sectors.
Phone:	(301) 386-5522	Fax: (301) 386-5533	Proposed Award Amount: $1,500,000
Summary Paragraph: Applicant will provide a targeted multi-regional program to recruit,
assess, train, and place participants into the telecommunications and Information
Technology (IT) fields. Program training will take place at existing training facilities
administered by the Communication Workers of America (CWA) located in Fremont,
California and in Washington, D.C. Participants for the training program will be
recruited and screened for the program by their local Private Industry Council (PIC)
(Prince George's WSC or Oakland PIC). Following successful screening outcomes, entry
into the program begins with a skills assessment using an Internet based tool developed
through the partnership of CWA, Cisco Systems, Aires Technologies, and Arizona State
University. Training is presented in four stages leading top three industry-recognized
certifications: Basic computer literacy, data cable installation (Building Industry
Consulting Services International (BICSI) Certification), computer technician skills (A+
Certification) and network technician skills (CCNA/Cisco Certified Network Associate). Benchmarks in the program allow the participants to elect for job placement with one of
the CWA participating employers. Community Served: East Bay Area of Northern California, Washington, D.C. metropolitan area
Barriers/Target Group: employed and incumbent workers with some emphasis on a
nontraditional IT workforce which includes minorities, women and the handicapped.
Partnerships: Prince George's WSC, Oakland, Cal. Private Industry Council, CWA National
Education and Training Trust, Cisco Systems, CWA-represented employers including
Lucent Technologies, AT&T, Bell Atlantic, GTE, Bell South , US West, PacBell.
Innovations/Service Strategy: Distance learning, skills assessment using an Internet based tool
developed through the partnership of CWA, Cisco Systems, Aires Technologies, and
Arizona State University. H1-B TECHNICAL SKILLS TRAINING GRANTS
Grantee:	Arlington-Alexandria Workforce Investment Board
Grant Amount:	$2,723,600
Contact:	Susanne Eisner
Telephone:	(703) 228-1322
Duration of Grant:	The period of performance shall be 24 months from grant award.
Population Served: 200 incumbent workers for higher level training and 340 unemployed or underemployed for introductory training in information technology and health care specialties. Geographic Area Served:	State of Virginia
Partnerships:	Consortium members include The City of Alexandria, VA., and
Arlington County, VA; Marymount College, Northern Virginia
Community College and Old Dominion University; a one stop center,
two community organizations and established business internships and
externships in a variety of demand occupations.
THE NEED:	The Northern Virginia area employers has an unusually high level of
demand for workers with technical skills in health care and information
technology. The current supply of potential employees with high
technology training falls short of the demand for them, threatening the
continued viability of hospitals and businesses, which must resort to
imported H1B workers.
BRIEF OVERVIEW OF PROJECT: The Consortium, with ten years of experience and considerable in-kind
and cash contributions has a high likelihood of continued viability. The
exceptional demand for high tech workers in the area, and the large pool
of potential workers in need of training tailored to their abilities, should
sustain indefinitely the demand for the Consortium's varied high
technology training in Northern Virginia.
Grantee:	Buffalo and Erie County Workforce Development Consortium, Inc.
Telephone:	(716) 885-9840
Duration of Grant:	January 1, 2001 to December 31, 2002
Population Served:	700 incumbent workers from thirteen local companies and eighty (80)
Geographic Area Served:	1,189,288; Erie and Niagra Counties, contiguous areas located at the
Western end of New York State
Job/ Skills:	Information Technology (IT) and Automated Manufacturing Skills
Uniqueness of Proposal:	Innovative strategies employed in this program design will include the
application of the WIA Individual training account (ITA) concept to this
employer focused skills training project.
Partnerships:	AFL-CIO; the United Auto Workers; Western New York Workers;
Infotech Niagara; the Niagara County Workforce Investment Board, the
State University of New York at Buffalo, Erie Community College,
Niagara Community College.
The Need:	As large numbers from the aging local manufacturing workforce prepare
for retirement, it is essential to have the foresight to begin advancing the
information technology skills of younger manufacturing workers as well
as to prepare more younger entry level workers for these jobs which
increasingly use computer assisted manufacturing techniques. Employers
in the key sector of the local economy.
The proposed program will provide for the upgrading of information technology skills and/ or training in automated manufacturing skills for approximately 700 employees of thirteen local companies and include 80 unemployed or underemployed individuals who may need these skills to qualify for jobs with these companies or other local firms.
Grantee:	Central Iowa Employment and Training Consortium (CIETC)
Grant Amount:	$2,157,770
Contact:	Ramona Cunningham
Telephone:	(515) 281-9728
Duration of Grant:	January 2, 2001 to December 31, 2002
Population Served:	300 people, including 270 unemployed individuals and 30 individuals
employed among the business partners
Geographic Area Served:	11 counties in West Central Iowa: Polk, Dallas, Warren, Story, Jasper,
Madison, Marion, Boone, Guthrie, Carroll, Audubon, and the City of
Des Moines (All of Iowa's Region 11 And three counties of Region 8)
Targeted Industries/	Jobs/Skills :	Information technology - specifically software applications,
programming and technical support in the information technology
Uniqueness of Proposal:	Proposes an Information Technology Scholars Project; this involves
bringing unemployed individuals into the information technology field
through classroom training and "cooperative internships" and
upgrading employed individuals by increasing their skill levels through
training and experience in a higher level job.
Partnerships:	Des Moines Area Community College, United Way's Dislocated
Worker Center, Iowa Comprehensive Human Services, Iowa Region
XII Council of Governments, Greater Des Moines Partnership,
Automatic Data Processing, Iowa Telecom, Maytag Appliances, Ruan
Transportation Management and other businesses
The NEED: Although there is a very low unemployment rate in Central Iowa (1.4
percent), there is a serious deficit skilled workers. Specifically, over
20,000 new and replacement workers will be needed by the year 2005
in five key industries - manufacturing technology, information
technology, health care, biotechnology, and skilled trades. Just under
10,000 of those needed workers will be needed in the information
The Information Technology Scholars Project will provide technical training in a variety of information technology occupations through the use of classroom training and "cooperative internships" (for unemployed workers) and training and work experience in a higher level job (for employed workers). The training provider for this project is Des Moines Area Community College.
Grantee:	City of Greensboro (North Carolina)
Grant Amount:	$2,721,000
Contact:	Lillian G. Plummer
Telephone:	(336) 373-5922
Duration of Grant:	December 1, 2000 to December 31, 2002
Population Served:	550 people; 250 new workers to the information technology field and
300 workers currently in the information technology field. There will be
a special emphasis on recruiting members of groups under represented in
the information technology field for this program (women and
Geographic Area Served:	Greensboro, Winston-Salem, and High Point NC (the Piedmont Triad
Jobs/Skills:	Information Technology Occupations; specifically computer technician,
network technician, software quality assurance analyst, and higher level
occupations such as WEB development and software automation. Uniqueness of Proposal:	The project's special emphasis on under represented groups (particularly
women and minorities) sets it apart. Currently, women, African
Americans, and Hispanics represent only a minuscule portion of the
population in the higher levels of IT occupations. It is anticipated that 70
percent of the participants will be from those under represented groups.
Partnerships:	Guilford County Workforce Development Board, IT Training and
Solutions, Actuarial Sciences Associates (ASA) Inc., Burlington
Industries, OASIS Corporation, Greensboro and High Point Chambers of
Commerce, Guilford Technical Community College.
The Need:	There is a significant shortage of skilled information technology workers
in the Piedmont-Triad area (Greensboro, Winston Salem, High Point,
NC) to work in: 1. The IT industry business and 2. other more
traditional industries -e.g, apparel and furniture - that are having to
replace labor intensive methods with advanced computers and
machinery. BRIEF OVERVIEW OF PROJECT:
The Information Technology Innovations (ITI) project is designed to: 1. Develop a technical workforce through training and certifications to address the IT skill shortage in the Piedmont-Triad area; and 2. Make available training courses to the incumbent workers and the current technical workforce in the IT industry to update their skills.
Grantee:	City of New Orleans
Grant Amount:	$2,708,305
Contact:	Thelma H. French
Telephone:	(504) 565-6414
Duration of Grant:	September 19, 2000 to September 19, 2002
Population Served:	350 individuals; targets incumbent workers and unemployed with non IT
backgrounds.	Geographic Area Served:	The New Orleans Region
Jobs/Skills:	Information Technology (IT); Systems Analysts, Computer Engineers,
Database Administrator and Computer Support Specialists.
Uniqueness of Proposal:	The work of the City of New Orleans, the Louisiana Technology Council
(LTC) and partners is to promote technological innovation and improve
education as a continuous boost for the area's innovative capacity and
create a more dynamic and productive workforce able to access high-paying career positions. This proposal is intended to address an inhibitor
to growth technology sector-an identified labor shortage of information
technology workers in New Orleans. Partnerships:	New Orleans Workforce Investment Board, One Stop Centers, the
Louisiana Technology Council, the University of New Orleans Metro
center, Metropolitan College and other area educational institutions and
BRIEF OVERVIEW OF PROJECT: The project will train 175 incumbent workers and 175 unemployed/ dislocated/underemployed individuals. The program will integrate its operations into those of the One-Stop, which will perform intake and assessment activities for the unemployed individuals. For the incumbent workers, the process will vary with participating businesses cooperating with the One-Stop to administer assessments f the incumbent workers, The One-Stop will also provide services to the incumbent workers. In either venue, the individual to be trained must demonstrate an aptitude in math and science to be eligible for training
Grantee:	City of Newark
Grant Amount:	$2,770,000
Contact:	Unavailable
Telephone:	(973) 733-4820
Duration of Grant:	October 1, 2000 to October 1, 2002
Population Served:	420 individuals; targets women, people with disabilities and minority
Geographic Area Served:	Newark and Morris, Sussex, Warren and Union Counties
Jobs/Skills:	Information Technology (IT); Web Authoring and Developing, Database
Management, and Programmers
Uniqueness of Proposal:	This is an innovative project developed to train people with disabilities,
women and members of minority groups for existing jobs in the
Information Technology (IT) industry. Both class-room based and
distance learning advance training modules will be offered.
Partnerships:	The Northern New Jersey Regional I.T. Consortium, the New Jersey
Technology Council, One Stop Centers, the New Jersey Institute of
Technology (NJIT), Community Options, W.I.S.E. Women's Center, and
BRIEF OVERVIEW OF PROJECT: It was decided to target workforce development efforts at three significant disadvantaged populations: individuals with disabilities; women; and individuals with minority backgrounds. The focus will be on the top two issues identified by employers in the region: availability of qualified employers and training for skilled workers.
Telephone:	(309) 495-8928
Population Served:	Peoria--young people age 20-29; other counties have older populations. The target population to be served will be unemployed, underemployed,
and employed workers within the local labor market area and adjacent
districts. Special focus will be given to targeting minorities, women,
people with disabilities, and other under represented groups.
Geographic Area Served:	Central Illinois including five counties: Peoria, Tazewell, Woodford,
Marshall, Stark. Targeted Industries/	Jobs/Skills:	Computer skills and technological literacy.	Uniqueness of Proposal: The partnership brings together business, training, and service organizations including Advanced Information Systems Incorporated, Inc., Advanced Technology Services, Caterpillar, Peoria Area Chamber of Commerce, Illinois Central College, Illinois State University, the Central Illinois Workforce Development Board and the local one-stop Workforce Network System.
Partnerships: The Central Illinois Workforce Development Board, Central Illinois
Workforce Network, City of Peoria, Peoria Area Chamber of Commerce,
Illinois State University, Illinois Central College, and local employer
partners including small, medium, and large businesses have worked
jointly to develop a service delivery strategy offering fast-paced,
industry focused, intensive technical skills training. This training will
prepare area employed, underemployed. and unemployed individuals for
IT jobs held by H-IB workers.
The Need: A recent assessment of local market needs for Software Engineers/
Programmers and Computer Support Specialists revealed a substantial
increase in the need for these positions. It is estimated that the area will
experience a need for over 200 Software Engineers/Programmers and
over 400 Computer Support Specialists over and beyond its current
workforce within the next two years.
BRIEF OVERVIEW OF PROJECT: The intent of this project is to prepare domestic workers for positions held by H-IB workers; place employed, underemployed, and unemployed workers in highly skilled technical jobs; employ an increased number of minorities, women and people with disabilities; address business and community skill shortages, and upgrade the earnings and skills of the area's workforce.
Grantee:	Workforce Investment Board of Cuyahoga County of Ohio
Grant Amount:	$970,000
Contact:	Susan Muha
Telephone:	(216) 987-3024
Duration of Grant:	April 1, 2001 to March 31, 2003
Population Served:	175 individuals, including welfare-to-work participants, economically
disadvantaged individuals, women, minorities and persons with
disabilities.	Geographic Area Served:	The City of Cleveland, comprised of 21 wards and over 500,000
residents, and Cuyahoga County with a population of just over 1.4
Uniqueness of Proposal:	To raise the skills levels of domestic (American) workers so that the
traditionally under served workers, including economically
disadvantaged individuals-women, minorities and persons with
disabilities and a significant number of dislocated workers can move
quickly through the training and into in-demand Information Technology
positions. Partnerships:	The Cuyahoga County Workforce Investment Board (WIB); the regional
"One Stop" system; the Greater Cleveland Growth Association's IT
Business Coalition; and Cuyahoga Community College.
THE NEED:	Research conducted by the Cuyahoga Community College showed that
291 northeast Ohio employers submitted H1-B applications for 668
workers in the first five months of 1999 to fill the unmet demand for
Information Technology workers. Skills shortages in the Information
Technology field hamper regional growth. BRIEF OVERVIEW OF PROJECT: The primary focus of this training network and its ultimate goal is to raise the skills of American workers so that they can be trained quickly and then qualify for and be placed in high skill Information Technology jobs in northeast Ohio which are currently being filled by H1-B non-immigrant visa workers. H1-B TECHNICAL SKILLS TRAINING GRANTS
Grantee:	The Workforce Investment Council of the District of Colombia
Grant Amount:	$1,527,954	Contact:	Joseph W. Smolskis	Telephone:	202-884-9528	Duration of Grant:	January 1, 2001 until December 31, 2002 Population Served:	100 unemployed and 200 underemployed inner-city, minority, and
female populations currently under-represented in the IT industry will be
served.	Geographic Area Served: Washington, D.C. metropolitan area (Greater Washington)
Jobs/Skills: Information Technology (IT) skills, Business, Computers and
Information Systems, Computer applications in Business, and Internet
Research, Accounting, E-Commerce, Health Informatics.
Uniqueness of Proposal:	It increases the IT skills of the unemployed and underemployed while
assisting employers undergoing skilled worker shortages. D.C. has a
high unemployment rate in the midst of a prosperous high-tech economy. Funding the D.C. Workforce Investment Council under WIA with
partners such as Trinity College, Howard University as well as Mariott,
International and UPS will be very important in bridging the "digital
divide" in our nations capitol Partnerships:	Mariott, International, UPS, Washington Gas, Deloitte and Touche, Trinity College. D.C., Howard University, the Community Preservation
and Development Corporation, and local community colleges, and the
Workforce Investment Council of the District of Colombia
BRIEF OVERVIEW OF PROJECT: The project will provide high tech training to 100 unemployed and 200 underemployed individuals in Washington, D.C. preparing them for high pay, high demand occupations. It will assist area employers who need highly skilled workers. It will target the inner-city, minority, female populations which are under represented in the IT industry.
Grantee:	Kansas City Full Employment Council High Skills Consortium
Contact:	Clyde McQueen
Telephone:	(816) 471-2330 x 256
Duration of Grant:	November 1, 2001 to October 31, 2002
Population served:	1,340 workers of three of the largest Kansas City MSA companies: Hallmark Cards, H&R Block, and Sprint Corporation.
Geographic Area Served:	Kansas City area and East Jackson County, Mo.
Jobs/Skills:	Information Technology; specifically, Tech Support for Computer
Systems, Data Communications, Systems Analysis and Programming,
and occupations requiring computer skills, such as Commercial Artists
Uniqueness of Proposal:	Large-scale partnerships between top area employers, the One Stop
Center, and educational entities will target the skills most lacking by area
US citizens so that those positions for which H1B workers are most
sought can, in the future, go to qualified citizens.
Partnerships:	In addition to Hallmark, Sprint, and H&R Block, partnerships include the Silicon Prairie Association consisting of 170 IT businesses in the Kansas City area, Rockhurst University, the Kansas City Chamber of Commerce, and the Full Employment Council (one stop center operator).
THE NEED:	These employers have filled large numbers of openings in IT positions
with H1B workers.
To reduce the need to petition for H1B workers and to export IT-based operations offshore, the employer-partners will contribute significant resources towards training costs and will conduct a mix of customized on-site classroom training and on-the job training to attain specified, measurable outcomes.
Grantee:	League/SEIU 1199 Training and Upgrading Fund Grant Amount: $2,751,787
Contact:	Deborah King
Telephone:	(212) 494-0524
Duration of Grant:	November 1, 2000 to October 31, 2000
Population Served:	This project will train 675 employed and unemployed health care
workers into high demand nursing positions.
Jobs/Skills:	Health care workforce, particularly LPNs and Registered nurses and
Partnerships:	New York's Health and Human Service Union, AFL-CIO, New York's
One-stop, City and State Universities of New York, 1199 Registered
Nurse Training, Workforce Investment Board
BRIEF OVERVIEW OF PROJECT: The training proposed includes distance learning and challenge out options, tutoring and counseling; preparatory courses in computer and the Internet, college level research and writing; and pre-course work in subjects required for entry into the participating nursing program.
H1B TECHNICAL SKILLS TRAINING GRANTS
Grantee:	Metro North Workforce Investment Board,
Grant Amount:	$2,372,522
Contact:	Nancy Brown
Telephone:	(781) 388-7700	Duration of Grant:	January 1, 2001 to December 31, 2002
Population served:	750 semi-skilled incumbent workers
Geographic Area Served:	Northeastern Massachusetts
Jobs/Skills:	Electronics and telecommunications IT jobs	Uniqueness of Proposal:	Targets H1B occupations with two employers, Lucent Technologies and
Ametek Aerospace and their respective unions, CWA Local 1365 and
IUE local 201, by providing three higher levels of training in math skills,
tester and technician occupations - through both on-site training with
paid release time as well as off-site training at two local community
colleges, with labor-management committee coordination at each site
under the umbrella of the Metro North Workforce Investment Board
Partnerships:	Two leading employers, Lucent Technologies and Ametek Aerospace
and organized labor - their respective unions, Communications Workers
of America, local 1365, and the International Union of Electrical
Workers, with Northern Essex Community College and Essex
Community College, two local community colleges which will provide
classroom training, with the coordination of the Metro North Workforce
THE NEED:	The Northeast Region of Massachusetts is home to 145 firms which
concentrate on the production and use of communications equipment and
electronic components and accessories but which experience a shortage
of highly skilled workers. Lucent applied for 66 H1B visas out of a total
of 2,185 applied for in this region from 1996 - 1999.
These employer/labor union/education partnerships will employ a mix of on-the-job training, customized on-site instruction, and classroom attendance over a two-year period, leading to measurable outcomes for both the workers and the participating employers.
Contact:	Donna DeWeerd Telephone:	(707) 259-8680
Population Served:	330 employed and 170 unemployed workers
Geographic Area Served:	4 contiguous counties in the North Bay area of California: Marin, Napa,
Solano, and Sonoma counties	Targeted Industries/	Jobs/Skills:	Information technology occupations to create a pool of skilled workers
for North Bay area businesses Uniqueness of Proposal:	Highly innovative mechanisms for delivering training: E.g., 1. Santa
Rosa Junior College Technology Academy (SRJCTA) has just opened a
modular curriculum to be delivered on-line 24 hours a day and on-site
7a.m. to 10 p.m. six days a week; 2. Sonoma State University (SSU) is
providing a master's degree program in digital engineering through
continuing education. This program is designed by local businesses
primarily to meet their needs for incumbent worker skill upgrades. Partnerships:	Workforce Investment Boards (and One Stop Centers) for Marin,
Solano, and Sonoma Counties in cooperation with Napa County; Nokia,
Alcatel , Advanced Fibre Communications, North Bay Multi-Media
Association; North Bay Technology Roundtable; County of Napa
Management Information Systems; Service Employees International
Union (SEIU); SSU, SRJCTA, Napa Valley College, College of Marin,
Solano Community College. The Need:	The North Bay area is experiencing a major shortfall in the supply of
highly skilled information technology workers to meet the needs of the
explosively growing number of telecommunications and high technology
firms. BRIEF OVERVIEW OF PROJECT:
The North Bay Employment Connection will implement a technical skills training system in the four North Bay counties of Napa, Solano, Sonoma, and Marin, that will connect the resources of the community college systems, technology based employers, Workforce Investment Boards and other organizations. The purpose of the training system will be to raise the skill levels of employed and unemployed workers in the four county area so that they can fill high skill, high technology jobs across all industries that are currently in need by the region's employers. H1-B TECHNICAL SKILLS TRAINING GRANTS
Grantee:	North Central Texas Council of Governments
Contact:	Jennifer Roberts
Telephone:	(817) 695-9179
Duration of Grant:	November 01, 2000 to December 30, 2002
Population Served:	455 people total: 80 people as Secondary Industrial Technology
Teachers and 375 people in high-tech occupations. Open to all current
workers, unemployed, and underemployed individuals. Special outreach
to low income individuals, individuals with a disability, veterans,
offenders, and racial/ethnic minorities. Geographic Area Served:	Fourteen county region consisting of Collin, Denton, Ellis, Erath, Hood,
Hunt, Johnson, Kaufman, Navarro, Palo Pinto, Parker, Rockwall,
Somervell, and Wise Counties.
Jobs/Skills	Targets teacher certification for high-tech occupations; targets emerging
occupations in high-tech fields, such as computer network
administrators, computer programmers, computer support specialists,
computer systems analysts, database administrators, electronic
commerce specialist, computer security specialist, multimedia specialists,
web masters, telecommunications specialist
Uniqueness of Proposal:	Provides training for technology education teachers to prepare youth for
high-tech occupations to bridge current and future skills gap. Also
provides training for high-tech occupations, with anticipated wage
replacement rates of $20 per hour ($41,600 per year) for those who
successfully complete program and certification
Partnerships:	North Central Texas Workforce Board; Collin County Community
College District; Southern Methodist University; North Texas Human
THE NEED:	North Central Texas employment is concentrated in the Manufacturing,
Services and Trade sectors, which represent more than two-thirds of the
total employment in 1997, and continues to expand. Manufacturing in
the region is geared towards telecommunications and high technology
industries. It is projected that by the year 2010, one of the areas known
as the "Telecom Corridor" will add 40,000 jobs and be the second largest
employment center in the Dallas/Fort Worth Metroplex behind only
The North Central Texas Technology Training project is intended to provide both a short-term solution for high-tech companies facing labor shortages and a long-term solution for bridging the gap between the needs of employers and the skills of the American workforce.
Telephone:	(219) 458-7l52
Geographic Area: Nine county area including Allen County, which is home to Fort Wayne,
the largest city in Northeast Indiana and eight more rural counties which
surround Allen County and the City of Fort Wayne.
Jobs/skills: Targeted groups will be unemployed and underemployed workers,
incumbent workers in entry level IT positions, low income individuals,
dislocated graduating HS seniors. This project seeks to provide IT and
IT-related training to these groups including the soft skills that are most
in demand by area employers.
Uniqueness of Proposal:	The Techworks proposal will work with graduating seniors by
developing special IT training programs with local high schools where
graduating seniors can take course work which allows them to graduate
from high school with an IT or IT related certificate. Scholarship
vouchers will also be awarded to graduates enabling them to pursue
advanced IT training following graduation. The goal of this set of
special training services will be to provide high school graduates with IT
training before and after high school graduation, making the transition
from school-to-work a smooth one.
Partnerships: Ivy Tech State College, Job Works, State Employment Service, the
Northeast Indiana Workforce Investment Board, City of Fort Wayne,
Fort Wayne Community Schools, DeKalb County Central United School
District, The Ottenweller Company, Inc., TD&M, Co., General Motors
Corp (Fort Wayne Assembly), Sprint, and the Northeast Indiana
The Need: In Northeast Indiana, the available pool of IT trained workers is not
commensurate with demand. Dramatic growth in the demand for IT and
IT related workers has increased 300% in the last two years, particularly
in the areas of network and software engineering. Employers have also
clearly identified a need for employees with "soft skills" in addition to
technical skills and certifications.
BRIEF OVERVIEW OF PROJECT: This project will develop a set of training opportunities which build upon the existing training infrastructure in Northeast Indiana. Techworks will use a voucher system to enable individual trainees to assess IT and IT related training at local institutions. Scholarships or vouchers to access IT programs will be awarded to individuals who fall into targeted groups identified by assessment.
Grantee:	Philadelphia Workforce Investment Board
Grant Amount:	$2,797,189
Contact:	Sallie Glickman	Telephone:	(215) 717-2010	Duration of Grant:	January 1, 2001 until December 31, 2003.	Population Served:	A total of 300 people: 175 of these with known disabilities (100 of those
will be unemployed while 75 will be employed in an IT industry but in
dead-end positions.); another 125 -- both employed and unemployed --
will have "hidden disabilities."	Geographic Area Served: Philadelphia, Delaware, and Chester
Jobs/Skills:	Microsoft Certified Systems Engineer, Cisco Certified Internet Expert,
Web Design, Client Server Applications Development.
Uniqueness of Proposal:	Project will begin to bridge the gap between needed IT workers and disabled individuals by first
establishing a vibrant Industry Advisory Board led by the CEOs of the 4 lead companies. It defines IT
occupations being filled by those with H-1B visas. It will identify occupations with greatest need for
trained workers. It will share industry requirements to create new training curricula. It will provide funds
for training on a matching basis using monies currently used for recruitment or finders fees. It will
provide "virtual" training" perhaps on the web. InspiriTec merges IT tech skills with a holistic approach
to the special needs of disabled trainees. The project will provide intense case management,
transportation and child care services. The project will introduce a new way of looking at the target
Partnerships:	InspirTec, Opportunity Center Incorporated, Philadelphia Workforce
Development Board, the Delaware Workforce Development Board,
Phila. Workforce Development Corporation, and a consortium of
employers, Sunoco Oil, Atofino chemicals, and the Society for
Information Management. Training Providers include LaSalle
University, the PA Office of Vocational Rehabilitation, the DE Division
of Voc Rehabilitation, Delaware Technical Community College, and the
Thomson Institute
THE NEED: There is a great need for IT workers in the region. The Philadelphia Inquirer recently ran 28 pages of ads for high tech workers. There were 296 jobs for website developers, 277 for network engineering, 216 for server database development and more. BRIEF OVERVIEW OF PROJECT: An employer-focused program, this IT Training for disabled and under served populations targets the high demand IT positions which are often filled through the H-1B visa program. It is a multi-county, multi-state, regional partnership to train disabled people in IT skills. It will show employers who are trying to meet the high demand for workers how to harness the skills of the disabled.
Grantee:	The Workforce Investment Board of Selaco	Southeast Los Angeles County, California
Grant Amount:	$2,800,000
Contact:	Bill Plaster
Telephone:	(562) 402-9336
Duration of Grant:	November 1, 2000 to June 30, 2002
Population Served:	500 professionals
Geographic Area Served:	Southeast Los Angeles County
Targeted Industries/	Jobs/Skills:	Machinist, Computer numerical control (CNC), CNC programmer
Uniqueness of Proposal:	Provides training for high-tech machinist/computer numerical control
professional training program. The project will leverage the
partnerships' existing resources and expand existing instructional
interactive multimedia projects. It will create a sustainable multi-city
regional network of training providers, businesses, and the workforce
investment board to focus on the long-term workforce needs for this high
Partnerships:	Gateway Cities Partnership, Inc., Cerritos College, Long Beach City
College, Rio Hondo College, Compton College, California Sate
University, International Association of Machinists
BRIEF OVERVIEW OF PROJECT: The purpose of the project is to provide high technical training to fill a critical gap in trained machinists/CNC professionals. Training will range from short intensive technical seminars virtual interactive multimedia sessions, to traditional credit courses.
Grantee:	South Dakota Department of Labor
Grant Amount:	$2,714,720
Contact:	Michael Ryan
Telephone:	(605) 773-5017
Duration of Grant:	November 1, 2000 to November 1, 2002
Population Served:	The unemployed and underemployed workers in South Dakota; primary
focus is on individuals ages 25-60.
Geographic Area Served:	Aberdeen (population 24, 865) including Sioux Falls and Rapid City, and
Eureka (population 1,100)
Jobs/Skills:	Registered Nurses (RN), Licensed Practical Nurses (LPN), Lab
Technicians, Radiology Technicians and Medical Records.	Uniqueness of Proposal:	This project will utilize Distance Learning through the South Dakota
Skills Enhancement and Education through Distance Learning (SEED)
project. Distance education will be provided to smaller communities to
pursue occupations in their skill area when other opportunities lead them
to larger cities with first class health facilities. Partnerships:	South Dakota Workforce Development Council, Lake Area Technical
Institute, SDAHO, Avera Health Systems, and Presentation College.
BRIEF OVERVIEW OF PROJECT: Rural communities have many workers employed as nurses aides, licensed practical nurses or other health related occupations. This project will offer an avenue for individuals who have made a choice to live and work in small communities to advance their education. South Dakota SEED will bring high-skill technical education programs to them through the use of technology. Interactive video and the Internet will be key components to this training.
Grantee:	Workforce Development Board of St. Louis County
Contact:	Dana McAuliffe
Telephone:	(314) 615-0320
Population Served:	350 people; targets the employed or incumbent worker, the unemployed
job seeker, older workers, minorities, and disabled.
Geographic Area Served:	St. Louis County, the City of St. Louis, St. Charles, Jefferson/Franklin
on the Missouri side and Madison and St. Clair/Monroe on the Illinois
Jobs/Skills:	Information Technology (IT); Systems analysis and programming,
system user support, technical support, and data communications and
Uniqueness of Proposal:	This collaboration between the late Governor Carnahan of Missouri and
Governor George Ryan of Illinois, formally designated eight counties of
the St. Louis area as a single, interstate labor market and provide training
tailored to meet the needs of the participant and business community,
this project also provides training that is accessible to everyone because
it will be available along the MetroLink corridor. The region's 18 mile
light rail facilities is home to many of the region's training and
Partnerships:	Workforce Investment Board, St. Louis Regional Chamber and Growth
Association, East-West Gateway Coordinating council, the University of
Missouri, St. Louis, St. Louis Community College, East. Louis College
Center (IL), Southwestern Illinois College, Technology Gateway
Alliance, AAIM Management Association, and World Wide
THE NEED: Like many older communities, St. Louis has struggled as its core industries in the industrial, manufacturing/transportation sectors have suffered major losses. The professional speciality occupations in the St. Louis MO-IL Metropolitan Statistical Area (MSA) are expected to increase by over 47,000 positions from 1996-2006.Computer-related occupations are the fastest growing occupations in this group. BRIEF OVERVIEW OF PROJECT: This project provides the opportunity for a long-term solution to the area's skill shortages in the IT industry. In response, a committee of public and private interests from across the region are initiating a plan to result in a coordinated, bi-state (MO and ILL) system that develops and improves the region's human capital. Guidance will be provided by a broad Regional Workforce Development Group composed of local elected officials, educators, representatives of organized labor, and business leaders, including the chairs of the region's six Workforce Investment Boards.
Grantee:	State of Vermont (Vermont Human Resources Investment Council)
Grant Amount:	$2,658,055
Contact:	Bill Cormony Greg Vorheis
Telephone:	(802) 828-4355 (802) 828-4343	Duration of Grant:	January 1, 2001 to December 31, 2002
Population served:	65 incumbent and unemployed workers for high tech training and 148
nurses for operating room and critical care specialties.
Geographic Area Served:	State of Vermont
Jobs/Skills:	Health care, specifically acute shortage of skilled operating room and
critical care nurses, and high tech occupations. Uniqueness of Proposal:	Two unique employer-led partnerships will address the two skills
shortages. 1) High Tech - Brings together employers who share
common occupations within their industries and will share training costs,
help develop curricula, and share knowledge and expertise partnering
with Vermont Technical College and others. 2) Health Care - largest
training effort among health care providers to date. Training will be
provided at the sixteen hospitals and will also be linked with the
University of Vermont's School of Nursing.
Partnerships:	HRIC membership, organized labor, community-based organizations, government, four colleges, all sixteen Vermont hospitals, and high tech industries, specifically IBM, Verizon, General Dynamics, BF Goodrich Aerospace, GW Plastics, Husky Injection Molding, and NewsBank.
THE NEED:	The availability of operating room and critical care nurses as well as area
workers with higher level technical skills falls short of the demand for
them, threatening the continued viability of these hospitals and
businesses, which must resort to imported H1B workers BRIEF OVERVIEW OF PROJECT:
The partnerships, which should lead to permanent training partnerships in coordination with the State one-stop career resources centers, will employ a mix of on-the-job training, on-site instruction, and classroom attendance over a two-year period. Both partnerships will lead to measurable outcomes for both the workers and the participating employers.
Grantee:	Workforce Essentials, Inc.
Contact:	Ross Jackson
Telephone:	(931)551-9110
Duration of Grant:	January 01, 2001 to December 31, 2002
Population Served:	Targets incumbents workers who are either underemployed or have
potential to benefit substantially from technical training; dislocated
workers due to recent plant closings; recently discharged military
personnel from Fort Campbell; and students entering the labor force.
Geographic Area Served:	Nashville, Clarksville, and 11 surrounding counties
Jobs/Skills	Occupational Clusters in both Local Workforce Invest Areas 8 and 9. Occupational clusters range a variety of field, such as health care,
computer systems, construction technology, and plastics.
Uniqueness of Proposal:	Partners with an extensive number of employers who have committed to
the project and provided matching funds. The matching funds assist with
program cost-effectiveness and sustainability. The number of
partnerships committed to this project reflects a collaborative effort to
fill the regional skills gap.
Partnerships:	Tennessee Local Workforce Investment Boards: Local Workforce
Investment Area 8 and Local Workforce Investment Area 9; 22 regional
employers (TriStar Health Care Systems, Sumner County Health, CEI
Company, Inland Paperboard, Aqua Glass, The Parent Company, GF
Office Products, Telco, Inc., Smithfield Industries, Mueller, Bosch
Braking, Sumiden Wire Products, Tennsco, Standard Gypsum, Premdor,
Teksid, Saint Thomas Hospital, Zycron, Celestica, Aerostructures,
Trane, UNARCO); International Association of Machinists, local
economic development agencies; regional training institutions; 13 local
elected officials THE NEED:	Regional businesses expressed a need for training far in excess of the
grant award, reflecting a high demand for qualified individuals to fill job
occupations. The labor shortage is most pronounced in the technical
This program alleviates the pressure of employers who are having trouble filling job openings due to a relatively low supply of qualified individuals in the region by identifying, assessing, training, and placing qualified individuals into specified positions within a relatively short time frame. Effective assessment will be a critical component of the program.
Grantee:	worksystems inc. (Portland, Oregon)
Contact:	Anne Hill
Telephone:	(503) 478-7360
Duration of Grant:	January 1, 2001 to December 31, 2003
Population Served:	400 people; targets incumbent, dislocated, disadvantaged, minority,
unemployed, and new workers.
Geographic Area Served:	The greater Portland region (Multnomah, Washington, and Tillamook
Jobs/Skills	Manufacturing/microelectronics technicians, ranging from entry-level
technicians to specialized engineering positions.
Uniqueness of Proposal:	Partners with Intel, the largest private sector employer in Oregon, which
has agreed to provide hiring preferences to qualified Connect 2 Jobs
program graduates; pilots a distance-learning component to explore the
potential for making microelectronics training available through
interactive video and self-guided instruction as an effective training
model for incumbent and rural workers; recruits target population
through extensive partnerships.
Partnerships:	Intel Corporation; the Semiconductor Workforce Consortium (consisting
of regional semiconductor companies, colleges and universities, the
Oregon Economic Development Department, the Portland Development
Commission); Portland Community College; Tillamook Bay Community
College; Clackamas Community College; regional One-Stop Centers;
Youth Opportunity Center; Hispanic Metropolitan Chamber of
Commerce; Self-Enhancement, Incorporated; Dislocated Workers
Project; Oregon Vocational Rehabilitation Division.
The Need:	The semiconductor industry is projected to add 5,000 jobs between 1998
and 2008, growing by 22.9%. For example, Intel projects a need for
1,200 manufacturing technicians over the next 12 months. BRIEF OVERVIEW OF PROJECT:
The Connect 2 Jobs Skills Training Project will reduce the need for H-1B workers by providing a reliable pipeline of incumbent workers
advancing in careers that begin with training. Successful trainees will
help meet current industry demand for manufacturing/ microelectronics
technicians. The project will contribute to the economic stability of the
region and the health of the communities by including dislocated,
disadvantaged and minority workers in the target population- better
connecting these workers to career opportunities in the digital economy.
Each offeror must submit an offer (proposal) and other written information and make
an oral presentation in strict accordance with these instructions. When evaluating an
offeror, the Government will consider how well the offeror complied with the letter and
spirit of these instructions. The Government will consider any failure on the part of an
offeror to comply with both the letter and spirit of these instructions to be an indication
of the type of conduct it can expect during contract performance. Therefore, the
Government encourages offerors to contact the Contracting Officer by telephone,
facsimile transmission, e-mail, or mail in order to request an explanation of any part of
Your proposal must be submitted in three (3) separate and distinct parts as outlined
below, consisting of the number of stated copies and accompanied by the required
supportive materials to insure that the proposal will be considered responsible to the
Part 1 - Original and two (2) signed copies of completed Standard Form 33, Solicitation,
Offer and Award, Original and two (2) signed copies of Section K, the Representations,
Certifications and other Statements of Offerors and all attachments thereto except
those items required in Part 2 and 3 will be submitted as outlined in their respective
Part 2 - (1) A set of overhead transparencies and five (5) paper copies in a sealed
package. These transparencies shall form the basis of the offeror's Oral Presentation. PLEASE NOTE: The sealed package containing the transparencies will not be opened
until the scheduled date for an offeror's presentation, in the presence of the Contract
Specialist and a representative of the offeror. Both the transparencies and the Oral
Presentation will be used to evaluate the offeror's capability to perform the contract
(See section M.2(D); (2) Offerors shall submit an original and three copies of the written response to
evaluation criterion A - Technical Approach (See Section M.2(A);
(3) Offerors shall submit an original and three copies of the "Resumes of Key
Personnel" (See Section M.2(B); (4) Offerors shall submit three copies of relevant past performance information (See
Section L.6 and M.2(C); and The Technical Proposal shall not make reference to cost or price data so that an
independent technical evaluation may be made on the basis of technical merit alone. Failure to comply with this requirement will result in a determination of
nonresponsiveness. Proposals specifying less than one hundred twenty (120) days
Government Acceptance may be considered not acceptable. Any exceptions taken by a
proposer to any provisions of this Request for Proposals or any condition placed upon a
proposal may result in a finding of not acceptable. Only one proposal may be submitted
Part 3 - A detailed Business Management Proposal as further outlined in the below
instructions and consisting of: (a) Three (3) copies of Attachment J.2 - Cost and Price Analysis, ETA 8555 (Mar. 1981)
(b) One (1) copy of Attachment J.3 - Statement of Financial Capability, ETA 8554 (Mar.
(c) "One (1) each Accounting System Certification which is a statement certifying that
the offeror has an established accounting system with internal controls adequate to
safeguard their assets, insure that funds are accounted for by cost categories, check the
accuracy and reliability of the accounting data, promote operating efficiency and permit
compliance with Government requirements and accounting procedures with respect to
Cost Reimbursement types of contracts. The statement shall be executed by a certified
public accountant (CPA), licensed public accountant, a bona-fide accounting or audit
organization such as Defense Contract Audit Agency (DCAA) or an entity of equivalent
status acceptable to the Government." Failure to include the above stated supportive
materials with your proposal will be a basis for determination of not being acceptable.
NOTE: Part 1, 2, and 3 should be sealed in separate envelopes and included in one
applicable, must be shown in the upper left hand corner of each of the envelopes as
well as the master package.
The Government warns offerors that taking exception to any term or condition of the
RFP (including submitting any alternative proposal that requires a relaxation of a
requirement), will make an offer unacceptable, and the offeror ineligible for award,
unless the RFP expressly authorizes such an exception with regard to that specific term
or condition. The Government will consider any exception to a term or condition of the
RFP that is not expressly authorized by the RFP to be a deficiency, as defined in FAR
An offeror may eliminate a deficiency in its offer only through discussions, as defined
and prescribed in FAR Part 15. However, the Government intends to award a contract
without discussions, as authorized by FAR Part 15. Therefore, any offeror planning to
take exception to a term or condition of the RFP should consult with the Contracting
Officer prior to submitting and offer, unless the RFP expressly authorizes such an
Not withstanding its plan to award without discussions, the Government reserves the
right to conduct technical and cost discussions with offers in a competitive range, if
necessary, and to permit such offerors to revise their proposals. The government also
reserves the right to change any terms and conditions of their RFP by amendment at
any time prior to contract award and to allow offerors to revise their offers accordingly,
as authorized by FAR Part 15. The offeror shall complete and submit all certifications included in or attached to this
The Cost Analysis (Attachment J.2) and Financial Capability Forms (Attachment J.3)
support information shall be augmented as follows:
Offerors are required to submit cost proposals fully supported by cost and pricing data
adequate to establish the reasonableness of the proposed costs.
1. Most current published annual balance sheet and profit or loss statement. 2. The offeror shall furnish a total cost breakdown utilizing the enclosed cost and price
(a) Include the backup data to support the type of labor and estimated numbers of
hours within each category.
(b) Include a breakdown of the amount estimated for travel including destination,
duration, purpose and cost (per diem and transportation).
subcontracting (if applicable) including description of materials to be procured, basis for
proposed subcontract, type of subcontract and amounts proposed.