This section discusses the benefits and drawbacks of possible data sources to collect the wage and demographic information highlighted in Table 13. Based on the benefits and drawbacks of each data source, we include an assessment of the difficulty level (ratings are based on relative difficulty of method options, 1 is a low level of difficult, 2 is mid-level and 3 is the highest level) and relevance of each source below. Table . Possible Data Collection Methods Workforce Conditions Data Potential Data Sources Difficulty Level Relevance (1) Contractor and subcontractor contract terms n/a n/a n/a (2) Contractor and subcontractor compensation schemes Secondary Data Stand-Alone Contractor Survey Process Evaluation Contractor Survey Electronic Payroll Records Mandatory Online Form Contractor Survey (stand-alone) Panel 1 2 1 3 2 2 3 Low Mid Low High Mid Mid Mid (3) Number of inspection failures and types of failures Program Tracking Data 1 High (4) and type of utilities’ training and screening Program Team Summary 1 High (5) Customer feedback for these contractors, positive and negative Implementer Satisfaction Survey Process or Impact Evaluation Customer Survey 1 High (6) Demographic data of the current program workforce Secondary Data Electronic Payroll Records Mandatory Online Form Contractor Survey (process evaluation) Contractor Survey 1 3 2 1 2 3 Low High Mid Low Mid Mid (7) The utilities’ assessment of any other needs of the existing workforce to meet current and future program demands Program Team Summary 1 High Below, we describe the potential data sources specifically for wage and demographic information (item 2 and 6 in the Decision) given that these are the largest data gaps. Secondary Data Collection We searched for existing workforce wage data for contractors participating in types of retrofit resource programs: Residential HVAC, EUC Whole House, and Non Residential Lighting. The sections below describes the available databases in detail. Among the different sources, the state and federal government datasets provide the most comprehensive information on workers’ wages. Nevertheless, these databases do not include any indicators about participation in IOU-led programs. As a result, secondary wage data sources can unlikely replace primary data collection depending on the research purpose.
Table . Findings from Non-IOU Energy Efficiency Programs Already Collecting Workforce Conditions Data Program Name Description Contractor Description Data Collected Ease/Sensitivity of Collection Tracking Method Clean Energy Works Portland Residential EE retrofit program that also includes a training program for disadvantaged workers Uses a Community Workforce Agreement focused on high-quality work standards and ensuring access and support for underserved populations Road standards: quality work standards and ensuring access and support for underserved populations to jobs Pool of small, residential contractors Application process uses a point system to favor those who enact high road job practices and perform high-quality work worker status Wage levels Health coverage Workforce diversity Business diversity Career pathway opportunities At first very manual; all spreadsheets, Excel compiled; incredibly cumbersome, repetitive Generally easy initial investment in training contractors and populating drop-down fields Minor issues among some subcontractors who were sensitive to providing the last four digits of social security numbers Providing race/ethnicity data has been a sensitive issue in a few cases Self-report a custom-built database application tool Biannual audits of each contractor Community Power Works, Seattle, Washington Residential EE retrofit program with a loan component Uses a Community Agreement for workforce development sets threshold criteria and wage rates Training programs that support career ladders, high quality efficiency installations Application process uses a system to favor those who meet high road workforce criteria established by city. Pool of residential contractors, majority smaller businesses. Local workers Wage levels Health coverage Workforce diversity Business owner diversity Career pathway opportunities QA certifications Continuing education opportunities Generally easy after initial investment in training contractors and streamlining data entry (e.g. populating drop-down fields). Only 1 of 37 contractors has expressed dissatisfaction with providing sensitive data Self-report a custom-built database application tool One-time audit of each contractor with additional random audits Monthly wage rate verification
Southern California Regional Energy Network (SoCal REN), LA County Workforce Pilot/Los Angeles Emerald Cities Collaborative Wide-ranging program; however, discussion focused mainly on EE retrofit projects on LAUSD buildings Program awards “projects using a procurement strategy that promotes local, small contractor participation and an integrated workforce development strategy that stimulates the creation of local, highly skilled careers” Training for small and minority contractors to compete for and perform EE projects Mix of types given many different project types Business diversity (size, local, etc.) Wage levels Workforce diversity Worker level (worker, journeyman, etc.) (list may be incomplete) At first, was a “very activity” after initial investment in training contractors and populating drop-down fields, became easier No contractors have expressed dissatisfaction with providing data Early on used two online tracking systems per different policy decisions—one to track small businesses, another to track workforce diversity; over time, transitioned to one commercially available application that used certified payroll records