Perfect. Yeah. Okay. Cool. Great. So we are set. We just have to share this. Oh, I'm sharing. Oh, I'm already sharing the screen. Oh, yeah. So that's not even something we have to do. Okay. So we are cooking. We're cooking with, yes, duck codder. We're going to just wait for the big show. How are you, man? How are you doing? Hey. Good to see you. Thanks for coming, man. Yeah, of course.  All right. I'm going to schedule this all Saturday. Oh, yeah. You got to make sure you supply me with the annual calendar. Yeah, you're working around my calendar. Sorry. How's things with you? I'm looking around a little bit, hurt myself hiking. Oh, no. I might have a heel spur. So I got to take my diatoms tomorrow about it. But like, I've seen my parents on your heel. It's on the back of my heel. On the back of my heel. So I've got these like hip shoes. Yeah. Tell my parents just did it because I had like a back problem recently too. I was like, I feel like my body is a car that hit 100,000 miles and everything is breaking down. How do you know that's not in the fashion trend that I'm trying to start? Uh, the shoes. And they're telling me right away, you're not in the fashion trend, so. Oh, man. So James Parrot, he's presenting today. Oh, excellent. What time? Uh, like probably around 10. Uh, I'm going to miss him. But he's going to, we're going to record it. He's going to be remote because he tested positive for COVID. You're kidding. That's still a thing. It's spiking right now. It's apparently spiking. So, you know, yeah, it's a thing. Um, I was feeling under the weather a couple of weeks ago, multiple COVID tests at home. Oh yeah. Just in case. Just in case. It's not an emergency, but it's like, it's real. Um, this is picking me up. Yeah. I think this is recording us. So, so did you kill him or not? Did you kill him? For the record? Because, you know, like at least 40 people watch the news, uh, with, uh, how are you? It's so good to see you. How are you? It's been a while. It has been a while. We're starting to plan more. You may sit anywhere? You may sit anywhere. Yes, please. There is coffee and food in the back here. Okay. Well, there's only coffee.  You can't see it from over there, but it's definitely here. You were busy setting up. Yeah. I'll be no tea. Coffee no matter. I'm Doug Colleen. Doug, if you, well, I was going to say, we have hot water, but there's no tea. There's no point, right? There must be tea somewhere in the building. Was it Jocelyn? Jocelyn. I know. Oh, this is my first, the real first one, and I've been on the floor for a while. I'm a master choreographer. Oh, nice. Since when I joined, so my old boss was signing all the way to torture bars. Yeah. Oh, okay. We can have it, I'm sure. I live in Brooklyn. I run the Brooklyn Community Foundation. Oh, that's why I know. Oh, really? Well, so, um, I worked with Frank Bishop. I do. We're giving you a great program, and I'm really excited about it. Oh, that's awesome. My friend, Babby Jacobs, is giving me this. She's very active in the community. Oh, wow. You know, supporting us from all distance, and I just, yeah. Love how the organization is involved. So nice to have a place for me. Yeah.  You know, we did when I was with Citi. MasterCard, um, I'm such a global, so I, what we do is... It's black and rose for visitors. It's a little orange. Oh, okay. Hair, it's a little orange. Maybe there, too. Yeah. I don't want to interrupt when I leave, so I'm gonna... This is Tamey, but our colleagues in the center, I think this would be great. Close to 40. I'm Maureen, and... Hey, Maureen. Oh, they weren't, it wasn't our event. If someone else is up, I'm already a participant. So long, guys. She works for Sheena. Are you Maureen? Yes, I am. I'm Chris. So good to have you. Commissioner Felder, it's been nice to meet you. I was wondering about that. Yeah, and the folks I work with on that team, mostly are focused on in solidarity. Where are you from? From black communities. So I'm on the business side, but I'm the director. I'm just a bit of an interesting role, because I'm really trying to work with our clients. Yeah, to do more. Go ahead. I didn't love to. What thanks? What thanks, you guys? Oh, my God. I mean, cities are large. Yeah, I have a kind of... I always say, this must be food. Yeah. What card am I in? It's my friend's. Here's her friend. I'm sterling. Oh, my God. Some of the people are sterling on the water. Right, I got acquired, and but my, but my card is Mastercard. Excellent. Yeah, looks like you can hear it. Yeah. Hey, Chris, where do you want me to sit? Uh, sit at the table. Thank you. Are you having a little, Chris? I am. I hurt myself hiking. Oh, I feel like better or worse. It comes in a ghost. Today, it's a little bit better, but probably because of the rest of you. You never know. I mean, what you sit here, and Mark is welcome to sit here. Okay, because you have a... Mark, what's your name? Mark, no. You guys have that email. Oh, where's that at? It's, um, by the Liberty Train Station. No, how do you do? Yes, it's in New York. Okay. Yeah, I met her a long time ago, just after she had two more to remember, but, um, and then she was, she was so, um... It's fine, you're welcome. Yeah. What's your initial plan? Oh, yeah, that was cool. Yeah. It was really impressive. It was, uh... Excuse me, something. Chris, can you help me with the work for someone? Can you hand me on what I'm going to do over there? Please. Please reach for first. Okay, all right. Okay. We have some information to help. We have him, strategic brand-making. Pretty good experience. Thank you. You, uh, Mark, thank you for being here. Thank you, sir. Mm-hmm. I wanted to ask what happened. What was the outcome? I'm interested in, um, both the public and the county. Of course, we're going to help. I think we should try to go back to the issues. I think we should try to go back to the issues. Okay. Okay. I'm out. I'm interested in that country. Yeah, yeah, okay. And then to help as they tank those areas, right? So we have people that are older and older. Okay. Great. Please, tell me your name again. Tammy. Tammy, what? Chris, very nice to meet you. Hi. Found you. Morning. Thank you so much for coming. I appreciate it. It's a pleasure to be here with you. I'm glad you're here with us. Yeah, that's great. Thank you so much for being here. They put it out and they feed it. I'm happy to be here with you. So we are here to thank you. Of course, you have to be. It's, it's, it's. Even before we had our board of trustees, and of course, of course, conference. Good morning. How are you? What's that last one? Chris, good morning. Yeah, it's all right. He's the commissioner of the day. Are you free? Okay. Uh, folks, just, uh, you can sit at the table. And I thought we were making a native check for you. I don't think it goes on. Okay. All right. Go ahead. Just sit. I got to get this thing. Okay.  All right. Thank you so much. Not a problem. I've been here. Oh, I know. Not a problem. How are you? So good to see you. That's great to see you. That's great to see you. That's great to see you. Oh, that's a lot of fun. That's what I'm going to do. Yeah, so of course, it's so nice to see you again. Well, I hope you're going to enjoy, uh, enjoy this great year. And have a bright, right? You just keep wanting to put yourself with it. That's it. That's it. That's it. I think I broke one of his legs. What's that? Is it going to be in? It's going to be in. No, there's a lot of cool stuff happening right now. It's, uh, it's very difficult. It's a good bit, but yeah. It's a good bit. It's kind of like the same, other than you are. I think you're going over to, um, until it's enough yet, and there's a whole bunch of stuff for all of the new officials who are trying to understand. All right. Good to see you. All right, cool. City Hall is really cool. When I first worked with City, he just made. Testing. One, two, three. Everybody can hear me? Yeah. I hear it. So enjoy. I can help yourself. This is like, off the air. Morning. Hi. Good morning. I think you can go out there. I'm learning. I'm learning. Nice to meet you. It's a pleasure to work with you. Pardon the state of education. Good morning. That was, uh, 1199. It's a new training. I'm learning. Nice. How nice. Yeah. That's interesting. I've worked with a lot of you know, a lot of transition. But they don't give us parts. I believe this is how close that is there. I know how many young people are looking for a position. I know a position. I know many of them. So on Mignon, cause she usually wants her choice a week, we're at 155th Avenue between 19 and 20, but I also love coming to Brooklyn. Yeah. Yeah. Yeah. Okay. So, G's. So, um, how's it going on? I'm living right now. Oh, good to see you. Oh, good to see you. We're working. Good to see you. I even thought you know what that's about. This is your brother-in-law. Thank you. It's about renting near them, but I met my husband. My sister lives. When you say the two of you. I don't want to do anything. Excellent. Just tell them. Whatever. How are you? No, no, take your time. I'm going for the coffee. The first and first. Thank you. Thank you. Thank you.  I've got my life.  Whatever the. Yeah. All right. Yeah. You. Yeah. Yeah. Yeah. Yeah. Thanks for coming today. Yeah. Yeah. Yeah. Yeah. I mean, it's fine. It's fine. It's fine. So, these are kind of like, well, you know, you have a different way of doing it. Yeah, we've done a lot of work together. I'm thinking we just, we have some time. And that is the one. I think that's the one. That's helping reach out. Yeah, that certainly will. But our new neighborhood is it? No.  I don't know. Yeah. I know.  So I can see, like, the front line of our graph. Yeah, it was a nice event. So Frank came in. The next time you guys be able to let us know. Oh, we definitely will, sort of, yeah. I was like, yeah. The last minute sort of scrambled as well. I was with a friend, not worth the AC. We were in Chicago, and then we came back to New York. And we were excited about it, so. We were happy. Yeah. We will be able to both come together.  I appreciate that. I think it's, um, appreciate it. Yeah. I get it. It's like the biggest. The biggest things that I got. The world. Yes. When you know. For us. It's a nice announcement. It came to New York to make the public. Yeah. Yeah. You do that. We do. Because you need to be prior to the event. So.  And then you're my friendship. Yeah. Oh, yes. No. And then you're my friendship now. Oh, yes. Okay. So why doesn't New York City register? Well, the myriad of reasons. I think. I didn't realize it wasn't me. I know. No. I'm not sure. I'm not sure. Okay. So I know like. I know. Yes. That. Okay. Nothing. I talked to. I don't know. So we have always traditionally participated in the National Registration Registration But you have to kind of like Oh, wonderful. I'm the CEO of New York State Public Training Coalition. It's awesome that I'm here. No, I think I mean it's going to take... You have virtually none. But showing up. Oh, almost congratulated. I mean it's like it's quite a panel. So like what's going to take place? Outright. No understanding of the choice. There's a couple of things to smooth out. The context of what's going to work now is really stuff. Step one, getting some registered in. This is also what happens. We're very interested. We're very interested. We're very interested. We're very interested. We're very interested. We're very interested. We're very interested. We're very interested. We're very interested. We're very interested. One is the, the, the, That's weird that it was to be there, like, after the, you know, and that's like, no, it's, it was great to be in the film. And I That was for you. Hey, how are you? Thanks so much for coming. We always like I thought so too. Yeah. But they want to, they don't want to do it. I think, no, that's what we said. I just, I think they said that they, at this time expected, they just want to see like several sectors. No, I know you guys read carpet. Thanks. I don't feel sorry for you. Hey, how are you? You too, you as well. It's a thing about you. I think, yeah. Yeah, yeah. Thank you. Thank you. Thank you. Oh, nothing. Oh, where do you, where do you. Where do you get to? Oh, you get to go. You're back. Hey, great. I'm still waiting on my position tomorrow. I'm interested. Yeah. Yeah. Yeah. Yes. Yeah. Yeah. Yeah. No. Yeah. Yeah. Yeah. No. I'm learning. I'm learning. I've heard a lot of people do that. I know. I know. I know. I know. I know. I know. I know. I know. I know. I know. I know. I know. I know. I know. I know. I know. I know. I know. I know where you are. I'm like, I don't understand those. That's like a super duper question. Yeah. It's for a so kind of clock. Fine. The clock is not that tired. I think it was. Yeah. Yeah. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. I agree. So you see you're okay? So with your stand. What?guide? What's your serious answer? Why. The conclusion. I agree. Now tell the questions. So tell the questions. This is the answer. I'm going out to start. Stop being in the picture. Yeah. But, you know, all right. Okay. I'll make sure you don't think I can get it. I'm off again. I'm going to check for that. Yes. Oh, no. Okay. Yes. I haven't talked to her in a week or so. I got stuck in for an hour or two weeks ago. I know she's been chucked up. Yeah. So, this is actually going to be. Oh, yeah. No. So, this is actually going to be. by this. You. Yeah, I know. I will put it in. Yes. Yeah. I saw you for a few weeks or an hour again, just like, you can't make this stuff up in this video. I know, I know. I'm going to make a complaint to Iro. Do you want to change that? People do want to change that. Hi, hi. So those are the comments. Why no, I'm sorry. I actually can't. Adjust to this. Yeah. Sorry. Yeah, of course. Yeah, okay. Okay, you just struck this question. Thank you. What's the name of the guys, it's so wonderful. Thank you. Thank you. Thank you. That'll be, that'll be my thick. Right. Right. Right. Right. Right. Right. Right. Right. Oh, man. Right. Right. Right. Right.  Yeah, I'm going to go now. It's going to be so fun. I don't know. But yeah, I think he said. Oh, it's very good to see you. I like that. I like that. I'm going to put it in my new one. I know I'm going to top that. It's so funny because I thought you were doing that more in your video, Larry. I want to. I want to. I want to. I want to.  We do. Yeah. Okay. Hard carrying. Excellent. I'm sorry. Good morning. Good morning, everyone. We're going to get started. We have everybody. Upstairs. Okay. Yes. We have a couple of people. Yes. Good morning and welcome to the June quarterly board meeting of the New York City workforce development board. I'm Andrea Powell. I'm the board chair. I'm going to share highlights for today's agenda. Some reminders and some housekeeping notes. Go through the regular logistics. At our last. Yeah. At our last meeting in April, we heard from speakers about a youth apprenticeship program from. For New York City high schools. Not New York City high school students. We also heard from a consultant. From Accenture about the landscape analysis. They were conducting on apprenticeships in New York City. Today we will be joined again by Rachel Vantosh, a senior manager at Accenture. And she will be talking to us more about that program. In addition, James Parrot from the center for New York City affairs at the new school will share his findings about a disturbing trend. The unemployment rate among black New Yorkers is significantly higher than the unemployment rate among white New Yorkers. So we're going to get started. We're going to talk about the unemployment rate among white New Yorkers. A trend that does not reflect the national average and seems to be fairly unique to New York City. So this board has had James Parrot talk to us in the past. I think it would be really interesting to hear what he's seeing and have a discussion amongst the board. James will be joining us remotely. As far as housekeeping items. The state's open meetings law applies to the workforce development board since it is considered a public body. The open meetings law was temporarily flexible the past three years, but now requires once again that the board have an in-person forum in order to conduct business, which I think we're a little short. Additionally, members may participate remotely if they have a legitimate reason defined in the law, but they do not count towards quorum and they cannot vote. We do have members who are participating remotely today because they had extenuating circumstances. Also note that we are video recording today's meeting and that we will be posting the recording online, which is also required by the state open laws, state open meetings law. As a long standing policy, we ask that only board members speak during the meeting and please use your microphone since we do have people who are participating remotely. So first up, we will now hear a brief update on the youth WIOA programs from Daphne Montanez, associate commissioner of youth workforce connect at DCYD. And just hit the button. It's off. No hot lights. Good morning, everyone. Thank you for having me. I'm pleased to be here to provide an update on our youth workforce activities at DCYD. We are gearing up in a few short weeks to launch this summer's SIP program. And pleased to say that once again we will be able to serve over 100,000 young people across New York City thanks to the commitment by our mayor, Mayor Adams. Just for context, we are also working with some of our city agency partners, including CUNY, Department of Education and Department of Probation. They will actually be serving 5,000 of the thousand, 100,000 participants through specialized programming. But the bulk of SIP participants will be administered through DYCD at 95,000. So to give you an update on our numbers, this year we had a record breaking number of applications. 174,800 applicants overall. Last year it was 165,000. In contrast, as of today, we have over 85,000 young people enrolled. And we're continuing to run lotteries until complete. I will say that this year we started our application process almost a month earlier. And so we're seeing from the provider platform perspective our numbers at this stage are really encouraging. And we're pleased that the capacity building that our team has poured into our providers is paying off. And everyone is excited and gearing up for the summer. In terms of work site development, also strong as of today, we have 13,000 work sites that are committed to the program and committing over 100,000 jobs as of today. So we're in a very strong position there. As you may know, this year is a very special year for SIP. It is our 60th anniversary. And we're pleased this summer to really highlight really the institution of SIP here in the city. We're planning for a culminating event at the end of the summer. We're currently developing a video series that is inviting some alumni from all from the 60s on down to today. And the impact that SIP has had in their lives and we look forward to premiering that video at our culminating event. Additionally, we are expanding our enrichment series. Last year, we launched an enrichment series with roughly 50 separate events for young people to complement the SIP experience. And this year, we are actually almost up to 100 events this year, thanks to the support of so many employer partners and our city agency partners as well. These events will include tours, career panels, career fairs. Last year, we held a wonderful event with the mayor at Gracie Mansion, a cooking demonstration and then a panel of culinary experts. We're going to start with over 200 of our youth and we'll be looking forward to engaging the mayor once again this summer. We're happy to share the calendar of events as well. If any of the members here would like to participate either virtually or in person. I think it's always great to have the opportunity to go out and actually see our community. Additionally, you may have heard this year we're launching a new initiative called SIP pride. And this initiative will focus on young people who identify as LGBT individuals and will provide these individuals with activities, workplaces that give them additional supports in a very inclusive manner. We're looking forward to working with the mayor around this initiative. Louis Vuitton, ABC News, number of banks and their diversity inclusion offices have all stepped up and providing wonderful enrichment and work opportunities for young people. We're thrilled to launch this initiative this year and look forward to watching you grow in additional summers. Thank you so much. My name is Louis Vuitton. My colleague had the opportunity to walk through some of the changes we're anticipating as we're building the concept papers for our train and learn and learn programs. I'm thrilled to say that we are close to the finish line in terms of releasing those concept papers. We will then have OMB, the mayor's office of budget, to take a look and provide their comments. Once we receive those comments, we expect that the concept papers will then be released in early July. So look forward, look out for that. Once the concept papers are out, obviously we'll be collecting feedback from our staff. We have sessions planned with providers, participants, with employers as well, and all of this feedback will help us develop our RFP, which we target will be released at the end of the year. That's my update. Anyone has any questions? Thank you so much. We will hear a brief update about the process. Thank you. Thank you. Is this on? Perfect. Good morning, everyone. I'm going to give a quick update on our RFP and where we are in the process. Note that this has been a labor of love because we are trying to get this right. We are trying to get this right. We are trying to get this right. I promise you I'm not hedging. There might be times where I'll take your question and say I have to get back to you. And then two, I just want to highlight the RFP is really the bones of our operations. But there's additional meat that happens in terms of our contracting as well as our operating plan and the work that we're doing. And that's what we're trying to get at. In terms of the RFP itself, there's really two areas of focus that we really had or two things that were really important to us. So one was really developing an expertise in terms of the way that we provide services to our job seekers and really making it customizable depending upon the population served. So over the years we've really built out programming for unborn Yorkers and so forth. And I think we've done a decent job. Our goal is to continue to go much deeper with that. And we really want to make sure that we're developing expertise around that. The second thing that was really important to us was really making our contracts much more accessible to a number of different providers or vendors. Our contracts are really expensive to run, which means it really limits the number of organizations that can participate. And we think it probably leads us not necessarily always getting experts in the field all the time. So we really wanted to start to open that up. With that said, our contracts typically range from anywhere between 2.8 to 5.2 million dollars per year, which is quite expensive. And it's all upfront costs with reimbursements that happen on the back end. So again, if you can afford to absorb that cost at the front of it, it really eliminates the possibility that you have an opportunity to work on our contract. The way that we're setting it up now, we're actually, one RFP has now become three. So we are going to still take a borrower approach, and that's going to be for the bulk of our system. So it is still going to account for about 10 to 11 of our centers. With our borrower approach, people will have the opportunity to bid on specific borrows, and they'll operate centers that are accompanied with that. The second RFP is really going to be specific to sector centers or sector systems. So right now we have two sector systems. One is our healthcare center, and the other is our industrial and transportation system. And again, with those centers, we're going to want to go much deeper in terms of the actual occupations themselves within the industry and making sure that people have an understanding in terms of where their ramps on and off are and what development looks like. And it's much more high touch than I think our regular systems. And the third kind of area our RFP that we're developing is really based upon programming itself. It is going to start with like three very specific programs in the beginning. So it's going to be working with our out-of-squad of work youth. It's going to be working with our foreign-born New Yorkers, and it's going to be working with our justice-involved individuals as well. Again, the goal is these contracts are going to be much smaller, so it's going to allow organizations they may not necessarily be as big, may not be able to absorb the cost, but certainly have the expertise to be able to bid on these opportunities and contracts as well. So we're really looking forward to that. Another thing to note is this just, and it currently brings, it's still a large number. So it'll bring kind of the cost of the contract down to about a little bit under a million per year for those very specific centers. But the thing to note on that as well is that we started to work with kind of our more robust specialized centers or programming. If this all goes well, we anticipate rolling it out to additional satellite centers, which at that point, that can range anywhere between $380,000 to about $800,000 a year in some of those contracts. So again, it'll open the possibilities for different vendors to be able to participate as well as long as they show the expertise that's necessary. Anyone have any questions that I'll try to answer? Yeah. Thanks, Janine, for that overview. Can you just talk briefly about the rough timeline? Or is that against the procurement process? We're working on it as quickly as possible. I will say that I think one thing I would encourage you to do is you, if you are wanting to bid on one of the contracts, you have to be in passport. So I do encourage people to start talking to that about organizations now would be my recommendation, but we're trying to get it out as soon as possible. Any other questions? Perfect. More to come. Thank you, Janine. For 30,000 apprentices to be active in New York City by the year 2030. As I mentioned at the beginning of today's meeting, Accenture conducted a landscape analysis of apprenticeships in New York City over the past couple of months. We will now hear from Rachel Vantosh, senior manager at Accenture, about the findings from that analysis. And Rachel's bio can be found in your packet. Good morning, everyone. Good morning. It's a button, Rachel. Better. Well, thanks for having me back. Really excited to talk about the work we've been doing over the last couple of weeks. I'm going to try to keep it fairly brief. Happy to answer questions afterwards or have any follow-up conversations that you'd like. So, as you all know, we did a landscape analysis of apprenticeships in New York City. If we could go to the first slide. That consisted of three different components. Analyzing data, which, you know, ranged from demographic data to occupational data. I conducted more than 50 interviews with experts in New York City with apprentices, with employers, with folks actually, nationally, internationally, who've worked in apprenticeships. And we've authored a set of recommendations and findings as a result of that work. Next slide. So, as we spoke about last time, one of the things that we were tasked with doing was to develop a criteria, sort of definition of apprenticeships. So, what we developed was a set of sort of threshold measures that you have to meet in order to be considered an apprenticeship for the purposes of the city, and then a set of best practices, which is what the city would recommend, potentially what would get priority in terms of investments, things like that. I won't read through, like, every single thing on this list, although happy to answer questions about it if there are specific ones. Some notable ones is that, you know, an apprenticeship has to be designed intentionally with a full-time role at the end of it. So it's not like a trial. It's really an onboarding or sort of starting of doing a full-time role that the apprentice will stay in. Apprentices need to be paid. There need to be, you know, both an earning and learning component, so, you know, structured classroom component of the work. And there also needs to be a focus on equity and accessibility for apprentices in the program design. So making sure that it's open and there's opportunity for all. Is it happy to answer some more questions about this? You can see that there's also a set of best practices here, which is, again, what would be recommended in this case. I can go to the next slide. Maybe scroll down a little bit so you can see the bottom of this. Well, it's, sorry, if you could go back to the previous one. Okay, so you can't see it at the bottom, but it's a little bit of the left-hand corner there is the blue, and that's New York City. The key point. We took a look at pure cities across the United States. So cities that had a similar economic mix to the businesses here, as well as ones that are large in population, like over a million people. And New York City is at almost the very bottom in terms of the concentration of apprentices within the city. So we have a lot of room to grow compared to what other cities are doing. Can go to the next one. One thing to note, so we looked in addition to sort of where do we stand across the country. We looked at some, like, who are apprentices and what are the apprenticeships that are available in the city right now. As most people would probably not be surprised to learn, most of the active apprentices in New York City are in the traits. A few notable exceptions that I think are top here are electricians, carpenters. That's very similar to what you see in some pure states and pure cities as well. A couple of things that are worth noting, though, is that you'll see the third largest number of active apprentices right now are school safety agents, which is actually an apprenticeship done by the New York City Police Department. And one of the things that we recommended the city think about is what might be the opportunities around public sector apprenticeships, despite, you know, there's many complications there, but a place to be thinking about. Another thing that I think is interesting is that you'll see here there's two columns, one from NISDOM and one that's nationally registered. So as an apprenticeship, you can actually register with the state or with the national level, and you'll see that the mix of folks who are registered nationally is actually quite different and much more focused in healthcare and professional services. So although the, like, state registered apprenticeships are heavy trade, there is an interest in, you know, sectors and occupations outside of the traditional trades in New York as well. Go to the next one. Great. Um... So... Can I move in here? Use the mouse and pull it down to the bottom and then let it go for a second. All right, let's see. Put the mouse on the bar. Put it here. Great. What happened? Okay. Big accomplishment in my morning so far. Okay. So you can see here the mix of races of apprentices in the city. This is compared to the overall city population. You'll see the blue, light blue are nationally, are New York state registered apprenticeships and the gray are the nationally registered ones. So what I think is interesting here is that, again, this is all registered apprenticeships, that there's actually like a, well, there's still a concentration and, you know, people identified as white are overly represented. There's actually like a diversity of folks in apprenticeships in the city. And that's true for ones that are registered nationally as well. So I think that it's something that should be like understood and built upon. And as people, as we think about how to change like hearts and minds of folks who are interested in apprenticeships and making sure that people can see themselves as an apprentice, I think there's going to be a lot of cases that we can draw on to demonstrate the diversity of apprentices in the city. If we go, can I go to the next slide? No. Oh, no. If we go to the next one, you can see that the same is not true for gender. There are very few women represented in apprenticeships with the exception of in the nationally registered apprenticeships. And that's predominantly driven by a few occupations in that sector, like home health aids, which is the largest group nationally, it's heavily female. So I think there's more work to do here. Next one. So I'm sorry that this is a little bit small, probably for folks to read. We'll just get sent around to folks after the thing. So I'll just quickly go through a couple of key learnings from all of our conversations and our research. And we bucketed into five different areas, which do align roughly with the recommendations that we made as well. So around like program design and quality, some of the things that I'm sure you all have heard of before, like the need for support for apprenticeships, the success of things like cohort approaches, but also what we heard from almost everybody we spoke with is that there is probably one of the most critical things is an investment into the apprentice supervisors and making sure that they're well-prepared to host apprentices and to train them. Because as we all know, you can become an expert in your field and elevated and not necessarily become a great trainer for somebody else. So thinking about how to help people really give apprentices the best experience and the best training was something we heard across the board. In terms of resource alignment, what we saw is that states worked in tandem with federal resources and philanthropic resources in order to create the ecosystem level investment in apprenticeships. And that's really what has allowed places like California and South Carolina to exponentially increase the number of apprentices is that all these different investments coming together around like a shared vision and shared goal. And there's a number of different sources that people have used and figuring out how to use all of those together will be key in order to move apprenticeships forward. The third is around communications and branding and thinking about how to ensure both employers and potential apprentices, students, job seekers see apprenticeships as something for them and not like sort of how you might think of your grandfather's apprenticeship being. And so we have a set of learnings from folks about how you do that. The third is when you think about apprenticeships making sure that justice, equity, diversity, and inclusion are really built into the program. The way that folks have done that most successfully is to make sure that there is like pre-training and pre-apprenticeship programs that are really high quality and designed to funnel people and prepare people for apprenticeships and also like do very targeted, very intentional outreach so that folks know about this opportunity. And there were some interesting cases like in Wisconsin they're working with individuals who are currently incarcerated to have them participate in apprenticeship so when they are able to leave or actually like have a role. So there's different ways to do it beyond just like typical outreach which is still very important. And then finally for infrastructure and governance the places that again saw the most growth had somebody who was behaving sort of the oversight, aligner, like central engine of apprenticeships to work with all the different actors in the field. And we saw that in every single city and state that we spoke with, there are different forms of it in different places but that sort of central entity was critical. Next slide. So we recommended five different things within each of these are four or five more specific recommendations. I won't go through all of them but happy to talk about them another time with anybody who's interested. So the first is leveraging untapped resources which is both making sure that we're leveraging all the funding that's available from the state, federal, philanthropic side also thinking about how to help employers who are already doing earn and learn models help them like move it into an apprenticeship. So how do you take the willing to the next level? The second is around rebranding and trumpeting the value proposition and thinking about that for all the audiences, employers, students and parents, educational institutions and frankly like government itself. The third around centering justice, equity, diversity and inclusion. So again going back to some of our learnings thinking about how you develop high quality apprenticeship training, how you think about outreach and connecting outreach to cities investments making sure that any place that the city's dollars go have this as an explicit part of their work and their mission. The fourth is aligning and improving infrastructure so thinking about how different groups in the city can work together in order to support employers and students and job seekers with apprenticeships that includes thinking about how this body could be promoting and moving apprenticeships forward as well as other entities in the city workforce development organizations, CVOs, etc. And then the fifth is thinking about how to track and amplify outcomes and our recommendation there is sort of a set of quality indicators that we think is important in order to track the success of any apprenticeship programs then a sort of three-part system of how you leverage existing registered apprenticeships and the network of providers to gather apprenticeships and then thinking about like a long-term research agenda. How are folks faring over multiple years after they've gone through an apprenticeship? What has that meant for their career? And then thinking about how to trumpet that success through things like existing public reporting forums. And going back to the central learning about what has been key to moving this forward it is this like conductor entity, this engine of the work and so what we recommended is setting up an apprenticeship accelerator which was talked about in the mayor's announcement but thinking of it as a way not to duplicate existing efforts but to align them, to fund them to make sure that they're all moving in the same direction, track progress and so we laid out sort of a set of principles around which this accelerator would operate as part of the overall ecosystem in the city. As you can see some of the key functions of it here. I know that was very fast through a lot of information at you all. I don't know Chris if we have time for questions if I made it under my 10 minutes, okay. We are happy to take any questions. And I think I could go back in slides. Also happy to talk about it like I said one-on-one if you want sure, you know the team will be working on this for a while so be it an ongoing dialogue. Yeah, of course. Are you looking at very specific recommendations and strategies around how to engage more Black New Yorkers in the apprentice program beyond just like having an equity and inclusion you know, lens, but how do you make sure are you thinking about that as one of the recommendations? Yeah, so the five you saw there like again is just the very high they're like the buckets of them within each of them. There's another set. There's nothing explicit about any one nationality or race in a set of recommendations that we have but we're recommending like at this level is more an explicit like contract valuation criteria need to be aligned to this. How the city is going to target specific races or ethnicities is probably like one or two clicks down from the set of recommendations that we provided. It just looks like it looked like to me and maybe I was not, you know, looking at it. Yeah. That there is a real gap there. Very particular to New York. Can I go back on this or? So actually if you look at the dark blue as the city population and the percentage of Black individuals in apprenticeships are the light blue and the gray. Actually this New York City compared to pure cities performs a much better in terms of Black individuals in apprenticeships. We can always do better, but it's compared to other places. I don't think I have that slide, but if you're interested we have a table in the report where you could see it. It's almost double the average that other cities have. And it's disproportionate more Black individuals of the population in apprenticeship. That's the second bucket there. I don't know if you can see it from here. And so I think what we have to look at more even more closely is what are the occupations and making sure that the occupations are ones that are getting to a family sustaining wage. Yeah, I was a little afraid of a, and I was a little afraid of a apprenticeship program by the NYPD for school safety agents. Like that's not a living wage. And it'd be interesting to understand like who's in. So, yeah. Yeah, and I think this is good tea up for the next conversation. Yeah, I'm interested. Because again, and this is highlighted in the executive order 22, disaggregating the data is so important and particularly as we're seeing this trend around the Black unemployment rate and also when we sort of break it down by age group. Yeah, and it's certainly that there's certain occupations that drive that participation in the city. I wish I had the breakdown here in front of me, but we do look at that in the study if you're interested. Along those lines. What struck me was that while there is definitely a distribution of Black New Yorkers who are receiving apprenticeships, the ones that the New York City apprenticeships definitely have a number of occupations with a much higher living wage and that's where Black people are less represented. What is the stream of funding that ends up for instance for the work providers for say metal shop apprentices? How does that work for the city? Many of the let me know if I'm answering your question correctly for like metal shop workers and carpenters and folks, those are typically sponsored by unions and unions there's different ways that they arrange it, but typically as part of the dues, they'll train like a funding training entity. And that training entity is what helps to support apprenticeships. So it's not as not that there's no public funding that goes into it, but that's really the driver for most of those apprenticeships in the construction and sort of manufacturing trades, but especially construction. That's helpful. I guess what I'm asking is what leverage does the city have to promote the fact that there should be a greater level of diversity inclusion within maybe who they're pulling their ranks from for those apprenticeships that are union sponsored. It's a great question. I mean, one of the ways that has been done so far, I don't know about for metal workers, but for project labor agreements in the city, if you are bidding on city construction projects, you're required to work with various pre-apprenticeship programs and offer apprenticeships that we've set goals around use of different like sort of programs that then promote diversity of apprenticeships. So we've used contracts as a leverage point for that through the project labor agreements. I do think that that's something that could maybe be strengthened or considered as the next round of project labor agreements are negotiated. Yeah. Yeah. And I just want to jump in here because literally as we speak in Albany, the city is working with the legislature to get community hiring passed. Fingers crossed if this year it might actually get passed, but if you want to call any of your representatives, because while we have the project labor agreements because of state procurement rules, we're not able to require and include it in our selection criteria for the city spend. And so that's what we're trying to fix in Albany so that we are more able to use the city spend to encourage community hire and apprenticeships through that. And we have less blue stone on the remote. He's remote and has a question. Yeah. Thank you. Thank you. When you were doing comparisons around the country or cities, how about metrics in a way of comparing the cities and about weighing ways of determining how successful the strategies are in terms of like. Well, we're making we're making recommendations about what an optimized system might look like, but how about metrics in to measure those results. So we did make a set of one of the recommendations in our like tracking and amplifying bucket is a recommendation on a set of metrics that the city should use in order to track outcomes related to apprenticeships. And they're often fairly common across different places. Everybody has the same, but it's like wage long term career trajectory, things like that. Does that answer your question? Yeah, I just wondered if they're, you know, with your, you know, your, your chart and your graph about how the universe could look. I'm wondering if the metrics are any different as a result of that system. You know, it's a good question. We didn't get down to what we looked at a lot was really about the growth in those different areas. So places like it's a California, South Carolina, Wisconsin places who've had big growth. We took lessons learned from those places. And some of them publish those types of outcomes metrics. Some of them don't. Yeah. I had a related question, which is the number of internships in New York City as a percent of total employees in the city. Have you compared that across the country in terms of where there's the most success? We did not look at like internships per se. We did look at to some level at like unregistered apprenticeships in the city. I'm using. I'm sorry. Did I say internships? I meant. Sorry. So looking at, you know, if there are X, you know, the number of internships in New York City currently represent 1% of the total number of employees and South Carolina, it's 10%. For example, what are they doing that we're not? I'm just curious is I'm guessing the New York City level may be fairly low. Yeah. Maybe now that we figured out how to get rid of this black box at the bottom, do you want to go up a slide or two? There's New York City. Compared to this. Yeah. Compared to like, you know, many other big cities in the state set. We did it at like a city level so you don't see something like the state of South Carolina here, but you can see it's relatively low. And what I would say is I don't think that there's a magic bullet to growing the number of apprenticeships. I think it's a set of changes across the whole ecosystem and I think about how to better integrate learning experiences into the education system, thinking about how to best leverage federal funding, how to talk to employers. Like it's all of those pieces that need to be moved in order to increase the number and the percentage. And that's what we saw in places that have higher percentages.  And that's what we're talking about in these pre-apprentice construction jobs. Sorry? I just want to use the mic to put on. Hi. Hi. You're referring to the pre-apprentice construction jobs. What are the numbers that you're talking about? You know, I'm sorry, I don't know completely off the top of my head what the numbers were in most recent years. I'm sure we could look at it and get back to you on what at least the percentages were that are required in the PLAs. Well, now the five partners that you're using were direct entry. Right. There would be new, there would be the carpenters you have. So you go to them, you ask them to take people into your program, like the CW pre-apprentice with the building trades. Is that it?  That's a great thing. Yeah, yeah. I don't know that. I'm sorry. I don't know off the top of my head what we've recommended, but I don't actually know the full numbers that have come into the programs. I don't know Tim. There might be somebody else here who would be able to speak to that. Well, Ed Christensen from the operating engineers is here and I'm here. We are two providers in that sense. So I'd be curious to know what you're telling your colleagues about the numbers, who's going, how they do, what's the attainment rate, dropout rate, skills and pre-testing and that kind of thing. So you have somebody that's doing this construction trades pre-apprentice program for you? Yeah. Go ahead, Tim. Hi, everybody. My name's Tim Currier. I'm the executive director of construction and industry partnerships. There we go. Executive director of construction industry partnerships. To answer your question, Joe, yes, the city has a goal of around 700 pre-apprenticeship graduates every year. Usually the graduation rates are well above 80%. I don't know specifically, but a lot of the adult programs that the Department of Small Business Services worked with over the years, their graduation rates are above 90%. Placement rates usually are north of 75% within six months, but a lot of the pandemic happened, there was some slowdowns in work. We're catching up to that now. So we're starting to see that actually increase in a shorter period. So definitely a big supporter of those programs and always trying to figure out with our partners how we can expand those. But definitely our agency and our office is keen on continuing to support those. And expand them. Yes, of course. My colleague asked before, most of these individuals in these pre-apprentice programs are minority. Very important. Access to direct placement. Yeah, absolutely. Minority representing 75% programs. Oh, it's I think again, I think it's actually north of 75 in terms of demographics breaking down by race, but we also target the high properties of codes throughout the city that are part of the project labor agreement goals as well. So again, we have a couple of different strategies as well as the individual populations, veterans, individuals that identify as female, et cetera. The other issue, the construction trades and apprenticeships are not, you know, that's consistent with New York City. Very important. I don't know what they're about. They're not union jobs anyway, so I could kill us. The reality is what you're trying to do and what the other is trying to do is get apprentices throughout. And one of your last meetings, I said, the whole key to apprenticeships is business buy-in. Unions can want it. They're bargaining, but the reality is what business was, meant life, insurance company, facing AI problems suddenly turned around and said, we have an apprentice program. You have here the restaurants. What restaurants is rock involved in that pre-apprentice? I'd be curious to know. It's a difficult task, as I said, yellow one day. It's probably the future along with worker co-ops.  They need a strong way to go to your centers, to an industry. Where are we six months later with this planning for the pre-apprentice? Have you got any corporations, B-corps, or whatever industry sector leaders talking about apprentice programs? I mean, we do. In fact, I was just in a meeting yesterday with the New York Jobs CEO Council. They've launched along with, led by Accenture, Aeon, and Zurich Insurance, an apprenticeship network that particularly looks at businesses, typically larger businesses of Fortune 500, looking at occupations in business operations, IT, finance, and they're increasingly looking at healthcare as well. So they're very interested in doing that and working on trying to understand what percentage of the 30 by 30 they're going to own. And they're looking at it by occupation. And the concept is that they would develop the occupancy, sorry, the competency plans for those occupations and grow the number of apprenticeships in their memberships. They'd also, in their membership of the apprenticeship network as well as grow the number of members. And then work with small and medium-sized businesses and chambers of commerce to try to figure out how to make sure our smaller businesses have access and the ability to do apprenticeships, whereas they may not have the same ability to sort of create those competency plans and build them from the get-go, but hopefully they can leverage them. And so I definitely hear you like, I think one of the goals very much here in terms of the apprenticeship goal is not just the number, but making sure apprenticeships reflect the occupations that power New York and really go into those entry-level positions. And so looking at it across areas that haven't traditionally had apprenticeship. And I'll just add one more thing. So I think we've had the good fortune here in New York where there are union apprenticeships and union training organizations, as you know, are so critical to doing that. So trying to figure out where we get that intermediary support in areas that aren't unionized is a big question in what the economic model behind that. And that's where I'm super pleased to see New York City public schools as well as the City University of New York increasingly thinking about apprenticeship and how to sort of tie apprenticeship into their student pathways. Because if we can have those two institutions really providing the supports and some of the credentialing and skills training, that would help advance the work significantly. Do they have a partnership program with both of those systems? Yes. Yes. Yes. So there's a lot going on there. So one is in the fall, as some of you may know, the mayor and the New York City public school chancellor announced the Modern Youth Apprenticeship program really working based off of the career-wise model which is looked at Switzerland. And if folks don't know, in Switzerland about 70% of 15-year-olds go into apprenticeship and they're very focused on making sure that's not what they necessarily do for life, but it provides them greater opportunities. They can always go back to school and become a university professor. So it provides a lot of opportunities. So based on that, they have a goal of 3,000 youth apprenticeships and it begins in junior year and it goes for three years. So they're actively working on that. They launched in 2019. So they're building that out. And they're working very much with a particular set of high schools. So the high schools can support the students both in preparing to make the decision to do apprenticeship as well as being in the apprenticeship. CUNY has also been working. So CUNY has always had in the continuing-edside support of apprenticeship. And so they're trying to get a better handle on how much of that is going on across all of their campuses. But they are also very closely working with industry, including members of the CEO council to help to really look at apprenticeship as part of the associates degree and really re-bamping some of their applied associates degree to weave in apprenticeship and apprenticeship support. So it's a work in progress. It's exciting. There's still a lot of work to do. Hey, Rachel. Hi. Two things. Just by way of reference, the national figure is 0.3% nationally in terms of utilization, right? So sort of within that band. But I had a question about did you take a look at the efficacy of some of the policy changes that have been implemented? So across a couple of states that you mentioned, mostly related to funding, right? So some states have taken traditionally the tax credit path, which is not as helpful in certain sectors like the healthcare sector because of the nonprofit status of a lot of the organizations there. California, as an example, has just implemented this innovation fund where they're giving a certain amount to support per apprentice as well. Was that part of the landscape analysis you did? So we looked at them a bit. What I'll say is like the California, so like you are right that a lot of places have invested in this tax credit model. In some places like South Carolina, even that small amount has helped to spur apprenticeships forward with some additions of federal government funding and things like that. The California Innovation Fund super interesting, their projections for that, which for everyone else, it's a fund that provides sort of a base. It promotes sort of innovation and apprenticeships provide sort of a baseline level of funding for employers. Their projections for it are huge when they're projecting hundreds of thousands of apprenticeships coming out of that. They just started accepting applications like two months ago. So unclear if it'll lead to that, but I think, you know, they've done a lot of thinking and work on it and they're basing it on models in European countries. So I expect that in six months from now we'll know a lot more about how exponentially that's increased funding. In our research again, I don't think there's any like one silver bullet that was like, if you do this, you will dramatically increase the number of apprenticeships. It's about like having a whole set of pieces moving together, funding for that being one of them. I mean, in European countries there's some interesting models like UK, they have a apprenticeship levy where everyone has to set aside a certain portion of their revenues and if they don't use it for apprenticeships they lose it. And that has, you know, spurred the number of apprenticeships in the UK. Other than that, I don't know that I've seen lots that's like this investment equaled this number. California, we'll see that. Maybe. I could talk about this all day. Unfortunately, probably the two of us move on and I have to wrap up, but happy to talk about it anytime. And thanks for all these great questions and your engagement. Thank you, Rachel. And thank you to the board for engaging dialogue and good questions. We are going to move to Chris's report. Actually, Chris, I do have a question. You got a question, Joe? I wanted to ask you about the ITG's first two upsetting, so I'll skip it. All right. Noted. Hi, everybody. A couple of quick announcements. We are in the presence of a special guest today. Mark Felter is a New York City high school student. He is commissioner. He's participating in a new program called commissioner for a day that NYC services putting on. I think there are over 70 leaders across the government that are hosting a young person. So please, everyone, welcome commissioner Felter. Thanks for being. It's great to have you here, Mark. Commissioner. You're not commissioner. Where are you? WH Maxwell. WH Maxwell. Just for folks who didn't hear that at home. I also want to thank for the landscape analysis. I want to thank the Robin Hood Foundation for funding the analysis there. We appreciate their support on that. I also want to extend a congratulations to, we have Daniel Bustio here from 1199, SEIU 1199 training and employment funds sending in for Sandy Vito. My understanding is that you guys recently won a $3 million grant from the U.S. Department of Labor for healthcare care pathway. So congratulations. Excellent. Okay. Thank you all to all the members who could make it here. This is our second in person meeting in about three and a half years. I really appreciate everybody who came. We don't have quorum. We were trying really hard to get there. I think we're all sort of trying to get our muscles going again for meeting in person. The open meetings law. I think we would be at quorum if we could count the people online, but fortunately we cannot. Okay. So a couple of quick things. Grant, can you go forward? I'm going to speed through this because I know that we're all eager to talk about, you know, hear James Parrot and discuss black unemployment. We had a resolution. We're not going to vote on that today, but basically just to give a brief summary, as you may recall every year, we need to right size our funding so that it matches the people that are actually coming through our doors.  Sorry. Go back. There we go. Leave it there. One forward. I'm not going to get into the details. We'll give you some of this by e-mail, but basically we need to right size our funding so that we match the money to the people walking through the workforce one career center doors. Okay. And every year we have to make an adjustment. We will put this on the agenda for September and vote on it then. All right. Let's go to the next slide. Okay. So our budget. So as you may recall, we saw a big increase this year compared to last year. Largely as a result of the pandemic, right? The federal funds for WIOA are divided to the states based on a formula. New York state was hit very hard, obviously, by the pandemic in terms of just the sheer volume of unemployed workers. And then New York City in particular was hit very hard within the state. So last, this current year, we received almost $87 million in WIOA funding. And this next year, we are going to be at nearly $100 million. So we saw another jump, again, the data lags a bit in terms of how the feds and the state apply the formulas. We're going to be at nearly $100 million in WIOA funding. Next slide. So this is sort of the curve. Try to get rid of this thing. I need Rachel's magic. All right. You can see not everybody can see me at home, but for many years, we were between 60 to 65 million annually. That's where we were two years ago. This past year, we jumped up to about 87 million. And now we're going to be, so that's a 57% increase over the past couple of years. Our office is working more closely than ever with SPS and DYCD to make sure we are investing this in a way that aligns with the citywide objectives that the mayor has laid out, including in investing in apprenticeships. So we are very closely involved with that. And then, Grant, can you maximize that and go to the next slide? Okay. And then, so this is a little hard to see, but this is our WIOA funding over the last 20 plus years. And so we're here. This is at 100 million. And this is a nominal dollars. We haven't been at 100 million. You can't see it, but 2005 was the last time we were at $100 million. And of course, in 2005, 100 million went a lot farther than it goes today. So it's good news. Again, we're working closely with the agencies to make sure we invest this money well. Okay. Next slide, Grant, please. So I'm going to speed through the last couple of announcements here. So update on the future workers task force recommendations. The city has not yet released the recommendations. We had hoped to share them with you in this meeting today, but unfortunately we cannot, but we do expect to release them in the next few weeks. So look for those and we will probably spend some time on those in our September meeting. And a brief update on, you know, asylum seekers, new arrivals, right? I think as you are all very well aware, more than 70,000 new arrivals have come to New York City in the last year or so. And one of the major issues for the population is work authorization. Because if you are in the status of an asylum seeker, you have to wait at least six months before you can be authorized to work on the books. And we've heard, I guess anecdotally, that it's taking at least a year, right? So one of the things that we're doing in the city is pressing DC to try to expedite the process of letting people be authorized sooner so they can work on the books and support themselves and their families. And we are also trying to be prepared for both helping people as they, you know, as they sort of slowly become work authorized. We're also trying to prepare for a spike because if overnight, then the thousands of people become work authorized, we also want to be prepared for that so we're working on that. Community hiring legislation, Grant, keep, go, yeah, there we go. Community hiring legislation, Abby alluded to this earlier. We know that tomorrow is the last day of the legislative session in Albany. We're hopeful this is going to pass. We've brought this to the board before. Again, this is like letting the city, leveraging the city's enormous purchasing power to create employment opportunities, apprenticeship opportunities and economic mobility for low income New Yorkers. And my understanding is that the bills have been introduced in both houses in the Senate and the assembly in committee. And we are very hopeful that those will get voted on. But again, tomorrow is the last day of the legislative session. And so it's coming down to the wire here, but we are optimistic. And then one final update on city hiring. So as you probably know, the city of New York is aggressively trying to fill its own, its unfilled positions. The city is convening regular recruitment events that just this week alone, there was a specialized recruitment event for healthcare workers. There's one for engineers. And there's also a hiring hall, which involves, I think, 15 different city agencies recruiting for a variety of positions. They're conducting on-the-spot interviews. These are all positions. Unless they stipulate otherwise, where you don't have to already be on the civil service list, where we really want to find people. So if you know anyone who's interested in working for the city, you can send them to nyc.gov slash jobs. There's a lot of information about current openings as well as some of these events. Okay. Great. Any questions? I know I sped through that, but I want to leave plenty of time for James Parrot and the conversation on black unemployment. Dave, I had one quick question, which was that we are going to be voting in September to reallocate funding to, I believe it's adult workers from dislocated workers. And then when I looked at the 2024 budget, it shows a 37% increase on dislocated workers. And it just doesn't seem to be reflecting the reality we're seeing this year. And I was just curious who comes up with that and what the logic is. Yeah. So I'll try to do the brief version. So the funding is set by the federal government. There's three pots of money that every year Congress allocates for WIOA. There's adult, dislocated worker, and youth funding. And they're all based on slightly different formulas. And that goes to states through formula. And then the states apply a similar formula, which goes to all the local areas. So in New York state, we're obviously the biggest area. So that just comes to us, right? And that is based on a complicated formula that has to do with like the number of extra unemployed individuals. And the money just comes as it comes, okay? So it may be, you know, I forget what is a big percentage of our funding. However, when you look at the actual customers coming through the doors of the workforce one career centers, for many, many years it's been it's 20 to 25% who qualify as being dislocated workers. And then the balance are considered adults, which is just you're 18 or older and you're eligible for WIOA.  The bottom line is that we have to right size our funding to match the people we're actually serving because otherwise we can't pay for their services. And WIOA is extremely flexible. You between dislocated worker and adult funding you can move up to 100% of one into the other. It's very flexible. So this is just a right sizing exercise that really is all it is an accounting exercise to make sure our money matches the people that we're serving. And so yes, it's unfortunate that we'll have to do it sort of after the fact in September, but we've been in contact with the New York State Department of Labor and we're okay. All right, let me end because I really want to get to James Parrot. Thanks everybody. Excuse me. We have James Parrot remotely. Many of you know him. We've had presentations. He's presented to this board in the past and we will hear from him now talking about this really disturbing trend that New York City is facing in terms of the rates of black unemployment. Thank you. Good morning. Sorry I couldn't be there in person. I was really looking forward to this. But this morning I tested positive for COVID myself. So I thought it was to stay at home. But I'm pleased that we're able to do this remotely. I want to walk pretty quickly through some slides showing this anomalous trend in New York City of the black unemployment rate rising while the white and overall unemployment rate is declining and how this appears to be unique in New York City. We don't find that at the national level or in other large cities that have comparable large shares of black population. Let me give a little bit of context on the labor market overall. So clearly COVID's impact had a dramatically uneven impact and workers hardest hit were those in lower paid industries and occupations. It affected a lot of young workers, less educated workers, immigrants and workers of color. But the workers of color figure is largely driven by Latinx workers were considerably overrepresented among those affected, but black workers were actually underrepresented. So the two largest employers of black workers in New York City are government and the healthcare sector. Those are both part of the essential category of work, so they weren't as adversely affected by job dislocations. We know that in the first couple of months New York City lost 950,000 jobs and over the three years since then many of those jobs have returned but it's still important to keep in mind that hundreds of thousands of jobs were lost for good. 300,000 jobs were lost due to businesses that closed their doors permanently and over 400,000 jobs this is from data from 2022 had not returned at employers that remained in business and while the labor force participation rate overall is now a little bit higher than what it was in early 2020 the total size of the New York City labor force is 125,000 persons smaller than before. The number of residence jobs has declined by 170,000 we're going to talk on the next slide in a minute about the payroll jobs almost completely coming back in the aggregate but there are a lot fewer resident jobs in New York City and the working age population in New York City there's all workers 18 and those 18 and over in the population who are in the labor force or of working age up to age 65 that population is 400,000 smaller than it was before the pandemic there's been a big change in the mix of industries face-to-face industries are still down by a total of 124,000 jobs overall with retail and manufacturing down by around 12% compared to pre-pandemic levels. On the other hand 20 industries have added well over 125,000 jobs in the last three years although we know that most of those like home health care which has been the biggest source of employment growth in New York City are fairly low-paying industries there had been significant tech industry growth up through the end of 2022 but we've started to see some layoffs in that sector. One major development that we don't yet fully understand is that while New York City's overall unemployment rate has been edging up in the last few months the latest data show the season adjusted unemployment rate at 5.4% up from 4.8% last summer the black unemployment rate has been increasing while the white unemployment rate has been declining. Next slide. Just in terms of the latest employment numbers by industry you can see here in the orange shading that we're still down about 48,000 jobs from where we were before the pandemic but that is very heavily concentrated in the face-to-face industries that are about 125,000 jobs in pre-pandemic levels. The essential industry category and remote industry categories are both up and it's important to keep in mind that because of the Federal Reserve's interest rate actions they've raised interest rates several times over the past year that has been slowing employment growth the slowing hasn't been pronounced at the national level in the last couple of months but we are starting to see slowing and on a seasonally adjusted basis there was the decline of 16,000 jobs in April of this year these are data that are seasonally adjusted at an industry level by the city's office of management and budget the show a slightly different result than what the Labor Department's overall seasonal adjustment figure shows. Now let's turn to the trend and the unemployment rate in the next slide we can see for the past few years the trend in the unemployment rate in New York City on a seasonally adjusted basis we look at this on a quarterly basis because this data comes from the current population survey it's not as large a sample as one would like but we find that if we pool three months of data at a time to look at it on a quarterly basis that it gives us more reliable results and what's noteworthy here is that from the first quarter of 2022 to the first quarter of this year the white unemployment rate and the overall unemployment rate had steadily declined but the black unemployment rate had it was flat for a while and it has been increasing in the months of 2022 so here's the situation and if we go to the next slide we'll see that it's really historically unique to see this sustained divergent trend in white and black unemployment rates in New York City so in the first quarter of 23 the black unemployment rate rose to 12.2% but the white unemployment rate fell to 1.3% and the lowest that it's been in this look at it going back to the year 2000 and when you look at the relative trends in the two and the black and white unemployment rates generally they move in the same direction black unemployment rate typically has been much higher than the white unemployment rate but when the unemployment rate the overall unemployment rate is rising black unemployment has been rising but in the past generally they were also falling together that hasn't been the case in the past year and this obviously is of concern to all of us in the next slide you'll see in looking at this in comparison to the national trend and to other cities really an outlier on this black unemployment has declined nationally over the past year the way the BLS calculates the black unemployment rate they include black Hispanics in that in the data that we presented when we do our own analysis we use mutually exclusive race and ethnic categories so we look at non-Hispanic blacks and non-Hispanic whites rather than include Hispanics in the way that the BLS does the BLS also calculates unemployment rates for Hispanics but they do that just in terms of non-Hispanics as one group and then Hispanics as another group and the gap at the difference in the black and white unemployment rates nationally is much more narrow than in New York City to do a comparison of other large cities since the CPS the Crump Population Survey sample is smaller in other cities than it is in New York City we looked at the trends on a four-quarter moving average basis and we compared the trend in black unemployment rate to the trend in all workers in each of the cities so in New York City that gap if you subtract the all unemployment rate the black unemployment rate that was 4.4% at the end of 2022 but again the all unemployment rate was declining generally over that period but black unemployment rate didn't decline so that's a unique trend relative to other cities so for example Chicago had a larger gap between blacks and all unemployment rate of 5.4% but they both declined in 2022 and in Chicago the black share of the workforce is about the same 25% as it is in New York City in Philadelphia also there's a gap close to what it is in New York City but both black and all unemployment rates declined in 2022 in Houston the black unemployment rate declined faster than the white unemployment rate so the gap is pretty narrow only 2.10% they're both around 5% and the black the black share of the workforce in Houston is 22% so it's pretty sizable in Dallas over the past year the black unemployment rate actually declined faster than for whites the black unemployment rate moved down to 3.9% and in these other cities that have large black populations Columbus, Charlotte and Jacksonville you'll see there were fairly narrow gaps and in a lot of cases the trends have been what we've been talking about although in the fourth quarter of 2022 the black unemployment rate did rise a little bit in Charlotte and Jacksonville but again much narrower gaps between the black and the all unemployment rate so New York City really does appear to be anomalous in this phenomenon and it's concerning because in the wake of previous economic downturns COVID certainly had a unique impact it was not just an economic downturn but if you look at what happened in New York City after the early 90s downturn or the early 2000s downturn or the great recession of 2008-2009 the black and Latinx unemployment rate stayed very high in double digits for many years after that and that obviously makes us very concerned that we're seeing a replay of something like that this time around although the Latinx unemployment rate is now around 7% but the black unemployment rate is the 12.1% that we noted. Next slide when we look at employment rates so these are the employment relative to the working age population you can see the disparities here by race and ethnicity also for whites the employment rate is actually higher than what it was in the first quarter of 2020 whereas for blacks it was lower the employment rate was around 55% yeah was there a question? No, I think somebody was sneezing. Okay, alright sorry so the blacks employment rate was around 55% before the pandemic and while it's recovered from the worst months of the COVID impact it's still around 3 percentage points below where it was. Next slide so this is my final slide in terms of what do we make of this anomalous situation in New York City so I certainly don't have any definitive answers here but let me point to some factors to keep in mind as I mentioned the Latinx workers were over represented in the face industries but black workers were actually under represented but the Latinx unemployment rate has fallen sharply to 6.5% in the first quarter still it's much greater than the white unemployment rate given the great extent of job losses and here I'm referring to the 300,000 jobs permanently lost due to businesses that closed for good the 400,000 jobs in existing businesses that haven't come back so there's been a lot of churn in the labor force we've seen growth in other industries and so on but blacks have likely suffered from a last hired first fired phenomenon and one data indication of this is the extraordinarily high black share of unemployment insurance recipients in New York State statewide blacks account for about 16% of the labor force but the latest data for March and April show that blacks accounted for 32% of all those people receiving unemployment insurance early in the pandemic there was extended unemployment that went on for many months that extension which was federally funded ended back in September of 2021 so under the regular state unemployment insurance program you can only get unemployment benefits for up to up to six months so this recent trend in the steady growth in the black share of unemployment insurance recipients is an indication that blacks among the people losing jobs and who have enough work experience to qualify for unemployment insurance blacks are disproportionately represented in that group losing jobs another factor that's likely at play is it would be a legacy of racial discrimination in that the black education attainment rate in New York City is much lower than for whites so the data indicate that 78% of whites ages 24 over age 24 in labor force have a four year college degree versus 44% for blacks and at the other extreme 32% of blacks over 24 have high school or less as their highest education attainment level that's nearly three times the share for whites and we know from everything that's happened in COVID that less educated workers have been hit the hardest so they were not over represented in the face face industries less educated workers including blacks have not fared well in the employment market since COVID and a related factor to keep in mind my sense is that it must have some some bearing here in some manner is that COVID hit very hard at communities of color and the age adjusted New York City COVID mortality rate was twice the level for non-Hispanic blacks as it was for non-Hispanic whites it was also very high for Latinx workers Latinx populations in New York City so I would love to hear people's questions or thoughts about what might give rise what's behind this disparate trend and unemployment rates and what the city should be doing about it thank you I had one question James is did you look at the data by education level and see whether it's completed high school completed college didn't complete high school and see if there's a difference in trend by race within those groups so we did look at education separate from race and ethnicity because of the limited sample size it is challenging to do what analysts would call a cross tabulation where we look at two factors we look at race and ethnicity coupled with education that's something we're trying to get a better handle on we know from the standalone analysis by education attainment that the unemployment and the under employment for less educated workers is much higher than for highly educated workers the unemployment rate for the four year college degree or better has been in the two to three and a half percent range for most of the last couple of years whereas for less educated workers it's been in the neighborhood of 10 to 12 percent so it's clear that education attainment is a big factor and we do really need to start analyzing the data at an even more disaggregated level where we look at at education by race and ethnicity hi James I wanted to ask if maybe there was taking to account some of left behind syndrome we keep hearing about anecdotally even as that black more black New Yorkers are leaving the city and did I want to ask if maybe in these numbers it's come to play that the people who have been left behind have less opportunity creating somewhat of a disparity in that pool that we're looking at of black New Yorkers yeah so as you can imagine it is challenging to get a handle on that from my look at where the population declines have come it doesn't seem like there's been a the black working age population in New York City the population decline was heavily concentrated among white non Hispanics and Latinx workers to some extent less so among blacks and Asians so and what's interesting in the data is that I mentioned that there was a much greater decline in resident employment in New York City that comes from the current population survey where it's based on people who live in New York City and resident employment is a notion that people who live in the city who have jobs including self-employment so that number is down much more than the number of payroll jobs in New York City so payroll jobs in New York City represent jobs in New York City whether they're held by a resident or a commuter so on the payroll job basis the employment shortfall is now down to 50,000 or so in New York City much less than this decline in resident employment and part of the reason for that is that there was a pretty sharp decline in self-employment and reported self-employment now self-employment can be a challenge to understand in its own right it includes small business people but it also includes people who are effectively just independent contractors including many who may be misclassified as independent contractors who are not truly independent contractors but are hired by their employers as contractors because that yields the businesses a significant payroll cost savings so I'm not sure exactly how that decline in self-employment plays out but that likely is a factor here as well in accounting for why black employment is not recovered faster Is this DOL data or payroll data like which way are you looking at this are you looking at this in regards to those receiving UI are you looking at data that's more connected to whose employed and the jobs that are available Yeah, so we always tend to to glom on to whatever credible government data sources there are those trends and then try to put together a narrative to understand what's going on. The analysis of the unemployment rate here by race and ethnicity comes from the Bureau of the Census monthly current population survey this is a survey conducted to estimate the unemployment rate nationally and then at a local level overall so all of the unemployment rate data is from the current population survey the resident employment data that I just spoke of is also from that survey the payroll employment data comes from the New York State Labor Department and then there's a separate data set that the State Labor Department has for people receiving unemployment insurance in their in their recent data they haven't broken out New York City that's why I referred to the New York State unemployment insurance data earlier they do provide data on demographic occupation and industry characteristics though in the unemployment in the unemployment insurance data and again it's important to keep in mind that we're now back at the in the period of regular unemployment insurance where unemployment is only available for up to six months so on that basis it does look like a lot of the people who've lost jobs in the past six months there's been a significant over representation of blacks but again with the Labor Department data we don't have what's called the micro data that allows us to look at to do a crosstab analysis to look at race gender occupation industry we can only look at one of those cuts at a time it would be great to have better data on this and I've been talking with the city over the years about trying to more fully exploit data series that the city has access to one of the things we've been talking about doing is getting access to the micro data from the state unemployment insurance system that would allow us to do that crosstabular analysis by race and industry and occupation and even zip code location in New York City so if we had access to that data we would be able to paint a much richer picture of what's going on so this number is I'm sorry do you have any data around the businesses that went out of business so at least from what I understand a good majority of small business owners that fall for instance in the black or brown community often times the majority of their employees are black and brown people and so do we have any data around what their employment look like prior to COVID and then thereafter and how many of those businesses that went out of business fell in specific categories yeah no that's a great question we don't have access to data like that the economists at the city's economic development corporation do have access to what's called the micro data for the quarterly census for employment and wages and the numbers that I cited about the gross job changes in the lost jobs from businesses that close their doors for good and the lost jobs in businesses still in business that data comes from the economic development corporation but that even that data set doesn't provide information on the demographic characteristics of the workers we do know that you know early in the pandemic the main government assistance program for businesses the PPP program you know short changed a lot of minority-owned businesses because that was a program that was put together rapidly there was heavy reliance upon banks to to receive applications from affected businesses and process that so a lot of small minority-owned businesses that didn't have regular banking relationships were left out of that and consequently benefited less from that assistance and that likely resulted in a greater failure rate among those businesses which as you noted you know a lot of locally-owned minority-owned businesses do tend to hire workers of color and just portion of numbers so it's very likely that that blacks were overrepresented in the category of people who lost jobs because businesses failed. James this is Colleen Galvin thanks so much for bringing this important data to light and this issue and sorry you're under the weather you've already said that we don't have enough granularity for a real cross tab of race by occupation but I think you said something early in the presentation that black employment in New York City is concentrated heavily in two sectors right city employment and health care and I'm scratching my head because I can't imagine that either of those industries has had significant job cuts unless I've been wrong. The government sector of course Chris alluded to this in his report that the city workforce has declined significantly and the city is now sort of aggressively pursuing you know efforts to staff back up and in one of the in the table that I had early on in my presentation which showed the payroll employment numbers for the latest month there was actually a 5,000 decline in government employment in New York City in April and you know so that's all government but I know from looking at those data every month that most of the New York City government is by far the largest factor in the total government employment number in New York City so that change probably reflects the city so the city has lost a lot of employment and the state government has a similar experience as New York City so there has been some employment loss there. The third sector that has the highest number of blacks employed is retail and I did mention that within a phase to phase group of industries manufacturing and retailing had the largest net declines relative to the pre-pandemic level so retail employment is down about 40,000 from where it was before so that likely affected a lot of blacks and then if you couple you know those trends by industry and education and so on with a pretty well established notion that there's been that there's a last hired first fired phenomenon that's usually at work when businesses downside and couple that also with you know an understanding that that racial discrimination has been a factor in hiring decisions for a long time that's not unique to New York City certainly that's true in a lot of places so black unemployment fell considerably in the few years before the pandemic but you know a lot of that progress was undone because of the of the pandemic and blacks you know many types of jobs have been at the end of the employment issue so in a very strong economy when overall unemployment is very low blacks get drawn into the labor force and when there's disruption then blacks are dislocated in disproportionate numbers so that's what's happened at this point and while there had been some recovery in 21 and early 22 that recovery hasn't been benefiting blacks in the past year or so thank you for whatever reason thank you one other question slash comment you mentioned resident workers and piggybacking on what Laura was talking about regarding left behind workers there if not the most expensive one of the most expensive places to live and operate a business and the pandemic has led to a huge increase in remote workers and that's led to an exodus from New York because people say hey if I can earn the same amount keep my job in New York quote in New York my New York company job and live at a place that has a 30 years of living I think that has been a significant phenomenon here in New York and what you were saying in terms of some of the jobs where you're supporting whether it's retail or other areas where you have to be physically present with the population exodus that we've had in New York I think that's probably been a factor yeah no I really agree with your comments on that and I guess I would add to that that low income people tend to have fewer options it's not as easy for them to move so even though they understand the cost of living is much higher in New York City because of the lack of savings that prevents them from moving, relocating going for some period of time without employment altogether in the process of moving they have less mobility opportunities geographically as well as economically so that's clearly been a factor and that helps account for why the resident there's this disparity between a greater drop in resident employment than payroll employment some people who used to live in New York City worked in New York City may still have that job but because they're not living in New York City they've added to the decline in the resident employment number but make the payroll employment numbers look better I know you wanted to speak Abby wanted to talk about the city's response one I just want to thank James Parrott for the presentation today but also the ongoing work that he and his team do to really highlight the key issues and particularly the disparities that we face in New York when it comes to employment it's an incredible resource for us to have to think about what we can do as a city to respond and address these issues and this issue has certainly not gone unnoticed by the city and we are very much looking at it and trying to not only understand some of the key drivers but probably more importantly figure out what can we do differently to change this trend so I just want to say so folks know we have an active working group of some of the best research minds in the city working on this from the center the mayor's office for economic opportunity which has looked a long time at sort of the issues and drivers around poverty and I've been looking at this with us the economic development corporation has been the front lines really helping us think about this as has the the center for innovation through data intelligence Marianne Schreitzman's group which some of you know who's always coming at this from a really interesting angle so we pulled that group together along with the mayor's office for equity to really try to understand the drivers but then also look at some of the existing programs that we have that have been particularly targeted to black New Yorkers and try to think about what do we need to do more of so more to come on that that will come out over the next few months as we learn more and looking forward to share that with everybody thank you no additional questions James thank you so much for the presentation and I think as a workforce development board it would be very interesting to see what comes of you know the work that the group is doing and seeing what our support and response can be thank you all please note that the next board meeting will be in person again September 12th I'm going to try really hard to get the quorum that we need with that do I have a motion to adjourn this meeting Dave thank you Leanna I saw your second all in favor thank you what did you think Commissioner? lots of astounding things