MAKING GREEN WORK - Ella Baker Center For Human Rights
Courtesy of: the Oakland Green Jobs CorpsMAKINGGREENWORKBest Practices in Green-Collar Job Training
344 40th StreetOakland, CA 94609phone: 510.428.3939fax: 510.428.3940e-mail: MakingGreenWork@EllaBakerCenter.orgAbout the Ella Baker Center,Oakland Apollo Alliance & FullCircle Fundblue-collar town transformed into a green-collarpowerhouse. Oakland can be a model sustainablecity that creates high quality jobs for its residentswhile cleaning up the environment, improvingpublic health and helping America achieve energyindependence.This toolkit emerged from a partnership betweenthe Ella Baker Center for Human Rights, the OaklandApollo Alliance, and the Full Circle Fund.Full Circle Fund is an engaged philanthropyorganization cultivating the next generation ofcommunity leaders and driving lasting socialchange in the Bay Area and beyond. Full CircleFund members leverage their time, money, skills andconnections to the service of nonprofits, businessesand government agencies in partnerships that resultin significant impact on the community.Through organizing, leadership development andadvocacy, the Ella Baker Center unlocks the powerof low-income people, people of color, and theirallies to transform California and inspire the world.The Ella Baker Center’s Green-Collar Jobs Campaignis helping build California’s movement for a greencollar economy that truly provides opportunity for all.We advocate for the creation of “green-collar”jobs (quality, career-track, skilled, hands-on jobs inindustries like renewable energy, water and energyefficiency, green building, habitat restoration,sustainable agriculture, and more), especiallyfor low-income communities, communities ofcolor and women. We do this through building S.Partnerships with cross-sector coalitions that includepolicy makers, organized labor, green businesses,environmental organizations, social justice groups,education and training institutions.The Oakland Apollo Alliance is a coalition of laborunions, environmentalists, community-basedorganizations and green businesses, workingtogether to create quality jobs in the new energyeconomy. The Oakland Apollo Alliance is convenedby the Ella Baker Center for Human Rights and theInternational Brotherhood of Electrical Workers(IBEW Local 595). At its heart, the Oakland ApolloAlliance is a “movement building” project - a forumfor groups with widely different backgrounds tocome together to explore mutual interests, workthrough challenges, and advance a common agenda.The Oakland Apollo Alliance believes that Oaklandcan become a shining national example of aAcknowledgementsIan Kim, Emily Kirsch and Chris Reyes of the GreenCollar Jobs Campaign who wrote, edited, andmanaged the production of this guide.Special thanks to:Wade Crowfoot, Andrew Byrnes, and all thevolunteers at the Full Circle Fund who put countlesshours into the research and writing for this guidebook.Dr. Raquel Pinderhughes (San Francisco StateUniversity) for her major contributions to thisguidebook and for her years of inspiring workbuilding green pathways out poverty.Nina Sawhney and Danielle Emmet, interns at the EllaBaker Center, who helped keep this project movingforward.Give Us Feedback!What do you think? The field of “green-collarworkforce development” is constantly evolving.Help us keep this guidebook up to date. The EllaBaker Center is constantly advocating for guidelinesin federal, state and local Requests For Proposals(RFPs) that will fund green-collar job trainingprograms, and we are heavily involved in policyadvocacy in the State Legislature. The success andrelevance of our work depends our relationships withcommunities and practitioners across the state. Welook forward to hearing and learning from you.2
MAKINGGREENWORKBest Practices inGreen-Collar Job Training3
IndexIntroductionWhat is a Green-Collar Job?Best Practices for Green-Collar Job Training ProgramsAssessment of Opportunities for Green-Collar Jobs in Your Areap.p.p.p.Cross-sector Partnershipsp.Fundingp.Comprehensive Curriculump.Target Participants & Recruitmentp.Eligibility Requirements and Admissionsp.Wrap-around support servicesp.Measures of Success & Evaluationp.Memorandum of Understanding (MOU)p.Credentials/ Accreditationsp.Case StudiesCDTechp.p.East LA Skills Centerp.JobTrainp.LA Trade-Technical Collegep.Oakland Green Jobs Corpsp.Richmond BUILD & Solar Richmondp.SEE Green Careersp.Policy in Support of Green-Collar Job Training 2364046515763674
introductionCourtesy of: Grid AlternativesIntroductionWhy We Created This GuidebookOver the past three years, the Ella Baker Centerand Oakland Apollo Alliance have played a pivotalrole in instigating and launching the Oakland GreenJobs Corps, a nationally recognized program that isconnecting people who face barriers to employmentwith opportunities in green construction, solarinstallation, home weatherization, and other greenfields. We also played a key part in the “Pathwaysout of Poverty” section of the federal Green JobsAct of 2007. Workforce development trainers andgovernment officials from around the country havecontacted us seeking technical assistance andguidance on how to design and launch their owngreen-collar job training programs. In response tothis high volume of interest and need, we decidedto share best practices and lessons learned, notonly from the Oakland program, but from a range ofgreen-collar training programs in California.Audience & ScopeWe have created this Guidebook with two primaryaudiences in mind: workforce development providersseeking to build equitable and effective green-collarjob training programs; and government officialsresponsible for managing and providing resourcesfor green workforce development (funding,connections, and policy frameworks). The Ella BakerCenter’s work is focused on California, so we havefocused this toolkit on best practices within thisstate. We trust that the lessons will benefit effortsacross the country.The programs featured in this toolkit are but asampling of the best practices emerging throughoutCalifornia. We focused on programs that havecompleted at least one year of successful operation.We focused primarily on programs related to cleanenergy - green construction, energy efficiency, andrenewable energy. While we do not address do notaddress other green industries - such as recyclingand materials reuse, sustainable agriculture, or greenhousehold and office cleaning, we expect many ofthe best practices identified here can be applicablein these other industries.Defining “People Facing BarriersTo Employment”When we first began our work advocating forgreen-collar jobs, the Ella Baker Center’s mottowas “Green Jobs, Not Jails.” We are most interestedin advocating for those who are most in need.We are pushing solutions to our most pressingenvironmental AND social problems.When we say “people facing barriers toemployment,” we are thinking about people who are:1.are no/low income and/or receive publicassistance;2.are people of color and women;3.are previously homeless or in supportive ortransitional housing;4.have prior criminal convictions or juvenileadjudication;5.suffer from chronic under/unemployment;6.are single parents;5
introduction7.are limited English speakers or speak English asa second language;8.are without a GED or high school diploma; and/or9.are emancipated foster care youth.What Is In The Guidebook1.OverviewThis guidebook provides an overview of green-collarjob training programs’ current status and emphasizeselements of a successful program.2.Case StudiesA large component of the guidebook highlights anumber of green-collar job training programs aroundthe State of California in the form of case studies.Representatives from the Ella Baker Center and theFull Circle Fund conducted interviews with programsaround the state. Looking at these case studies andother training models, the guide identifies relevantcriteria or key ingredients to a successful trainingprogram. The case studies illustrate best practicesin creating and executing a green-collar job trainingprogram, as well as important challenges to learnfrom when establishing a new program.3.Public PolicyThe guide also identifies public policy measuresthat support the development of effective trainingprograms, so that policy-makers can more effectivelycontribute to establishing pathways out of povertyfor low income people, people of color, and womenin California. We have found that while there aremany successful green-collar job training programs,there are not enough public policies to drive thecreation of green-collar jobs.4.LinksWhile we do not address job creation policy directly,this toolkit does provide links to resources andorganizations devoted to this critical need.one of the hardest-hit states. Jobs of any kind arescarce, let alone those of the green-collar variety.With this in mind, we must build programs thatare driven by the real-world availability of good,green jobs. It is important to train people for jobsthat exist. At the same time, it is important to thinkabout and prepare for the future. We are witnessinginvestments in green economic renewal. Cleanenergy industries are among the defining drivers ofour economic recovery, particularly in California. Inthe private sector, U.S. venture capital investment inclean energy technology (the vast majority of whichis in California) continues to outpace expectations.Nationally, the 2009 American Recovery andReinvestment Act was the nation’s largest-everpublic investment in clean energy. And in California,the implementation of the Global Warming SolutionsAct of 2006 (AB 32), if done well, will superchargethe Golden State’s green economy throughout thenext two decades.This suggests the likelihood of long-term, large scalegreen economic opportunities. A critical bottleneckin the growth of clean energy industries has been,and will continue to be, workforce development.In 2007, studies in California found that a criticallimiting factor for the growth of the solar industrywas finding skilled workers. The baby boomergeneration is retiring in a giant wave, and, over thenext decade, will vacate tens of thousands of skilledjobs. For instance, nearly half of the utility workforcein California (and nationwide) is retirement-eligible,something Northern California’s utility Pacific Gas &Electric calls the “Silver Tsunami”.One of society’s most pressing challenges willbe connecting this opportunity with those facingbarriers to employment and those hardest hit by thecurrent economic recession. The goal of this guide isto make that connection.Courtesy of: Grid AlternativesGrowing Green JobsIn A Time Of Economic CrisisThis guide comes at a challenging time for workforcedevelopment. The U.S. is in the midst of the worsteconomic crisis in generations, with California being6
what is a green-collar job?Courtesy of: Richmond BuildWhat is a Green-Collar Job?The Ella Baker Center defines green-collar jobs:1.Are in industries that improve the environment.2.Are blue-collar manual labor, hands-on jobs thatcover a range of skill levels.3.Are quality jobs, they pay family-supportingwages with benefits and provide careerpathways and ample upward mobility4.Present new opportunities for people far toooften left out of the existing workforce.Definitions From Leaders in the FieldFour definitions of the term“green-collar job” from leading advocatesGreen For All:Well-paid, career track jobs that contribute directlyto preserving or enhancing environmental quality. Ifa job improves the environment, but doesn’t providea family-supporting wage or a career ladder to movelow-income workers into higher-skilled occupations,it is not a green-collar job. erviewVan Jones, in his book“The Green Collar Economy”:1.Blue-collar employment that has been upgradedto better respect the environment2.Family-supporting, career-track, vocational, ortrade-level employment in environmentallyfriendly fields3.Examples: electricians who install solar panels;plumbers who install solar water heaters;farmers engaged in sustainable agriculture,some non food based bio-fuel production; andconstruction workers who build energy-efficientgreen buildings, wind power farms, solar farms,and wave energy farms.Apollo Alliance:“Family-supporting, career-track jobs in greenindustries”.“It has to pay decent wages and benefits that cansupport a family. It has to be part of a real careerpath, with upward mobility. And it needs to reducewaste and pollution and benefit the environment”.Phil Angelides, Apollo Alliance chair.Dr. Raquel Pinderhughes:Green-collar jobs are blue-collar jobs in greenbusinesses - that is, manual labor jobs in businesseswhose products and services directly improveenvironmental quality. Green-collar jobs are locatedin large and small for-profit businesses, non-profitorganizations, social enterprises, and public sectorinstitutions. What unites these jobs is that all of themare associated with manual labor work that directlyimproves environmental quality.(Pinderhughes, 2007 San Francisco State University).7
what is a green-collar job?What Green-Collar Jobs Are NotLet us take a moment to emphasize what greencollar jobs are NOT. Temporary and sweatshop jobsare not green-collar jobs. Workforce developmentproviders must do everything they can to ensure thatthey do not prepare workers for dead-end, low wagework. In instances where low-skill, low-paying jobsare available, we must ensure that these jobs directlyprovide training and advancement into higher-skilledand better-paying jobs and careers.Examples Of Green-Collar JobsGreen-collar jobs are in construction, manufacturing,installation, maintenance, agriculture, large and smallfor-profit businesses, non-profit organizations, inpublic institutions and other sectors of the economy.The most popular green-collar jobs at this timeare in the solar photovoltaic, energy efficiency,solar thermal, recycling and biofuels sectors. Othercommon green-collars job areas include electricians,mechanical engineers, welders and metal workers.Many green-collar jobs are middle-skill jobs, meaningthey require a high school diploma or GED, plus ayear or two of additional education or training. Inother words, these jobs are accessible to peoplewithout a four-year university degree.What About “White-Collar”Green Jobs?We do not want to overlook positions such asengineers who create green products, investorsand financial analysts who provide funding to greenbusinesses, marketing specialists who educate andmotivate the public to purchase green productsand services, architects and contractors who designgreen buildings, and administrative teams whosupport those with green-collar jobs. Without thesepositions, the United States would not be able tolaunch the green economy.Indeed, workforce development providers mayoccasionally find that the best opportunities andhighest needs in their communities are relatedto these occupations. However, at the Ella BakerCenter, we are focusing on opportunities for peoplewho are most likely to be ignored or excluded, butwhose work and involvement will be critical to thesuccess of the green economy. Indeed, we believethe solutions fight poverty and pollution at thesame time and are the ones that hold the mosttransformative impact for our society.To summarize, green-collar jobs offer the opportunityto advance not only the energy security of ournation, but also the economic security of our families.Now, more than ever, we must all be a part of thechange we all so desperately need in this country.Through targeted job training efforts, we can supportboth our nation’s innovation and technologicalleadership as well as empower people to liftthemselves out of poverty and into prosperity.Courtesy of: JobTrainCourtesy of: CDTech8
Best Practices forGreen-Collar Job Training ProgramsIn this section we have compiled key elements ofsuccessful green-collar job training programs thatserve people facing barriers to employment. Wedraw from interviews with successful programs,professionals in the field of workforce development,and leading academic experts.This section is not intended to provide a one-size-fitsall formula but rather a guide to help build a programshaped by the unique needs, opportunities andpotential partners in your community.Courtesy of: JobTrain9
Best Practices forGreen-Collar Job Training ProgramsCourtesy of: Grid AlternativesAssessment of Opportunitiesfor Green-Collar Jobs in Your AreaA successful green-collar job trainingprogram builds its strategy on localpriorities, business conditions andeconomic strengths unique to its city and/or region.The first step to building a successfulgreen-collar job-training program is toassess the conditions and potential forgreen industry jobs in your region.There are 5 steps to assessing opportunitiesin your area:1.Convene roundtables2.Collect market data3.Identify Skills Gaps4.Identify Enabling Factors for Economic andWorkforce Development5.Build on Existing Workforce and EconomicDevelopment AssetsConvene RoundtablesConvene a series of cross-sector roundtables (e.g.,industry leaders, community leaders, labor leaders,workforce and education providers, municipalstaff) to identify opportunities. Invitations tosuch a roundtable should come from a leader ororganization that is broadly respected and trusted.Examine your city’s environmental and economicgoals, and explore ways to link those goals to agreen-collar workforce strategy. How can leadersfrom different sectors work together in new ways?For example, if your city already has climate goals toreduce energy use in city buildings by 20% over thenext five years, what industries and sectors will thispolicy affect? Where will job growth occur? What arethe occupations and skills related to that job growth?Which organizations are critical?The Apollo Alliance Model of“Roundtable” Coalition BuildingThe Apollo Alliance is a national organization thathas 14 affiliates across the country. Each affiliatefollows the “Apollo Alliance Model” for coalitionbuilding by bringing together four sectors: business,labor, environmental, and social justice groups. Thismodel has proven very effective across the countryas a way to find common ground to promote cleanenergy and good jobs. In California, there are threecity-focused affiliates (Oakland Apollo Alliance,Los Angeles Apollo Alliance, and San Diego ApolloAlliance), as well as a state-focused California ApolloAlliance. Visit www.apolloalliance.org online formore information.10
Best Practices forGreen-Collar Job Training ProgramsCollect Labor Market Data“High Road” Green EconomicDevelopmentToo often, strategies to create jobs and grow theeconomy take the “low road approach” by makingdeep compromises on job quality and environmentalimpacts in order to maximize profit. There is analternative approach. The Center on WisconsinStrategy defines “high road economic development”as economic growth at the local, regional, andstate level that creates quality jobs, protects theenvironment, and ensures that taxpayers get theirmoney’s worth from public investments. Similarly,workforce development is “high-road” when itmeets the needs of both workers and employers—by promoting job training, plant modernization,and other programs that not only help firms remaincompetitive (by meeting skill shortages, improvingproductivity, etc.) but also prepare workers foremployment that offers higher wages, better benefits,and opportunities to advance into satisfying careers.Taking the high road in workforce developmentmeans holding a commitment to “quality, quantity,and access.” As you develop your program, ask thefollowing questions: How can you ensure the greencollar jobs in your area pay good wages, providebenefits, and provide well-articulated career ladders(quality)? Where are the opportunities that will go to alarge enough scale to be meaningful (quantity)? Andhow
many successful green-collar job training programs, there are not enough public policies to drive the creation of green-collar jobs. 4. Links While we do not address job creation policy directly, this toolkit does provide links to resources and organizations devoted to this critical need. Growing Green Jobs In A Time Of Economic Crisis
Baker LaVern Blues Ballads Atlantic 089 Baker LaVern Blues Side Of Rock 'n' Roll Star Club 103 Baker LaVern La Vern Sequel 116 Baker LaVern Live In Hollywood '91 Rhino 097 Baker LaVern Real Gone Gal Charly 072 Baker LaVern Rock And Roll Sequel 116 Baker Mickey Blues And Jazz Guitar Kicking Mule 040 Baker Mickey In The 50's - Hit, Git & Split .
Baker 1 Baker 2 Baker 3 Baker 4 Baker 5 Baker 6 Baker Total Reg. Total Team Total Head Coach: SCOTT MORRISON Asst. Coach: CONNER LEIDKTE 214 First Name Last Name Grade Game 1 Game 2 Game 3 Total BIG WALNUT ADAM WILHELM 12 211 164 160 535 BIG WALNUT DOM BOLTON 9 BIG WALNUT TINO TUSSI 9 171 174 157 502 BIG WALNUT NICK GREEN 10 214 209 179 602
Place School Game 1 Game 2 Game 3 Regulation Total Baker 1 Baker 2 Baker 3 Baker Total Team Total Out of Cut 1 COLDWATER 939 1011 951 2901 194 209 184 587 3488 2 ZANESVILLE MAYSVILLE 913 941 997 2851 213 180 211 604 3455 3 WOOSTER TRIWAY 860 1070 945 2875 177 236 146 559 3434 . Baker Total Reg. Total Team .
New Construction One-Piece Showers ELLA’S MILLENNIAL SERIES For more product information visit ellasbubbles.com or call Ella’s Bubbles toll free at 1-800-480-6850. USA/Canada:-800-480-6850 September 15, 2016 Ella’s Millennial Series 60” x 33” x 77” New Construction One-Piece Shower
él le dice algo que a ella la escandaliza: una frase que -ella lo descubre- también le dijo a otra. En ese punto, ella le pega una cachetada y se convierte en histérica. No porque le haya pegado una cachetada -quizá eso sea lo más femenino que hizo-, sino porque a partir de ese momento, ella empieza a sufrir de falta
BACON, Clarence Miller 1892 BACON, Levi D. Planeing mill 1892 BACON, Levia (or Levier) D. Merchant 1915 BAILOR, Bradford bricklayer 1925 BAKER, Amanda Schoolteacher 1905 BAKER, Durby E. Head sawer 1915 BAKER, Frank Butter factory operative 1900 BAKER, Frank C. Carpenter 1905 BAKER, Lyman L. Lumbering foreman 1925 BALDWIN, George Carpenter 1870
Howard H. Baker Jr. Center for Public Policy Charles Sims, Baker Faculty Fellow Bruce Tonn, Baker Fellow Jean Peretz, Baker Fellow Howard H. Baker Jr. Center for Public Policy Jeff Wallace, Ryan Hansen, and Lew Alvarado Sparks Bureau of Business and Economic Research University of Memphi
AVP: Alien Vs. Predator 22, 59, 198, 226, 227 B Babylon 5 280,285 Back To The Future 43, 62-64, 21 4 Back To The Future 11 64, 152 Back To The Future: Part 111 64, 199 Bad Taste 228 Badham, John 218 Baker, Graham 159 Baker, Kenny 11 8, 120 Baker, Rick 149 Baker, Tom 282 Baker, Ward 22
