Intelligent Partnerships, Inc. 10/23/2024

10 Community & Technical Assistance Our value is in the trusting relationships and genuine understanding of the stakeholder landscape IP brings to our partners’ projects. IP has decades of related experience with the Building Trades Labor organizations, their apprenticeship programs, and the Labor/Management structures represented in those environments, which allows us the distinct advantage of a genuine line of sight into what can and cannot be accomplished to accommodate an owners’ need through their Labor engagement. Our relationships with key regional organizations that fully focus on supporting the WMDBE contracting community allow our team direct access to key meetings and strategic leadership discussions that assist our partners in having their projects prioritized across the minority contracting community. IP’s direct engagement and working partnerships with pre-apprenticeship, apprenticeship providers, and union dispatch officers create immediate opportunities for our partners’ projects to maximize the pipeline to diverse talent and generate additional access to drive priority hire participation. The proof is in the outcomes; when King County ran our model on the Children and Family Justice Center project, the first-year delivery outcomes represented 60% of the office’s workforce diversity hours across ALL King County construction programming. Primary to effective delivery is stakeholder education. The ability to equip contractors of all tiers with easy- to-understand guidance on expectations and support that information with structured, available resources to help them navigate the process will make the project team successful. Providing comprehensive contractor education packaging customized to the project’s PLA requirements and meeting the agency’s protocols will make the most meaningful impact on the participation delivery. High-Level Policy Design Define Priorities •Identify current performance gaps •Define opportunity available in policy covered projects •Define which inclusion priorities require direct intervention vs adjustment •Specify the areas of concern and measure against stakeholder feedback •Identify core pillars that will be addressed through the policy design Generate baseline •Review/analysis of DEI experience & existing practices •Evaluate relevant historical project performance •Evaluate anticipated workforce demand •Review viability of workforce training pipeline •Develop data capture approach •Define compliance design Reliable Measurement •Design reportable milestones that allow for intervention •Generate redundant verification to ensure transparency •Create replicable reporting structure •Get concurrance •Define milestone decision flags that allow for realtime pivots as needed •Track progress and outcomes Accountability •Facilitate orderly discussion and stakeholder input that generates buy-in internally, and meets UW expectations while aligning to its internal processes and priorities. •Provide real stakeholder education support •Transparent information that includes owner priorities, definition of the playing field, and a commitment to take input that is actionable seriously. •Internal, external, or blended facilitation process that is neutral, informed, and understandable. Strategic Planning •Design aligned to broader DEI engagement practices •Connected outcomes that demonstrate focused engagement on partnerships that will provide mutual benefits •Contractor education •Worksite protocols •Pre-apprenticeship design connection •Related workforce tool adoption Implementation design •Re-imagined procurement approaches that create opportunity for disadvantaged businesses and workers while efficiently delivering necessary capital projects on budget and on time. •Strategic outreach and recruitment •Ongoing internal/external education management •Comprehensive reporting design