partnership, bay cat, europe, bay vac, all of these organizations have been in this industry for a lot longer than this grant. so the relationships that they have are invaluable as well for helping us to get our students whether they be placements or internships. i will turn it over to vaney. before i hand it over, are there any questions. >> yes, we do have a couple questions. >> thank you, just at the slide at the average. i was surprised to see the number of high technology areas. these are the numbers of the job sector employers every year in these

three counties, san francisco, san mateo -- >> the number of jobs is over a number of 10 years. >> these are number of new jobs? i thought that health care, education had larger total numbers. >> over a ten year period. >> just total numbers? >> you mean as a sector as a whole? yes. you are correct. >> that was one of my questions. and i do want to appreciate singling out of the clusters of jobs. i know it's helpful. when we first started to have discussion it was difficult to get a sense of where the job growth was and where it was important to train folks. this is an important area. i want to appreciate that

data point. okay. >> any other questions? >> a quick question. thank you for the presentation. i think you said earlier of the 150 participant you have about 25 placements. >> currently. >> looking at page 12, is this where those placements have taken place? >> there is a more varied group of employers that we place. so that slide with the logo is not synced up with where we got the placements from. do we have that? i don't know if you can see this. let me just -- but i can provide that to you. i don't know if i can read this. i need my glasses. let's see if i can point out. i can't read

that. >> i think it good that you have this employee council. how many, i think it's great that they are helping with the preparing people for interviews and how they present themselves out there. how many of the 25 come from sf city, right now? >> sf city is really a -- they don't really employ anybody. the way sf city works is they are a convener of the employers and my understanding is the tech companies themselves, they are like a mini tech chamber where those companies pay a membership fee through sf city. but they don't themselves, sf city themselves, they don't employ anybody. they are an

intermediary with the companies. what they have which is useful for us is relationships with a number of these companies and to the degree that we are able to work with them to leverage those relationships is how we partnered with them. >> okay. that makes sense. but i assume that the idea is that their members do employ, right? >> their members are the companies. they do employ. >> how many are employed by members of the sf city? >> we have to go back and find that data. i can give you examples of the companies that did higher our participants as well. >> can we get the data that will be useful. >> i have a question that goes back to page 5 when you are talking about the neighborhoods that are served and

participating in the techsf program. i notice that you have 17 people that are out of san francisco and i'm curious to know how that happened? >> because it's federal funding we can't mandate that all participant are san francisco residents the federal funding doesn't allow you to do that. so if somebody from oakland or san mateo finds their way to the training we have to give them an opportunity to participate. >> what is the outreach, the method that you used to outreach people to get the information that we have this great opportunity and you should come participate and be a part of it? >> i will do a little bit but i'm going to have carol speak a lot about that. the way we do it for the city is through our community based organizations and there is a number of

orientation and presentations that happened throughout the city. i will let her go into more detail around that. >> okay. does that conclude your portion? >> yes. >> okay. carol varoneey, you are up next. carol is the executive director for the bay vac. >> thank you ronda and supervisors for having us here today. there are different ways that we are strategizing for placement. i will go that into the next slide. by providing programs, we have networking

events and zammer and that provides the at some point to meet recruiters and talk about their skills which today's hiring managers are looking for employees to work with. they get to meet people who they might employ, they sit on our career panels and they come and do portfolio reviews for us as well. bay vac made it's name through media link. they learn basic tech skills that the dot

com companies were in need of. they went to work for yahoo and adobe and many of those participants are employed with those companies today. today the team leaders like the companies in the slide that you see are sending their current employees to make sure their skills are up to date. they employ their employees for free at a state contract that we've had for 13 years. this is how bay vac has built relationships with those managers. many of them are start up like practice fusion and many are interactive bass the sector is as dynamic and many of those companies get bought by larger companies.

they got bought by facebook a couple weeks ago and oftentimes those smaller companies are the ones that get the jobs at the bigger companies. so larger companies that bay vac inform the classes that we teach. wells fargo, are not tech companies but are huge employers that have infrastructure and marketing teams and online presence and meet people and security and web graphic and design. basically at this point, every company has a tech company. when we first started training people during the first tech boom we taught basic skills like web design and when people needed more advanced training we supported training for the industry. we now train in

various multimedia and you will see in the slide what the options are for techsf. for example, more than a year ago bay vac started to offer it and now we offer it regularly. one of the hottest industries now is ui u x. every company has to ensure that the company is a good one because word of mouth is what refers people to the services. we have visual design, coding and user experience and knowledge are the skills needed to hire right now. as you saw on earlier slides some participant already have a bachelor's degree. the training in techsf is providing is not offered in colleges. in the end students not only get training, they gain a network

of contacts and understanding and access to the industry. no college can provide that same amount of support and they are coming out without a lot of debt. as a recruiter said at a recent networking event, we don't what are who they are and where they come from, as long as they have the skills. we are able to accelerate the amount of time it takes to get in the job area because we are connecting those in the industry. now i will move on to what we are doing day-to-day and what the department labor return on investment is. techsf provides information for job seekers, skills assessment, training in skills and communication skills, interviewing tips, career

counseling from professionals and peers and understanding of new hiring practices like using linked in in visual resumes and support for those out of the work force and workshops like life begins at 50 and portfolio reviews. employer services, internship cost and planning and development to ensure that our training stays current. so far and this is -- i will try answer your question about outreach. so far we've done 24 orientation with a hundred attendees. we have done these in soma, chinatown and -- at the african american arts and culture complex, the vietnamese youth development center,

jewish vocational services, south of market community action network and beacon center. i hope there are other neighborhoods in the community that you would like to outreach to, you will let us know what those are. we have also shared with new subscribers and tabled at city colleges and areas that come from san francisco's under served neighborhood and can spread the word for us. so how do participant get from techsf orientation to a job? in addition to the wrap around services provided, we get participants through educational and career pathways. there are 4 pathways on techsf. they are multimedia and design, networking and security, it and data base and

programming. to get to these pathways the person needs to have moderate skills in computers, having a plus certification is a good baseline to get into networking. all of these pathways require a high school diploma and g.e. d and supporting beyond that level. the next slide is more detailed. this is the programming pathway. the goal is for the the job seeker to be hired as a program assistant administrator. if the job seeker is interested in this path way it will determine what level they are at and talks about the current job market and the job strategies they have had to date and enrolls

them in the training that best fits their needs and opportunities are provided so when the training is complete, they will be ready for the job market and have connections in the industry. i would be happy to answer any questions. >> supervisor breed. thank you. >> thank you for your presentation. i want to go back to some of the comment you mentioned and get some clarity specifically about one that you mention is that you provide free training to companies at bay vac through a grant opportunity? >> if you are a contract -- it's through a contract with the state of california. we've had that for more than 14 years. they are doing multimedia work come train and bay vac. >> as a result this is clearly

a financial benefit for any company to have access. normally i'm sure without this opportunity they would pay hundreds of thousands of dollars for this opportunity. what's the trade off? what's the advantage for bay vac to provide this particular program for their employees? >> that's exactly why we feel we are the right fit because they are getting free training for their employees. so when we call they pick up the phone and they say yeah, if you have someone that needs an internship we take them in. >> how many people have you been able to employee separately from techsf sarment of these relationships? >> through our youth programs we have about a hundred students and place about 95

percent of them in paid internships over the summer. >> any go into long-term employment as well. >> i don't have the percentage on those. >> it would be know the history of these companies. clearly this is of course a great relationship and it would be interesting to know exactly what does that mean for folks who have actually outside of the techsf program who have been placed where they come from, having that perspective could be really helpful to me. the other thing i wanted to ask about because you mentioned outreach and i needed a little bit more detail. for example when we met you were having a workshop on that saturday and at that time there had been no flyer distribution to the african american culture complex. i'm trying to understand what that outreach actually means in terms of

actual benefits to the community? >> all of the outreach opportunities that i mentioned were people from bay vac at each of those communities. >> that was more recent, right? >> african arts and culture complex was about three weeks ago i believe but otherwise they were all within the last 7 months. >> so your outreach efforts include not just sending a flyer? >> no. very much in person. the one stop outreach that we've done, those are in person meetings at each of those one stops and each of the community centers i mentioned were all through presentations. >> so would you contact a staff members at some of these entities and you would meet with them and would you say we are having this workshop or would you say what can we do to help bring this to you, to your

constituents for long-term? >> i think it's both. we go in and talk about techsf and the opportunity it provides but also ask people in the communities what can we do to help you? just last week we were talking with people in -- it would be a place for people to get ready to go into techsf. >> so any relationship with the high schools as well. i know it's 18 ori -- older and there is high schools with incredible opportunity. not too long ago i was a teenager and during that time, it took a lot of pushing or it took, i guess more effort from a number of adults to consistently try and get me actively engaged in something. and i didn't necessarily always

connect the dots. i'm just trying to understand the outreach component and if is that outreach reaching the populations that i care about the most whether they choose the opportunity or not is a different story, but just understanding if it's actually effective outreach and what potentially needs to be done to maybe change what you do or have the xhient -- community change what they do to figure out a way so the outreach is more effectively reaching the community that i want to make sure is served in this opportunity. >> sure. i would welcome any suggestions that you have for any specific outreach. one of the great things with the grant is we have a national foundation grant which connects the grant programs which connects students from 14-24 to

students at city college and helps provide a bridge from our programs from city college and the industry. so through that work we are able to provide career panels, outreach, internships, training, and so we are absolutely reaching some number of high school students. but if you have other ways that you would like us inform -- to do outreach. i would be open to that. >> would you be able to work with the younger population. do they see the light at the end of the tunnel. >> we have had great success in getting students enter the program into techsf. it's a huge boom to the program. we have connections to that community already and we do outreach to over a hundred hoos in the bay area and we have a

long lasting relationship with any of these. >> do you feel they are already driven and successful regardless of this program or are they more of a challenged population. >> we try to get a real mix. we try to get students from a mixed community. so they are extremely low income. >> low income and challenging are two different things. we want to make sure there is a difference here. >> yes. every person in our program is interviewed one oun one with two staff members and meets with a level of support with a guardian or teacher and we take all kinds of considerations of the facets of the students life. >> in most cases those students aren't as challenging, for example another population that i have worked with in the past i have taken them to various programs and it has been a

challenge mostly because they have challenges that make it difficult for them to participate in programs. although there is a desire. i just want to make sure that there is some level of support to say, no, this is not for you, but we refer you to this case management services because i see case management services and i know bay vac is not solely responsible for this program in particular, but i just want to make sure that we are making it an accessible program of opportunity and we are providing the tools necessary through case management support, through whatever is necessary to keep them in the program and to help them thrive in the program. thank you. >> i have a couple questions. how long have you been doing the outreach? >> i believe we started doing real outreach in october and

november. >> and this is now april so that's about 6-7 months. so you are still working out the kinks on how to work the outreach. you are not set up to do case management work, right? you do training. so there is a certain level of expectation that the individual has in certain core and discipline that they are coming to the table with and we have other non-profit services to help people get work ready to be able to receive the benefits for what you are saying. i just wanted to clarify specifically on what your role is so that we can

better ascertain whether or not you are meeting it. >> i didn't know there was any outreach to -- i know they have outreach to techsf. that means you actually went out and talked to their membership and youth and not on a staff meeting. i don't count that as outreach. i think we should be very specific about what outreach means. i know there has been a strong partnership with idc, and who actually hired youth. it's an amazing opportunity for those two young people. but i just think we have to be careful what we talk about outreach. if you are talking about an organization in the district. why i expect

outreach is what you sat down with. the youth, the parents that are unemployed, i don't think this is their understanding of what this was about. >> it's my understand ing that they went to speak there. >> they came to the meeting, it's not outreach to me. it's a good start. i think that, the reason why we are having this hearing is not related to pin anyone on the wall, but it's to give feedback. i think whether we talk about outreach, we would like to see deeper outreach in the neighborhood. i think we want to hear about it and as supervisors we spend a lot of time in our district. we hear a lot from our community and organizers when we fee like real meaning full relationships are happening. i would like to

see more of that happen. the second feedback that i will just share and i saw this at the school district. we saw a lot of academy pathway programs and unfortunately because of the lack of resources that we had at the school district that whether it's the health care, the law, the hospitality, the academies are often higher achieving students. they can be our low income students. i don't think low income is necessarily addresses the question of whether or not they are our most motivated students. they are the students that are going to sign up themselves and do all the work to make sure their teachers, parents or guardians write them a letter but i hope that we are able to touch students that feel like this is not for them. they don't see themselves in

the tech center. they are not going to be motivated to come to an open house and get a recommendation from their parent or guardians or teacher and what i want to ask is what can we do to give you more support to reach those young folks. it's really hard to get some people there. supervisor breed and i were both youth organizers at one point. you have to do a lot of work to get the young people to really get to that program. not just the folks that are going to sign up themselves. i guess i hope that's some of the work that we can do in the next three years of the grant cycle. >> thank you for that. this is an opportunity for us to get feedback. i hear you and in all of our academies we have learned where we can do better.

i think to get to the deep outreach, you need people power, you need a lot to your point around the engagement process is very relational. it varies throughout your district. it's not a one size fits all model. as we talk about this and as i'm able to come back and give you updates, we have a finite resources. i get very little general fund. most of my programs are federally funding. we are able to leverage with our partners with some degree, but, are at the end of the day, the more resourced we are, the more we can do. the limitations around some of these it cost money. i think it was supervisor breed

who asked me a cost per question. relatively from what we provide all of mine are between 500,000 to $700,000 of what we provide and we try to get them to do as much as they can. sometimes in kind and sometimes as leveraging in the programs they have. what i want to work with you on is deeper outreach. there are lots of places that we can hit that i know we are not. we've picked this initial cohort as you do with any grant as you try to get it off the ground what's easy for to us get to in a mass way. that by know means is catching or reaching all the areas that we