industry? my guess is if we are doing it by occupation those would be fairly highly skilled positions that if the tech industry is going to convince the government to give an h 1b visa, for my understanding they have to show high threshold in terms of training in order to bring those individuals over. does the program that's funding then have to train those people for specific jobs or just an industry as a whole? >> the industry as a whole. so we had to look at market data and look at growth and find the occupations that met the need of the populations that we wanted to try to recruit. you will see as i go through my demographics, most of the students at techsf have only a

high school diploma. you will see a chart that actually shows you the types of things that we are trying to train for and also how we've looked at the industry to try to identify the things that don't require which you are referring to is a really high threshold that the community does have a continuum. we have since we have started this project the need for high needed engineers. that is true, there is no denying that, but there is also a need and you will see as we go through this for folks with other skills that are not at that level. so we tried to set this up where we can get to a continuum so we do not fall through that. you will see as we go through the demographic. >> thank you. >> what you are looking at now are sort of the goals of the

grant and so let me go through this. so we are on the hook to enroll 400 students in occupational training and of those we have said we can place 320. the next one is project base learning which we work in partnership with city college and sf state and we set we would enroll 200 and 160 of those we would place in some type of hard employment. the total is 500. the entrepreneurship training is you get 200 from those that i mentioned. it's a mix. the reason we want to do something around entrepreneurship and small businesses is one of the reasons we have a high demand here is san francisco is known

as an entrepreneurial city. so we wanted to make sure that students understood that aspect too. and the wif grant allows us to do this. the total through the grants we are responsible for 500 placements over the next four years. that's what the grant requirement is asking us to do. to get to these enrolled participants, we'll work a lot more with those individuals to get to that enrollment. it's a funnel through that time. that's what our grant requirement is for. this is our first cohort so there is going to be lots of lessons learned for us as well as with other

academies in terms of what people need in terms of light touch versus a deeper touch and to the degree that we are able to understand and figure out that type of thing. not everybody is going to need to go as deep of a techsf. you will be surprised and you will hear these students that sometimes people need a lot more to be connected. they have the skills but they need to know how to get into the jobs. so we'll find out a lot more information about other things we can do for people to have opportunities. a lot of industries can be a mystery on how you get into it. how do i get a job at some of these companies? that's something we want to do is demystify on what it takes to get into the industry, especially young folks.

>> i have a question in going back to the top part of the slide. you said there are 400 participants and 320 job place ments. that leaves out about 80. how do you find jobs for those 80 students. >> that's sort of what our requirement is, if i place all 400, i'm happy. that's what the goal of the grant is. it doesn't mean we'll just thrive for 320. we are going to try to get all 400 placed. you will find a lot of times what happens is depending on how the program flows and the program participants can talk about this. folks will get what they need from you and go off. they don't need as much as they thought, go off and get their own jobs, you might lose some contact with people. it doesn't mean we'll stop at that number. that's what the grant is telling me to do. those other

80 will get services from us. we are not stopping services. >> thank you. that answers my question. >> the demographics of who we are serving to date. >> could you go over the last item. the incumbent workers from at&t and ibm? >> sure. the grant calls for the two demographics that i was looking for. the workers that were 40 and over and then separate from that they were really interested in looking at how you do skills upgrade because you will find a lot of folks in the industry, this industry as you know supervisor kim, it moves at -- it just pops. this was an opportunity to integrate a system to make sure people just didn't plateau and leave or get pushed out so you will see a lot of that. the

at&t and ibm worker fall in that category. west end, they can talk more and bay back do a lot of that work already. a lot of these companies use those entities to help their workers keep their skills fresh so they don't lose their employment. >> so all 1430 employees on that line are currently employed. are they all employed at at&t and ibm and they are all 40 and over? >> i think it's more of a diverse range. they will come up towards the end and talk a little bit more about that piece of it. >> but that was one of the grant requirements that we had with the h 1b side. i want to talk a little bit

about the demographics and who we are serving. just from a racial ethnic perspective, i think we've worked really hard to have as much diversity. i have had an opportunity to go to a lot of these companies and see and talk to the individuals there and so when you look at our demographics just to show a little bit of how we compare. when you look at the national make-up of the it industry, latinos make-up 5 percent, right now we are at 15 percent, african americans make-up 7 percent and we are at 13 percent, asian pacific islanders are 15 percent and we are now at 33 percent. the goal is to tap into individuals that you would not normally see in these companies and through work of community based organizations and the way we

do outreach as we have you all as we continue is to work with the board of supervisors to get more information. there is lots places we can reach to a certain population. >> quick questions. thank you. do you have the national average for white and other? >> yes. we do. >> the national average. >> based on your current chart and based on your numbers that you gave me, i'm trying to get those to add up to a hundred.

>> you mean for all of these numbers to come to a hundred percent? >> you said 5 percent latino, 15 percent asian pacific islanders, 7 percent african american. i'm trying to get a comparison perspective on a national level based on the numbers that you provided. >> okay. let me go over it again. what we found is that latinos in the national average in the it field the information we have make-up 5 percent just on the national average. for african americans is 7 percent and asian pacific islanders is 15 percent. that's what we have. >> so if it's 70 percent white, that means the other category

is anything. it's probably about 3 percent. >> right. >> thank you. i wanted to make sure i understood. >> sure. >> then the next one is age. you can see our age breakdown. right now with our first cohort. the split is between a younger age cohort of 18-24 which is the highest group we've got right now which is at 43 percent. the 25-39 is 21 percent and the older age group is at 36 percent. and just to give you a little comparison, for my age demographic for city billed probably falls higher to 39. the idea that we are

capturing a younger crew, i think is important and that's a good thing. for gender, we are actually a little higher on male than female. the national average of it for women is at 27 percent and we are at 39 percent. we want to make sure we are tapping into as much diversity as we can. in terms of education, you can see as i said earlier 76 percent of the folks so far are at high school or ged it's a larger number that is not credit entialed. you can see by the

district how it breaks out in terms of your own districts. because this is a federal grant, i could not stipulate late that it's only only san francisco resident s. when you use federal funding you cannot stipulate a program like that. if people find their way to the program, there is no way this is san francisco residents only. the other category, maybe they have moved to other areas. the other category represents a group of folks that have moved around. about 27 folks fall in that category that are truly not san francisco residents. any questions there? one

lesson is that we didn't do a good job. one of the things we want to work on is we didn't do a strong of a job out of the gate around esl or ell learners. one of the things we are working on now as we speak to be ready for our next cohort is to make sure we address that. the colleges themselves do some of that but i'm not satisfied with it nor my providers are either and with all of our other academies we have provisions for folks that come with language issues. we will address that in our next cohort and you are currently doing so. any other thoughts or questions? >> i know that you have these broken down for neighborhood and one of the questions i had

was about the zip code specifically because i wanted to understand what were the areas, the residents from district 5 came from. >> i have zip codes. >> yes, if you want to share that like for western district and hayes i would like to know the breakdown. >> sure. i have that and i will make sure i give that to you all. >> could that be put on the slide so the public can view it as well? >> sure. there you go. i don't know if you can see that. so

that is our current cohort by zip code. >> okay. thank you. just to get a little bit more about what the program provides, a little bit more about how we got to the occupations that i'm about to get into as todd pointed out earlier, we've added a significant amount of high tech jobs for the overall bay area. i think 6000 new jobs in all. one of the things i want to point out about the program, san mateo also received a wif grant. it allows us to look at the industry from a regional perspective. we do have some of

our students employed regionally, not just here in san francisco. we have partnered with them to share data. this is a rarity that you are able to do that around this industry to try to ensure that we understand what's happening in our neighboring counties and they know what's going on in san francisco. we did a labor comprehensive research which partnered with impact, we partnered with the community college system to really look at our industry. we've done a number of what we call round table convening. the most recent was january 15th whenever we invited a number of employers to understand about their current openings and what they can see in the future. coming up may 2nd, we'll do an

extensive look at our curriculum with employers to make sure we are on the right track. so a large part of what we are trying to do is make sure that what we are providing is relevant. i know that was one of the questions asked of us. to that point, to all of the work that we have done so far, here is what we have come up with in terms of sort of what we are calling offerings if you will. remember 76 percent of my folk are high school. so if you look at the job clusters, we've identified the types of occupations that those job clusters provide. the growth that they have, the number of we've gotten it down to the number of the jobs potentially that will be available over the next ten years and the wages. so we've done, i feel like a fairly extensive look at the market to come up with occupations that

we think our folks could have an opportunity to participate in. of the 26 place a. -- placements that we have received, the average wage now is $29 hour. we are happy about that. we have 32 participants that are at non-tech companies but nevertheless are tech oriented. in wells fargo and particularly you will find kaiser. while the focus is technology and we definitely want to work with tech companies, we are not leaving out large companies that have huge back office tech opportunities. in the banking industry and the hospital industry are two of those. as you hear from both valley and

jay you will hear about those non-tech industries. finally, the partners from an employer perspective as you can see so far, this is a very short list of who we have begun to partner with. we have an active group of over i would say 200 employers that we have talked to, touch base with, met with, gone to v -- visit with. you will hear from a couple of those employers today. and we have partnered with sf city. we do weekly call, our office does as well as my work force staff and sf city, we are on weekly call every friday at 11:00 and

one of the core topics is techsf. we started something called nerd under ground zero -- which are networking events. we actually have tech companies lined up to do this. the purpose of these events is to expose participants is how to network to get into the industry. we started off saying one of the things i wanted to make sure that folks understand how you get into the industry because it can be sort of like a mystery. if it's not your world and you don't know folks that are in it, it's not something that will come natural to you. we have the next three or four scheduled from twitter and we'll just continue going through list to have these companies sponsor the format is usually that they do some opening remarks, talk about what their company does.

we have invites. and the first one we did was i thought a good success. we had over 200 participants attend. a good number of those are our students. it a rare opportunity that they get to go to a company like that, firsthand, meet and mingle which is a lot about how this industry hires you and part of the it for us is not only the exposure, but to give them the soft skill of how you do your elevator speech if you will to get into an industry. the other thing that we are working with, there is a synergy with our company with our collective partnership in sf city. right now 30 of the companies that we are working with including the chair of our employer, we have an employer if you will round table

attached to techsf and the chair of it is andrew lindsey and those are the things we are working with sf city and it's a similar partnership that we have with hospital and golden gate restaurant where they leverage as much as their employer partnership as they can. what i want to emphasize is one of the strongest 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 fo