>> 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 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.