D.C. Mun. Regs. tit. 10-A, § 717
717.1 A competitive and marketable workforce is crucial to the District's economic health. Workforce development strategies must combine public and private investment and initiatives to close the occupational skills gap that now exists in the District. The goal of these strategies should be to help District residents achieve economic self-sufficiency while providing a skilled labor pool that meets the needs of local employers.
717.2 The District's Workforce Investment Council (WIC) is a private sector-led, 32-member board responsible for advising the Mayor, Council, and District government on the development, implementation, and continuous improvement of an integrated and effective workforce investment system. Members of the WIC include representatives from the private sector, local business representatives, government officials, organized labor, youth community groups, and organizations with workforce investment experience.
717.3 In 2016, the WIC released the District's Workforce Innovation and Opportunity Act, Unified State Plan for 2016 through 2020, also known as the WIOA Plan. This plan is required by federal law, and it incorporates both strategic and operational planning to build an integrated workforce development system. The WIOA Plan details nine operational priorities that will be used to fulfill the plan's goals. They include (i) unified client intake and tracking, (ii) integrating the Temporary Assistance for Needy Families (TANF) Program into American Job Centers to improve service delivery, (iii) deploying a mobile one-stop job center, (iv) delivering improved job training, (v) forming interagency partnerships to reduce barriers to employment, (vi) improving opportunities for youth to pursue education and career goals, (vii) developing a unified business services plan, (viii) developing a vendor scorecard to help focus funding on programs with proven outcomes, and (ix) developing interconnected education and training pathways to help residents advance within high-demand sectors.
717.4 In addition, the District manages a job bank designed to match employers with job seekers. The DC Public Library (DCPL) is also helping residents become more employable by expanding digital literacy with technology access and training, as well as skills and development programs.
717.5 Despite these initiatives, there is room for improvement. Some of the District's job placement and training services continue to have low success rates. Feedback from employers shows that reading skills, math skills, career readiness, and computer knowledge of some residents are still not at the level needed by business.
717.6 Presently, the District's workforce development programs are administered through more than 20 federal and District agencies, including DOES and the District Department of Human Services (DHS). Many of these programs are operated through private and nonprofit organizations. The District itself operates a network of American Job Centers, each providing a range of job placement services.
717.7 The District also has created programs to support the hiring of local residents and local firms, particularly for District government contracts. For example, the First Source Program is a cooperative effort between businesses and the District to ensure that District residents have the first opportunity to apply for and be considered for jobs (see First Source Program text box). In addition, DC Law 15-295 requires contractors who perform construction and renovation work with District government assistance to initiate apprenticeship programs through the DC Apprenticeship Council. Construction apprenticeships offer one of the most accessible career pathways to good-quality jobs. There are also programs to eliminate discriminatory hiring practices.
717.7a Text Box: First Source Program
The First Source Agreement Program assures District residents priority for new jobs created by municipal financing and development programs. It mandates that all projects funded in whole or in part with District funds, or other funds which the District administers, shall provide for increased employment opportunities for District residents.
Each employer in the program must sign an agreement ensuring that:
Employers who receive other District government benefits, such as Industrial Revenue Bonds, are also covered. The program:
717.8 Pursuing the District's goal to increase access to education and employment also
includes providing opportunities for career advancement for residents. Many of Washington, DC’s entry-level jobs have high turnover, low job security, and few benefits. However, these jobs offer important initial employment opportunities. In addition, workforce development programs are needed to increase opportunities for upward mobility to good-quality jobs. Workforce development programs should prepare as many residents as possible for careers in industries with strong advancement opportunities, including construction, health care, higher education, and federal employment. These programs, in concert with the District’s planning and economic development efforts, help create good-quality jobs that enable more residents to earn living wages that support families and enable older adults to retire.
717.9
Promote measures that increase the number of District jobs held by District residents. According to the Census Bureau’s Longitudinal Employer-Household Dynamics Program, 67 percent of the jobs in the District were held by non-residents in 2016. While recognizing that some imbalance is inevitable due to the relatively large number of jobs and small number of residents in Washington, DC, the District should work to increase the percentage of resident workers through its job training and placement programs.
717.10
Target job training, placement, and career programs toward core and growth sectors and occupations, such as hospitality, information technology, health care, construction, home health aides, and computer user support specialists. Seek opportunities to link the pipeline of potential employees from workforce development programs to small, locally owned businesses.
717.11
Focus workforce development efforts on economically disadvantaged communities, including communities of color, and particularly those with many unemployed or marginally employed residents. Assistance should also be focused on groups most in need, including persons with limited work skills, the LGBTQ+ community, persons with disabilities, single mothers, youth leaving foster care, returning citizens, and persons with limited English proficiency.
717.12
Emphasize the delivery of workforce development programs at the neighborhood level. Continue neighborhood faith-based and community-based initiatives that deliver job training and placement services to unemployed and underemployed residents. Consider programs that align with Business Improvement Districts’ clean and safe teams.
717.13
Facilitate communication and partnerships between business, labor, commercial associations, and educational institutions to improve the skill levels of the workforce, improve job training and placement resources, and improve the labor pool available to major employers. These partnerships could result in apprenticeship programs, pre-apprenticeship programs, entrepreneurial skills training, mentorship agreements, customized on-site job training, and career training.
717.14 Policy ED-4.2.6: Entry-Level Opportunities
Support the creation of entry-level career opportunities, particularly for lower-income youth and adults, and persons with disabilities. Recognize the need for complementary efforts to provide affordable child-care options, transportation, counseling, and other supportive services.717.15 Policy ED-4.2.7: Living-Wage Jobs
Promote the attraction and retention of living-wage jobs that provide employment opportunities for unskilled and semi-skilled workers. Use marketing strategies and performance-based incentives to encourage the relocation of firms with such positions to the District.717.16 Policy ED-4.2.8: Limited English Proficiency and Literacy
Promote collaboration between Washington, DC's education, human services, juvenile justice, and workforce development agencies to better serve the District's English Language Learners (ELL) and Limited English Proficiency (LEP) populations, reduce barriers to employment, and connect residents with education and training opportunities that lead to successful employment. Encourage English as a Second Language (ESL) programs and literacy training for residents in need of such services in order to overcome barriers to employment.717.17 Policy ED-4.2.9: Upward Mobility
Encourage continuing education and career advancement programs to provide opportunities for upward mobility among the District's workforce. Encourage the growth of businesses that have been shown to provide career advancement opportunities for employees.717.18 Policy ED-4.2.10: Market-Responsive Programs
Maximize the use of technology and labor market data to help District residents find suitable employment, training, and education. Examples of such applications include DOES publications such as the Hot Job Report and the Industry Profile Handbook.717.19 Policy ED-4.2.11: Innovation in Training
Support innovative training strategies to fill skill gaps in the local labor force, including partnerships with the private sector, industry associations, and
individual government agencies. Examples of such strategies include the Cadet Training Program of the DC Fire and Emergency Medical Services Department, the DC Infrastructure Academy, and trade organization apprenticeship programs.
Maintain requirements for resident job training and placement for projects built or operated with any form of public subsidy/loan, grant, or other incentive. Support incentives for similar training and hiring programs for private sector facilities and businesses through mechanisms such as community benefits agreements.
Enforce compliance with the DC Human Rights Act, which makes discrimination illegal based on race, color, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, political affiliation, and disability. Additionally, the law makes discrimination illegal against the following traits in some areas: matriculation, family status, genetic information, source of income, place of residence or business, status as a victim of an intrafamily offense, and credit information.
Encourage increased opportunities for alternative work schedules, such as part-time employment, flextime, teleworking, and in-home employment to accommodate the needs of working parents and others with dependent care responsibilities or mobility limitations.
See the Land Use Element for additional policies related to home-based business.
Seek the involvement of DCPS and public charter schools, the Board of Trustees of UDC, District agencies, and other educational institutions in the planning and implementation of workforce development programs. Encourage these entities to support the District’s training efforts through their basic and adult education programs.
Support digital literacy by improving access to technology, including providing internet access and training, through the DCPL system and through other resources to address and further close the digital divide. Increased internet access and technological skills are critical to the District’s workforce development programs. Prioritize the communities with the greatest need, including vulnerable populations and those with limited access to technology. Expand broadband access to the District’s broadband and Wi-Fi network, prioritizing communities with the lowest connectivity rates.
717.25 Action ED-4.2.A: Alliances with External Organizations and Entities
Use Memorandums of Understanding (MOUs) to develop alliances, networks, and other relationship building strategies that enhance the success of workforce development initiatives. Such MOUs currently exist with organizations like the American Federation of Labor and Congress of Industrial Organizations (AFL/CIO), Washington Metropolitan Transit Authority (WMATA), and PEPCO.717.26 Action ED-4.2.B: Labor Market Monitoring
Maintain accurate data on the job market to better connect job seekers with job opportunities in high-growth, high-demand sectors. Monthly data on employment, occupation, and income should continue to be compiled by DOES.717.27 Action ED-4.2.C: Employer Needs Assessments
Conduct annual surveys of employer needs, particularly in high-growth industries. Using this report, develop new workforce training services and strategies to respond to the changing needs of employees and employers.717.28 Action ED-4.2.D: Outreach to Residents and Employers
Distribute information on the District's job training, skill enhancement, and job placement programs, particularly in communities with high rates of unemployment. Ensure that outreach strategies provide for persons with limited reading proficiency.717.29 Action ED-4.2.E: Workforce Investment and Opportunity Act (WIOA)
Continue implementation of the WIOA, including programs for job training and placement systems. Measures to improve the coordination of job training programs that strengthen the workforce development system and more effectively target resources should be identified and implemented.717.30 Action ED-4.2.F: Training Program Tracking
Track the effectiveness of job training programs. Use assessments of such programs to modify and improve them.717.31 Action ED-4.2.G: Good Practices Report
Assess good practices for success in job training and readiness, and use the findings to evaluate and improve the District's programs. Publish a good practices guide to hiring a diverse, inclusive workforce based on successful corporate and nonprofit models.717.32 Action ED-4.2.H: Incentive Programs
Continue to offer incentive-based programs that encourage District businesses to hire job seekers who are disadvantaged and have barriers to employment.
717.33 Action ED-4.2.I: Wages and Working Conditions
Continue advancing programs, including apprenticeships and employer training, that help increase wages for lower-income residents while improving working conditions.717.34 Action ED-4.2.J: Employment Barriers
Continue to study the capacity, need, and participation in programs that reduce barriers to employment for disadvantaged populations such as returning citizens and residents who speak English as a second language.717.35 Action ED-4.2.K: Improved Training
Provide on-the-job training, customized training, incumbent worker training, and cohort-based training to promote existing employees, which produces new entry-level openings.717.36 Action ED-4.2.L: Increase Access to On-The-Job Training and Workforce Development
Assess opportunities to work with government or private sector stakeholders to increase access to on-the-job training and workforce development through internships, fellowships, and apprenticeships. The assessment should prioritize opportunities for youth and young adults, as well as older adults navigating career changes that increase economic equity by establishing career pathways.717.37 Action ED-4.2.M: DC Housing Authority Employment Opportunities
Explore opportunities to strengthen and expand employment opportunities for low-income and very low-income residents with the DC Housing Authority and its contractors through the federal Section 3 program.
SOURCE: District of Columbia Comprehensive Plan Act of 1984, effective April 10, 1984 (D.C. Law 5-76; 31 DCR 1049 (March 9, 1984)); as amended by District of Columbia Comprehensive Plan Act of 1984 Land Use Element Amendment Act of 1984, effective March 16, 1985 (D.C. Law 5-187; 32 DCR 873 (February 15, 1985)); as amended by District of Columbia Comprehensive Plan Amendments Act of 1989, effective May 23, 1990 (D.C. Law 8-129; 37 DCR 55 (January 5, 1990)); as amended by District of Columbia Comprehensive Plan Amendments Act of 1989 NCPC-Recommended Amendments, and Closing of Public Alleys in Square 669, S.O. 88-452, Act of 1990, effective May 23, 1990 (D.C. Law 8-132; 37 DCR 2213 (April 6, 1990)); as amended by District Government Land Use Temporary Amendment Act of 1994, effective October 1, 1994 (D.C. Law 10-190; 41 DCR 5360 (August 12, 1994)); as amended by Comprehensive Plan Amendments Act of 1994, effective October 6, 1994 (D.C. Law 10-193; 41 DCR 5536 (August 19, 1994)); as amended by District of Columbia Comprehensive Plan Act of 1984 Land Use Amendment Act of 1994, effective March 21, 1995 (D.C. Law 10-235; 42 DCR 30 (January 6, 1995)); as amended by Technical Amendments Act of 1996 effective April 18, 1996 (D.C. Law 11-110; 43 DCR 530 (February 9, 1996)); as amended by Second Technical Amendments Act of 1996 effective April 9, 1997 (D.C. Law 11-255; 44 DCR 1271 (March 7, 1997)); as amended by Comprehensive Plan Amendment Act of 1998, effective April 27, 1999 (D.C. Law 12-275; 46 DCR 1441 (February 19, 1999)); as amended by Technical Amendments Act of 1999, effective April 12, 2000 (D.C. Law 13-91; 47 DCR 520 (January 28, 2000)); as amended by Comprehensive Plan Amendment Act of 2006, effective March 8, 2007 (D.C. Law 16-300; 54 DCR 924 (February 2, 2007)); as amended by Technical Amendments Act of 2008, effective March 25, 2009 (D.C. Law 17-353; 56 DCR 1117 (February 6, 2009)); as amended by Comprehensive Plan Amendment Act of 2010, effective April 8, 2011 (D.C. Law 18-361; 58
DCR 908 (February 4, 2011); as amended by Comprehensive Plan Amendment Act of 2021, effective August 21, 2021 (D.C. Law 24-20; 68 DCR 006918 (July 16, 2021)).