California Department of Industrial Relations

The meeting covered the approval of minutes from the January 27, 2023 meeting, the implementation plan timeline, and the appendix. The timeline includes key dates for finalizing and posting the QOAF and Appendix, accepting QOAFs and supporting documents, reviewing and redacting documents, and scheduling JAC recommendation meetings. The appendix includes hyperlinks for labor code statutes and is organized by requirements such as Qualified Organization Document and Documents for QOs and/or Training Partners.

The meeting included opening remarks, an overview of the Bagley Keene Open Meeting Act, and a discussion about the purpose of the Women in Construction committee. Presentations were given on the Equal Representation in Construction Apprenticeship (ERiCA) Grant and by CAC Equal Opportunity in Apprenticeship Subcommittees. The committee discussed shifting the language from 'construction' to 'trades,' alternatives to formal surveys, compiling existing data, positive case studies, and seeking input from contractors. Also discussed was the geographic spread of apprenticeship programs.

The subcommittee convened to interview candidates for the Executive Officer position and determine subsequent actions in the recruitment process. Following the interviews, additional Department of Industrial Relations hiring procedures will be adhered to before making a public announcement.

The AB 547 Advisory Committee meeting included discussions and a review of the Qualified Organization Application. The committee addressed a potential conflict of interest related to one of the applicant's organizations. The committee members agreed on voting rules and a final vote recusal agreement. The committee voted to recommend BSP's application to become a qualified organization trainer. Public comments were made to express approval of the proceedings.

The 2023-2026 Workforce Plan for the Department of Industrial Relations (DIR) aligns staffing and competencies with the Department's business needs and strategic goals. The plan guides initiatives to address gaps in hiring, recruitment, retention, and succession planning. It promotes a diverse and inclusive workforce and ensures the Department has the necessary workforce to improve working conditions for California's wage earners. The plan focuses on investing in the team through professional development, improved recruitment practices, and creating a positive workplace culture.