Energy’s recent announcement of Domestic Manufacturing Conversion Grants calls out job quality and a just transition as essential elements. How should you prepare this part of a compelling application?
Last week the U.S. Department of Energy released their Domestic Manufacturing Conversion Grants program, a $2 billion opportunity to convert commercial ICE manufacturing facilities to electrified vehicles.
With 15 awards and an award ceiling of $500 million, this is an incredible opportunity for industry prepared to convert to electrified vehicles. But with 25% of the total score dedicated to Quality Jobs and a Just Transition plan and a Labor and Community Benefits Plan, forward-thinking applicants must identify local investments in job quality, incorporate best practices nationally and engage their communities and local labor unions now.
In advance of a full application, concept papers are due October 2nd, and they require pages on quality jobs and community benefits. The FOA identifies four core elements of the Quality Jobs and Just Transition plan:
- Investments in job quality to support workforce stability and continuity in construction;
- Investments in job quality to support workforce stability and continuity in ongoing production activities;
- Retention, creation, or expansion of high-paying hourly production jobs in the motor vehicle and parts manufacturing industries; and
- Prioritization of opportunities for displaced or at-risk workers in motor vehicles or motor vehicle parts manufacturing
The Labor and Community Benefits Plan prioritizes three core elements:
- Community and labor engagement leading to negotiated agreements;
- Advancing diversity, equity, inclusion, and access to economic opportunity, including good jobs; and
- Contributing to the Justice40 Initiative goal that 40%
of the overall benefits of certain federal investments in climate, clean energy, and other areas flow to disadvantaged communities.
As part of the Business Development Plan, a Workforce Plan is required. The details:
- The plan should detail hiring and training plans on a quarterly basis, detailing occupation composition through ramp up and full production. Provide a training schedule with related instructional and one-the-job training schedules, including any registered apprenticeship or certificates planned. Detail recruitment strategies (including retention of workers from ICE manufacturing facilities), diversity plan and goals, turnover and retention goals and strategies. Evaluate the provision of family care and transportation services, if applicable. Include a job task analysis that details the worker knowledge and skills required for the top 5 occupations and detail any planned investments or partnerships for workforce development and upskilling needed to support that corresponding production capability.
Here at Aspect Works, we bring expertise in workforce, job quality, apprenticeship and the advancement of diversity and equity goals in industry. Get in touch and find out how we can help you with an important part of a complex opportunity.