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January 2022 | Advertising for Certified Women, Veteran & Minority-Owned Subcontractors | 70th Edition

Harris County Commissioners Rodney Ellis and Adrian Garcia Develop a $200,000 Disparity Study Fund

To Help Entities Implement MWBE Programs

—Carlecia Wright, Chair of the Subcontractors USA Advisory Board and the first Chief Diversity Officer of Lone Star College

16-17

INSIDE

20

04

The National Organization of Minority Architects Increases the Number of Minority Architects

28

30 Port Houston Restoration and Upgrade Project at Barbours Cut Terminal

5 Helpful Tips to Quickly Pull Permits on Residential Remodeling Projects To Help Contractors Build Customers’ Dreams

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PUBLISHER’S MESSAGE

Keith "MR. D-MARS" Davis, Sr. CERTIFIED:

HMSDC

Subcontractors USA highlights opportunities and news relevant to the construction, energy, architecture, manufacturing, education, engineering, oil and gas, transportation, and IT industries we serve. We hope you find this issue not only informative, but inspiring and educational as well.

This month’s cover story highlights the recently announced $200,000 Disparity Study Fund developed by Harris County Commissioners Rodney Ellis and Adrian Garcia to help entities implement a Minority- and WomenOwned Business Enterprise (MWBE) program.

Funded by Commissioners Ellis and Garcia, this program, already receiving support from school district and community college officials, could lead to entities beyond this region adopting and expanding MWBE programs that can

Port of Houston

Metro

BEHIND THE JOURNAL

ACCOUNTING MANAGER Eugenie Doualla ASSISTANT SALES REPRESENTATIVE Tiffany Brown OPERATIONS COORDINATOR Bria Casteel ART DIRECTOR Angel Rosa DIGITAL MEDIA MANAGER Erick Fontejon PHOTOGRAPHY Grady Carter L.C. Poullard DISTRIBUTION Rockie Hayden CONTRIBUTING WRITERS

Andrew Cohen Dana C. Sotoodeh NRG Stacy M. Brown Helen Callier Subcontractors USA News Provider

— Vice President Kamala Harris

City of Houston

HISD

16-17 04 ARCHITECTURE 04 The National Organization of Minority Architects Increases the Number of Minority Architects 06 Prairie View A&M University School of Architecture News PVAMU Students Place Second in Statewide Architectural Design Competition 08 CONSTRUCTION 08 Construction Jobs Exceed Pre-Pandemic Level Only 18 States and D.C. As Firms Struggle To Find Qualified Workers To Keep Up With Demand 10 Two Out of Three Metro Areas Add Construction Jobs From November 2020 to November 2021, but Tight Labor Market, Supply Chain Limit Gains 12 ENERGY 12 CenterPoint Energy Announces Leadership Promotions and Appointments 12 A Powerful Purpose

18 In Seeking Remedies to Oil and Gas Prices, API Experts Connect the Past, Present and Future 20 PERMITS 20 5 Helpful Tips to Quickly Pull Permits on Residential Remodeling Projects To Help Contractors Build Customers’ Dreams 22 SAFETY 22 Statement on the Status of the OSHA COVID-19 Healthcare ETS 26 TRANSPORTATION 26 Higher Starting Wage for CapMetro Operators and Mechanics 30 Port Houston Restoration and Upgrade Project at Barbours Cut Terminal 30 Containers Surpass 3 Million TEUs at Port Houston

VBE

DBE

ADVERTISING | MARKETING MEDIA | COMMUNICATION

16-17 COVER STORY

16-17 Harris County Commissioners Rodney Ellis and Adrian Garcia Develop a $200,000 Disparity Study Fund To Help Entities Implement MWBE Programs

HUB

OUR SERVICES

CONTENTS

PUBLISHER & CEO Keith J. Davis, Sr. CHIEF OF STAFF & MANAGING EDITOR Kimberly Floyd

"Today, our nation must reimagine our economy, so that every American entrepreneur can launch and grow an enterprise."

open the door statewide for equity and economic opportunity for minority businesses.

A disparity study determines whether a government entity, either in the past or currently, engages in exclusionary practices in the solicitation and award of contracts to minority, women‐ owned, and disadvantaged business enterprises (MWDBEs). This study funded by Commissioners Ellis and Garcia can help determine if there is disparity between the availability of firms and the utilization of those firms in its market area.

As always, thank you for your continued support of Subcontractors USA. When you support us, you are supporting more than just our company; you are supporting the communities in which we live and work. Working together, we can succeed in making positive things happen.

GRAPHIC DESIGN • Logos • Flyers • Ads • Folders • Brochures • Door Hangers PRINTING • Business Cards • Flyers • Folders • Pull-up Banners • Step and Repeat Banners • Brochures • Door Hangers • Letterhead • Envelopes PHOTOGRAPHY • Headshots • Event Photography Online & Email Marketing Social Media Advertising

14 OIL AND GAS 14 Oil & Natural Gas Industry Engineering Successful Opportunities for People of Color and Women

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ARCHITECTURE

The National Organization of Minority Architects

Increases the Number of Minority Architects News Provider

be given to patrons of the NOMA President’s Circle and members of the AIA Large Firm Roundtable.

n partnership with the AIA Large Firm Roundtable (LFRT), the National Organization of Minority Architects (NOMA) created a fellowship program to help increase the number of minority architects throughout the U.S.

To provide the most flexibility for firms, the NOMA Foundation Fellowship will accommodate both Virtual and In-Person internships for the 2021 program. In addition, the fellowship may be extended to a full-time internship at the discretion of the host firm.

By Subcontractors USA

I

Aboutthe theFellowship Fellowship About • Up to 20 fellowships available • 8-week Virtual or In-person Parttime Internship (A limited number of full-time internships may be available) • $2,560 stipend • $1,000 Licensure Stipend if fellows become a licensed architect within 5 years of completing the fellowship

Eligibility Eligibility Applicants must be (a) currently enrolled in their final 2 years of a 4-year undergraduate program, (b) currently enrolled in their final 3 years of 5-year undergraduate program, or (c) currently enrolled as a graduate student in an M.Arch program. Students graduating at the end of the Spring 2021 semester are encouraged to apply.

Students from both NA AB-accredited and non-accredited programs may apply.

Applicants must be eligible to work in the United States for the entire program.

Students from the 7 NA AB Historically Black Colleges and Universities are highly encouraged to participate. All applicants must be current paid members of NOMA and non-members will not be considered.

Application

Application

Complete application package will include an unofficial transcript, portfolio of work, resume, one letter of recommendation, and cover letter stating your interest in being a fellow (addressed to NOMA). Finalists may be selected for a virtual interview with host firms and will be matched with firms on a mutual matching basis.

Informationfor forFirms Firms Information All firms are eligible to be host firms for the NOMA Foundation Fellowship, however, priority will

Firms Firmswill willindicate indicatetheir their preferences preferencesto tothe thefollowing options. following options.

• Virtual vs. In-person: In order to accommodate the changing needs of firms through the COVID-19 pandemic, firms may opt to commit to a Virtual Only internship, In-Person Only internship, or indicate that they have no preference. NFF Staff will provide a list of applicants that match these preferences.

• Part-time Option: Fellows may work up to 20 hours/week and will be considered consultants of NOMA. Fellows are fully compensated by NOMA.

Introducing: Opportunity Business Equity at Port Houston Our NEW Business Equity Division provides resources to • Full-time Option: Fellows may work up to 40 hours/week and will be considered employees of the host firm. NOMA will provide a $2,560 stipend to cover 20 hours per week. Host firms must provide the remaining compensation of at least $16/hour for 20 hours/week, to be paid directly to the fellow. The host firm should follow standard onboarding and operating procedures for their typical internships.

For application deadline and for more information or general inquiries about the NOMA Foundation Fellowship, please contact nff@noma.net.

Visit NOMA on the web at www.noma.net.

Source: NOMA

small, minority- and woman-owned businesses seeking to participate in Port Houston procurements.

Learn more about how we can help support your business at: www.porthouston.com/businessequity

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The Historically Underutilized Business (HUB) Program at the University of Houston (UH) is committed to promoting the inclusion of HUB vendors in university procurements. The HUB Program ensures compliance with state HUB laws, assists UH departments in locating HUB vendors; as well as offering HUBs assistance to facilitate access and contracting opportunities.

For more information about how to do business with the University of Houston, bid opportunities, or to learn about events, workshops and seminars, visit: www.uh.edu/hub

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ARCHITECTURE

Prairie View A&M University School of Architecture News

PVAMU Students Place Second in Statewide Architectural Design Competition Opening Openingthe theDoor Doorto tothe theFuture Future

By Andrew Cohen Prairie View A&M University School of Architecture Contributing Writer

A

trio of Prairie View A&M University architecture students recently took second place in a statewide student architectural design competition last month. Alexis Adjorlolo, Jimena Duran Castellanos and Carlos Manuel Vivero, led by faculty advisors William Batson and Stephen Song, won a cash prize and invaluable exposure during the 16th annual Gulf Coast Green Symposium, which AIA Houston hosted virtually.

With the theme of the conference being Environmental Equity, student teams (three from PVAMU and three from Rice University) were tasked with designing a “Self-Help Hub” for residents of Houston’s Freedmen’s Town neighborhood to use during emergencies.

The space would have to be able to house materials “to help residents address their infrastructure-related issues during an emergency, such as sewer backups, hurricane preparedness and response, insulation, backup power, Wi-Fi accessibility, phone access, etc.,” according to the competition guidelines.

As the conference materials pointed out, minority and lower socioeconomic neighborhoods frequently bear the brunt of the impacts of unhealthy, energy inefficient, and disaster vulnerable buildings. These communities have been historically underserved and displaced through policy and lack of representation. These chronic stressors are amplified in times of disaster due to their vulnerable locations and fewer resources for recovery. “How do we reduce these disparities and create vibrant, equitable places for everyone?” the materials said.

Adjorlolo said this question animated PVAMU’s team to ensure their design be something that could be replicated in a variety of neighborhoods, even if all teams were directed to design to the Self-Help Hub’s proposed site — a 1,525 square foot lot between existing two-story residential units and across from a small park at 1605 Cleveland Street in Houston.

InnovativeResolutions Resolutions Innovative The team’s solution to the issue of full accessibility to the Self-Help Hub was to place a ramp around the perimeter of the building, something that Castellanos

called “one of the most intelligent things we added to the project.” The ramp kept the building’s central portion open and provided storage capability underneath the ramp, a detail that would aid the space’s functionality as it is converted to different uses.

“One of the things the judges thought was unique and doable was our strategy of converting the interior space from a shelter format to more of a registration format,” Adjorlolo said. “In some instances, we could transform the first floor into housing — beds — and the space could also be converted to a small food hall with an open buffet kitchen, mostly by moving furniture around.”

The award’s jury panel included community leaders from the Freedmen’s Town Conservancy, as well as design professionals from Kirksey Architecture, Gensler, and Walter P Moore, just a few of the event sponsors from the building trades. Castellanos was the team’s sole representative at a post-competition gathering in Houston, and she felt that the design competition “might open doors” to future jobs. As a graduate student, her entry into the architecture world is imminent.

Adjorlolo, on the other hand, is due to receive her undergraduate degree at the end of this semester and will be looking forward to graduate work. “I feel the design competition was an opportunity to grow our skills in research and design,” she said, “and find what fits in our design and presentation styles.”

Of the team’s eventual design, Castellanos said, “It was a really interesting project to be a part of. I really liked working as part of a team, representing my school, and working on a project where we can feel like we are doing something that is benefiting a historically black community and maybe something that can be done in other communities, also.”

“The really fun thing was that everyone had a completely different design,” added Adjorlolo. “One group had come up with a movable self-help hub, and another had gone back to the older housing style of the neighborhood but made it a more publicly accessible space rather than an actual home. It was interesting to see how everybody interpreted the brief and brought in their perspectives and ideas for it.”

The team worked on their project with last winter’s freeze still fresh in their minds. So, in addition to power generators as part of their design’s infrastructure, Prairie View A&M’s student designers specified external sources, such as miniature vertical windmills (such as those one might see in a strip-mall parking lot, affixed to light poles and powering the outdoor lighting) to make and conserve power for later use during blackouts.

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For more information, please visit www.pvamu.edu.

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CONSTRUCTION

Construction Jobs Exceed PrePandemic Level Only 18 States and D.C. As Firms

Struggle To Find Qualified Workers To Keep Up With Demand

By Subcontractors USA News Provider

O

nly 18 states and the District of Columbia have added construction jobs since just before the start of the pandemic in February 2020 despite a pickup in most states from October to November, according to a new analysis of federal employment data released today by the Associated General Contractors of America. Association officials said one reason employment is below pre-pandemic levels in many parts of the country is the lack of available workers to hire.

“Construction activity has picked up in recent months but still has not reached the employment levels of early last year in most of the country during what has become a very tight labor market,” said Ken Simonson, the association’s chief economist. “If contractors had found enough qualified workers, more states would have recovered fully by now from the pandemic-induced job losses,” he added, noting that job openings at the end of October exceeded the number of workers hired into the industry that month.

From February 2020—the month before the pandemic caused projects to be halted or canceled—to last month, construction employment decreased in 32 states and increased in only 18 states and D.C. Texas shed the most construction jobs over the period (-42,600 jobs or -5.5 percent), followed by New York (-39,700 jobs, -9.7 percent), California (-23,100 jobs, -2.5 percent), and Louisiana (19,800 jobs, -14.5 percent). The largest percentage losses were in Louisiana, Wyoming (-13.1 percent, -3,000 jobs), and New York.

Florida added the most construction jobs since February 2020 (8,700 jobs, 1.5 percent), followed by Utah (8,200 jobs, 7.2 percent), and Washington

(6,200 jobs, 2.8 percent). The largest percentage gains were in South Dakota (10.5 percent, 2,500 jobs), followed by Idaho (8.7 percent, 4,800 jobs), and Utah.

From October to November construction employment decreased in 13 states, increased in 36 states and D.C., and was unchanged in Kansas. Louisiana lost the most jobs (-2,200 jobs, -1.8 percent), followed by North Carolina (-1,900 jobs, -0.8 percent) and New Jersey (-1,800 jobs, -1.2 percent). Louisiana also had largest percentage decline, followed

by Oklahoma (-1.5 percent, -1,200 jobs), New Jersey, and North Carolina.

Florida added the most construction jobs between October and November (8,200 jobs, 1.4 percent), followed by Illinois (3,800 jobs, 1.7%) and Texas (3,600 jobs, 0.5 percent). Montana had the largest percentage gain (2.7 percent, 800 jobs), followed by Missouri (2.6 percent, 3,200 jobs) and Vermont (2.1 percent, 300 jobs).

Association officials said labor shortages are undermining the construction industry’s ability to fully recover. They urged public officials to boost investments in career and technical education and other programs that expose more people to construction career opportunities. They added that the association was working with its chapters and member firms to recruit more, and more diverse, people into the industry.

“It is time to stop giving students the incorrect impression that every good career requires a college degree and takes place in an office of one kind or another,” said Stephen E. Sandherr, the association’s chief executive officer.

For more information, please visit www.agc.org.

Source: The Associated General Contractors of America (AGC)

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CONSTRUCTION

Two Out of Three Metro Areas Add Construction Jobs From November 2020 to November 2021, but Tight Labor Market, Supply Chain Limit Gains

By Dana C. Sotoodeh CPS Energy Contributing Writer

onstruction employment increased in nearly two out of three U.S. metro areas between November 2020 and November 2021, according to an analysis by the Associated General Contractors of America of new government employment data. Association officials said the job gains were welcome news for the industry but cautioned that it will be difficult for construction levels to return to pre-pandemic levels amid tight labor market conditions.

“It isn’t surprising that construction employment has picked up in most metros over the past year, given the strong economic rebound most of the country has experienced,” said Ken Simonson, the association’s chief economist. “But with record job openings in construction, it’s clear that even more metros should be in the plus column if contractors could find the workers they need and get materials delivered on schedule.”

Construction employment increased in 237 or 66 percent of 358 metro areas over

C

the last 12 months. Sacramento-RosevilleArden-Arcade, Calif. added the most construction jobs (7,300 jobs, 10 percent), followed by Seattle-Bellevue-Everett, Wash. (7,000 jobs, 7 percent); ChicagoNaperville-Arlington Heights, Ill. (6,500 jobs, 5 percent); Boston-CambridgeNewton, Mass. (6,200 jobs, 8 percent); and Minneapolis-St. Paul-Bloomington, Minn.-Wis. (6,100 jobs, 7 percent). Sioux Falls, S.D. had the highest percentage increase, 19 percent (2,000 jobs). It was followed by three metros with 16 percent increases: Beaumont-Port Arthur, Texas (3,200 jobs); Atlantic City-Hammonton, N.J. (800 jobs) and Waterbury, Conn.

(500 jobs).

Construction employm e nt d e clined from a year earlier in 74 metros and was f lat in 47. Nassau County-Suffolk County, N.Y.

lost the most jobs (-6,300 or -8 percent), followed by Orange-Rockland-Westchester counties, N.Y. (-3,900 jobs, -9 percent); Calvert-Charles-Prince George’s counties, Md. (-2,700 jobs, -8 percent); Houston-The Woodlands-Sugar Land, Texas (-2,600 jobs, -1 percent) and Nashville-Davidson-Murfreesboro-Franklin, Tenn. (-2,600 jobs, -5 percent). The largest percentage declines were in Evansville, Ind.-Ky. (-18 percent, -1,800 jobs); Leominster-Gardner, Mass. (-14 percent, -300 jobs); Anchorage, Alaska (-11 percent, -1,100 jobs); Altoona, Pa. (-10 percent,

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-300 jobs); and Florence-Muscle Shoals, Ala. (-10 percent, -400 jobs).

Association officials said most construction firms report they are struggling to find enough qualified workers to hire. The officials called on the Biden administration to boost funding for career and technical education to expose more students to construction career opportunities. They noted that federal officials put six dollars into collegiate education and preparation for every dollar they currently invest in career and technical education.

“The gap in federal funding for career and technical education is making it hard for sectors like construction, manufacturing and shipping to find workers interested in those career tracks,” said Stephen E. Sandherr, the association’s chief executive officer. “We are doing everything we can to recruit people into high-paying construction careers but exposing more students to construction skills will certainly help.”

For more information, please visit www.agc.org.

Source: The Associated General Contractors of America (AGC)

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ENERGY

CenterPoint Energy

ENERGY

A Powerful Purpose

By NRG

Announces Leadership Promotions and Appointments

By Dana C Sotoodeh CPS Energy Contributor

I

n conjunction with the CenterPoint Energy Board of Directors' continued focus on a comprehensive succession planning process to support the company's long-term growth, CenterPoint Energy, Inc. (NYSE: CNP) recently announced leadership promotions and appointments that will further strengthen its existing management capabilities.

"I am proud that CenterPoint Energy continues to have a strong team of committed and experienced utility professionals at its helm.

These leadership promotions and appointments highlight our focus on succession planning as we execute on our long-term growth strategy," said Martin Nesbitt, Board Chair.

"As we embark on this next phase of our journey, we are excited about the future of our company and the strength and depth of our leadership."

President and CEO Dave Lesar said, "As we continue to transform CenterPoint Energy into an industryleading, premium utility company, consistent performance will require a strong, diverse and talented team that is committed to delivering quality results to our customers, shareholders and communities. These leaders, as well as our entire workforce, are well prepared to take on the opportunities for CenterPoint Energy as we execute our strategy, which includes increasing our five-year capital plan to more than $18 billion and our first-ever 10-year capital plan of more than $40 billion. These capital investments will be dedicated to safety, reliability, growth and enabling clean energy investments to benefit our customers and our investors.

I am confident that today's announcement will better position us to achieve our strategic priorities."

The following promotions and appointments to CenterPoint Energy's Executive Committee, which is responsible for the company's strategic direction, planning and execution, became effective on January 1, 2022. These individuals will continue to report to Lesar.

Scott E. Doyle, who currently serves as Executive Vice President, Natural Gas, has been named Executive Vice President, Utility Operations. In addition to leading the company's natural gas operations utility footprint, natural gas supply, natural gas engineering, and operations support, Doyle will now also lead CenterPoint Energy's electric business that serves more than 2.7 million metered customers in the greater Houston area and southwestern Indiana, as well as 1,300 megawatts of electric generation capacity in Indiana.

Lynne Harkel-Rumford, who currently serves as Senior Vice President and Chief Human Resources Officer, has been promoted to Executive Vice President and Chief Human Resources Officer. In addition to her current responsibilities, which include talent, compensation and benefits, labor relations, learning and organizational development, communications and community relations, and corporate security, HarkelRumford will now also lead the company's safety and technical training organization.

Monica Karuturi, who currently serves as Senior

Vice President and General Counsel, has been promoted to Executive Vice President and General Counsel. In addition to her current responsibilities, which include legal, claims, environmental, insurance, enterprise risk management and ethics, compliance and privacy, Karuturi will now also lead CenterPoint Energy's procurement, materials and logistics organization, which will be instrumental in the company's $40 billion-plus capital program over the next 10 years.

Jason M. Ryan, who currently serves as Senior Vice President, Regulatory Services and Government Affairs, has been promoted to Executive Vice President, Regulatory Services and Government Affairs. Ryan will be responsible for leading state and federal legislative initiatives to support enterprise-wide goals, as well as managing the company's rate cases and relationships with its regulators.

Gregory E. Knight, Executive Vice President, Customer Transformation and Business Services, will continue in his current role and lead customer operations, information te c h nology, marketing, economic development, and CenterPoint Energy's two competitive businesses – Energy Systems Group (ESG) and Home Service Plus (HSP) North and South. In addition, he will also add to his responsibilities the leadership of the company's facilities management organization where he will be developing a new enterprise-wide multi-year facilities strategy and plan.

Jason P. Wells, Executive Vice President and CFO, will continue in his current role, while adding responsibility for the execution of the company's industryleading goals for reducing carbon emissions attributable to its operations and customer usage. In this capacity, Wells will now also lead the execution of the company's long-term generation transition plan to significantly change the way the company generates power and delivers on its commitment to provide a cost-effective, well-balanced energy mix for its customers in southwest Indiana.

Kenneth M. Mercado, Executive Vice President, Electric Utility, will retire from CenterPoint Energy after more than 36 years of service. Mercado began his career with the company and has held numerous positions of increasing responsibility until becoming a member of CenterPoint Energy's Executive Committee in 2020. Mercado will remain in his current position through January 1, 2022 and then remain with the company through the second quarter 2022 to support the transition of his responsibilities.

Lesar said, "I want to thank Kenny for his many contributions over the course of his career with CenterPoint Energy and his outstanding leadership within our company, across our industry and in our communities.

He has been a valued member of our leadership team and played an instrumental role in guiding the successful performance and growth of our electric business. I wish Kenny the very best in his retirement."

Editorial Voices

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ate last year NRG partnered with the Department of Defense (DOD) to help military personnel transition into civilian life with the Patrol to Power program, a twelve-week DOD paid work opportunity.

“There’s no better way for us to honor and thank those people that served our country than by offering real-world training development and potential for full-time work placement,” said NRG Recruiting Manager, Robyn Antoine.

NRG plant manager and fellow veteran, John Everett, is also excited to bring more veterans on board.

“I know there's a lot of value that veterans can bring to a company.

In addition to having job-specific technical skills, veterans are selfmotivated, highly disciplined, and have a very good work ethic.”

Hands-onjob jobtraining trainingand andmentorship mentorship Hands-on One recruit, Todd Reiger, was a nuclear electrician’s mate on a Navy submarine. He’s been in the Navy for almost six years. Now he’s working with John’s electrical group, learning about instrument controls. “I get a taste of repairing stuff, figuring out what the daily maintenance routine is like, and some operator experience,” Todd explained.

Definingsuccess success Defining The program is all about creating mutually beneficial opportunities for service members.

“Patrol to Power is successful because it provides a positive experience where recruits gain an understanding of what the industry does and how it functions, and the company gains a high quality and well-trained employee,” John said.

Plant, operations, and maintenance managers have been integral to the process by nominating their facilities to participate in the program, interviewing and evaluating military candidates, and working with Human Resources to facilitate full-time roles for interns. NRG also found ways to accommodate veterans who were unable to participate in Patrol to Power due to timing.

“We encouraged them to apply for other open opportunities and offered two candidates full-time jobs outside of the program,” Robyn said.

Are you a military service member looking to transition into civilian life, or do you know someone who is? Explore their current opportunities and search for the keyword "SkillBridge," or email Jessica.Jenks@nrg.com.

For more information, please visit centerpointenergy.com.

Source: CenterPoint Energy

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Source: nrg.com

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OIL AND GAS

Oil & Natural Gas Industry

Engineering Successful Opportunities for People of Color and Women

By Stacy M. Brown NNPA Newswire Senior National Correspondent

A

manda Eversole spent 13 years in the U.S. Chamber of Commerce in Washington, D.C., where she cemented a legacy of leadership and innovation before joining JP Morgan Chase, where she created a framework for the firm’s philanthropic approach.

Now, as executive vice president and chief operating officer at the American Petroleum Institute (API), Eversole has the monumental task of leading efforts to integrate the trade association’s diverse functions and develop and implement a strategic plan for the natural gas and oil industry.

Eversole, a graduate of the College of William & Mary and the University of Pennsylvania’s Wharton School, now puts her strong track record of driving consensus and winning strategies to the test as API and all-in oil and natural gas wrestles with ensuring people of color and women are a large part of the lucrative industry.

“Every day, we get up and say what we’re going to do to make sure that we are giving people opportunities to interact with this industry, and it changes people’s lives,” Eversole told NNPA Newswire.

API states that about half of new industry-related job opportunities through 2040 are projected to be filled

by African Americans, Hispanic, Asians, and women.

Eversole remarked that talk isn’t good enough.

“The default narrative that the industry is old, dirty, and predominately white male is not true anymore, and the way we prove that is not by statistics,” Eversole exclaimed.

“It is by standing up and doing the work that we’re doing and showing people by opportunities and not by talking points.”

Eversole reiterated that API possesses a strong belief that educational opportunities remain critical to successful employment.

Backing that belief are programs like the organization’s Minority Serving Institution Initiative, where API has partnered with Historical Black Colleges and Universities (HBCUs) and Hispanic Serving Institutions (HSIs) to provide students free access to the trade association’s world-class standards.

API also has joined Discovery Education’s STEM Careers Coalition where a coalition of industry partners joined to nurture a diverse culture of STEM education in K-12 schools nationwide.

In five years, that program aims at impacting 10 million students at 5,000 schools.

“There’s this common thread of opportunity, and I had not worked with an industry like oil and natural gas where the constant focus is on improvement and optimization,” Eversole asserted.

“There are career opportunities that can last an entire lifetime, and there’s a sense of intergenerational opportunities through education to children with STEM skill sets.”

Caption for photo: “There’s this common thread of opportunity, and I had not worked with an industry like oil and natural gas where the constant focus is on improvement and optimization,” said Amanda Eversole, American Petroleum Institute’s executive vice president and chief operating officer.

Eversole continued: “When I talk about the opportunities we have in the industry, I step back and say, ‘How does API, which represents more than 600 members, figure out how to accelerate the journey we’re on together in America understanding and acknowledging those suffering and working through racial inequities?’ I’m proud to say that we have a lot to show for our work.”

API is also building a job readiness training program through API’s Global Industry Services platform that facilitates baseline industry knowledge and skills, leading to entry-level operational roles across the industry.

API is partnering with Opportunity@Work in Houston, the world’s energy capital, where it’s estimated to have proportionally more rising STARS – SkilledThrough-Alternative-Routes.

“What API is trying to do is expand our networks to people we haven’t always included,” Eversole reminded.

“It’s a journey. When you think about long term workforce programs and when I think about STEM education and some of the internship programs – in terms of how to get that pipeline ready – we’re evaluating points of continuum and figuring out where some of those barriers are and why we are not seeing proportionality within the overall workforce.”

Eversole said the oil and natural gas industry “can do better.”

“We will do better,” she declared. “I’m encouraged that there’s a building sense of momentum.”

Officials can further recognize that momentum on the supplier diversity side where they share best practices and practical advice among API members to advance the demand for supplier diversity.

Among the accomplishments on the demand side is completing a benchmark survey that pinpoints where the industry stands. They’ve also launched a Diversity Matters webinar series and a supplier diversity program.

On the supply side, industry officials are scoping out short-and-long-term opportunities to develop minorityowned businesses.

Eversole said partnerships represent a crucial component of the DE&I approach and learning that should lead to success.

API’s long-established diverse external stakeholder program, Energy Action Alliance (EAA), counts as a critical component to industry goals.

“What we want to do is help people see other people from their communities in roles that are paying almost 80 percent higher than the average wage, and some that don’t require a four-year degree like others,” Eversole stated.

“I’m three years in, and I’m so positive about the opportunities that we have going forward, and I’m looking forward to the future. There’s a commitment, a desire, and mentality on figuring out how to get it done.”

Source: National Newspaper Publishers Association

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OPENING T

16 | January 2022

SUBCONTRACTORS USA

Subcontractors USA and its readership, being largely subcontractors, are directly impacted by this disparity study and need to keep a pulse on what’s happening with entities funded with public funds and their track record of doing business with MWBEs. This call to action set by Commissioners Ellis and Garcia should be taken seriously as it will create a more level playing field for our minority businesses. Think about the millions and billions of dollars circulating through these entities that are benefiting from tax dollars. Looking at the statistics, this disparity study is much needed, helping to keep entities accountable and tracking their efforts with MWBEs.” —Carlecia Wright, Chair of the Subcontractors USA Advisory Board and the first Chief Diversity Officer of Lone Star College

STATEW

for Equity and Econ Opportunity for Min

By Subcontractors USA News Provider

A

disparity study determines whether a government entity, either in the past or currently, engages in exclusionary practices in the solicitation and award of contracts to minority, women‐owned, and disadvantaged business enterprises (MWDBEs). This study can help determine if there is disparity between the availability of firms and the utilization of those firms in its market area.

It was recently announced that a $200,000 Disparity Study Fund developed by Harris County Commissioners Rodney Ellis and Adrian Garcia will help entities implement a Minority- and Women-Owned Business Enterprise (MWBE) program. Funded by Commissioners Ellis and Garcia, this program, already receiving support from school district and community college officials, could lead to entities beyond this region adopting and expanding MWBE programs that can open the door statewide for equity and economic opportunity for minority businesses.

Commissioners Ellis and Garcia are speaking to school district and community college boards in Harris County to convince trustees to take advantage of the fund, which Commissioners Court approved in November.

“We are going to go to every school district and community college in our region and say, ‘you ought to do more than just march in a (Martin Luther King Jr.) parade and read the I Have a Dream speech. You ought to give every student at your community college and your public schools the opportunity to build the schools that they attend,’ ” Commissioner Ellis said, referring to minority and female students who could become contractors.

Belowisisthe therecent recent press press release release (1/20/22) from Below theOffice Officeof ofCommissioner Commissioner Rodney Rodney Ellis: the Officials with Lone Star College System and Alief school district said Wednesday they support using a $200,000 Disparity Study Fund that Harris County Commissioners Rodney Ellis and Adrian Garcia developed to help such entities implement a Minorityand Women-Owned Business Enterprise (MWBE) program.

Carlecia Wright, Chief Diversity Officer for Lone Star College System, which 60 percent of its students are of color, said disparity studies are required by law to legally implement a MWBE program.

“That is why Lone Star is committed to doing a disparity study and making sure we implement a program that is race and gender conscious so that we can create opportunities not just for our community,” she said, “but for our future community and for students who inspire to be entrepreneurs.”

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Said Commissioner Garcia: “There’s a lot of strong talk when it comes to celebrating our diversity, but all too often, entities don’t put their money where their mouth is. So, I challenge every educational institution in our region to recognize that when you do disparity studies, you are bringing others to the table. You got to give them the opportunity. So I’m simply saying to every decision maker at every institution from Houston Community College to Lone Star, to San Jac (San Jacinto College), to U of H (University of Houston), to school districts across our region, give people an opportunity.”

As part of the program, the Office of County Administration will work with the County Attorney's Office, the Purchasing Department, and the Department of Economic Equity and Opportunity to

THE DOOR

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SUBCONTRACTORS USA

EWIDE

onomic inority Businesses create a fund for community colleges and school districts in Harris County to conduct disparity studies to determine if MWBE’s are being utilized.

Participating institutions will be required to create and adopt MWBE programs using national best practices to remedy any race and gender disparities identified. Although Harris County is providing seed money, the participating entities will be responsible for most of the costs.

Public entities cannot create a race-conscious MWBE program without first performing a disparity study. Commissioner Ellis initiated Harris County’s disparity study and asked the Port of Houston and the Metropolitan Transit Authority to conduct similar studies. Each disparity study indicated that MWBE’s were not well represented in the procurement process.

their mouth is by taking meaningful steps to provide access to minority-owned businesses.”

Ann Williams, Alief ISD Board President who said she was representing herself at the Wednesday news conference, said school districts across Texas approve almost $5 billion in bonds in November. Now, school board members are faced with trying to develop equity policies.

“We are putting them in place because we want to make sure that our students have access to equitable education,” Williams said. “But what good is it to educate our students and give them access when those who want to work as entrepreneurs or want to become developers ... have no opportunity when they graduate.”

Harris County’s study, for example, showed only 9.1% of the contract dollars go to MWBEs, even though there are many more MWBEs in the region who could meet the County’s procurement needs. Black-owned businesses hold .5% of the contracts offered; Hispanics hold 4.6%; Asians hold .6%; Native Americans hold 0.1%; and White women hold 3.2%.

Multi-jurisdictional disparity studies allow multiple funding partners to pool their financial resources together to conduct and study across various entities. The county’s fund will provide seed funding for participating entities to pool their financial resources together for a multi-organizational study.

Harris County Attorney Christian Menefee said African American-, Latinx-, Asian- and women-owned businesses are just as qualified to receive government contracts.

He thanked Commissioners Ellis and Garcia for funding the program.

“The more time you spend around Commissioner Ellis, you learn that the buzz word is equity,” Menefee said. “What’s important about today is this is Commissioner Ellis and Commissioner Garcia not just using the word but putting their money where

State Rep. Ron Reynolds, who is joining Commissioners Ellis and Garcia in their meetings with college and school district boards, said disparity studies are needed “so we can show in black and white what the numbers are, not what you think they are.

“Not what someone said they were or what you want them to be,” he added. “What they are – facts matter. And the facts are that minorities who are competently qualified and can do the work are historically left behind … because they (decision makers) use the excuse of experience.”

Bishop James W. Dixon, President of the Houston NAACP, agrees.

“Democracy is threatened because the great percentage of wealth is in the hands of a few people,” Bishop Dixon said. “The wealth gap exists because of the disparity as it relates to economic opportunity. We are now going for a disparity study.

Why is it that this is the first time that there has ever been a disparity study in so many of the public agencies?”

Carlecia Wright is the Chair of the Subcontractors USA Advisory Board and the first Chief Diversity Officer of Lone Star College. In this leadership role at Lone Star, she serves as a key member of the administration providing system wide support for recruitment, implementing policies and programs, as well as developing community partnerships that foster equity and inclusion for students, faculty, and staff. Also with previous experience having served as the mayoral appointed Chief Diversity Officer and Director under Mayor Annise Parker and Mayor Sylvester Turner, she has great insight on diversity studies and what this program means for Houston and the state.

Q&A With

Carlecia Wright: SUBC USA: Explain to our readers what this disparity study means for MWBEs? Wright: Commissioners Ellis and Garcia have been and remain true advocates for MWBEs. Commissioner Ellis challenged entities to conduct disparity studies after seeing what the county was spending and that some entities funded with public capital don't have MWBE programs.

This study will help hold entities accountable, illuminating minority businesses in their areas that can provide the services they need, also validating MWBEs in the marketplace. Entities collecting taxpayer money, but not doing business with the community should have a MWBE program in place.

Developed in 2015 by Chancellor Dr. Stephen C. Head, Lone Star already has an active diversity program, but this diversity study will help us track how impactful the program is, also helping us evaluate how we can expand our efforts to do more business with MWBEs. With this proactive program developed by Commissioners Ellis and Garcia, this is a pipeline for our students to succeed as entrepreneurs.

SUBC USA: How can this disparity study fund be impactful for our state?

Wright: As Lone Star College is the largest college in the region and one of the fastest-growing community colleges in the nation, being one of the entities leading the charge and taking on this leadership role is momentous. We are hopeful that many will respond to the call of action set by Commissioners Ellis and Garcia. Some of these entities look at the best practices of their counterparts. Once the results are seen regionally, one can be hopeful about seeing entities conduct disparity studies statewide, with the implementation and expansion of MWBE programs to further the advancement of minority businesses.

For more information about the disparity study and program, please contact the Office of Commissioner Ellis at www.hcp1.net and Commissioner Garcia’s Office at www.hcp2. com. And for more about Carlecia Wright and Lone Star College’s diversity program, please visit www.lonestar.edu.

Source: www.houstontx.gov

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18 | January 2022

SUBCONTRACTORS USA

OIL AND GAS

In Seeking Remedies to

OIL AND GAS PRICES, API Experts Connect the Past, Present and Future

By Stacy M. Brown NNPA Newswire Senior National Correspondent

D

emocrats in Congress reportedly have urged President Joe Biden to combat high gas prices by not releasing barrels from the nation’s Strategic Petroleum Reserve.

Reportedly, the delegation of lawmakers also wants the President to ban oil exports altogether.

“We must use all tools at our disposal to bring down gasoline prices in the short term,” the Democrats wrote in a letter to President Biden.

Reps. Ro Khanna (D-Calif.), Barbara Lee (D-Calif.), Katie Porter (D-Calif.) and Darren Soto (D-Fla.) signed the letter.

Several Senate Democrats also sent a letter to the President.

Oil prices currently stand at about $74 per barrel, a decline of about 10 percent.

Still, with a national average of more than $3.41 per gallon (and a whopping $4.61 in California), many Americans remained skeptical that prices would continue to drop.

Mark Green, a writer for the American Petroleum Institute (API), noted in a recent column that discussions have centered around “the demand-supply mismatch and factors affecting U.S. production, both contributing to higher costs, and the need to support American oil and natural gas.”

“Some think a solution to higher gasoline prices is halting U.S. crude oil exports,” Green wrote.

He said numerous experts have weighed in on that, with IHS Markit cautioning a new crude export ban could make things worse.

API Chief Economist Dean Foreman identified one primary issue.

He told Green that the U.S. energy revolution enabled a resurgence in domestic production, adding 4.5 million barrels per day of crude oil and 1.5 million barrels per day of natural gas liquids between 2008 and 2015. These

new supplies helped to meet domestic demand growth and reduce U.S. crude oil imports by 2.5 million barrels per day over the period.

“Despite this historic progress, the U.S. must still import crude oil for two main reasons,” Foreman noted.

“First, domestic refiners have continued to require heavy grades of crude oil that must be imported. And second, the East and West coasts of the U.S. lack pipeline infrastructure to supply all of their crude oil needs and are most economically supplied by crude oil imports from global markets. Global trade and the specialization in the production of different crude oil grades have served U.S. petroleum markets well.”

After the repeal of the crude oil export ban, the export market increased from 465,000 barrels per day in 10 countries in 2015 to almost 3 million barrels per day to 43 countries in 2019, stated Kevin O’Scannlain, API’s vice president of Upstream Policy.

According to the U.S. Energy Information Administration, domestic production increased by more than 3 million barrels per day – from approximately 9.3 million barrels per day before the ban repeal to about 12.8 million barrels per day at the end of 2019.

When asked what kind of oil (light vs. heavy) is the U.S. primarily exporting, and why is that significant to the U.S. refining sector,” O’Scannlain said many U.S. refineries process a heavier type of crude oil.

Before the repeal of the export ban, it led to an oversupply of domestically

produced light, sweet crude oil – due to expanded shale production from horizontal drilling and hydraulic fracturing.

“Disrupting international oil trade with a U.S. export ban would force buyers to find other oil, which historically has put upward pressure on global crude oil prices,” O’Scannlain told Green.

What is the importance of U.S. crude exports to America’s allies, America’s trade posture, and American security?

O’Scannlain also explained the importance of U.S. crude exports to America’s allies, the United States’ trade posture, and American security.

“Exports to America’s allies enhance

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our relationships because they strengthen our allies and increase goodwill toward the U.S. American foreign policy is further enhanced by reducing the power that foreign suppliers have over our allies,” O’Scannlian explained.

“Exports also reduce U.S. trade deficits and benefit the U.S. economy through job creation, economic growth, and government revenue. U.S. energy producers should not be placed at a competitive disadvantage to anyone, whether it is Russia, Iran, or any oil-producing country.”

He continued: “Further, the flexibility to export products in times of market imbalance helps the industry operate efficiently and maintain production levels. This greatly enhances U.S. energy security by allowing the U.S. to sustain more reliable production levels.”

When asked what would halting U.S. crude experts mean for the global market and whether there are potential longerterm impacts, Foreman noted that sudden removal of roughly 3 million barrels per day of U.S. crude oil supplies would be an enormous shock that could be difficult for global oil markets to accommodate.

“And if that removal of U.S. crude oil supply substantially raised international oil prices, it would likely compound global economic stresses that have not yet resolved following the 2020 COVID-19 recession,” Foreman asserted.

Source: National Newspaper Publishers Association

January 2022 | 19

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20 | January 2022

SUBCONTRACTORS USA

PERMITS

5 Helpful Tips to Quickly Pull Permits on Residential Remodeling Projects To Help Contractors Build Customers’ Dreams

By Helen Callier Contributing Writer

R

esidential housing makes up a large portion of the U.S. Gross Domestic Product (GDP) ranging on average from 4% to 5% according to the National Association of Home Builders. This percentage of GDP includes new homebuilding and remodeling.

In years prior to the pandemic, the residential housing market was often viewed as cyclical and contractors had to manage their businesses accordingly to avoid the busy times. A different paradigm emerged in housing since the pandemic which resulted in a significant increase in remodel work where homeowners signed contracts for expansions, additions, bathroom and kitchen remodels, garage apartments, plus more to create an ideal living experience. Even despite pressures from the high cost of materials over the last couple of years, many residential contractors stayed busy in 2020 and 2021, and some contractors even turned away work.

Here’s what’s interesting. Hot markets bring out the good and the not so good situations. The good is where a reputable contractor provides professional services and quality work in making their customer’s dreams become a reality. The not so good is where a new start-up contractor unknowingly makes a mistake, or less than ethical contractors wanting their slice of the remodeling pie start demolition, hammering, and so on without pulling the proper permits and then walks off the project leaving the homeowner in a bind.

When PermitUsNow’s toll-free line rings with disappointed homeowners seeking a solution or from contractors stepping in to clean up someone else’s mess, our team members relay that building permits are a necessary step in the process of any residential remodeling project.

It is important to get them pulled as soon as possible because they take time and can be difficult to obtain on short notice. Also shared are ways to expedite the permit process so contractors can do what inspires them the most, and that is making customers’ dreams come true!

In addition, when it comes to building permits, some contractors are under the impression that they do not need one. This is a misconception unless the project is in a deep rural area. Building permits are required for any project that will impact or be in contact with your home’s foundation, electrical wiring, plumbing system, and more. It can also help you save money on remodeling projects by protecting against future issues caused by faulty repairs! We’ve compiled below some helpful tips to get your residential remodeling project permitted quickly so you can start making your customers happy.

• Start early to eliminate rushing around at the last minute and missing items in the permit package.

• Perform quality check on construction plans.

• Check the jurisdiction’s website for any changes in permitting processes, new operating hours, updated forms, and so on.

• Ask questions of City’s Permitting Plan Reviewers to address any areas of concern in meeting building codes.

• Confirm trades are prepared to pull permits to avoid any hiccups once construction gets started.

At PermitUsNow, we are committed to pulling permits for our architect, contractor, and project owner clients without delay, eliminating their frustrations with the permitting process. Plus, we make it easy for you to work with us. Simply 1) Email us your plans, 2) Follow up on our feedback for any missing items, and 3) Let us get your permitting done for you. So, send us your plans today and we’ll free you up to focus on doing what you love - building your customers’ dreams.

Call the PermitUsNow team at 1.844.PERMIT.4 if you need assistance with permits.

Visit us on the web at permitusnow.com.

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#BuildSafe

January 2022 | 21

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22 | January 2022

SUBCONTRACTORS USA

SAFETY

Statement on the Status of the

OSHA COVID-19 Healthcare ETS

By Subcontractors USA News Provider

O

SHA recently announced that it intends to continue to work expeditiously to issue a final standard that will protect healthcare workers from COVID-19 hazards, and will do so as it also considers its broader infectious disease rulemaking. However, given that OSHA anticipates a final rule cannot be completed in a timeframe approaching the one contemplated by the OSH Act, OSHA also announced last month that it is withdrawing the non-recordkeeping portions of the healthcare ETS. The COVID-19 log and reporting provisions, 29 CFR 1910.502(q)(2)(ii), (q)(3)(ii)-(iv), and (r), remain in effect. These provisions were adopted under a separate provision of the OSH Act, section 8, and OSHA found good cause to forgo notice and comment in light of the grave danger presented by the pandemic. See 86 FR 32559.

With the rise of the Delta variant this fall, and now the spread of the Omicron variant this winter, OSHA believes the danger faced by healthcare workers continues to be of the highest concern and measures to prevent the spread of COVID-19 are still needed to protect them.

Given these facts, and given OSHA’s anticipated finalization of this rule, OSHA strongly encourages all healthcare employers to continue to implement the ETS’s requirements in order to protect employees from a hazard that too often causes death or serious physical harm to employees.

As OSHA works towards a permanent regulatory solution, OSHA will vigorously enforce the general duty clause and its general standards, including the Personal Protective Equipment (PPE) and Respiratory Protection Standards, to help protect healthcare employees from the hazard of COVID-19. The Respiratory Protection Standard applies to personnel providing care to persons who are suspected or confirmed to have COVID-19. OSHA will accept compliance with the terms of the Healthcare ETS as satisfying employers’ related obligations under the general duty clause, respiratory protection, and PPE standards. Continued adherence to the terms of the healthcare ETS is the simplest way for employers in healthcare settings to protect their employees’ health and ensure compliance with their OSH Act obligations.

OSHA believes the terms of the Healthcare ETS remain relevant in general duty cases in that they show that COVID-19 poses a hazard in the healthcare industry and that there are feasible means of abating the hazard. OSHA plans to publish a notice in the Federal Register to implement this announcement.

For more information, please visit osha.gov.

Source: Occupational Safety and Health Administration (OSHA)

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January 2022 | 23

SUBCONTRACTORS USA

SAFETY

The Role of Employers in Responding to COVID-19

By Subcontractors USA News Provider

U

nder the OSH Act, employers are responsible for providing a safe and healthy workplace free from recognized hazards likely to cause death or serious physical harm.

As we are still in the midst of the pandemic, employers should continue to engage with workers and their representatives to determine how to implement multi-layered interventions to protect unvaccinated and otherwise atrisk workers and mitigate the spread of COVID-19, including: • Facilitate employees getting vaccinated.

• Implement physical distancing in all communal work areas for unvaccinated and otherwise at-risk workers.

• Provide workers with face coverings or recommended surgical masks as appropriate, unless their work task requires a respirator or other PPE. • Educate and train workers on your COVID-19 policies and procedures using accessible formats and in languages they understand.

• Suggest or require that unvaccinated customers, visitors, or guests wear face coverings in public-facing workplaces such as retail establishments, and that all customers, visitors, or guests wear face coverings in public, indoor settings in areas of substantial or high transmission.

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• Maintain Ventilation Systems.

• Perform routine cleaning and disinfection.

• Record and report COVID-19 infections and deaths.

• Implement protections from retaliation and set up an anonymous process for workers to voice concerns about COVID-19-related hazards.

• Follow other applicable mandatory OSHA standards.

Businesses with fewer than 500 employees may be eligible for tax credits under the American Rescue Plan Act if they provided paid time off from April 1, 2021, through September 30, 2021, for employees who decided to receive the vaccine or to accompany a family or

household member to receive the vaccine and to recover from any potential side effects from the vaccine.

All of OSHA's standards that apply to protecting workers from infection remain in place.

For more information, please visit osha.gov.

Source: Occupational Safety and Health Administration (OSHA)

24 | January 2022

SUBCONTRACTORS USA

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January 2022 | 25

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26 | January 2022

SUBCONTRACTORS USA

Higher STARTING WAGE for CapMetro Operators and Mechanics TRANSPORTATION

By Subcontractors USA News Provider

C

apital Metro was excited to announce that members of the Amalgamated Transit Union (ATU) would consider an agreement that would significantly increase the hourly wage for bus operators and mechanics.

Since the beginning of August 2021, CapMetro has been actively recruiting to hire more than 100 bus operators and mechanics to add to its workforce. ATU Local 1091, which represents Capital Metro bus operators and mechanics, has now reached a tentative labor agreement with CapMetro’s service contractor, MV Transportation, that would increase wages for these staff members.

“Our staff has been on the frontlines of the pandemic for the last two years, so this is not only a great way to support our workforce but also to ensure that we are providing equitable, competitive wages and benefits to such dedicated public servants,” said Capital Metro Deputy CEO Dottie Watkins. “I was once a bus operator myself, so I know how important it is to take care of those who make it possible for us to serve customers.”

Bus operators are expected to start at a wage of $22 per hour and mechanics would earn at least $31 per hour. Based on annual sal-

ary assumptions, bus operators could earn between $54,000-$76,000 per year, and mechanics could earn between $71,000-$84,000 as they continue their careers at CapMetro. These new wages represent an increase of up to 30% for operators and up to 13% for mechanics compared to their current wage. All new staff would be offered full benefits, including medical, dental, vision, a 401(k)-retirement plan and more.

To support the effort to continuously improve service to customers, the agreement calls for cash incentives to both operators and mechanics based on performance goals, with an emphasis on safety and attendance. The wage structure also rewards and incentivizes retention through increasing the staff’s hourly rate the longer they serve.

Candidates with or without a Commercial Driver’s License are encouraged to apply. Paid training is offered to assist those who need to obtain a commercial license.

Those looking to join the Capital Metro family can visit CapMetro.org/Jobs. There is a $3,500 hiring bonus for some qualified candidates.

For more information on the vote on approval of the labor agreement and when it goes into effect, please visit www.CapMetro.org.

Source: CapMetro

TRANSPORTATION

Hillwood Urban and DART Partner to Bring Victory Station Plaza

By Subcontractors USA News Provider

H

illwood Urban and Dallas Area Rapid Transit (DART) have partnered to build Victory Station Plaza, bringing a one-acre public green space to the heart of Victory Park, adjacent to the DART Victory Station with direct connectivity to DART's transit system. The large, landscaped plaza is located across the street from the American Airlines Center and adjacent to Victory Commons One, Hillwood Urban's new 365,000 square foot Class-A office building. Both the new Plaza and Victory Commons were completed late last year.

"This was a terrific partnership with DART, where together, we were able to bring a great new public park into an urban environment that will enhance the quality of life for those who work, live and travel throughout Victory Park

and beyond," said Ken Reese, executive vice president of Hillwood Urban.

"This Park space was always part of DART's plan for this land going back 20 years to when Hillwood originally built the AAC. We are excited to help make this happen and enhance the neighborhood, not to mention provide great views from the office space overlooking the park."

The football field sized plaza, designed by TBG Partners, was designed for the DART commuter, the arena

sports fan, the office worker and the people and pets that call Victory Park home. Commuters who travel to or through Victory Station will be able to take advantage of the Plaza. DART's Victory Station was opened in 2001 and is served by the DART Light Rail Green and Orange Lines and Trinity Railway Express, as well as DART Light Rail Red and Blue Lines used for special events. As with all DART stations across the North Texas region, Victory Station was developed with a focus on art as well as function, including unique elements by renowned local artist Pamela Nelson that reflect the neighborhood and residents it serves.

"The new Victory Station Plaza is a fantastic opportunity to provide much needed green space to the area while ensuring our passengers have enhanced access to Victory Station," said Nadine Lee, president & CEO at DART. "We continue to see the movement by both developers and communities to

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provide housing and activity centers near rail stations. Connectivity and access to public transit are increasingly important in our rapidly urbanizing Dallas-Fort Worth region."

From office towers to corporate campuses, Hillwood Urban has built a reputation for its ability to bring key partners together to create activated environments that inspire and attract talent. Offering a unique urban office environment, Victory Commons will offer a large outdoor rooftop terrace with views of the Dallas skyline as well as a ground floor tenant lounge and coffee bar. Hillwood Urban is working to bring the first downtown Dallas skyscraper in more than three decades, Field Street Tower, to the Uptown neighborhood.

For more information, please visit dart.org.

Source: Dallas Area Rapid Transit (DART)

January 2022 | 27

SUBCONTRACTORS USA

SMALL BUSINESS ON THE MOVE Take your company to new heights!

ARCHITECTURE/ ENGINEERING & CONSTRUCTION

PROFESSIONAL SERVICES

GENERAL SERVICES

SUPPLIES & EQUIPMENT

METRO’s OFFICE OF SMALL BUSINESS OFFERS: • Outreach • Certification • Compliance

• Virtual one-on-one • Small Business University (SBU) • Business Development

For more information, contact METRO’s Office of Small Business at smallbusiness@RideMETRO.org or call 713.739.4844.

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28 | January 2022

SUBCONTRACTORS USA

PORT HOUSTON Restoration and Upgrade Project TRANSPORTATION

at Barbours Cut Terminal

By Subcontractors USA News Provider

P

ort Houston has obtained an infrastructure grant for the rehabilitation of 2,667 feet of Wharves along the channel and the reconstruction of 87.5 acres of the container yard at the Barbours Cut Container Terminal facility. The work will be performed between July 2022 through September 2027.

The project will improve terminal efficiency to handle the current and future demand of cargo calling at Barbours Cut Terminal. With the rehabilitation of Wharves 4, 5 & 6, all wharves will be able to accept Post-Panamax ships, and service them with 100-foot gage cranes. The reconstructed yards will improve traffic safety and allow for more dense container stacking.

The new pavement will be stronger than the existing pavement, which has been compromised from many years of wear and tear.

The project will not adversely impact the surrounding area or the environment; the project is under review in accordance with the National Environmental Policy Act. This project will not increase container truck traffic to the facility; this is a reconstruction/ rehabilitation project, not an expansion or increase in facilities. Traffic during construction will also be minimized. Construction will be performed in subphases which will minimize construction traffic to and from the terminal. Construction traffic will generally be limited to not conflict with rush hour traffic.

The wharves will be constructed in two phases. Each phase will comprise approximately 1,333 feet.

The scope of work along the wharves includes: • A new line of drilled shafts to support the new waterside and landside crane beams and crane rails • Rail for the 100-foot gage cranes, fenders, ladders, and bollards • New Stevedore Support Buildings for Port Operations and a break room and bathroom facilities for usage by stevedores • Minimal dredging activities, limited to a 10-feet width, along the 2,666 linear feet of wharf The container yard will be reconstructed in several phases.

Container Yards 4 and 5 North (CY 4N, CY5N) comprising approximately 18 acres, Container Yard 6 (CY6) comprising approximately 40.5 acres, and Container Yard 7 (CY7) comprising approximately 29 acres.

The scope of work for the entire 87.5 acres of container yard includes: • The replacement of approximately 87.5 acres of pavement with pavement markings and signage • Construction of a storm water collection system, water lines (potable and fire suppression), and sanitary sewer lines to replace all portions within the new pavement area • Construction of new, electrical infrastructure, including lighting, and outlet plugs for refrigerated containers For further information, please contact Environmental@ porthouston.com or visit www.porthouston.com.

Source: Port Houston

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SUBCONTRACTORS USA

TRANSPORTATION

CONTAINERS

Surpass 3 Million TEUs at Port Houston

By Subcontractors USA News Provider

P

ort Houston saw its busiest year ever for containers last year. TEUs in October were 328,486, which was 11% more than October 2020, and November followed with 314,576 containers, 20% more than the same month last year.

Year-to-date through November, container TEUs are up 16% at Port Houston, reaching 3,150,062 TEUs and already exceeding the complete 2020 annual TEUs of 3,001,164, which was a record year.

November 2021 was the 9th consecutive month of double digit growth at Port Houston for TEUs. After a slow start to the year at Port Houston’s multi-purpose facilities, steel jumped 182% in October and 226% in November. Steel is up 48% year to date through November. Other sectors also saw increases in recent months, including lumber, up 230% year to date, and bagged goods, up 39% year to date. Auto units are up 13% year to date through November. Page 2 of 2

“The surge in demand is still felt throughout the supply chain, especially as importers rush product to the shelves for the holidays and build inventories in advance of temporary factory closures during Chinese New Year. We are expecting high levels of imported containers to continue well into 2022 and Port Houston is preparing to meet that demand,” said Roger Guenther, Executive Director at Port Houston. “Port Houston is accelerating expansion projects such as widening and deepening of the Houston Ship Channel to allow for neo-panamax vessels, adding additional wharves and container yard space to handle our fast-growing business, and developing of our regional maritime workforce.”

Port Houston is actively working with the local International Longshoremen Association (ILA) to ensure future labor availability through training and added support to prepare for future demand.

The partnership has proved beneficial as more crane operators and maritime workers join the workforce to support port operations.

Port Houston container terminals are currently ranked 6th in the nation. Recently the U.S. Army Corps of Engineers released their rankings and the Houston Ship Channel once again ranked number one in total tonnage in the United States.

The Channel, which is made up of more than 200 public and private terminals, handled more than 275 million short tons of cargo during 2020, exceeding the next largest port by more than 50 million tons.

For more information, please visit www.porthouston.com.

Source: Port Houston

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