2017-483-E Finance - Orange County Living Wage - Outside Agency Performance Agreement

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DocuSign Envelope ID:ODO4B5DD-363F-41 FF-BD24-FAD291133B51 EXHIBIT A PROVIDER'S OUTSIDE AGENCY APPLICATION Chapel Hill-Carrboro school employees live in the city. Of UNC-Chapel Hill employees, 49% live in the county, and only 18% of UNC Health Care employees live in Chapel Hill zip codes. If the wages of some of these workers are raised so that their employers can become certified by Orange County Living Wage, more will be able to afford housing in the county and thereby funnel more of their pay checks into the local economy. f) Who is your target population of individuals to benefit from this program and how will they be identified and connected with the program? County employers who pay their employees a living wage will benefit from being publicly recognized. Hopefully, this publicity will encourage employers who do not meet our criteria to re-examine their business plans and work out a way to raise their wages. Employees of certified businesses will benefit, particularly if the employer raised wages in order to qualify for certification. Through January 2017, Orange County Living Wage had certified 109 employers with a total of 6,966 employees. Of these employees, 317 received pay raises so that the employer would qualify for certification. The combined annual pay raise for these 317 employees (all at the lower end of the pay scale) is $564,477, which amounts to an average $1,780 pay hike per employee. A notable example of an employer raising wages in order to qualify for certification is Carol Woods Retirement Community. The organization raised the wages of 58 of its total 335 employees by a combined $220,000 annually in order to become a Certified Orange County Living Wage employer. We are also anticipating a major pay hike by Chapel Hill-Carrboro City Schools in coming months in order to continue to meet our 2017 threshold of $13.15/hour for all full-time and part-time employees. Since employers have gone on public record as supporting a living wage, the wage structure for all of their employees is likely to be more secure. When wages are raised for employees who are under the threshold, some employees who are already over the threshold are likely to receive raises as the wage structure is revamped. Our organization is particularly concerned about employees who do not make a living wage. We will continue to reach out specifically to businesses in industries known for low wages, such as restaurants, child care, elder care, home health, housekeeping services, and retail. g) Describe the credentials of the program manager and other key staff. (Ex. Identify Program Manager and credentials, describe training provided to volunteers, etc.) Kimberly Brewer has been a resident of Chapel Hill since 1982. She is an Associate Director at Tetra Tech, an international environmental engineering consulting firm, where she has been a project manager since 1996. For eight years, she served as the Director of Resource Conservation and Project Manager for Triangle J Council of Governments, in addition to its DO NOT SUBMIT THIS PAGE 12/15/2016 9:57:17 AMII'age 21 ,r 32