LA County Public Works is eager to work with you – contractors and communities – to achieve the goals of the Local Worker Hiring Program. We want to increase local participation in the construction of capital projects and create job opportunities within the County’s most economically challenged communities.
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What is the Local and Targeted Worker Hiring Program?
Los Angeles County’s Local and Targeted Worker Hiring Policy was adopted by the Board of Supervisors in October 2016 to ensure that local workers have employment opportunities on projects within their own communities. This policy sets a goal to hire 30% Local Workers and 10% Targeted Workers on all County capital and construction projects valued at $500,000 or more.
Who may qualify as a “Local Worker”?
Local Workers are residents living in specific communities where the average percentage of households are living significantly below the Federal Poverty Level (FPL).
Who may qualify as a “Targeted Worker”?
A Targeted Worker is a County resident who has career-limiting circumstances, such as:
- Documented annual income at or below 100% Federal Poverty Level
- Current recipient of government cash or food assistance benefits
- No high school diploma or GED
- Protracted unemployment (six months or more)
- Low level of literacy
- Disabled
- English language learner
- Homeless or has been homeless within the last year
- Custodial single parent
- History of involvement with the criminal justice system
- Former foster youth
- Older individual (55+)
- Eligible migrant and seasonal farmworker
- Veteran or eligible spouse of a veteran
- Multi-Craft Core Curriculum (MC3) Program graduate
Learn more about the County’s Local & Targeted Worker Hiring Policy
Benefits of the Local & Targeted Worker Hiring Program:
Retain and create jobs in communities that need them most
Provide opportunities and life-long skills that can become real careers
Provide second chance and hope to those facing barriers of employment
Stimulate local economy
Promote small business
Frequently Asked Questions
What is a Certified Payroll Record (CPR)?
A CPR is a payroll report submitted by contractors and subcontractors that details worker’s name, job classifications, hours worked, wages, and fringe benefits to verify compliance with prevailing wage laws and workforce requirements.
Where are the CPRs submitted?
All CPRs are submitted on both the DIR and the LCPtracker, the County’s electronic certified payroll reporting system. Contractors and subcontractors are responsible for ensuring that their own records, as well as those of all lower-tier subcontractors, are accurately entered and submitted on time.
How frequent are CPRs submitted?
CPR’s on the DIR must be submitted at least monthly or more frequently if more frequent submission is required by the contract with the awarding body. The best practice is to submit the records weekly or at the conclusion of each payroll period. Submission requirements for the County may vary depending on the specific terms outlined in the project contract.
Who is responsible for setting up lower-tier subcontractors in LCPtracker?
The prime contractors and higher-tier contractors are responsible for setting up and managing LCPtracker accounts for all lower-tier subcontractors on each project.
What are Local and Targeted hiring goals and requirements?
| Project Budget | Local Worker Goal | Targeted Worker Goal | Requirement Type |
| Over $2.5 million | 30% | 10% | Mandatory |
| $500,000 – $2.5 million | 30% | Not required | Best Efforts |
| Affordable housing (>$2.5M) | 30% | 10% | Best Efforts |
What are the consequences if the prime contractor fails to achieve the 30% local worker hiring participation for a Best Efforts project?
If the prime contractor does not meet the 30% local workers hiring participation percentage for a Best Efforts project, they are required to provide a letter on company’s letterhead, documented evidence of sourcing and recruitment efforts made to achieve the 30% local workers hiring participation percentage. This documentation is necessary to facilitate project closeout.
Can contractors appeal or avoid penalties?
Yes, contractors may be deemed compliant if they:
- Follow all outreach procedures
- Contact relevant workforce agencies
- Document their hiring attempts
- Receive no referrals within 48 hours of request from those agencies
When are withholdings applied to a project?
Withholdings are applied to mandatory projects that have not met the 30% Local Worker and/or 10% Targeted Worker requirements.
Are withholdings applied on a Best Efforts project?
No, withholdings are not applied to Best Efforts project. They are only applied on mandatory projects.
Should the compliance analyst from Business Relations and Contracts Division (BRCD) be included in the pre-construction meetings?
Yes, it is important to include the project and labor compliance analysts from BRCD in pre-construction meetings to ensure all compliance expectations and hiring policy are clearly communicated and understood.