Pac Mountain outlines four-year regional workforce plan, emphasizes employer-focused training

Pacific County commissioners heard a presentation Jan. 20 from William Westmoreland, chief executive officer of Pac Mountain, the regional workforce development board, on the board's annual report and a required four-year strategic plan that covers Thurston, Lewis, Pacific, Mason and Grays Harbor counties.

The presentation said Pac Mountain is shifting toward employer-driven hiring strategies, expanding access to industry-recognized credentials, and decentralizing youth and adult services so local partners can run smaller, community-specific projects. "We are demand driven. We're here to serve employers first," Westmoreland said.

Why it matters: the board said these changes reflect federal and state funding requirements and local labor-market needs. Westmoreland told commissioners the region lost roughly $1.3 million to $1.4 million in revenue and resources across three years during and after the pandemic and that WIOA formula funding now represents a smaller portion of Pac Mountain's budget than it once did. The plan is intended to guide how limited funds are targeted to occupations employers are struggling to fill, and to expand opportunities such as short-term credentialing and employer internships.

Key details: Westmoreland said Pac Mountain's program year is labeled by its starting year; program year 2023 (PY23) recently ended and PY24 is under way. The annual report and strategic plan are posted on Pac Mountain's website, the presentation said. The regional plan lists six priority sectors selected because the five-county region is diverse and a single set of priorities would not serve all communities equally.

Program changes and pilots: Westmoreland described two pilots to decentralize services: smaller contracts with organizations that already serve youth (for example, Boys & Girls Clubs and YMCAs) to deliver work experience and training, and a similar approach for adult dislocated worker programs. He said one previously funded cohort program placed more than 100 people and that Pac Mountain later secured roughly $385,000 to expand cohort training. The board also operates WorkX, a transition program connected to Joint Base Lewis-McChord that places separating service members in 180-day internships with private employers.

Funding and strategy: Westmoreland said the mix of funding is changing, with state investments (notably the "economic security for all" initiatives) increasing Pac Mountain's flexibility to spend more time with clients and address barriers to sustained employment. He said the share of WIOA formula funding in the organization's budget has fallen from around three-quarters historically to a lower share (remarks variously stated at about 39'46 percent depending on the cycle), reflecting new state and competitive funds.

Local impact: Commissioners and community members at the meeting praised Pac Mountain's cohort training and local outreach. One commissioner noted a recent cohort in Pacific County that produced multiple hires in manufacturing and construction, and local officials said employer engagement and targeted neighborhood outreach are already producing job matches.

Limits and next steps: Westmoreland acknowledged regulatory complexity and said Pac Mountain remains open to feedback. The four-year plan runs through June 2028 and aims to increase employer-job seeker engagement, expand access to industry-recognized credentials and integrate services and data across partners to improve local service delivery.

Ending note: Westmoreland and commissioners encouraged community partners to refer employers and job seekers to Pac Mountain resources and noted Pac Mountain will continue to update local elected officials as implementation progresses.