Transcript Highlights:

• We're looking at $50,000 plus just to train our dogs. It's a 24-month training process.
• What skills?
• So the training for 24 months, really the training is more of an 18-month training program, but for the
• So the training for 24 months, really the training is more of an 18-month training program, but for the
• There's a skill called get help.

Committee: House Veterans and Armed Forces

Transcript Highlights:

• And then 100% on skills and 88% on written, all for those firsts.
• Open to not just skill centers, but also high school-based programs.
• It doesn't take a lot of time to do some of the basic training elements.
• Their skills range from welders and engineers to cybersecurity experts.
• Last year, we provided 56 hours of teacher training for marine safety.

Committee: House Education

Summary: The House Education Committee heard status reports on career and technical education (CTE), including OSPI’s implementation of 2024 legislation on allied health pathways and a statewide CTE task force, a Core Plus Maritime update, and a longitudinal study from Education Northwest on CTE access and outcomes. OSPI described work with health agencies and employers to develop allied health bridge programs such as home care aide to nursing assistant, update curriculum and equivalency frameworks, align CIP codes, and support schools with guidance and grants. The agency also reported strong results from nursing simulation investments, including a 97% first-time pass rate for nursing assistant certification among skill center recipients, and said the task force created by later legislation has expanded membership, is meeting remotely, and is due to report recommendations by November 2026. Committee members asked about health profession commissions, rural district access, employer partnerships, and data updates; OSPI said outreach is ongoing and that local program variation reflects regional labor markets. Core Plus Maritime presenters said the program is expanding from traditional maritime and manufacturing pathways into middle school and marine transportation, using low-cost ROV curriculum, ferry and Sea Scout experiences, and teacher training in marine safety. Employer representatives from the Northwest Marine Trade Association, American Seafoods, and Vigor Marine Group said the maritime sector needs a strong workforce pipeline, supports family-wage jobs, and is investing in student opportunities, including career fairs, materials for school shops, and a planned student welding competition. A teacher from South Kitsap High School said Core Plus Maritime gives students a clear pathway into maritime careers and has helped connect students to jobs and further training. The committee briefly discussed water safety instruction, and presenters said students are also encouraged to earn boater education cards. Dr. Sam Riggs of Education Northwest presented findings from a statewide longitudinal study of roughly 750,000 students from 2013-14 through 2023-24. The study found that CTE participation is very high and has grown over time, with nearly all students earning at least some CTE credit and about 45% earning two or more credits in a single pathway. Access to pathways is uneven: suburban, higher-income, and larger schools offer more pathways than rural, lower-income, and smaller schools. Students who earned more CTE credits, especially within a single pathway, were more likely to graduate on time and, in several clusters such as manufacturing, transportation, agriculture, and architecture/construction, had stronger postsecondary certificate attainment and higher earnings years later. Riggs said the data suggest CTE is especially beneficial for male students and that the state should examine barriers to deeper participation and consider whether the graduation requirement should better encourage pathway depth while preserving flexibility and exploration.

Transcript Highlights:

• And the reality is you're not really going to be able to train your way out of that skills gap.
• And the reality is you're not really going to be able to train your way out of that skills gap.
• We train them up. We give them as Microsoft offers a lot of free training.
• I mean, it sounds like you all have training programs, or is it also up to the agency to keep their skills
• And so the training has got to be a push-me-pull-me. We provide training.

Summary: The Assembly Select Committee on Cybersecurity and the Assembly Committee on Emergency Management held a joint informational hearing focused on maximizing the value of state cybersecurity investments, especially by fully using security features already included in existing vendor contracts. The first panel included representatives from Microsoft, Zscaler, and Palo Alto Networks, who described the products and services they provide to California and generally agreed that agencies often have strong adoption in some areas but still face challenges from tool overlap, limited staff, lack of awareness of available features, and the need for ongoing training and configuration support. They also discussed major threats such as ransomware, data loss, attack-surface exposure, IoT/OT vulnerabilities, and the growing role of AI in both attacks and defenses. Members pressed the vendors on whether state departments underuse purchased cybersecurity tools, how to improve utilization, and how to address the cybersecurity workforce shortage. The vendors said utilization is often constrained by staffing, procurement complexity, and the need to align tools with agency missions and maturity levels, but emphasized that training, leadership buy-in, and regular vendor-agency collaboration can improve results. They also discussed how AI can help with phishing triage, data-loss prevention, and security operations, while warning that agencies must manage AI safely and with human oversight. The second panel featured officials from the Department of Technology, Cal OES/CalSIC, and the California Military Department. They described statewide oversight efforts including audits, independent security assessments, continuous monitoring, advisory services, vulnerability disclosure programs, and workforce development initiatives such as the Information Security Leadership Academy and Cybersecurity Education Summit. Officials said some underutilization is real, but it is often tied to differing agency maturity, overlapping tools, and deliberate feature restrictions to reduce attack surface and complexity; they emphasized a balanced approach using people, process, and technology, with plans of action and milestones to hold departments accountable. They also noted federal uncertainty around MS-ISAC and the state and local cybersecurity grant program, saying California is advocating through federal partners and monitoring the impact. The hearing ended after public comment and adjournment.

Transcript Highlights:

• Thank you so very much. necessary skills to effectively retain necessary skills to effectively retain
• </c> prepared and equipped the right skills. prepared and equipped the right skills.
• Swinson, happy to. actual training that leads to actual training that leads to credentials?
• </c> training program? Uh to the testifier. training program? Uh to the testifier.
• skills.

Committee: Senate Jobs and Economic Development

Transcript Highlights:

• Ashley De La Rosa with Building Skills Partnership in support.
• Our training providers experience the same challenges.
• I did real training. I served on real fire lines.
• naloxone administration to the training they already receive.
• I'm the Secretary of Building Skills Partnership.

Summary: The committee heard a series of bills focused largely on labor, education, workforce, and public employment issues. AB 65 would provide public school employees up to 14 weeks of leave with full benefits for pregnancy and pregnancy-related health issues; supporters said current rules force educators to exhaust sick leave and suffer long-term retirement penalties, while the bill’s author noted it mirrors budget trailer language. AB 1818 would change HEERA procedures for CSU bargaining by shifting certain renegotiation disputes to PERB; Teamsters and other labor groups supported it as a way to stop CSU from unilaterally refusing agreed raises, while CSU moved from opposed to neutral after amendments. AB 1940 would explicitly reference menopause, perimenopause, and postmenopause in workplace protections; supporters said it would clarify rights and improve awareness, while business opposition argued existing reasonable-accommodation law already covers these issues and warned of expanded liability. AB 1534 would add guardrails for new short-term Workforce Pell programs, including tuition caps, limits on income-share agreements, and transparency around partnerships with unaccredited entities; the author later said the bill would be amended to include private institutions. AB 1896 would bar people who participated in immigration enforcement from holding California public jobs during a specified period; supporters framed it as a public-trust measure, while police and public-safety groups opposed categorical exclusion and urged a more individualized vetting approach. AB 2300 would streamline distribution of WIOA workforce funds and reduce delays in local workforce board contracting, with supporters emphasizing faster service delivery and no reduction in accountability. AB 2223 would require CDCR to report standardized data on contracted medical and mental health staffing, vacancies, and costs, following an audit that found heavy reliance on contractors and poor transparency. AB 2483 would create a pathway and certification for formerly incarcerated firefighters to move into firefighting careers after release, with strong support from the author and witnesses who described the work as a real career path and reentry opportunity. AB 2142 would require temporary classified school employees working more than 75% of the school year to receive permanent-employee benefits and protections; school administrators and community college groups opposed it as too rigid for grant-funded and fluctuating positions. AB 2367 would require quarterly reporting from state-run health care facilities on vacancies, overtime, registry/contract staffing, and missed staffing minimums, building on state auditor recommendations; health care workers supported it as a transparency and accountability measure. Several measures were voted out of committee or placed on call. AB 1818, AB 1534, AB 2300, AB 2483, and AB 2223 all received do-pass votes to the Senate Appropriations Committee, though each was placed on call after roll call. AB 65 and AB 1940 also advanced on do-pass motions but were placed on call. AB 2142 received a do-pass vote with opposition and was placed on call. S.J.R. 15, a resolution urging Congress to protect California employers from higher federal unemployment taxes tied to the state’s UI debt, drew divided testimony: business groups supported it, while labor and some members argued California should solve the problem itself and keep the unemployment system solvent; the resolution was also placed on call. The transcript also included committee discussion about working with authors on amendments, especially for AB 1940 and AB 1534, and several members noted support or co-authorship while raising concerns about implementation details and fiscal impacts.

Transcript Highlights:

• Week 8 centers on job-specific skills development, offering hands-on training in areas like customer
• Paul, who together have created a place where dads get job training and parenting skills they need in
• Paul, who together have created a place where dads get job training and parenting skills they need in
• Paul, who together have created a place where dads get job training and parenting skills they need in
• Paul, who together have created a place where dads get job training and parenting skills they need in

Committee: Senate Jobs and Economic Development

Transcript Highlights:

• If you came in and you were given a plan, that plan would include education, job skill training, etc.
• </c> would include education, job skill would include education, job skill training,<00:04:26.080><c>
• I'm frustrated that some training, etc.
• </c><00:04:42.480><c> and</c> And that if we are offering training and And that if we are offering training
• </c><00:04:52.880><c> we're</c> but the NCCR designation training we're but the NCCR designation training

Committee: Joint Economic and Workforce Development

Transcript Highlights:

• training.
• take the training.
• Some of the training, but not all of the training.
• the officers themselves trained and go through the training process.
• ethics training, Section 4 training, and ensuring hearing...

Summary: The Joint Legislative Audit and Review Committee subcommittee heard three State Auditor’s Office performance audits: implementation of the Law Enforcement Training and Community Safety Act, Washington’s digital equity planning, and the Department of Commerce’s Digital Navigator Program. In the law enforcement training audit, the State Auditor found the Criminal Justice Training Commission had developed most required training content but had not developed all required topics, lacked a systematic project management approach, and had weak tools to ensure participation and compliance. Auditors said most officers had not completed the required 40 hours, patrol tactics training was a major bottleneck, and the Commission’s reporting did not clearly show statewide compliance. The Commission said it generally agreed with the recommendations and had begun implementing some changes. Committee members raised concerns about staffing, liability, incentives, and whether the law had enough enforcement “teeth.” In the digital equity audit, auditors said Washington lacked a comprehensive, unified statewide plan, a designated leader, and reliable funding for digital equity efforts. They said existing plans were fragmented, with the NTIA-approved plan the most complete but no longer fully funded after federal changes. The State Auditor recommended the legislature establish oversight authority and require a lead organization to coordinate and evaluate statewide digital equity efforts and develop a unified plan. The Department of Commerce and Office of Equity agreed with the need for clearer leadership and coordination, and a public witness described ongoing coalition and local planning work. Committee members asked about best practices from other states and whether the auditor could provide additional research on coordination models. In the Digital Navigator Program audit, the State Auditor concluded Commerce did not consistently follow core grant-management practices, including competitive award processes, vetting of grantees, clear contracts, performance monitoring, and reimbursement controls. Auditors said Commerce expanded grants without a new competition, lacked adequate documentation and reporting, and paid out millions without sufficient support; they also cited management decisions that overrode staff concerns. Commerce said it had already begun major contract-management reforms, created a new contracts and compliance structure, and was working on risk assessments, documentation standards, and staff training. Members pressed Commerce on accountability, possible recoupment of improper payments, ethics issues, and whether the agency had clear performance metrics for the program. No votes were taken, and the hearing ended after public testimony and committee discussion.

Transcript Highlights:

• They help create for nursing and give them skills and training for weeks and for those people to become
• Since 1990, we have helped thousands of job seekers and business owners gain the education, training,
• Among them, over 630 enrolled in job training, with an impressive 74% completion rate.
• and resources to education training and resources to thrive<00:04:47.759><c> we</c><00:04:47.880><c>
• </c> entrepreneurs and and set up the skills entrepreneurs and and set up the skills that<00:13:25.440

Transcript Highlights:

• Apprenticeship is a training platform to bring in new workers and skill them up, and then they're specific
• Apprenticeship is a training platform to bring in new workers and skill them up, and then they're specific
• So the benefit for the employers and being a training agent is employers want skilled workers.
• They can skill up to the occupation at the highest standard in the state, with the on-the-job training
• We need training agents.

Summary: The work session focused first on Washington’s apprenticeship system, especially building trades programs and support services. Labor and Industries staff explained how registered apprenticeship works in the state, including the role of the Washington State Apprenticeship and Training Council, the requirements for paid on-the-job training and classroom instruction, and the difference between apprenticeship and pre-apprenticeship. Panelists emphasized that apprenticeship is tied to actual jobs and training agents, and that many waitlists reflect a shortage of job openings and employer participation rather than a lack of interest. They also discussed youth apprenticeship, the growth of apprenticeship and pre-apprenticeship programs, and the use of Career Bridge and L&I’s database to help people find programs. Representatives asked whether the state should expand apprenticeship programs and how people can find openings. Speakers said more programs alone would not solve the backlog without more employers signing on as training agents and more apprenticeship utilization on projects. The panel also highlighted the Constructed Career Initiative, a grant-funded navigation and support program that helps people enter and stay in building trades apprenticeships through outreach, case management, and wraparound aid such as transportation, tools, and work clothes. A related nonprofit, Build Up, described similar support services, including prison-based boot and PPE programs and assistance for reentry participants. The panel said these services are especially important because apprentices often face unstable income, housing, food, and transportation barriers. The panel also discussed House Bill 2084 and the new Construction Training Pathway Oversight Committee, which is examining construction training in correctional facilities and how to create clearer pathways from prison-based training to apprenticeship, college, or work. Speakers said the committee is still in its early stages and will report to the legislature. The session ended with committee members thanking the panel and noting the importance of support services and referral networks for apprentices. The meeting then resumed at Renton Technical College, where college leaders and faculty discussed serving non-traditional students. The college reported strong enrollment growth, a median student age of 30, a diverse student body, and high job placement rates, while also noting significant budget cuts and program reductions from the prior year. Health care and early childhood education programs were highlighted, including efforts to expand access through hybrid scheduling, evening and Saturday classes, Spanish-language offerings, and in-person wraparound support for admissions, financial aid, and registration. Faculty said these changes were driven by student data and were aimed at helping working parents, English learners, and other non-traditional students complete credentials and enter family-wage careers.

Transcript Highlights:

• We're looking at $50,000 plus just to train our dogs. It's a 24-month training process.
• What skills?
• So the training for 24 months—really, the training is more of an 18-month training program—but for the
• There's a skill called get help.
• So the training for 24 months, really the training is more of an 18-month training program, but for the

Committee: House Veterans and Armed Forces

Summary: The Veterans and Armed Forces Committee heard presentations from three organizations focused on veteran support and mental health. Dogs for Our Brave described its service-dog program for veterans with mobility limitations and PTSD, emphasizing the dogs’ daily assistance with tasks like retrieving items, opening doors, bracing, and getting help, as well as the emotional benefits for veterans and their families. The group said each dog costs about $50,000 to train, with total lifetime support for a veteran-dog team estimated at $75,000 to $125,000, and noted it serves veterans nationwide from a St. Louis base. Committee members asked about fundraising, expansion, and what happens to a dog if a veteran dies; the organization said it relies mainly on private donations and grants, is moving into a larger facility that will increase capacity, and would try to repurpose a dog when appropriate, with family wishes considered first. Dalton Schmidt of Warriors’ Hoof Haven outlined a newer, free program for combat veterans and their families centered on horses, farming, outdoor recreation, and community outreach. He said the group is based near Thomas Hill Lake in Huntsville on 13 acres and is building activities such as horse handling and riding, meat chicken and produce farming, fishing, kayaking, jet skis, boats, firewood delivery, food bundles, and farm-tool lending. He said the organization funds its work through grants, donations, and sponsors, and that its goal is to reduce financial barriers and get veterans back into the community. Members asked about fundraising and the venison-for-vets effort, which Schmidt said is run by Truman VA and is supported by his group through incentives and outreach. Brian Nooner, founder of the Mental Health Huddle and a commissioner with the Department of Mental Health, gave a personal account of his own depression, anxiety, PTSD, and isolation after a serious fall and a prolonged COVID-related recovery. He said his experience led him to create the Mental Health Huddle to encourage people to seek help, reduce stigma, identify triggers, avoid one-way relationships, and find hope through faith, family, or other supports. He stressed that he is not a medical professional but a patient sharing resources and said the effort is aimed at making help free and confidential. Committee members thanked him for his testimony and courage, and the chair adjourned the committee after the presentations.

Transcript Highlights:

• Number one, employability skills and resiliency in the workplace.
• These skills are really essential to being hired. Retained and promoted.
• They are working on independent living skills, employment skills, social skills and all types of different
• They were right there and they were ready to be able to gain some more skills.
• So you can speak a little bit around that as well to some of the training.

Transcript Highlights:

• And then 100% on skills and 88% on written, all for those firsts.
• Eight of our 26 teachers that were trained in this were middle school instructors.
• It doesn't take a lot of time to do some of the basic training elements.
• We need skilled, motivated individuals to keep our maritime economy strong.
• Last year, we provided 56 hours of teacher training for marine safety.

Summary: The House Education Committee received status updates on career and technical education (CTE), including OSPI’s work under 2024 legislation on allied health pathways and a statewide CTE task force, an update from Core Plus Maritime, and findings from an Education Northwest longitudinal study of Washington CTE access and outcomes. OSPI described development of allied health guidance such as a home care aide to nursing assistant bridge, model curricula, updated course equivalency frameworks, and coordination with health agencies and employers. It also reviewed Core Plus framework work, task force expansion under later legislation, and the timeline for recommendations due in November 2026. Committee members asked about health profession outreach, equitable access for rural districts, data updates, and employer support for local programs; OSPI said it continues to work with agency and industry partners and that local labor-market alignment varies by region. Core Plus Maritime presenters described expanding maritime career exploration into middle school through low-cost ROV curriculum, student visits to ferries and vessels, Sea Scouts partnerships, and ship-based safety and welding experiences. Industry representatives from the Northwest Marine Trade Association, American Seafoods, and Vigor Marine Group emphasized the maritime sector’s economic importance, aging workforce, and need for hands-on training to build the pipeline for family-wage jobs. A teacher from South Kitsap High School said the program gives students a clear pathway and has helped connect them to careers in shipyards, fishing, and related trades. Vigor also noted support for a student welding competition and equipment donations for a Rainier Beach shop. Dr. Sam Riggs of Education Northwest presented a longitudinal study using state data from 2013-14 through 2023-24. The study found CTE access has been relatively steady statewide, but offerings vary by school size, locale, and income, with rural and lower-income schools generally offering fewer pathways. Participation is high: nearly all students earn at least some CTE credit, and more students are accumulating multiple credits over time, though fewer go deep within a single pathway. Students who earned more CTE credits, especially within pathways such as agriculture, manufacturing, transportation, and construction, were more likely to graduate on time and later had stronger postsecondary certificate attainment and earnings. Riggs recommended addressing local barriers to participation, considering whether the CTE graduation requirement should better encourage depth while preserving flexibility, and aligning offerings more closely with labor-market needs. Committee members asked about COVID-era trends, student motivation, early workforce entry, delivery settings such as skill centers, and how to interpret the comparison groups used in the analysis.

Transcript Highlights:

• </c><00:08:03.039><c> the</c> Efficiency Workforce training the Efficiency Workforce training the advanced
• </c> fought in the UFC they're all trained fought in the UFC they're all trained and<00:18:53.919><c>
• </c> Learning Community we will train Learning Community we will train teachers<00:21:16.880><c> Foster
• </c> Mana Training Center.
• I am learning skills in construction, farming, custodial sciences, and other skills.

Transcript Highlights:

• We have in-house training centers. We train tax.
• And, you know, just a lot of training that.
• Modern technology technology on today's equipment require skill training to maintain its safety.
• We're learning life skills. Beyond the context.
• community service skills and 89% develop self-confidence and 97% learn new skills.

Transcript Highlights:

• to meet the region's. a growing demand for skilled professionals through customized training programs
• We also are cross-trained.
• To continue serving our mission, we must a highly trained skilled workforce of veterinarians and specialists
• and recovery skills annually.
• education and training. training for high-wage, high-demand industries.

Committee: House Appropriations - S/C on Article III

Transcript Highlights:

• So pioneers too, upskill our faculty so they can get the certification training skills and then pass
• Many people come from the skills I want to learn much.
• Building foundational skills are preparing for new career opportunities.
• But first, let's them let's first talk about mental skill games and education.
• allowed dispense develop practical skills.

Transcript Highlights:

• And how do we train teachers to best answer those questions?
• into that training.
• So I would need that pedagogical training.
• And of those, 31% still have openings for skilled labor.
• Someone specifically, however, wanting a skill set that they believe six months of developing that skill

Summary: The Careers and Workforce Subcommittee met with a quorum and took up four bills. The first, HB 875 on educator preparation, would align teacher-prep programs under a uniform core curriculum, create a competency-based coaching program (CERT), standardize mentor and clinical educator requirements, allow certain certification waivers, and establish a Florida Institute of Teaching Excellence at Miami-Dade College subject to appropriation. Debate focused heavily on language in the bill related to systemic racism, identity politics, privilege, and historical distortion, with supporters saying the bill is about pedagogy and opponents warning it could limit discussion of important historical and social topics. The committee adopted a strike-all amendment and then reported the bill favorably, 12-4. The committee then considered PCS for HB 541 on minimum wage requirements, which would allow employees to knowingly and voluntarily waive the state minimum wage for up to 12 months in certain structured work-based training settings. Supporters argued it would expand access to training and career pathways for inexperienced workers and help address labor shortages, while opponents said it could depress wages, invite coercion, and conflict with the state constitution’s minimum wage provisions. Public testimony included opposition from workers and labor groups and support from NFIB. The bill was reported favorably, 12-4. Next, PCS for HB 681 on apprenticeship and pre-apprenticeship program funding was presented as a transparency and accountability measure to improve funding reporting and address bargaining issues between education agencies and program providers. Support came from industry groups and the ranking member, and the bill was reported favorably without opposition, 16-0. Finally, PCS for HB 1105 on education and Bright Futures would broaden Gold Seal Vocational eligibility, align CTE diploma requirements with Bright Futures, add AP Capstone as an automatic qualifier, and remove barriers for certain military and public service families. The committee supported the bill, which was reported favorably, 15-0. The meeting ended after a correction to the record on one public comment card and adjournment.

Transcript Highlights:

• labor, but are kept circulating in state as we pay our own skilled New Mexicans trained in the state
• labor, but are kept circulating in state as we pay our own skilled New Mexicans trained in the state
• The reason that this has been in place for 31 years is because we have our own training, skill training
• If you don't have a training program but you need skilled labor, you can contract with a certified organization
• Do they train stripers?

Summary: The committee first took up HB 322, which would create a transportation trust fund and transportation program fund. The sponsor offered and the committee adopted an amendment striking the section that would have imposed a 1% gross receipts tax on electricity sales. After a recap of the bill’s remaining provisions, including a $400 million seed amount and future transfers from motor vehicle excise tax revenue, the committee heard brief support from Associated Contractors of New Mexico and the Asphalt Pavement Association and no opposition. The amended bill then passed on a roll-call vote. The committee then heard HB 270, a public works/apprenticeship bill that would require contributions to approved apprenticeship and training programs or to the Public Works Apprentice and Training Fund for public works construction projects, while eliminating an exemption for certain road, highway, utility, and maintenance work. Supporters, including union carpenters, electrical workers, the building trades council, and apprenticeship advocates, argued the bill would expand training, help address labor shortages, and provide a return on public investment. Opponents from utility contractors, highway contractors, and Associated Contractors of New Mexico said they already operate federally approved in-house training programs, warned the bill would raise project costs, and argued some trades have no accessible approved programs. Members questioned how the bill would interact with existing in-house programs, whether rural contractors and nonunion firms would be affected, and whether the state-approved fund and federal highway training requirements could conflict. A proposed amendment to exempt projects of $50 million or less was introduced but tabled. After extensive debate, the committee voted 6-5 to pass HB 270. The meeting also included discussion of a prior procedural error in which HB 270 had been heard before being properly assigned, which the chair said rendered that earlier action void. At the end of the meeting, the committee received a brief New Mexico Department of Transportation District 3 presentation on district projects, budget, and construction status.

Transcript Highlights:

• We also provide a lot of training. There's been training going on.
• We also provide a lot of training. There's been training going on.
• It just can't be a one-time training. It has to be ongoing training.
• We need short-term boot camps and targeted digital skills training to align with the real-world demands
• We need short-term boot camps and targeted digital skills training to align with the real-world demands

Summary: The hearing focused first on sexual abuse, harassment, and retaliation in California’s women’s prisons, with testimony from CDCR wardens, the Office of Inspector General, advocacy groups, and formerly incarcerated survivors. Legislators and witnesses described a pattern of staff misconduct, fear of retaliation, gaps in reporting, and the need for stronger accountability, better investigations, and more outside access for survivor support organizations. CDCR said it has expanded training, body-worn and stationary cameras, outside partnerships, and PREA-related response procedures, while the Inspector General requested additional funding and staff to monitor more grievances and staff sexual misconduct cases under SB 1069. Members pressed CDCR on why accused staff are not always placed on leave, how cases are referred to prosecutors, and whether current protections are enough; several members argued the state should aim to investigate all complaints and do more to prevent retaliation and repeat abuse. The second issue was rehabilitative and reentry programming in women’s prisons. CDCR’s Division of Rehabilitative Programs and the wardens highlighted education, vocational training, substance use treatment, peer support, and community reentry programs, citing increased enrollment and recent graduates earning diplomas, degrees, and certifications. They said these programs are intended to reduce recidivism and improve public safety. Formerly incarcerated advocates and community providers argued that current offerings are still too limited, outdated, and not aligned with today’s job market, especially around digital literacy and transferable credentials, and they urged more funding for community-based, trauma-informed, gender-responsive programming. A coalition representative asked for a $20 million continuation and expansion of the Wright Grant program, and members discussed additional budget requests for reentry and related women’s services.