HomeMy WebLinkAbout850929.tiff I ',
Jackie Johnson, Chairman July 16, 1985
(11:1.:< : _
To Board or CommfSsioners Date ytF
Walter J. Speckman, Executive Director, Human Resources C ,
COLORADO From__. _
Expenditure Authorization for SSI Discretionary Grant '
subiect:
Enclosed for Board approval is an Expenditure Authorization for the
Seniors Serving Industry Discretionary Grant. The grant was approved
by the Board in November, 1984, and received final approval from the
Governor' s Job Training Office last week.
The enclosed Expenditure Authorization will enable Weld County to
draw down the $23,300 that has been set aside to run the special
senior employment program.
If y ., have any questions regarding the enclosed materials, please
contact me.
cssov: _:
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EXPENDITURE AUTHORIZATION
SDA: Weld County Department of Human Resources
P.O. Box 1805
Greeley, Colorado 80632
(303) 353-0540
I. Title of Funds:
Program Year 1984
Title II-A
3% Older Workers
II. Period of Performance:
July 1, 1985 - June 30, 1985
III. Project Title:
Seniors Serving Industry
IV. Scope of Work:
The Weld County Department of Human Resources will enhance its
current services to older workers by expanding the Seniors Serving
Industry Program. With funds provided under the Job Training
Partnership Act (JTPA) Program Year 1984 (PY 84) 3% Older Workers
Program, this project will coordinate local resources to provide
Industry Responsive Training to a specific group of difficult to
employ seniors between the ages of 55 and 62 and strenghten local
communication linkages with the private employer community through
better marketing practices.
Specific goals and objectives of the project include:
" The increase of community awareness of the Seniors Serving
Industry Program through the use of the Speakers Bureau made up
of qualified and trained local seniors.
" The establishment of a data base of information on Weld County
employers through a purchase of service agreement for employer
survey capacities through the Greeley Chamber of Commerce.
" The increase of the employability of older workers between the
ages of 55 and 62 through Skill Enhancement Training and Job
Club activities provided by Aims Community College and the Weld
County Service Delivery Area (SDA) . The specific training will
include both Secretarial Skill Enhancement and Security Guard
Training.
Page Two
EA - Weld County
" The increase in the number of private sector employers committed
to hiring older workers .
" The projection that 70% of the individuals enrolled will
complete their training.
(See Exhibit A)
V. Budget:
Total $23,300
See Exhibit B.
VI. Special Conditions:
A. Financial and Programmatic Monitoring:
Financial and programmatic monitoring according to JTPA rules
and regulations, including JTPA letters issued by the
Governor's Job Training Office (GJTO) shall be conducted on a
quarterly basis, under the direction of the Weld County SDA, by
both the Weld County Area Agency on Aging and the Weld County
Private Industry Council Subcommittee associated with this
project.
A quarterly report will be given to GJTO by the twentieth day
of the month following the quarter. The first such report
shall be due October 20, 1985.
This report shall include a narrative that describes the
project 's progress up to the ending date of the quarter and any
difficulties that the project has encountered in implementing
the Scope of Work.
B. GJTO Management Information System (MIS) Reporting Requirement
Compliance:
The Weld County SDA shall report the project activities through
its MIS. In addition, the SDA shall be responsible for main-
taining a Contract Participant Record for each client (Exhibit
C) and submitting, to GJTO on a quarterly basis, a list of
client names and social security numbers and the Contract
Summary Quarterly Report (Exhibit D) . The list and the Summary
Quarterly Report shall he given to GJTO on a quarterly basis by
the twentieth day of the month following the end of the
quarter. The first due date is October 20, 1985. Exhibit E
provided additional information relative to reporting guide-
lines for the 3% funds.
Page Three
EA — Weld County
GJTO and Weld County have agreed to the following definitions
for completions :
Unsuccessful : Participants that terminate from the program
without having completed the training.
Successful : Participants that complete training.
Entered
Unsubsidized
Employment: Participants who receive unsubsidized employ-
ment.
C. Eligibility Certification of Participants:
The Weld County SDA shall certify each participant 's eligi -
bility at the time of application. Participants shall not be
enrolled in the program until their application has gone
through the eligibility verification process.
11. Assumption of Audit Responsibility and Liability:
The Weld County SDA shall assume all audit responsibility and
liability.
E. Equipment:
Funding for equipment shown in the Budget Information Summary
(Attachment B) does not authorize the SDA to purchase the
equipment without complying with Property Management Procedures
identified in JTPA Letter #84-23.
F. The followin attachments are incor orated into this
xpen ture ut orization:
Exhibit A - Grant Application
Exhibit B - PY 84 Title II-A, 3% Older Workers Budget Infor-
mation Summary
Exhibit C - Contract Participant Record
Exhibit D - Contract Summary Quarterly Report
Exhibit E - PY 84 Participant Reporting Guidelines for
Discretionary Funds
Exhibit F - Signature Page
EXHIBIT A
I. Abstract:
The Weld County Division of Human Resources is a multi-purpose
department which has been delegated the authority of
administering human service programs for the Weld County Board of
Commissioners. The principal goal of Human Resources is to
provide comprehensive services to the entire age spectrum of
clients in a coordinated and efficient manner.
Since 1974, Human Resources has grown from a small department of
three (3) human service programs to c°ver ten (10) major programs
with multi-funding sources. Through the growth and development
of these programs, Human Resources has had the opportunity to
provide leadership in many areas. Sore of these include: 504
Handicapped Accessibility Compliance, Welfare Diversion Program,
Medigap Disclosure Form, Hispanic initiative, Seniors Serving
Industry Program, and a rural Senior Aide Program.
In the specific area of employment, r_-an Resources administered
the CETA Program and currently has a,:Einistrative responsibility
for a comprehensive employment prosra called EODS or Employment
Opportunities Delivery System. E055 includes the Job Service,
Job Training Partnership Act (JTPA) , Welfare Diversion Program,
and Community Work Experience Progra- (CWEP). As such, the
agency has had extensive experience eelivering employment
services to veterans , migrant workers, youth, displaced
homemakers, welfare recipients, senior citizens; economically
disadvantaged, etc.
Planning for strategies do meet the s__cific employment needs of
older workers. In 1982 the Area Agercy on Aging, a department of
Human Resources, adopted "employment for seniors" as one of its
major goals for a three year plan.
Private sector involvement and cooperation with EODS has been a
central to the development of this strategy. The result was a
specifically identifiable older worker program called Seniors
Serving Industry.
This program has performed well in the initial year of its •
inception by placing 55 Weld County seniors in jobs.
Nevertheless, the neeTfor even great=_r success is apparent
due to the increasing number of older workers needing jobs.
To this end, the goals and objectives of this proposal can be
summarized in the following:
. Increase community awareness of the Seniors Serving Industry
Program through the use of the Speakers Bureau made up of
qualified and trained local seniors.
. Establish a data base of information on Weld County employers
through a purchase of service agreement for employer survey
capacities through the Greeley ChEmber of Commerce.
1
. Increase the employability of 55 to 62 year old workers
through skill enhancement training and Job Club activities
provided by Aims Community College and the SDA.
The outcomes of the activities specified under this proposal will
be:
. The number of private sector employers committed to hiring older
workers will be increased by eight (8).
. The success rate of the program will be measured on the number
of individuals who complete training. It is projected that
70% of the individuals enrolled will complete their training
program. Therefore, an overall rate of 70% of the individuals
completing their training will mean the program is successful .
We believe that with the resources to provide industry responsive
training to a specific group of difficult to employ seniors
between the ages of 55 and 62 and to have the capability of
strengthening our communication linkages with the private
employer through better marketing practices; we will be able
to greatly enhance the effectiveness of our Seniors Serving
Industry Program.
II. Statement of Need:
A. Identification of the Problem:
American society-and America's work force-are growing older.
Today, more than 20 percent of the U.S. population is aged 55
and older, compared with less than 10 percent at the
beginning of this century.
This trend is expected to peak dramatically within the next
several decades. By the year 2010, 25 percent of our
population is projected to be at least 55 years old. A
special U.S. Census Bureau report issued in September 1983
warns: "In less than 30 years, an- aging society will be upon
us, whether we have prepared for it or not."
Our effectiveness in meeting the needs of older citizens will
help determine the quality of life for all Americans.
A special report of the National Commission for Manpower
Policy entitled "The Utilization of the Older Worker"
describes reasons why the role of the older worker is likely
to be reassessed in the years ahead. These include changing
attitudes toward aging, health and self realization, passage
of the federal and state Anti-Age Discrimination Act, public
discussion on increasing the eligibility age under Social
Security from 65 to 68, and inflationary pressures.
B. Analysis of the Need:
A summary of 1980 labor force census characteristics (see
2 Update May, 1985
following) show that 8,587 females and 4,938 males 55+ in
Weld County are either classified as unemployed or not in the
labor force. Of the total unemployed and not in the labor
force (13,525), 33% or 4,463 are officially classified as
needing employment.
A July 1, 1984 tabulation of the nu.±oer of 55 and over
registered with the Seniors Serving Industry Program showed
that 163 individuals 55 and over had registered for
employment services. This means that only 3.6 % or 163 out
of a possible 4,463 are registered with the Senior Serving
Industry Program. These figures indicate that there is a
great need to promote and expand our Seniors Serving Industry
Program.
Labor Force Characteristics for Weld County
1980 Census
Female Female
55 - 64 65 & Over Total
4,550 6,227 10,777 Total Females
1,730 460 2,190 Employed
2,820 5,767 8,587 Unemployed/Not in Labor
Force
Male Male
55 - 64 65 & Over Total
4,262 4,616 8,878 Total Males
3,064 876 3,940 Employed
1,198 3,740 4,938 Unemployed/Not in Labor a
Force
An analysis of the client records that are available from the
Division of Human Resources Older Worker Program, called
Seniors Serving Industry, shcws that older worker applicants
generally fall into the following categories:
1. Older workers, generally women, who have suddenly found
themselves in an economic crisis due to loss of a spouse.
These women or displaced horeT.akers generally have few
marketable skills.
2. Older workers, generally retired men, whose work
experience has been with jobs demanding hard physical
labor and who are not able to continue working at
strenuous jobs for health reasons.
3
3. Older workers, mainly weren, who know the basics of a
profession or trade, but are difficult to place due to
outdated job skills.
4. Older workers between the ages of 55-60, who have been
laid-off due to current economic conditions, have no
retirement benefits and reed full-time work as quickly as
possible.
5. Older workers who, because of working at a series of many
low paying, unskilled jobs mist of their adult life, need
extensive counseling and retraining.
All of the above have one thing in common, their age
category. Because of their age they are experiencing subtle
and not so subtle discrimination due to societal attitudes
regarding older workers.
C. Intended Population:
For the purposes of this proposal , all older workers 55 years
and older will be targeted, with special emphasis given to
the 55 to 62 year old category. Social Security is generally
not available to individuals before 62 years, except for
widows who may apply at the age cf 5D years against a spouses
earnings. Another reason for tar_eting this age group is
that these individuals are at risk of severely jeopardizing
their future retirement incore if they cannot get back into
the work force. Also to be considered is the loss of this
resource to society of individuals who still have much to
offer.
D. Local Resident Population Potentially Eligible For Program
Services:
All unemployed and economically disadvantaged individuals who
are 55 years of age or older are potentially eligible to
receive services under this program. As pointed out in
Section B, this could constitute as many as 13,525
individuals being deemed eligible.
E. Identify Grant Recipient:
The Weld County Commissioners will be the grant recipient and
the Division of Human Resources, which is also the Service
Delivery Area (SDA) and the Area Agency on Aging (AAA) , will
administer the proposed program. The principal goal of Human
Resources is to provide comprehensive services to the entire
age spectrum of clients in coordinated and efficient manner.
F. Geographic Area to be Served:
Human Resources serves the geographical area of Weld County
which is 4,004 square miles end is located in north central
Colorado.
4
There are 28 incorporated towns in Weld County. The county
seat and principle city, Greeley, is located in the west
central part of the county and contains almost half the
county's population. Generally, most of the rei.iaining
population resides within a 20 to 30 mile radius of Greeley;
the northeastern part of the county being sparsely populated.
Although the production of agriculture products is heavy in
Weld County, the economy has diversified to include expansion
of light industry, and gas and oil exploration. The most
important resource, however, is still the land. It has
allowed the farmers and ranchers of the county to be ranked
ninth (9th) in the United States in crop and livestock
production.
The size, distribution, and characteristics of population,
along with the grow) trends, are fundamental factors in
planning the county's future. These factors greatly
influence the amount, location, and the significant features
associated with growth. The western boundary of Weld County
is only five (5) to ten (10 ) Hiles from the foothills of the
Rockies. Its southern boundary is approximately fifteen (15)
miles from metropolitan Denver. This proximity to the
mountains and Denver is very convenient for Weld County
residents, but is also greatly responsible for a rapid
population influx in recent years.
G. Employment Opportunities for Targeted Population:
The Seniors Serving Industry Program of Human Resources is
the first and only existing effort that has ever been made to
address the employment needs of older workers in Weld County.
H. Previous Attempts to Address Older Worker Employment Problem:
Given the umbrella structure of the Division of Human
Resources, with the unusual and unique single administration
of all employment programs and the Area Agency on Aging (AAA)
senior programs, it was natural for EODS and the AAA to begin
to develop cooperative arrangements for the delivery of
employment opportunities for older workers.
The AAA took the lead in 1980 while developing a three (3)
year operational plan by adopting as its second major goal
the concern of employment for older workers.
In establishing this goal , the AAA hoped to focus on the
resources that older workers have to offer the community
while at the same time helping seniors meet some of their
serious growing economic needs.
Subsequently, the AAA staff began working with the EODS staff
to look at ways that resources from each of these programs
5
could be pooled to develop an identifiable employment program
for older workers. The result was the establishment of an
older worker program now called the Seniors Serving Industry
Program in January, 1984.
Both the Private Industry Council and the AAA Advisory Board
were actively involved in initiating and establishing
guidelines for the Seniors Serving Industry Program. These
councils have equal advisory status to the Weld County
Commissioners and are served mutually by Human Resources
staff, from the Aging and Employment divisions respectively.
The opportunity for coordination on employment needs of
senior citizens has been a unique, but extremely beneficial
and productive result of the =AA and EODS being administered
through one administrative unit. A special Older Worker Task
Force was appointed by the Chairman of the PIC which was
comprised of the following representatives:
. District -2 - County Ccrnissioner (PIC)
. Chairman - AAA Advisory Board
. Personnel Director - North Colorado Medical Center (PIC)
. Regional Director - Social Security Office
. Personnel Director - Hewlett Packard Corporation (PIC)
. President/Manager - Northern Colorado Construction
Company (PIC)
. Marketing Director - United Bank of Greeley
. Director - Weld County Community Center Foundation (PIC)
. Vice President - Home Light and Power Company (PIC)
. Executive Director - Greeley Downtown Redevelopment
Corporation (PIC)
. Executive Director - United Way of Weld County (JTCC)
Principal planning activities of this task force included:
. An assessment of need for an Older Worker Program.
. Identification of the population to be served.
. Establishment and approval of a flow chart for client
intake, counseling, and job placement.
. Approval of a marketing package.
Agreement on the official name of the program.
. Development of a plan for payroll services to employers
with subsequent non-finartial agreement with a private
employment agency for such service.
. Approval and designation of the AAA Board to act as the
official monitoring body for the program.
Throughout the planning process the PIC, AAA, and other
community representatives demonstrated keen interest and •
dedication in developing a viable Older Worker Program for
Weld County. The contribution of time and creative ideas
from the community has been invaluable to the initial success
of the Seniors Serving Industry Program. Since the official
inception of the program in January, 1984, the following
activity has been completed:
6
There have been 163 applications received from individuals 50
years of age or older. There were 194 referrals to job
openings made during this time period. This translates to
100% of the individuals applying for the program were
referred and in some cases referred to more than one position
opening. Of the 194 referrals, 55 individuals or 27% were
successful in obtaining employment.
III. Goals and Objectives:
A. Define Goals and Objectives of Project:
The SDA and AAA are seeking funding from JTPA Older Worker
Discretionary Funding in order to promote employment
opportunities for older workers. We believe older workers
are entitled to as much financial independence and
satisfaction from meaningful work as any other person.
We realize also, that with increased employment opportunities
for the older worker we nay be able to ease the pressure on
federal , state, and community assistance programs that
normally are needed when individuals are facing an economic
crisis. Specifically, this reans diverting individuals from
welfare dependency by providing the training that will allow
older workers to be productive at least until retirement age
and longer if they so desire. To that end, the following
goals and objectives are stated to guide the Seniors Serving
Industry Program and the proposed project under this •
application:
Goal #1
Increase awareness of the Seniors Serving Industry Program
with the community at large and private sector employers.
a
Objectives
. To support the activities of a four (4) member Speakers
Bureau trained to present the Seniors Serving Industry
.Program to agencies , and community and employer groups.
Goal #2
Establish a data base of information on Weld County employers
favorable to hiring older workers and favorable to part-time,
flex-time, and job sharing arrangements for older workers.
Objectives
. To enter into a Purchase of Services Agreement with the
Greeley Area Chamber of Commerce who will include older
worker concerns as part of a future employer survey.
7
Goal #3
Increase the employability of the targeted 55 to 62 age group
through employment and training programs.
Objectives
. To provide training to older workers between the ages of 55
and 62 by establishing a Secretarial Skills Enhancement
Training Program in conjunction with Aims Community College
and the SDA.
. To provide training to older workers between the ages of 55
and 62 by establishing a Security Guard Training Program in
conjunction with the SDA.
. To conduct a monthly Job Club fsr older workers in
coordination with the EODS cc-zrehensive Job Club Program.
B. Relationship of Activities to States Priorities:
This proposal links with the states priorities in the
following ways by:
. Addressing economic development through a cooperative
arrangement with the Greeley Area Chamber of Commerce to
generate data on local employers thereby helping us to be
more effective in meeting both _ plover and client needs.
. Addressing Industry Responsive :raining by designing and
implementing customized trainir; programs to meet the
demands of local employers.
. Reducing welfare recipients by increasing our ability to
place economically disadvantaged 55 to 62 year olds in
private sector jobs.
. Providing supportive services through a Job Club Program
especially designed for older wsrker needs and concerns.
. Improving the quality cf life f3r older workers through
improving community awareness ard understanding of older
worker employment needs.
IV. Methodology:
To carry out the goals and objectives of this proposal the
following methodologies will be used:
Goal #1
Increase awareness of the Seniors Serving Industry Program with
the community at large and private sector employers.
8
.............________........__.....__..
Methodology:
A Speakers Bureau will be formed corprised of four Weld County
Senior Citizens. The purpose of the Speakers Bureau will be to
make presentations to a variety of ccc-runity groups, service
organizations, provider agencies and special employer groups.
These seniors will be adept at speaking to groups and will be
committed to the goals of increasing job opportunities for older
workers.
The AAA and the PIC believe that it is a good marketing strategy
to utilize the talents of older workers to see the program with
local employers. What better example to the employers and the
community at large than to witness first hand the talents of
seniors.
The AAA will make it known to a larce circle of community groups
that the Speakers Bureau is available to them for programs.
Scheduling will be handled through tte AAA.
The speakers will receive training fr✓m both the AAA and EODS
staff to insure that there is a corrr_n understanding of the
Seniors Serving Industry Program specifically, and the EODS
program in general .
Speakers will be required to keep acc,rate time sheets which will
provide information to Human Resources on number of hours spent
in speaking engagements per month, re:es of groups soliciting the
,program, and numbers of individuals tearing the presentation. A
Seniors Serving Industry brochure will be distributed at each
session. Speakers will be reimbursed at a rate of $4.00 per
hour.
This project will begin immediately and will continue monthly
until as many groups in the community have been informed as a
possible.
Goal #2
Establish a data base of information on Weld County employers
favorable to hiring older workers and favorable to part-time,
flex-time, and job sharing arrangerents of older workers.
Methodology:
The Greeley Area Chamber of Commerce is presently designing an
employer survey for the purpose of obtaining a variety of data
that will be useful to the Chamber. Human Resources has made an
initial contact with the Chamber to see how the survey could be
expanded to assist the Seniors Serving Industry Program. Human
Resources will follow up with the Chamber to establish a purchase
of services agreement that will spell out the terms and
conditions for entering into a cooperative endeavor for the
9
purpose of generating employer-specific information.
This data base will help the Seniors Serving Industry Program to
identify employers favorable to hiring older workers, identify
barriers both real and perceived that employers have to hiring
older workers, and identify possibilities for promotion of
flex-time and job sharing opportunities.
Goal =3
Increase the employability of the targeted 55 to 62 age group,
through employment and training programs.
Methodology:
First, a monthly Job Club will be initiated. The Job Club will
be available to any older worker registered with the Seniors
Serving Industry Program. However, older workers who need more
support and training in how to job search will be particularly
encouraged to join.
The Job Club sessions will be conducted at Human Resources by
a Seniors Serving Industry Intake Counselor, who has approximately
14 years of counseling experience and is herself an older worker.
Second, an Industry Responsive Training Program will be initiated
for nine (9) qualified and eligible older workers. This
training will be customized to the employer and the older worker.
Training will be offered in the areas of secretarial and security
guard. Individuals who can benefit from additional vocational
training will be enrolled at Aims Community College for the
purpose of brushing up on their existing skills.
A very unique service to all Job Service clients will be provided
by the individuals participating in the secretarial training
area. Specifically, the SSI participants will modernize their
outdated job skills by providing certain secretarial services to
Job Service clients for the purpose of employment.
An example of how the SSI Program participants can assist Job
Service clients is in the area of typing resumes and letters of
introduction for the Job Service client. The Job Finding Clubs
for Unemployment Insurance have revealed that the vast majority
of Job Service clients need a good typewriter and typing skills
in order to create their resume. Because they do not have the
equipment or typing skills, they are not capable of competing
against other job applicants. This training area will coordinate
JTPA and Job Service at the ultimate level , i.e. , the clients for
both programs will benefit by helping each other become
employable.
V. Evaluation and Effectiveness:
A. Procedures to Measure the Achievement of Project Outcomes:
Currently the Seniors Serving Industry Program is monitored
10 Update May, 1985
by both the AAA Advisory Board and the PIC subcommittee
originally involved in setting up the marketing strategy for
the program.
A monthly program report is generated by the Area Agency on
Aging which shows activity levels in the following areas:
Number of Applicants Number of Referrals
Male Full time
Female Part time
Age Categories Spot jobs
Temporary
Numbers Hired Marketing Activities
Full time News Media
Part time Speakers Bureau
Temporary Other
Spot jobs
To complete the monitoring of the objectives under this
proposal , training activities will be added to the Program
Report.
It is the goal of the Seniors Serving Industry Program
for 70% of the enrollees to complete their respective
training programs. The program will be judged successful if
this goal is met.
B. Frequency of Evaluation:
Program Performance Reports on the progress of the Seniors
Serving Industry Program will be tabulated on a monthly basis
and will be submitted in a quarterly format as specified by
the SDA. It should be noted that in the planning stages of
the Seniors Serving Industry Program it was established that
the Weld County PIC and the Weld County AAA Advisory Board
would both receive quarterly status reports on the Senior
Serving Industry Program. Thus, both committees continue to
have and will continue to share monitoring and evaluation
oversight of this program.
C. Program Impact and;
D. Employment Rate/Wage at Placement:
It is anticipated that there will be a significant increase,
11 Update May, 1985
by as much as 20 to 25%, in the number of older workers
placed in either full-time or pert-tire jobs because of the
additional training and support rade available from this
proposal .
Seniors Serving Industry workers as tergeted in this proposal
will be placed at wages accordirc to direction of the SDA
which is $4.46 per hour.
E. Continuation of Program Activities:
The Seniors Serving Industry Program c_s been an established
program with Human Resources for two years. The first year
the program was unnamed and was in an informal , experimental
phase. Since January 1984, the _rogran has been operating
under the official name of Seniors Serring Industry. A
marketing program designed with the assistance of the PIC and
AAA Advisory Boards has enhanced the visibility of the
program.
Should this project demonstrate its effectiveness in
improving the employability of a 7:rti_n of our older
workers, then the Area Agency on ;incA will assist the EODS
staff in continuing the progran t✓ .r:riding staff support.
Title III B Supportive Services tolars and private sector
dollars will also be sought to ccntin e the training
activities of this program.
VI. Administrative Capability:
A. Staff Qualifications:
There will be no Human Resources staff funded under this
proposal . However, various existing staff will be
contributing "in-kind" support to help carry out the goals a
and objectives of this project.
Part C (Existing Resources) of this section describes
specific staff that will be contr Sut`rg to the project.
B. Description of Personnel System:
The Division of Human Resources is far: of the Weld County
Personnel System. The Personnel ?olici=_s and Procedures are
administered in accordance with _=:;al _:portunity laws, the
Revised Merit System Standards, and the Weld County Home Rule
Charter. The personnel system has beet certified under the
Merit System of Personnel Administration from the Office of
Personnel Management.
C. Use of Existing Resources:
A majority of the administrative time erd overhead needed to
coordinate the additional public relat'cns, research and
training activities for the Senicr Sewing Industry Program
12
will be an In-kind contribution from the Division of Human
Resources or SDA. This will include, but not necessarily be
limited to, the following:
1. Portion of AAA Director tire for initiating,
• coordinating, and overseeir: the project.
2. Portion of EODS Director tine for coordinating and
providing technical assistance to the AAA Director and
staff.
3. Portion of Fiscal Officer's time for budget preparation
and fiscal oversight of the project.
4. Portion of Grants Manace-;ent a7.d W._S Officer time for
writing and processing the proposal and for monitoring
the project.
5. Portion of Executive Director tire for overall oversight
of the project.
6. Portion of office space and ecuiprent made available to
carry out the training and s.;pport aspects of the
proposal .
7. Complete access to the auto- ed =:DS/MIS system for
client eligibility tracking and jcb match.
D. Organizational Chart:
As stated previously, all funds will be administered by the
SDA through a purchase of service agreement. Therefore, the
SDA is the administrative entity and as such, the
organizational chart of the Weld County Division of Human
Resources is attached (see Attac^rent ':).
VII. Budget Narrative:
A. Description of Financial Marage:ent System:
The accounting and reporting policies of the Division of
Human Resources for EODS and the AAA c:nform to generally
accepted accounting principles as set 'y the American
- Institute of Certified Public A.cc_unta-:s and the National
Council on Governmental Accountir;.
The Division of Human Resources has a fiscal unit which works
in conjunction with Weld County Governrent's Central
Accounting Department. The Division of Human Resources is
designated a separate fund within Weld County Government's
computerized accounting system. A grezt accounting system
has been implemented for the Division of Human Resources
which allows each revenue source to be recorded as a
self-balancing department. All financ?al data is entered
into the computer system at the county level and a monthly
13
general ledger is generated.
Initial paper work for disbursements relating to the Division
of Human Resources is handled by its fiscal unit. After
approval by the Executive Director of Human Resources and the
Fiscal Officer, the information is sent to Central Accounting
for processing of warrants. The Board of County
Commissioners approve warrants at the county level .
All monies received by the Division of Human Resources are
deposited with the Weld County Treasurer's Office.
An "Attachment P" audit is performed on a calendar year
basis. The Division of Human Resources, as part of Weld
County Government, complies with provisions of 41 CFR.
29-70.207.
B. Budget Narrative:
Funding In Kind
Requested Match Total
1. Administration:
The 15% administrative $ -0- $4,500 $4,500
overhead ($4,500) for
supervision, training,
accounting and other
related overhead costs
will be provided via
In-Kind contribution by
the Veld County Division
of Human Resources.
2. Program Staff
The 1 FTE based on -0- 19,000 19,000
$19,000 average depart-
ment salary for employ-
ment and training activi-
ties to include job de-
velopment, job placement,
counseling, transfer of
personnel plan, training
activities, etc.
3. Training:
a. To reimburse approxi- 392 -0- 392
mately three (3) older
workers for 98 work
hours (total for group)
at $4.00 per hour to
carry out direct mar-
keting and educational
activities to increase
private employer par-
ticipation in the
Seniors Serving Industy
Program.
b. Purchase of Service 1,560 -0- 1,560
to establish a data
base of information
on Weld County em-
ployers.
c. Establishment and im- 13,418 -0- 13,418
plesntation of two (2)
Industry Responsive
Training Programs for
Seniors. The training
programs will be in the
area of clerical and
security guard. Wages
and fringe for nine
(9) individuals for the
two month training in
either program is iden-
tified. ($4.00 per hour
x 174 hours x 2 months
x 7.1% fringe x 9 ind. ).
d. Skill enhancement to 800 -0- 800
cover cost of books and
fees at Aims Comunity
College for twenty (20)
older workers at 540.00
each.
e. Skill enhancement to 2,000 -0- 2,000
cover cost of tuition
and fees at Aims Com-
munity College for ten
(10) older workers at
$200.00 each.
4. Equipment:
Purchase of a twenty-five 5,130 -0- 5,130
line display monitor,
diskette unit, keyboard
module, and electronics
module for use on an
IBM Displaywriter and/or an
is lln,latn M.... innr
IBM PC with monitor,
printer, and a mini-
m of two (2) software
packages (either of which
is to be used to train
modern office skills).
5. TOTAL: 523,300 $23,500 $46,800
Note: The 3% Older Workers monies do not require match,
however, it is important to note that for $23,300, the
Weld County SDA and Area Agency on Aging are committed to
$23,500 in expenses as well .
C. Matching Amount:
The dollars requested from the 3% older workers monies do
not require match.
VIII. Budget Summary
A. Budget Summary Forms:
See Attachments B and C.
B. Bonding Agreement:
See Attachment D.
IX. Subcontracting:
There will be no subcontractors.
X. Demonstrated Effectiveness
A. Employment and Training Systems:
Human Resources has a long history of demonstrated
effectiveness in employment and training programs
beginning with the Comprehensive Employment and Training Act
(C.E.T.A. ), and continuing as one of 15 national Welfare
Demonstration Projects which is continued in its present
format as the Welfare Diversion Program. This program is
nationally recognized. The outgrowth of the Colorado - Local
Partnership in Human Services was the merging the Weld County
employment and training programs with the Colorado Job
Service, under one administrate structure. Subsequently, the
Job Training Partnership Act (JTPA) replaced C.E.T.A. Giving
assistance to help clients overcome barriers to employment in
order to successfully enter the job market has been central
to Weld County employment programs.
Therefore, targeting services to older workers was a
natural outcome within our system. Because the AAA is
physically located and structurally part of Human
is Iin`late May_ 19Rri
Resources and the employment programs, the Senior
Serving Industry Program has enjoyed an exceptional
cooperation and technical asssistance in developing and
maintaining older worker programs. By utilizing the
appropriate resources of the aging network and the
employment programs, the Area Agency on Aging has been
able to develop an older worker program that is
increasingly recognized and used by Weld County employers.
B. State and Local Agencies:
In addition, Human Resources has linkages with many state
agencies including the Department of Social Services which is
the principal funding source of the AAA, the Department of
Labor, the Department of Local Affairs, the Legislature and
the Governor's office.
C. Private Sector:
Since the inception of JTPA, Human Resources has worked
closely with the PIC who is now the advisory committee for
all employment and training programs in the Division. As a
result, the private sector has taken an active interest in
assisting Human Resources staff in improving private sector
opportunities for all our clients.
XI. Coordination:
A. Established Coordination Efforts:
The Weld County Area Agency on Aging is one of three major
program divisions within the Division of Human Resources
which is the SDA for Weld County. As such the AAA has
participated in nu-erous projects with the SDA, some which
have been model projects.
e
The Area Agency on Aging currently has formal purchase of
services agreements with the following agencies delivering
services to Weld County elderly:
1. Patient Advocacy Team
2. Rehabilitation and Visiting Nurses Association
3. Colorado Rural Legal Services
4. Catholic Community Services Northern
5. Weld Mental Health Center
6. Eldergarden Day Care
7. Weld County Senior Nutrition
8. Meals on Wheels of Greeley
9. WELDCO's Rural Senior Aide Program
10. North Colorado Medical Center
Non-Financial agreements and working arrangements exist with
the following agencies:
1. Retired Senior Volunteer Program
17
2. Aims College Senior Education Program
3. University of Northern Colorado
4. Greeley Senior Citizens Center
5. Rotary Club of Greeley
Because of these agreements and other community activities ,
the Area Agency on Aging is increasiriy recognized in Weld
County as the focal point for advocacy, information and
referral , resource development, and coordination of programs
for the elderly.
In addition to the above services, the AAA and the SDA have
been instrumental in initiating and maintaining the Senior
Aide Program which provides a network of informational and
referral resources to senior citizens in rural areas usually
through small , renovated senior centers.
Senior Aide Coordinators and their so-e 550 volunteers are
located in 17 rural communities thrcucout the county. The
basic services provided by the Coordinators and their
volunteers include information and referral , outreach,
creation of new services, identification of needs, advocacy
for rural citizens , transportation , recreation.
This program now is mostly supported b local town councils
and has become the recognized source for help for seniors in
rural communities throughout the county. The Senior Aide
Program has received national recognition on several
occasions as a program worthy of replication.
Recently Weld County became one of two counties in Colorado
to pass a licensure ordinance for Board & Care for the
elderly. The Weld AAA and SDA worked together with local
elected officials to write an ordinance that will protect
elderly residents in Board & Care Hodes. Subsequently, the
Weld County AAA has been asked to provide technical a
assistance to other Colorado counties cn how to initiate a
Board and Care Ordinance.
The Weld County AAA took the lead in developing a statewide
Medigap Health Insurance Disclosure form that was adopted by
the Colorado State Insurance Comr:issien.. Subsequently,
with the financial support of a s-toll training grant and
volunteer instructors, 58 older Weld County citizens have
completed approximately 30 hours of training to be Volunteer
Health Insurance Consultants. These consultants will be
available at centers throughout Weld County to advise seniors
on health insurance concerns. This project is designed to be
the replicable statewide.
Other areas where the AAA and SDA working together have
assumed leadership roles in the community is with the Elder
Abuse Task Force, the Long Term Care Coordinating Committee,
504 Handicapped Compliance, United War Budget & Allocation
Committee and Elderhostel Advisory Board.
18
B. Relationship of Proposal to SDA/PIC Local Plan:
If you will reference the Weld County Job Training Plan
beginning July 1, 1984 - June 30, 1986, you will note that
the objective on page 1 for 1984/1985 includes "the
continuation of the joint venture with the Area Agency on •
Aging for the Senior Serving Industry Program and support for
economic development activities". This proposal therefore
fits perfectly with the SDA's plan.
As stated previously, the Division of Human Resources is the
SDA for Weld County as such is the recipient of all
employment and training monies for Weld County. Employment
services offered through the SDA include the Welfare
Diversion Program, Colorado Job Service, Job Training
Partnership Act and Community Work Experience Program.
Together these programs comprise the Economic Opportunity
Delivery System or EODS, one of three major programs offered
b'y Hunan Resources along with aging programs and family and
children programs.
The employment needs of older workers in Weld County has been
an initiative addressed by both the public and private
sector. Specifically, the Seniors Serving Industry Program
is an outgrowth of our planning that occurred both within the
Private Industry Council (PIC) and the Area Agency on Aging
Advisory Board.
C. Letters of Support:
See attached letters.
XII. Assurances and Certifications:
The parties to this proposal assure they will fully comply with
the requirements of the Job Training Partnership Act (P.L. 97-300) ,
all Federal regulations issued pursuant to the Act, all Colorado
State policies governing the program, and all items addressed in
the Assurances and Certification section (Attachment C) of the
Solicitation of Grant Application (SGA). Furthermore, the
parties to this proposal will abide by the specified Weld County
Assurances as addressed in the Weld County Private Industry
Council/Service Delivery Area Procedures to Solicit Funds
(Attachrent C).
Norman Carlson, Chairman i da Piper, it tor
Board of County Commissioners Area Agency on Aging
19
ATTACHMENT A
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27
ATTACHMENT D
•
•
TO WHOM IT MAY CONCERN:
This is to advise you that Weld County, Colorado has a protected
self—insurance program for all risks including- eta?o ee fidelity. The program
is self—funded in a loss fund for $100,000 per occurrence with a $325,000
annual aggregate. Any loss beyond either of the a limits is then covered
by Lloyds of London Policy No. SL3030iC4005 a== Eartford Insurance Policy
No. 83M30337422_
411. Donalc D. a cen
Director of ==n=ence and Administration
ATTEST: -h -
t
N tart' Public I
1 Cam ,,—��, r ,/5/p
a
•
23
Exhibit B
Contractor: Weld County Department of Title: PY 84 Title II-A 3%
Human Resources Contract dates : 7/1/85 to 6/30/86
Address: P.O. Box 1805
Greeley, Colorado 80632
BUDGET SUMMARY
LINE ITEM AE1IN PARTICIPANT TRAINING TOTAL
PERSONNEL $392 $392
OPERATING
EXPENSE
PURCHASE OF
SERVICE 1,560 1,560
INDUSTRY
RESPONSIVE TRN 13,418 13,418
TUITION 2,800 2,800
OPERATING
EXPENSE TOTAL 17,778 17,778
TRAVEL - -
TRAVEL TOTAL
EQUIPMENT 5,130 5,130
TOTAL BUDGET I , I 23,300 1 23,300
PERCENT I % % j 100% 100%
EXACBIT C
CONTRACT PARTICIPANT RECORD
• Project Enrollment Date/Termination•Date
o Name
• Social Security Number
• Address
o County
o Telephone Number
' Date of Birth
' Sex
• Citizenship
• Limited English-speaking Ability
o Veteran Status
o Race/Ethnicity
• Mental/Physical Handicap
• Seasonal/Migrant Farmworker
• Farm Resident
• Educational Attainment (number of years)
• Education Status (dropout, high school student or less, high
school graduate, post high school, etc.)
▪ Selective Service Registration
o Offender
o Welfare Status
' Displaced Homemaker
•
• Dislocated Worker
• Unemployment Insurance Status
• Size of Family
▪ Employment Status (full-time, part-time, unemployed, not in labor
force)
▪ Date Last Worked (if formerly unemployed)
• Last Previous Hourly Wage/Placement Wage (if applicable)
• Family 6-month Income A
• Title (3%, 8%, Title III) -
▪ Supportive Service
• Successful/Unsuccessful Completion (including entered unsub—
sidized employment to be reported on Contract Summary Quarterly
Report)
EXHIBIT D 1"
JOB TRAINING PARTNERSHIP ACT IMNACEME T INFORMATION SYSTEM
CONTRACT SUMMARY QfJARTERLY REPORT
Name of Agency/Organization
Period Covered
Contract Titlel
Project Title2
Total Participants Total Completions3
•
•
Types of Completion:4
IUnsuccessful
•
I Successful
I EUEI
1 Contract Title: supply name of contract, e.g. , 3%, 8%, Title III
83, Title III 84 (please keep Title III 83 and 84 projects
separate).
•
2 Project Title: e.g., Red Rocks Community College—word
processing,
3 Total Participants/Total Completions: figures should be
cumulative from July 1, 1984 to end of quarter being reported
(total participants minus total completions should yield the
number enrolled at the end of quarter).
4 Positive Q Successfully completed terms and conditions of project
as specified in the Expenditure Authorization. Negative
Dropped-out and/or unsuccessfully completed terms and conditions
of project. Entered Unsubsidized Employment (EUE) is a
subcategory of successful completion. The successful completion
figure will include the EUE figure.
•
•
BXHXBI•_p, F
•
•
PY 84 PARTICIPANT REPORTING GUIDELINES FOR GRANT RECIPIENTS
OF THE GOVERNOR'S PY 84 DISCRETIONARY AND TITLE III FUNDS
The comprehensive approach for the use of the Job Training Partner—
ship Act (JTPA) Discretionary Funds has• two primary goals :
1. To develop and promote an Employment and Training Partner—
ship among state and local governments, state and local
education/training agencies, and private employers.
•
2. To foster new, more effective means of helping employable
Coloradans get and keep jobs, particularly those dependent
on public assistance. • .
•
While the state's ten Service Delivery Areas (SDAs ) use their Title
II-A money to further these goals , there is a special need from a
state perspective to encourage further coordination and innovative
programming for particular populations which SDAs may not, because
of jurisdictional or other limitations , as easily accomplish. When
viewed as "seed money," the discretionary (3% older workers and 8%
education coordination and grants) and •Title III funds may be used
with more flexibility than Title II-A basic grants. This flexibil-
ity is reflected in the participant reporting requirements.
•
In general, recipients of 3%, 8%, and Title III funds (Solicitation
of Grant Applications (SCA] ) will be required to
1. •Determine and be able to verify the eligibility of all
participants required to be JTPA eligible concerning income
and/or Selective Service Registration (see JTPA Letters
#84-03 and M84-24 SGA Attachment C-1).
•
2. Supply the names, social security numbers of all partici.- •
pants, and, if applicable, , other identitying7moaraphic
information (see attached form) on a quarterly basis It
project.
3. Submit cumulative quarterly reports b project according to
the following schedule (one copy to the appropriate
Governor' s Job Training Office (OJT()) Program Administrator •
and one to the Labor Market Information/Management Informa—
tion System (LMI/MIS) Administrator) :
•
4. Cumulative Quarterly Report Schedule:
•
Quarter : Period Covered Deadline
1 July 1 — September 30 October 20
• 2 July 1 — December 31 January 20
• 3 July 1 — March 31 April 20
July 1 — June 30 July 20 •
Grant Recipients other than SDAs are encouraged to work closely
with their respective SDAs on eligibility determination and, in the
case of 3% and Title III projects , to report to GJTO through the
SDA' s automated MIS. Eight .percent projects will be reported
directly to GJTO (see below). •
Many participants served with discretionary and Title III funds are
• simultaneously enrolled in SDA Title II—A programs. This should
not present reporting or performance standard problems for SDAs
because
•
1. Co-enrollment in Title II-A (basic grant) programs and
Title III , 3%, or 8% projects is permissible.
2. Completion of a Title III, 3%, or 8% project is recorded as
either successful or unsuccessful (criteria below) .
Termination, whether positive or negative, applies to an
individual's Title II-A participation. Performance
5/6/85
standards apply only to participants enrolled in a SDA's
• Title II-A program. Therefore, any Title III, 3%, or 8%
participants who are not also enrolled in Title II—A
programs will not count toward a SDA's performance
standards.
3. Title III, 3%, and 8% participants, even though co—
enrolled in Title II—A, are to. be reported as having
received service under one of these funding sources. The
Colo MIS Record Layout provides a field for this report
(4.9 Element 40, JTPA Title).
The criteria for co—enrollment .is that an individual is
1. Eligible for Title II—A.
•
•
2. Receiving Title II—A training and/or supportive services.
•
Training services must go beyond outreach and intake/
assessment. SDAs may, however, through an assessment pro—
ject funded with Title III, 3%, or 8% money, identify an
• individual appropriate for Title II-A services. Such
"screening" is allowable, but additional Title II-A sera
vices must be provided if the individual is to be co-
enrolled and, hence, count toward the SDA's performance
standards.
3% — Older Worker Grants
As the• JTPA states (sec. 124(d)) , all individuals must be at least
55 years of age and must be economically disadvantaged. Partici—
pants, however, need not necessarily be enrolled in Title II-A pro-
grams through a SDA. ' Nevertheless, all 3% grant recipients -gust
work closely with their, respective 8DAs, including (in most cases)
reporting participant information through them to OJTO.
I. MIS REPORTING REQUIREMENTS:
1. .Eligibility determination and documentation must meet at
least minimal standards (see JTPA Letters #84-24 and
#84-03 SGA Attachment C-1).
•
2. A "participant record" for all non-SDA participants must
be submitted to GJTO on a quarterly basil. A summary
report is also due quarterly.
• The data elements to be included in this participant
record are attached (see Contract Participant Record) .
Definitions are found in JTPA Letters #83-02 and #83-18.
Also attached is an example of the Contract Summary
Report.
•
This summary report is cumulative from the beginning of
•
each program year (1 July). SDAs that have taken on
administrative duties for non-SDA SGA contracts must keep
an abbreviated participant record (to• contain the elements
specified in the attachment) for each participant on their
MIS. In addition to the Contract Summary Report, such
SDAs must submit quarterly . a list of names and social
security numbers (SSN) by project to GJTO. Those
participants who are co-enrolled in the SDA's •Title II-A
program must be indicated with an asterisk or be
identified in some other way. GJTO will be responsible
for pulling and analyzing participant data from the SPA
MIS.
• 3. The successful/unsuccessful ,completion of a program must
also be recorded for non-SDA and co-enrolled
• participants. Successful completion means (at least) that
the participant hap completed the program and/or met at
least 50% of the . program's. objectives, as documented by
grades, attendance, or other objective measures. Further
criteria should be .specified during contract negotiations.
•
•
•
•
8% - State Education Coordination and Grants
Reflecting the intent of Section 123 Of the JTPA, the State Board
for Community Colleges and Occupational Education (SBCCOE) is
solely responsible for the administering, reporting, and monitoring
of 8% projects under the SGA.
Although the role of the SBCCOE is clearly outlined in its contract
with OJTO, some issues, as they bear on reporting under the SGA,
need emphasizing. Section 123 raises two important policy issues.
One concerns the eligibility of participants; the other the expen—
diture of 8% funds:
75% of the 8% funds set aside for training (80%) must, on a state—
wide basis, be spent on economically disadvantaged individuals.
These individuals need not be enrolled in SDA Title II-A or Title .
II-B programs. Nor do 75% of the funds for each project need to be
spent on the economically disadvantaged. ,For projects offering
minimal service less than 75% of the funds might be used to serve
non-eligible (non-economically disadvantaged) individuals.
However, for projects offering substantial services more than 75%
of the funds (usually up to 100%) will be used ' to serve those
eligible under JTPA definitions.
The SBCCOE is required to report all 8% participants under the SGA
to the GJTO on a quarterly basis. In addition to reporting
participant/project activity, the SBCCOE is also responsible for
assuring that at least 75% of the . 8% funds are spent on JTPA
eligible participants. The SBCCOE will follow eligibility guide—
lines , including Selective Service Registration, for that 75%.
However, for projects which offer 20 hours or less of service and/
or offer services costing $100 per participant or less,, the SBCCOE
may use an "abbreviated" and/or self-certification eligibility
process. SBCCOE must submit to GJTO on a quarterly basis VE-135s
by project and the Contract Summary Report by project.
Successful completion of 8% activities for purposes of SGA
reporting is defined as an individual who has achieved the• objec-
tives of the activity/program. As stated in the "General
Instruction/Form VE-135/student Accountability Data Tool/JTPA
Eighty Percent Projects," a completer is one who has finished a
program designed to prepare him/her for entry employment. . ." (Item
21 N1) . Also considered as successful completera are those who
have "achieved more than 50% of the objectives of the program"
(Item 21 #2) if such achievement can be documented through grades,
attendance, and other objective measures. Further 'criteria should
be specified during negotiations between SBCCOE, OJTO, and
subcontractors of SBCCOE.
Title III — Dislocated Workers
• All Title III grant recipients must follow the MIS REPORTING
REQUIREMENTS established for. 3% - Older Worker Grants (p. 2) . For
those projects administered by SBCCOE, the VE 135 will constitute
the "Contract Participant Record." General information on
eligibility may be found in the JTPA (See. 301-306). bpenifit
information may be obtained from the OJTO Title XXX Pragran
Administrator.
-3-
EXHIBIT.r..:_'
Concept Paper/Expenditure Authorization
Signature Page
Type of Funds UTFA PY 84 Title IIA 3%
Time Period 7/1/85 to 6/30/86
SDA Weld County Department of Hunan Resources
P.O. Box 1805
Greeley, Colorado 80632
(303) 353-0540 •
This agreement has been reviewed and approved by the following, and
will be incorporated as an expenditure authorization attachment tv-
the GJT0/SDA master contract. This signature page, when completed
authorizes the funding for the program identified herein by GJT0.
SDA - Local Elected Official(s) •
OF COUNTY COMMISSIONERS PIC - AIR
7/16/85 / /14.'65
Title Name • na re Date
Chairman Pro-Man
PIC - Chair
See Above
Title Name Signature Date
GJTO Signature
K))ciA464. chum, 616---464r
Title Name Sig ure Date
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