HomeMy WebLinkAbout881105.tiff feet; mtm®RAnDUfrm
Boar R. Brantner, Chairman
To o Board of County Commissioners pare November 16, 1988
ro
COLORADO From Walter J. Speckman, Executive Director, Human Resources l9,-tr"
Subject: Non-Financial Agreement Between Centennial Developmental Services,
Inc. and Employment Services of Weld County
Enclosed for Board approval and endorsement, is the Non-Financial
Agreement between Centennial Developmental Services, Inc. , and
Employment Services of Weld County.
The Agreement consolidates and enhances employer relation efforts
directed toward the disabled and other population groups of Weld
County.
The term of this Agreement is indefinite.
If you have any questions, please telephone me at 353-0540.
0k 8811 ' ,
NON-FINANCIAL AGREEMENT
BETWEEN CENTENNIAL DEVELOPMENTAL SERVICES , INC. AND
EMPLOYMENT SERVICES OF WELD COUNTY
THIS AGREEMENT, made and entered into this 16th day of November ,
1988, by and between the Board of County Commissioners of Weld County,
Colorado, on behalf of the Weld County Division of Human Resources '
Employment Services of Weld County, hereinafter referred to as
"Employment Services ," and Centennial Developmental Services, Inc. ,
hereinafter referred to as "Centennial Services".
WITNESSETH:
WHEREAS, Employment Services offers employment and training
services to unemployed, underemployed, and economically disadvantaged
youth and adults of Weld County, and
WHEREAS , Employment Services wishes to expand its program efforts
and placement activities on behalf of youth and adults with disabilities
who are in need of alternative methods to succeed in obtaining and
retaining employment, and
WHEREAS, Employment Services receives authority from the
Wagner-Peyser Act and the Job Training Partnership Act to provide
employer relations services and to coordinate such activities with
appropriate agencies through a comprehensive employer relations program,
and
WHEREAS, Centennial Services has expressed a desire to assist
Employment Services in expanding its employer relations program so the
youth and adults with disabilities may obtain and retain employment, and
NOW THEREFORE, in consideration of the premises , the parties hereto
convent and agree as follows:
1. Term
The term of services to be provided by Centennial Services to
Employment Services job applicants -shall remain in effect
indefinitely and are subject to the provisions of paragraph 3
herein.
2. Geographic Areas to be Served
Services through the employer relations program shall be provided to
Employment Services participants. Job Services activities of
Employment Services shall be provided to residents and non-residents
of Weld County. However, due to legal constraints, the Job Training
Partnership Act Program of Employment Services shall service only
881io5
NON-FINANCIAL AGREEMENT Page 2
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND
EMPLOYMENT SERVICES OF WELD COUNTY
Weld County residents unless specifically directed otherwise by
Employment Services.
3. Centennial Services Responsibilities
The following roles and responsibilities shall be assigned to
Centennial Services in the implementation of this Agreement.
A. Centennial Services shall provide staff to perform labor
exchange services and provide labor market information in
accordance with Employment Services procedures , as amended,
and is hereby made a part of this agreement and incorporated
hereto by reference as Attachment 1:
1) market all services, programs, and activities of Employment
Services to employers
2) receive job orders
3) classify and record information on employer job
requirements , job content, and conditions of employment
4) inform employers of availability of all job applicants of
Employment Services
5) keep employers informed of action taken and progress in
filling orders
6) record transations data on required data entry forms;
7) develop jobs for individual applicants as precribed by
Employment Services procedures
8) provide local and state labor market information to
applicants and employers
9) inform employers that qualified Disabled Veterans and other
qualified veterans will be referred before other applicants
are considered for referral
10) meet the minimum goals of the employer relations program and
provide corrective action whenever the minimum standards are
not met
11) promote and incorporate on-the-job training and other
federally-assisted employment and training programs as part
of the employer relations program
12) promote and develop employment opportunities for all job
applicants including persons with disabilities and provide
job counseling and placement as described in Attachment 1
13) respond in a timely and thorough manner to the functional
supervision provided by Employment Services
B. Centennial Services shall provide training to Employment
Services in delivering programs, functions , and activities of
Centennial Services to assist employers
1) provide formal training in policies and operating procedures
881105
NON-FINANCIAL AGREEMENT Page 3
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND
EMPLOYMENT SERVICES OF WELD COUNTY
related to Centennial Services that will facilitate the
placement of individuals with disabilities
2) coordinate services provided by Centennial Services to
employers to become a part of the Employment Services '
employer relations program
3) provide continuous review and technical assistance, if
needed, to ensure the proper use of such services in the
employer relations program
C. Centennial Services shall provide supported work program
services to employers and participants in order to increase the
retention of participants with disabilities :
1) develop procedures with Employment Services to incorporate
supported work program services to employers
2) accept referral from Employment Services staff who have
identified employers or applicants with disabilities who
need supported work program services
3) provide reports to the account representative responsible
for the employer concerning the progress of the supportive
work program services provided by Centennial Services
4) develop a supported work program model by July 30, 1989, for
clients without disabilities to increase the participants '
retention on the job
D. Centennial Services shall comply with the appropriate proce-
dures , policies, and laws of the Employment Service as they
exist or may be amended:
1) comply with the Wagner-Peyser Act and applicable rules and
regulations, as amended
2) cooperate with Colorado Vocational Rehabilitation Services
of the Colorado Department of Social Services and Schaffer
Rehabilitation Services in providing services and activities
to persons with disabilities
3) serve the person with disabilities as defined through
Wagner-Peyser and the Job Training Partnership Act
4) protect the confidentiality of all applicant/recipient
records or other materials that are established or
maintained in accordance with this Agreement and advise its
agents , employees, servants, and subcontractors, if any,
that they are subject to these confidentiality requirements
as described and incorporated hereto by reference
5) submit reports as required by Employment Services
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NON-FINANCIAL AGREEMENT Page 4
CENTENNIAL DEVELOPMENTAL SERVICES , INC. , AND
EMPLOYMENT SERVICES OF WELD COUNTY
4. Employment Services Responsibilities
The following roles and responsibilities shall be assigned to
Employment Services in the implementation of this Agreement:
A. Employment Services shall provide space, desk, telephone, and
other related supplies for Centennial Services staff who are
performing the responsibilities of this Agreement.
B. Employment Services shall provide access to Centennial
Services to Employment Services ' employer relations program
as described and incorporated hereto by reference:
1) provide functional supervision to Centennial Services
staff as they execute the duties of the employer relations
program
2) assign employer accounts under Employment Services ' employer
relations program
3) provide quarterly reports to Centennial Services concerning
the performance of their staff
4) provide access to all employer relations services, i .e. ,
advertising, subsidized activities , Employment Services
staff support
w4 5. Evaluation
This Agreement shall be evaluated according to the criteria
established in paragraph 3.
6. Modification
All modification of this Agreement shall be in writing and signed
by both parties.
7. Assignment
This Agreement shall be binding upon the parties hereto, their
successors, heirs , legal representatives, and assigns.
Centennial Services may not assign any of its rights or
obligations hereunder without the prior written consent of
Employment Services.
8. Applicable Law
In performance of their obligations hereunder, the parties will
endeavor to comply with applicable laws and regulations.
881105
t,
NON-FINANCIAL AGREEMENT Page 5
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND
EMPLOYMENT SERVICES OF WELD COUNTY
9. Assurances
A. Centennial Services agrees that it is an independent
contractor and that its officers and employees do not become
employees of Weld County, nor are they entitled to any employee
benefits as Weld County employees , as the result of the
execution of the Agreement.
B. Centennial Services shall provide adequate liability and
workers ' compensation insurance for all of its employees ,
volunteers , and agents engaged in the performance of this
Agreement. Likewise, Employment Services, by and through the
Board of Weld County Commissioners, shall provide adequate
liability and workers ' compensation insurance for all of its
employees, volunteers and agents engaged in the performance of
this Agreement.
Centennial Services shall not be held liable for injuries or
damages caused by any negligent acts or omissions of Employment
Services, its employees, volunteers , or agents while performing
this Agreement. Employment Services shall not be held liable
for injuries or damages caused by any negligent acts or
omissions of Centennial Services, its employees, volunteers ,
or agents while performing this Agreement.
40.
C. No officer, member, or employee of Weld County and no member of
their governing bodies shall have any pecuniary interest,
direct or indirect, in the approved Agreement or the proceeds
thereof.
D. Centennial Services understands that monitoring and
evaluation of the performance of this Agreement shall be
conducted by the Weld County Division of Human Resources and
the results provided to the Weld County Private Industry
Council and the Board of County Commissioners of Weld County.
E. Centennial Services assures that it will comply with Title VI
of the Civil Rights Act of 1986 and that no person shall , on
the grounds of race, creed, color, sex, handicap, or national
origin be excluded from participation in, be denied the
benefits of, or be otherwise subjected to discrimination under
the approved agreement.
10. Termination
This Agreement may be terminated at any time by either party given
thirty (30) day written notice and is subject to the availability
of funding.
881105
NON-FINANCIAL AGREEMENT Page 6
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND
EMPLOYMENT SERVICES OF WELD COUNTY
11 . Entire Agreement
This Agreement, together will all attachments hereto, constitutes
the entire understanding between the parties with respect to the
subject matter hereof, and may not be changed or modified except as
stated in Paragraph 6 herein.
IN WITNESS WHEREOF, the parties hereto have duly executed this .
Agreement as of the day, month, and year first above written.
THE BOARD OF COUNTY COMMISSIONERS CENTENNIAL DEVELOPMENTAL SERVICES,
OF WELD COUNTY, COLORADO INC.
-ene Brantner, hairman
A TEST (Seal )
Approved by: B
orporate Secretary o Equ va ant
K eth Nickerson, Chairman t � �
Weld County Private Industry / }, '- ,c'nIL' cet62 )
Council ATTEST:
Weld County CWerk and Recorder
and Clerk to the Board
Walter J. Speckman
Executive Director Deputy ounty C e
weld County Division of
Human Resources
881105
NON-FINANCIAL AGREEMENT Page 7
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND Attachment 1
EMPLOYMENT SERVICES OF WELD COUNTY
Employment Services of Weld County
Employer Relations Program
1. Overall Goals , Objectives , and Definitions on Employer Relations
a. Goals and Objectives
The overall goals and objectives of employer relations are to:
Goal #1: Meet the employment and training needs of the employer
community, with emphasis on the private sector, by providing
comprehensive, easily accessible services which promote the
identification and listing of job opportunities for Employment
Services ' applicants.
1) Maintain an aggressive employer relations program to solicit
job openings suitable to the various Employment Services
applicants through a single delivery system, including by
priority:
a) veterans
b) Welfare Diversion participants
9c) migrants and seasonal farmworkers
d) Unemployment Insurance claimants
e) persons with disabilities (Supplemental Security
Insurance claimants)
f) job applicants identified through special programs:
older workers, youth (In-School , Summer Youth Employment
and Training Program, Summer Job Hunt) , Dislocated
Worker Program, and other related job applicants
g) other job applicants
2) Maintain an aggressive employer relations program to solicit
job openings by using a prescriptive planning process for
employer accounts that will use available incentives offered
by Employment Services through a single delivery system,
including;
a) veteran incentives
b) on-the-job training (Welfare Diversion, Youth Programs,
Older Worker Programs, and Dislocated Worker)
c) Targeted Jobs Tax Credit
d) internships (Welfare Diversion, Unemployment Insurance,
Youth Programs, Older Worker Programs)
e) Youth Try-Out Program
f) incentives through programs for persons with
disabilities (job modification, supported work program
services , on-the-job training, rehabiliation
engineering)
g) other new or existing incentives 881105
NON-FINANCIAL AGREEMENT Page 8
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND Attachment 1
EMPLOYMENT SERVICES OF WELD COUNTY
b. Employer Relations Definitions
1) Account
An account is a company, organization, or other type of
employer classification that has viable job' openings for
Employment Services ' applicants. An account may be private
sector or public sector. An account may be classified as a
"full-service agreement" , "hires regularly" or "hires
sporadically" .
a) Active Account
An active account is currently providing or is expected
to provide in the near future job openings to be filled
by Employment Services.
b) Inactive Account
An inactive account is not expected to provide job
openings to be filled by Employment Services because of
seasonal reasons , labor disputes , etc.
2) Full-Service Agreement
A full-service agreement is a formal , non-financial
agreement between the employer, Employment Services , and the
Weld County Commissioners. The Agreement specifies the type
and extent of services to be provided to the employer
including;
a) recruitment
b) advertisement
c) I-9 Certification
d) screening/referral
e) testing
f) company tracking (Affirmative Action Recruitment)
The development of full -service agreements is a performance
issue with the Employer Services staff of Employment
Services only.
3) Prescriptive Employer Plan
A Prescriptive Employer Plan is developed for each account
and outlines:
a) the type of employer account (inactive or active status
and the type and extent of service provided to the
881105
NON-FINANCIAL AGREEMENT Page 9
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND Attachment 1
EMPLOYMENT SERVICES OF WELD COUNTY
employer under a full-service agreement or through job
orders)
b) the current services provided to the employer through
major occupational categories
c) the proposed services to be provided through major
occupational categories
d) the accomplishments to planned objectives as described
under proposed services
A Prescriptive Employer Plan is developed with the
assistance of representatives from each of the major units
and agency representatives. The Plan is reviewed on a
semi-annual basis.
4) Job Development
Specific job solicitation actions and goals , as specified
through the Prescriptive Employer Plan, are taken by a staff
person on behalf of a client to place the client in a job.
5) Job Solicitation:
General actions to secure the listings job openings through
full-service agreements or by establishing an account on
behalf of Employment Services' applicants. These actions
include mailings, telephone solicitation, personal calls on
employers, and other direct contact.
2. Employer Relations Staff Performance Standards
The performance standards apply to all staff responsible for
employer relations activities (general and specific programs) and
will be included under Employment Services ' Performance Appraisal
Review Form - Section IV. Staff includes Employment Services ,
Centennial Services , Area Agency on Aging, and other agencies
that are under Agreement.
a . Performance Standard Name: Maintenance of Accounts
Description: To establish and nlaintain quality employer
accounts for Employment Services ' applicants.
1) Meets Standard
The staff person demonstrates that he or she:
a) meets with employer account at least three times
during a six month period
b) has an approved prescriptive plan for each assigned
account
c) retains accounts by demonstrating that the employer
lists jobs with Employment Services during a six month
881105
NON-FINANCIAL AGREEMENT Page 10
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND Attachment 1
EMPLOYMENT SERVICES OF WELD COUNTY
period (unless hiring freeze, company closure or
lay-off is demonstrated)
d) demonstrates that Welfare Diversion applicants have
been placed according to prescriptive plans for job
development and job solicitation activities
e) has effectively corrected deficiencies through a
corrective action plan after being counseled by the
Supervisor, through the Employee Counseling Form, for
deficiencies under this standard
2) Below Standard
The staff person demonstrates that either he or she:
a) has not effectively corrected deficiencies that the
Supervisor has documented, through the Employee
Counseling Form
b) has received more than 2 Employee Counseling Forms
during a 6 month period documenting deficiencies under
this standard
c) meets with employer accounts less than three times
during a six month period
d) does not have an approved prescriptive plan for each
assigned account
e) does not retain accounts by demonstrating that the
employer listed jobs with Employment Services
during a six month period (unless hiring freeze,
company closure or lay-off is demonstrated)
f) does not demonstrate that Welfare Diversion applicants
have been placed according to prescriptive plans for
job development and job solicitation activities
3) Exceeds Standard
The staff person demonstrates, through Supervisor
documentation in the Employee Counseling Form, that he or
she:
Meets all standards , and does one of the following:
a) recommends, in writing, a procedure or policy that
proves to be a benefit to the placement of Welfare
Diversion participants into unsubsidized employment and
is cost-efficient
b) recommends , in writing, and demonstrates efficient and
effective processes, methods, and techniques that
provide for improvements with employer accounts
b. Performance Standard Name: Placement of Special Client Groups
Description: Able to place special client groups within
accounts that have an approved prescriptive plan
881105
NON-FINANCIAL AGREEMENT Page 11
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND Attachment 1
EMPLOYMENT SERVICES OF WELD COUNTY
and according to established goals within each
prescriptive plan.
1) Meets Standard
The staff person demonstrates that he or she':
a) meets 85% to 90% of the proposed service goals
established through the prescriptive plan for Welfare
Diversion Clients , including job development and job
solicitation goals
b) meets 80% to 85% of the proposed service goals
established through the prescriptive plan for veterans ,
youth, older workers, migrants and seasonal farmworkers ,
persons with disabilities„ unemployment insurance
interns , etc. , including job development and job
solicitation goals
2) Below Standard
The staff person demonstrates that either he or she:
a) has not effectively corrected deficiencies that the
Supervisor has documented, through the Employee
Counseling Form
b) has received more than 2 Employee Counseling Forms
during a 6 month period documenting deficiencies under
this standard
c) is 84% or below in meeting the proposed service goals
established through the prescriptive plan for Welfare
Diversion Clients, including job development and job
solicitation goals
d) is 79% or below in meeting the proposed service goals
established through the prescriptive plan for veterans ,
youth, older workers, migrants and seasonal farmworkers,
persons with disabilities, unemployment insurance
interns , etc. , including job development and job
solicitation goals.
3) Exceeds Standard
The staff person demonstrates, through Supervisor
documentation in the Employee Counseling Form, that he or
she is either:
a) is achieving 91% or more of the proposed service goals
established through the prescriptive plan for Welfare
Diversion Clients including job development and job
solicitation goals
h) is achieving 86% or more of the proposed service goals
established through the prescriptive plan for veterans ,
881105
NON-FINANCIAL AGREEMENT Page 12
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND Attachment 1
EMPLOYMENT SERVICES OF WELD COUNTY
youth, older workers , migrants and seasonal farmworkers ,
persons with disabilities , unemployment insurance
interns , etc. , including job development and job
solicitation goals.
3 . Prescriptive Employer Plan
a. Purpose
The purpose of the Prescriptive Employer Plan is to provide a
job solicitation and job development strategy for Employment
Services of Weld County in order to place job applicants into
job openings. This strategy is accomplished by having each unit
or agency, through Agreement, that is involved in placing job
applicants into jobs participate in identifying the following:
1) the type of employer account (inactive or active status and
the type and extent of service provided to the employer
under a full-service agreement or through job orders)
2) the current services provided to the employer through major
occupational categories.
Each unit or agency representative also assists in developing
specific methods and services to achieve the objective of
placing job applicants into job openings by determining:
1) the proposed services to be provided through major
occupational categories
2) the accomplishments to planned objectives as described under
proposed services.
b. Basic Assignment for Prescriptive Employer Plan
1) Each unit or agency that is involved in employer relations
will be prepared to present at least three Prescriptive
Employer Plans each week
2) Approximately three screening teams , which will be composed
of representatives from the major units or agencies involved
in employer relations , will meet on an alternating basis
3) Accounts that are assessed to be of benefit to Welfare
Diversion clients for unsubsidized placement will be
primarily assigned to Employer Services and Welfare
Diversion staff. In general , accounts that have openings
more suitable to a particular service, target population,
etc. , will be assiged to the appropriate unit or agency.
881105
NON-FINANCIAL AGREEMENT Page 13
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND Attachment 1
EMPLOYMENT SERVICES OF WELD COUNTY
4. Employment Services ' Supervisor and Employer Relations Staff Roles
and Responsibilities
a. Employment Services or Agency Supervisor Responsibilities to the
Prescriptive Employer Plan
1) Identification of Supervisors
The Employment Services Supervisors who will be
participating in developing and monitoring Prescriptive
Employer Plans are supervisors from the Employer Relations
Unit, Special Programs Unit, and the Welfare Diversion Unit,
and agency superivsors, if desired and as designated.
2) Supervisor Roles and Responsibilities
a) The Supervisor determines the number of accounts that
the unit and, in turn, the staff person may be able to
effectively manage while maintaining the quality of
overall unit or agency performance. This determination
will be made on an initial basis and on a monthly basis
thereafter. The determination will be made through
memorandum to the Employment Services Director and be
distributed to unit or agency staff for account
assignments.
b) The Supervisor is responsible for having three
Prescriptive Employer Plans completed each week for
review on the following week. These plans are to be
presented to the designated supervisor who is
responsible for screening on the following week, at
close of business on the preceding Friday.
c) The Supervisor is responsible for directing a committee
of staff who represent each of the units and agencies in
approving and monitoring Prescriptive Employer Plans.
(1) There will be approximately three committees who
will meet once every three weeks.
(2) The Supervisor will schedule the time, duration,
and date of the committee meeting with the
assistance of committee members and their
respective supervisors.
(3) The agenda for the committee meeting will be:
(a) review and approve the new Prescriptive
Employer Plans
(b) monitor Prescriptive Employer Plans on a
semi-annual basis so the:
. plan ' s goals may he updated, revised, or
modified
881105
NON-FINANCIAL AGREEMENT Page 14
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND Attachment 1
EMPLOYMENT SERVICES OF WELD COUNTY
. plan's accomplishments may be identified
and, if appropriate, corrective action
plan's be developed
(c) identify new or modified policies and
procedures necessary to maintain the quality
of the Prescriptive Employer Plan process
d) The Supervisor will make a report to the respective
supervisor on staff performance through Prescriptive
Employer Plan process within 3 working days of the
committee meeting.
e) The Supervisor will obtain the Employer Services
Supervisor's and the Welfare Diversion Supervisor's
concurrence to each of the Prescriptive Employer Plans
within 3 working days of the committee meeting.
f) The Employer Services and Welfare Diversion supervisors
will be responsible in providing concurrence to all
Prescriptive Employer Plans in order to ensure within 2
working days of the supervisor's transmittal of
Prescriptive Employer Plans [see item e)]:
(1) the quality of the document
(2) the quality of the proposed goals and their
adherence to meeting Welfare Diversion Program
goals and special program goals
(3) the quality of the process
(4) preparation of the monitoring file for Prescriptive
Employer Plans for supervisors and their respective
committees
g) The Supervisor will inform the Employer Services
Supervisor, the Welfare Diversion Supervisor, and the
Employment Services Director of any problems , issues ,
concerns , or recommendations concerning the Prescriptive
Employer Plan process.
b. Employer Relations Staff Responsibilities to the Prescriptive
Employer Plan
1) Identification of Employees
Employer Relations staff will include representatives from
each of the units and agencies that are participating under
Agreement. The Employment Services units are Employer
Services (all staff) , Welfare Diversion (all staff) , and
Special Programs (all staff) .
881105
NON-FINANCIAL AGREEMENT Page 15
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND Attachment 1
EMPLOYMENT SERVICES OF WELD COUNTY
2) Employee Roles and Responsibilities
a) The Employee will maintain the quality standards in
developing and monitoring the Prescriptive Employer
Plan.
b) The Employee will identify problems , issues , and
concerns as a result of the Prescriptive Employer Plan
process to his or her immediate supervisor.
881105
4
Enclosed for your review is a draft non-financial agreement between
Centennial Developmental Services , Inc. , and Employment Services of Weld
County (Employment Services) to participate in the employer relations
program of Employment Services.
I hope the agreement covers what we have discussed. If you have
revision, comments , or questions , please telephone me at 353-0540.
881105
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NON-FINANCIAL AGREEMENT Page 16
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND Attachment 2
EMPLOYMENT SERVICES OF WELD COUNTY
MEMORANDUM FOR CERTIFICATION
OF COMPLIANCE WITH
STATE OF COLORADO EMPLOYMENT POLICIES
Attached hereto are the following materials related to standards, rules and guidelines for
those persons who are volunteers in employment or agents of the Colorado Division of
Employment.
1. Code of Ethics
2. Gratuity and Credit for Placement Policy
3. Confidentiality of Records Policy
Please make yourself thoroughly familiar with the contents of each document prior to
certifying your understanding of each portion, its intent and the penalties for
non-compliance.
Your signature constitutes an understanding and agreement to abide by the stated policies.
Signed:
Date:
881105
NON-FINANCIAL AGREEMENT Page 17
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND Attachment 2
EMPLOYMENT SERVICES OF WELD COUNTY
CODE OF ETHICS FOR COLORADO STATE GOVERNMENT SERVICE
Established by Executive Order, September 1966
Reaffirmed by Richard D. Lamm, Governor of the State of Colorado, July 1975.
The purpose of this code is to establish a clear standard of ethics for officers and
employees in the Executive Branch of the government in order to assure public confidence
in the integrity of the government of the State of Colorado.
EACH PERSON IN THE EXECUTIVE BRANCH OF GOVERNMENT SHALL:
I . Maintain independence and impartiality and refuse to accept any compensation or
gift which might result in the preferential treatment of persons, businesses, or
organizations.
2. Avoid any private business relationship or ownership that might conflict with
public duties.
3. Be conscious of his influence in state government and avoid any personal
interest in business transactions in that area.
4. Be careful not to use state time, property, equipment or supplies for private
interest.
5. Never disclose, use or allow others to use confidential information acquired by
virtue of state employment for private interest.
6. Seek to find and employ the most efficient and economical ways of performing his
duties for the State of Colorado.
7. Carry out his duty as a public servant by exposing corruption in government
wherever discovered.
8. Be conscious that his personal conduct reflects on the integrity of state
government and take care not to betray that confidence by any conduct which
might have an adverse effect on it.
881105
NON-FINANCIAL AGREEMENT Page 18
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND Attachment 2
EMPLOYMENT SERVICES OF WELD COUNTY
GRATUITIES AND CREDIT FOR PLACEMENT POLICY STATEMENT
The purpose of this statement is to reiterate the written policy of the Division of
Employment and Training with respect to accurate reporting of placement and the
prohibition against accepting any gratuity or favor for making a placement.
An accurate tabulation must be made of placements. Any misrepresentation as to the number
of placements--either a failure to properly take credit or to take credit for a placement
not made--is not acceptable.
People will make honest mistakes, but a mistake cannot be condoned with regard to the
proper recording of placements. It has always been the policy of the Division of
Employment and Training to immediately terminate an employee who takes credit fo-
placements not actually made. There are no exceptions to this policy.
Under no condition is any employee to accept payment, a gratuity, or favor for making a
placement. Any violation of this policy will also result in the termination of the
services of the employee violating the policy.
} If anyone, at any time, suggest that you in any manner make other than an accurate record
of placements, this fact should be immediately reported by you to the Personnel Unit.
8811(15
NON-FINANCIAL AGREEMENT Page 19
CENTENNIAL DEVELOPMENTAL SERVICES, INC. , AND Attachment 2
EMPLOYMENT SERVICES OF WELD COUNTY
CONFIDENTIALITY OF RECORDS
The State, by and through the Department of Labor and Employment; Division of
Employment and Training, designates the Volunteer and any and all of its agents, servants
and workers as "agents" of the Colorado Division of Employment for purposes of
confidentiality pursuant to Section 8-72-107 CRS 1973.
Except for releasing information for the purpose of conducting normal placement and
counseling activities, all other requests must be cleared through the local office
manager.
Section 8-72-107 CRS 1973 states in part that information obtained from any
individual pursuant to the administration of the department shall be held confidential.
The restriction states that the information shall not be given "in any manner revealing
the individual's or employing unit's identity." This section provides fines and
imprisonment for violation of its provisions.
8811)5
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