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Home My WebLink About940184.tiff RESOLUTION RE: APPROVE SUMMER YOUTH EMPLOYMENT AND TRAINING PROGRAM PLAN, TITLE II-B, AND AUTHORIZE CHAIRMAN TO SIGN WHEREAS, the Board of County Commissioners of Weld County, Colorado, pursuant to Colorado statute and the Weld County Home Rule Charter, is vested with the authority of administering the affairs of Weld County, Colorado, and WHEREAS, the Board has been presented with a Summer Youth Employment and Training Program Plan, Title II-B, between the County of Weld, State of Colorado, by and through the Board of County Commissioners of Weld County, on behalf of the Weld County Division of Human Resources, and the Governor's Job Training Office, commencing October 1, 1993, and ending June 30, 1996, with further terms and conditions being as stated in said plan, and WHEREAS, after review, the Board deems it advisable to approve said plan, a copy of which is attached hereto and incorporated herein by reference. NOW, THEREFORE, BE IT RESOLVED by the Board of County Commissioners of Weld County, Colorado, that the Summer Youth Employment and Training Program Plan, Title II-B, between the County of Weld, State of Colorado, by and through the Board of County Commissioners of Weld County, on behalf of the Weld County Division of Human Resources, and the Governor's Job Training Office be, and hereby is, approved. BE IT FURTHER RESOLVED by the Board that the Chairman be, and hereby is, authorized to sign said plan. The above and foregoing Resolution was, on motion duly made and seconded, adopted by the following vote on the 16th day of February, A.D. , 1994, nunc pro tunc October 1, 1993. BOARD OF COUNTY COMMISSIONERS Lijkajn ATTEST: WELD OUNTY, C LOR D0 Weld County Clerk to the Board j /- /0A/fig W. it Webster, hairman BY: ad k- (/ Deputy erk to the Board Dale Hall, rolpm APPROVED AS TO FORM: ,r ,74 4 Ale7Baxter ounty Attorney Constance L. Harbert /dt:rir ' kmeye 940184 Attachment 8 EXPENDITURE AUTHORIZATION Signature Page Service Delivery Area Name: Weld County Address: P.O. Box 1805 City/State/Zip: Greeley, Colorado 80632 Program Project Ref. Code Titile and Amount of Funds Title II-B (SYETP) $310,118 Name: Summer Youth Employment and Training Program VAX#: Period of Performance: From October 1, 1993 To June 30, 1996 The foregoing Expenditure Authorization has been reviewed and approved by the following parties and will be incorporated into the Governor's Job Training Office/Service Delivery Area Master Contract as an attachment. This signature page, when duly signed, authorizes the grant of funds by GJTO for the program/projects identified herein. A �� LEO Signature l O / Date //�/�� W. H. Webster Chairperson Name (Typed) Title e PIC Chair Signature Date Richard Hillman Chairman Name (Typed) Title r1—/ 1/-9 V A Director ector Signature Date Linda L. Perez Director Name (Typed) Title GJTO Director Signature Date Name (Typed) Title (* This line to be completed by GJTO. ) 340184 Weld County Summer Youth Employment and Training Program Plan PY' 93 Submitted by: Linda Perez Director Weld County Service Delivery Area P.O. Box 1805 Greeley, Colorado 80632 (303) 353-3815 940184 Table of Contents 1. Executive Summary 1 A. Grant Recipient 1 B. Entity to Administer the Summer Youth Employment and Training Program (SYETP) 1 C. Procurement Process for Subcontracting 1 D. Start and End Dates for Activities 1 2. PY '93 Summer Youth Employment and Training Program Goals and 1 Objectives A. Focus and Impact of the Program - 1 B. SYETP Goals and Objectives 1 3. SYETP Services and Program Activities 2 A. Objective Assessment 2 B. Individual Service Strategy 2 C. Basic Education/Academic Enrichment 3 1) . Assessment and Plan of Action to Improve Skills in Deficiency Areas 3 2) . Participants and Locations 3 (a) . Youth who Test Two Grade Levels Below 3 (b) . Youth who Test at or Above Grade Level 3 (c) . Employment Services of Weld County 3 (d) . Aims Community College 4 (e) . Aims Community College in Ft. Lupton 4 (f) . School Districts Summer Schools 4 (g) . University of Northern Colorado 4 (h) . Colorado State University 5 3) . Student/Teacher Ratio/Remediation or Enrichment Hours . 5 4) . School Credit 5 5) . Basic Skill Competency 5 6) . Average Cost per Participant in Basic Education . . . 6 i. 940184 D. Work Experience 6 1) . Method Used for Selection 6 2) . Work Experience Operations/Orientations 6 3) . Selection of Work Sites and Job Site Supervisor Orientations 6 4) . Work Sites for Youth with Special Needs 7 5) . Pre-Award Site Visits 7 6) . Number of Participants Assigned to Work Experience . 7 7) . Participants in Work Experience Receiving Remediation or' Academic Enrichment 7 8) . Competencies 7 9) . Incentives for Work Experience Competency 8 10) . Average Cost per Participant in Work Experience . . . 8 E. Incentives to Motivate Youth to Participate in Remediation 8 1) . Learning Lab 8 2) . GED 8 3) . Aims Community College Classes 8 4) . School Districts Summer School 8 5) . Youth Opportunity Unlimited Project (Y.O.U) 8 6) . Upward Bound Project 8 F. Supportive Services 8 G. Other Activities 9 H. Planned Participant and Termination Summary 9 4. Coordination 10 A. Coordination with Other Appropriate Education Systems . . . 10 B. Coordination with Agencies 10 1) . Local Educational Agencies 10 2) . Youth Serving Agencies 10 5. Nontraditional Employment for Women (NEW) 10 A. Efforts to Increase Training and Placement 10 B. Goals for Placement 11 ii. 940184 6. Program Monitoring 11 A. Basic Education 11 B. Work Experience 11 11 7. Assurances 8. Financial Management Procedures 12 12 A. Allocation 12 B. Plan Versus Actual C. Budget Information Summaries 12 12 D. Cost Categories 12 E. Transfer of Funds 12 F. other G. Expenditure Authorization 13 13 9. MIS Procedures Attachment 1 - Individual Service Strategy Attachment 2 - Participant Orientation Handbook Attachment 3 - supervisor Orientation Handbook Attachment 4 - Pre- and Post Assessment Tools for Competencies Attachment 5 - Planned Participation and Termination Summary Attachment 6 - Monitoring Tools Attachment 7 - Budget Information Summary and Projected Quarterly Expenditure Form Attachment 8 - Expenditure Authorization Signature Page iii. 9401R4 Weld County Summer Youth Employment and Training Plan Page 1 1. Executive Summary A. Grant Recipient The Board of Weld County Commissioners will be the grant recipient of the funds from the State. B. Entity to Administer the Summer Youth Employment and Training Program (SYETP) The Weld County Service Delivery Area (SDA) will administer the Summer Youth Employment and Training Program. C. Procurement Process for Subcontracting The Weld County SDA does not subcontract services for the summer program. D. Start and End Dates for Activities Outreach February 1994 through June 1994 Eligibility Determination February 1994 through June 1994 Orientation April 1994 through June 1994 Assessment February 1994 through June 1994 Work Experience May 1994 through August 1994 Remediation/Academic Enrichment/ May 1994 through August 1994 Employability Skills Enhancement 2. PY '93 Summer Youth Employment and Training Program Goals and Objectives A. Focus and Impact of the Program The focus of the program and its anticipated impact is to provide for work experience and academic enrichment components for each youth participant which encourage them to remain in school or return to school. It is estimated that 80% of the youth will fall into this category. B. SYETP Goals and Objectives The goals and objectives for the SYETP are: 1) . to have 85% of the total number of in-school youth return to school in the Fall of 1993 as measured by a follow-up survey which is conducted with schools and youth; 2) . to have 90% of the youth participating in the remediation and academic enrichment components enhance their academic performance, including their reading and mathematics comprehension, as measured by attainment of school credit, completion of grade level in the learning lab, or successful completion of other classes, as determined by pre- and post- testing and reports from remediation/enrichment component instructors; 3) . to have 90% of the youth participating in the work experience component enhance their level of employability skills as measured by a Youth Participation Questionnaire and a Work Site Questionnaire. The Questionnaires include the youth's evaluation of the benefits received from participation in the areas of remediation, academic enrichment, employability skills enhancement, and work experience; 940184 Weld County Summer Youth Employment and Training Plan Page 2 4) . to have 90% of the youth participating in the employability skills classroom activities increase their knowledge base as measured by an evaluation of the instructor using attendance, work attitudes, completion of assigned tasks, etc. ; 5) . to increase the coordination efforts with local youth serving agencies to provide services to youth in need by conducting orientations for three agency personal, cross referral as appropriate, and arranging for outreach/recruitment sites at thirteen school districts and two agencies. 3. SYETP Services and Program Activities A. Objective Assessment Each youth participant will receive an objective assessment which determines their basic skills and supportive service needs. Information will also be obtained regarding past work experiences with the Summer Youth Employment and Training Program and the interest/preference of the youth which will be used to determine job assignments in the program. Assessment of reading and math skills will be completed by one or more of the following methods: * Adult Basic Learning Assessment * Job Corp Reading Test * Results of the Comprehensive Testing Basic Skills * A statement from the school identifying the youth's grade level and the school's assessment of benefits from remediation activities if statement and assessment are within the last 12 months * District Objective Test * other tests or methods the schools use to determine the grade level of youth in math and reading if those tests are within the last 12 months * Aims Community College testing for GED in English, reading, and math for high school dropouts * For those youth who have graduated from high school, the final report card will be requested. If they have obtained reading and math credit, further assessment will not be needed The primary tool that Weld County SDA will use, will be the Adult Basic Learning Assessment. B. Individual Service Strategy Each participant will have an Individual Service Strategy (ISS) which will indicate selected training components and any supportive service needs identified through the objective assessment. Each participant will have an ISS included in their client file. If a youth is either transferred or co-enrolled in Title II-A or II-C, or is planned to be enrolled in Title II-C, their Title II-A or II-C ISS will be updated to show the rationale for enrollment in SYETP and a copy of the updated ISS will be placed in the II-B client file. ISS's will address goals for employment and education, services to be received under Title II-A or II-C, and will describe how the SYETP will assist the youth in overcoming barriers to employment, and in setting and reaching goals. The Individual Service Strategy which is planned for use in the Summer Youth Program is included as Attachment 1. 940184 Weld County Summer Youth Employment and Training Plan Page 3 C. Basic Education/Academic Enrichment 1) . Assessment and Plan of Action to Improve Skills in Deficiency Areas Each youth will be assessed through one of the means discussed in section 3.A. The assessment results will become part of the permanent record. It is estimated that 95% or 190 youth will participate in a remediation or enrichment activity. The SYETP staff will be responsible for pre-testing to determine areas that may need to be addressed with the youth through remedial or enrichment activities. These areas will then be addressed through either computer-assisted instruction, teacher directed instruction, or both. Youth not in need of remediation will receive academic enrichment or employability skills enhancement. The remediation and enrichment activities have been designed to be flexible and individualized. The assisted instruction through the computer learning lab and general instruction, includes pre- and post-testing to determine the level of the skills the youth needs to master the remedial or enrichment activities. The youth who attend summer school, participate in Upward Bound, or are pursuing a GED, will be attending classes to up- grade their deficiency areas, or obtain school credit. 2) . Participants and Locations The Weld County SDA will have various approaches to deliver remediation and enrichment activities. These approaches are as follows: (a) . Youth who Test Two Grade Levels Below Youth that test two or more grade levels below their actual school level, will be required to attend remedial classes in conjunction with their summer work experience, except those youth who live in the rural areas where transportation is not available. It is not anticipated that many rural youth will need remediation as their academic achievement is normally standard. Handicap youth, including youth with learning disabilities, will be reviewed on an individual basis to determine if remediation is appropriate. Exemptions will be documented in the youth's file. (b) . Youth who Test at or Above Grade Level Youth who test at or above grade level will be encouraged to take advantage of the options available for enrichment activities to increase their operational levels in English or math, or to explore new academic areas that they have not previously been involved in. (c) . Employment Services of Weld County Remediation and enrichment classes will occur at Employment Services of Weld County, 1551 North 17th Avenue, Greeley. 940184 Weld County Summer Youth Employment and Training Plan Page•4 The learning lab, which utilizes computerized- instruction through the Josten's Learning System will be used to supplement teacher-directed instruction in math and English. Approximately 80 youth will participate at the lab. The lab will be available from June 1, 1994 through August 30, 1994, to youth who participate in lab remediation activities. Youth will be encouraged to participate for a minimum of 20 hours during the summer. An out-station computer lab located at Roosevelt High School, in Johnstown will also be used to deliver computerized instruction through the Josten's Learning System. This will supplement teacher-directed instruction in math and English. Approximately 15 youth will participate in this lab. (d) . Aims Community College Youth who are not in school and who do not have a GED or high school diploma will be encouraged to attend a GED program at Aims Community College and attend GED classes at the Learning Lab. Approximately 3 youth will work toward a GED. Based on need, additional remediation or enrichment activities may occur. (e) . Aims Community College in Ft. Lupton Two separate classes will be offered at Aims Community College in Ft. Lupton. A remedial education class will be offered to youth in the Ft. Lupton area who are shown to be in need of remedial activities. An academic enrichment class for youth at or above grade level will also be made available. Approximately 15 youth will participate in the Ft. Lupton classes. Remedial classes will be 8 weeks in length and will be held 1 day per week for 3 hours. Youth will receive remediation in either math, reading, or both. General instruction, as well as individualized instruction methods, will be used. Classroom pre- and post-testing will be initiated by the instructor to determine how well the youth mastered the specific topic. (f) . School Districts Summer Schools School District 6 in Greeley, and St. Vrain School District in Frederick, operate a summer school program. Youth who participate in the SYETP and are designated by these School Districts as in need of summer school will be required to attend the summer school classes. The youth will receive academic credit for successful completion. Approximately 7 youth will attend summer school. (g) . University of Northern Colorado There will be 3 youth receiving remediation or enrichment through the Youth Opportunity Unlimited Program operated through the University of Northern Colorado in Greeley. • 340194 Weld County Summer Youth Employment and Training Plan Page 5 (h) . Colorado State University There will be 10 youth receiving remediation and/or academic enrichment activities through the Upward Bound Program located at Colorado State University in Ft. Collins. These classes will be 6 weeks in length and will be held 5 days per week for approximately 6 hours a day. 3) . Student/Teacher Ratio/Remediation or Enrichment Hours It is anticipated that the student/teacher ratio will not exceed 15 to 1 for most activities. However, School Districts, the Youth Opportunity Unlimited Project, and the Upward Bound Program determine the student/teacher ratio for their programs. Each instructor determines the delivery of their instruction, coordination with similar programs in the community, and use of volunteers in the classroom. Remediation and/or enrichment hours are based on the structure and design of each component. School Districts, CSU, Y.O.U, and GED hours are determined by the responsible agency. Program availability and experience help determine target hours for remediation and enrichment activities in the learning lab and Aims Community College. 4) . School Credit School credit will be provided through school districts for those youth who attend summer school, the Youth Opportunity Unlimited Project (Y.O.U. ) , or the Upward Bound Program. School Districts determine the number of hours necessary to grant school credit. Summer school is usually 8 weeks , 16 hours per week. The Y.O.U. Project is 8 weeks in length and approximately 10 hours per week are in remediation/academic enrichment. The Upward Bound Program is 6 weeks in length and there are 6 hours per week in math, 6 hours per week in reading or English, and 1 hour per week in remediation when required. 5) . Basic Skill Competency For the PY '93 SYETP, a youth will be considered as having attained PIC Basic Skills Competency if, through the intervention of JTPA or a participating organization, the youth: * Attains a GED, or; * Attains a high school diploma, or; * Attains the required basic reading/English/math functional grade level (as measured by a standardized test) , or; * Attains a tenth grade functional reading/English/math functional grade level (as measured by a standardized test) , or; * Attains 2 or more functional grade level gains in assigned academic competency areas. 940184 Weld County Summer Youth Employment and Training Plan Page 6 6) . Average Cost per Participant in Basic Education The Weld County SDA will be using Summer Youth Employment and Training funds to purchase services from instructors, pay tuition, provide supplies, etc. The real cost for the remediation/academic enrichment activities is estimated at $22,800.00 for approximately 190 participants for an average of $120.00 cost per participant. The costs for the remediation activities including incentives for the youth to participate is estimated at $49,400.00 for approximately 190 participants for an average of $260.00 per participant. The $26,600 of incentive will be used as wages for remediation/enrichment activities if incentives are not allowed. D. Work Experience 1) . Method Used for Selection All SYETP participants shall be economically disadvantaged. By priority, the target eligible population groups are: • youth who are receiving welfare • youth who are members of a household receiving welfare • youth who are pregnant or parenting • youth who are in school and plan to return to school • youth who are dropouts 2) . Work Experience Operations/Orientations Youth who participate in work experience will be exposed to various occupations, learn basic work skills, receive encouragement to continue their education, earn money, and develop career goals and objectives. Work experience activities will occur in public or private non-profit agencies. The type of work experience offered to youth will include custodian, grounds maintenance, teacher aide, clerical, reception, maintenance, library aide, etc. The Weld County SDA requires that the youth's participation in the program realistically reflect how a youth would be expected to behave in unsubsidized employment. Therefore, there are strict requirements about reporting to work on time, attendance, behavior at work, etc. To that end, orientations are geared towards informing participants of their responsibilities while in the program and the expectations and program goals of the Weld County SDA. Youth are informed that if they do not participate according to the requirements, they will be terminated from the Program. The Participant Orientation Handbook is included as Attachment 2. 3) . Selection of Work Sites and Job Site Supervisor Orientations Work site applications are sent out during the outreach phase of the SYETP and employers respond with information on the type of business and what positions are available to youth. Work sites are evaluated on their appropriateness for youth placement and on their ability to monitor and supervise youth placements. Orientations for job site supervisors are conducted prior to placement of youth, and items in the work site supervisors handbook are covered. Emphasis is placed on supervisor responsibilities and job site safety. The Supervisor Orientation Handbook is included as Attachment 3. 940184 Weld County Summer Youth Employment and Training Plan Page 7 4) . Work Sites for Youth with Special Needs Youth with special needs will be assigned to work sites after it is deemed that the work site can accommodate the youth's needs. Work site supervisors dealing with youth with special needs will have a pre-award site visit, and matters concerning supervision and job safety will be specifically addressed as they apply to each youth. 5) . Pre-Award Site Visits Pre-award site visits will be performed and documented on all job sites participating for the first time in the SYETP, as well as those work sites which had workers compensation claims during the PY '92 SYETP. 6) . Number of Participants Assigned to Work Experience Work experience activities will be provided to approximately 200 youth ages 14-21. The majority of the participants enrolled in work experience will work for approximately 6-8 hours a day 4-5 days a week for approximately 8 weeks. There will be some youth who will work between 4 and 8 hours a day, 5 days a week and between 6 to 8 weeks. 7) . Participants in Work Experience Receiving Remediation or Academic Enrichment The majority of youth who are involved in remediation or enrichment will also be involved in work experience. Schedules will be arranged so that the youth's requirements in both activities do not conflict. Work experience, remediation, and enrichment will occur concurrently. 8) . Competencies The Weld County Competency Program may be utilized for participants in work experience and basic skills remediation, if those individuals were co-enrolled in Title II-A or II-C, at the beginning of SYETP, or it is anticipated that the youth will be enrolled in Title II-C for the next program year. Included as Attachment 4 are the pre- and post-assessment tool, which will be utilized, the job specific tool, and the time sheet format to credit work maturity. Participants will be evaluated by the responsible Title II-A, II-C technician prior to placement at a work site. The competency gain and attainment standards will be the same as for Title II-A and II-C. Pre-employment/Work Maturity will require a minimum of 120 hours on the job and 80% positive evaluations in work maturity areas. Job Specific competencies will require successful attainment of identified job specific skills. The cost for co-enrolled youth will be paid only out of Title II-B funds. 940184 Weld County Summer Youth Employment and Training Plan Page 8 9) . Incentives for Work Experience Competency Weld County SDA will not provide incentives to youth who achieve competency in pre-employment or work maturity competency areas. 10) . Average Cost per Participant in Work Experience The majority of the participants will work approximately 24-32 hours a week at $4.25 per hour for approximately 8 weeks. The youth will earn on an average, $102.00-$136.00 per week or $816.00- $1088.00 over the course of the 8 weeks. E. Incentives to Motivate Youth to Participate in Remediation Weld County will use incentives if allowed. If not allowed, the youth will be provided wages for a portion of their remediation/academic enrichment components. Descriptions of work expectations, tracking work, length of time, etc will be developed by the start of the program. 1) . Learning Lab Youth attending the learning lab will receive a $4.00 per hour incentive. In addition, youth will receive a bonus of $25.00 for each grade gain in math and reading. 2) . GED Youth who attain a GED during the summer will receive a $200.00 bonus and will be provided the opportunity for one quarter's tuition for post secondary education. 3) . Aims Community College Classes Youth will receive a $4.00 per hour incentive to attend classes. If a youth satisfactorily achieves the class objectives and attends at least 90% of the classes, the youth will receive a bonus of $25.00. 4) . School Districts Summer School School districts' youth will receive $100.00 for each grade "C" or above for required classes, not to exceed $200.00. 5) . Youth Opportunity Unlimited Project (Y.O.U) Y.O.U. youth will receive a $100.00 bonus for each grade "C" or above for required classes, not to exceed $200.00. 6) . Upward Bound Project Youth will receive an incentive of $100.00 per week for 6 weeks of attending classroom and associated activities. Because they are not involved in work experience, these youth receive a weekly bonus. F. Supportive Services Participants enrolled in the Program will receive assistance from this activity if it is necessary to receive these services to successfully participate in the summer program. 940184 Weld County Summer Youth Employment and Training Plan Page 9 Generally, supportive services will provide the transportation, equipment, materials, uniforms, safety shoes, safety glasses,. textbooks, child care, etc. , needed for youth to participate in the SYETP activities identified in this section. The supportive services monies may also be used to provide the youth with the equipment, materials, and/or tools needed to secure and maintain a full-time permanent position. It is anticipated that approximately $3,500.00 in supportive services dollars will be used for work- related equipment, child care, or materials for youth participating in the Program. No bulk purchases will be made for participants according to the state procurement policies. G. Other Activities The Weld County SDA has addressed the Individual Service Strategy which include employability assessment and employment counseling under section 3.B. Job referral and job placement activities will be made available to those youth who have completed school or are not returning to school. These activities will be coordinated with the Job Service function of Employment Services. There are no additional costs associated with these activities. There will be a variety of classroom lectures, workshops, seminars, etc. offered to those youth who do not attend remediation or other basic skills classes as part of their academic/employment enrichment activities. Youth will be encouraged to attend these employment oriented classroom activities as a part of the youth's employment. The pre-employment classes will be in the areas of career and vocation exploration, job search assistance, job seeking/holding skills training, work attitude and behavior, decision making skills, goal setting, and labor market information. It is anticipated that approximately 47 youth will participate in pre-employment classes and will receive $15.00 for each of the 6 classes they successfully complete. The total cost for the incentive is $4,230.00, with the average cost of $90.00 per participant. If incentives are not allowed, youth will receive wages for each class hour. An additional activity which the Weld County SDA plans to operate is a Youth Corp project. This project will place approximately 10 youth in a work environment which will focus on a community project. The youth will be involved in work experience as described in paragraph 3(D) as well as remedial/academic enrichment activities as described in paragraph 3(C) . Supervision will be provided by a Summer Youth crew leader and youth will receive training in team building, either through a ropes course or other programs designed to develop team attitudes. The total costs for the Youth Corps project is approximately $40,000.00. This includes payment for work experience, remedial/academic enrichment components, team building activities, supportive service needs, incentives, and crew supervisor salary. H. Planned Participant and Termination Summary The Planned Participant and Termination Summary is included as Attachment 5. 940184 Weld County Summer Youth Employment and Training Plan Page 10 4. Coordination A. Coordination with Other Appropriate Education Systems The Learning Lab located at Employment Services of Weld County will be used for remediation/academic enrichment activities unless noted otherwise in paragraph 3(C) . B. Coordination with Agencies 1) . Local Educational Agencies The Weld County SDA coordinates activities with the 13 school districts in Weld County. The areas include: work experience sites, outreach, recruitment, assessments, and remedial or enrichment activities as appropriate. The local educational agencies will assist in determining which youth should participate in the remediation activity. It is anticipated that the priority will be youth who need academic credit for graduation requirements or who are at least one grade level behind in math or reading. If the Weld County SDA selects youth for remediation, priority will be given to those youth whose assessments indicate that they would benefit from some remediation activity. The assessment factors include low grades, low test scores, etc. Youth who do not have a GED will be encouraged to enter a GED program at Aims Community college in Greeley. 2) . Youth Serving Agencies The Weld County SDA implements extensive coordination between the SYETP and other youth serving agencies during the summer. The Juvenile Court system provides outreach and referrals to the Summer Youth Program, and their eligible youth are encouraged to participate in the SYETP by the Juvenile Courts system staff. Other youth serving agencies may participate as a work site, as an outreach tool, or will provide services to youth as needed. 5. Nontraditional Employment for Women (NEW) The Weld County SDA has established goals in the 1993 Job Training Plan for the training and placement of women in non- traditional employment and apprenticeships. To further the placement of women in non-traditional settings, Weld County will include efforts to increase the awareness and placement of Summer Youth Program females participants. A. Efforts to Increase Training and Placement Summer Youth staff will expand the assessment of female participants to determine interests in non-traditional employment placements. The intent of this assessment process will be to: 1) . increase the number of work placements of female participants in non-traditional jobs; 2) . provide participants with information about non-traditional jobs, and non-traditional job training programs for future consideration; 3) . determine and provide supportive services that will assist the female participants in their placement and retention in non- traditional jobs. 9401 RSA Weld County Summer Youth Employment and Training Plan Page 11 B. Goals for Placement The goal for the Weld County SDA will be to have 20% of all female participants in non-traditional work experience. 6. Program Monitoring A. Basic Education Each educational site will be monitored by the designated Summer Youth counselor once during the SYETP, if the component is less than four weeks, and twice during the program, if the duration of the component is four weeks or more. A monitoring tool will be used to evaluate time and attendance procedures, instructional material, pre- and post-test procedures, competency attainment procedures, and if the goals of the Basic Education component are being met. The monitoring tool includes an evaluation by the participant. B. Work Experience Each work site will be formally monitored at least once during the SYETP. The designated Summer Youth counselor will conduct this monitoring as well as a bi-weekly informal monitoring. The formal monitoring will be completed and placed in the youth's file within the 1st month of placement. New sites will be formally monitored within 2 weeks of placement of a youth to ensure the requirements of time and attendance, appropriate work, and safety concerns are understood. Formal monitoring tools will be used which evaluate compliance with applicable laws and regulations including minor labor laws, compliance with GJTO policy and Weld County SDA plans, completion of required documents including time and attendance sheets, and the effectiveness in meeting the goals of the Work Experience component. The monitoring tool includes an evaluation by the participant. The monitoring tools are included as Attachment 6. The Program Coordinator will select two sites from each Summer Youth counselor and conduct a formal review which will check compliance issues, paperwork, time and attendance procedures and the effectiveness of the component. Testing and data entry procedures will be monitored bi-weekly. The Weld County Employment Services' Fiscal Officer will monitor and evaluate payroll procedures at least once during the Program. Corrective action will be taken immediately on compliance or safety issues. If the issue can not be immediately corrected, the work experience will be suspended until corrective action is taken. Generally, corrective actions on deficiencies will be made on the spot. Follow-up visits will be made in 1 week and formal monitoring tools will be completed and placed in the participant file. The designated Summer Youth counselor will be responsible for oversight and follow-up. SYETP participants will complete a Participant Evaluation at the end of the Program. 7. Assurances A. All SYETP participants shall be economically disadvantaged, and that status shall be documented in the participant record file. 940184 Weld County Summer Youth Employment and Training Plan Page 12 B. All work sites must adhere to the Child Labor Laws. C. A two page summary report of the PY '93 SYETP will be submitted to the Governor's Job Training Office by November 30, 1994, which shall include: 1) . A description of activities conducted during the Summer Youth Employment and Training Program; 2) . Characteristics of participants; and 3) . The extent to which the activities met the objectives set forth in the Summer Youth Employment and Training Plan. B. Financial Management Procedures A. Allocation See attached Budget Information Summaries located as Attachment 5. B. Plan Versus Actual The Weld County SDA agrees that the Title II-B 1993 funding level included in the SYETP Plan is an estimate. Upon receipt of the actual funding allocations for this Program, the two budget documents and the program description will be adjusted accordingly and submitted to GJTO within 30 days of receipt. This revised information will be signed by the PIC Chair and the SDA Director and approved by the GJTO Director. C. Budget Information Summaries The budget information summary for the time period of 10/01/93 through 06/30/96 is located as Attachment 7. D. Cost Categories Cost categories are budgeted in accordance with JTPA Letter #93-03- Fl. Administration costs will not exceed 15% of the total budget and will follow allowable costs outlined in JTPA letter #93-03-Fl. Training and supportive service costs will include work experience with all applicable deductions, classroom training and remediation, transportation and all allowable costs associated with this cost category and program. The Weld County SDA does not plan to purchase property with the current allocation. E. Transfer of Funds Weld County does not plan to transfer funds to the Title II-C program as allowed in S256. F. Other Weld SDA's carryout for the '92 SYETP at 10/1/93 was $107,452.28. The Weld County Human Resources Department overall agency cost allocation plan has been submitted to GJTO. 45O1 Rdl Weld County Summer Youth Employment and Training Plan Page 13 Weld SDA's PY93 SYETP will follow Program Guidelines letter #93-02- AD1 and #93-10-F4 for procurement and property management. Weld County does not expect to generate income from any activities. G. Expenditure Authorization The Expenditure Authorization (EA) cover sheet is included as Attachment 8. The Title II-B SYETP will become an EA to the PY '93 Master Contract. Therefore, the period of performance will end on June 30, 1996. 9. MIS Procedures All SYETP participants will be tested utilizing one of the tools discussed in section 3.A. Weld County will adhere to entering the pre- and post-test data elements in the MIS system. Participants not enrolled in remediation will not be post-tested. 940184 Attachment 1 LD COUNTY EMPLOYMENT SERVICE SUMMER YOUTH INDIVIDUAL SERVICE STATEGY VAX it Initial Technician: Revised (Date ) Technician Phone Number: NAME SSN STREET ADDRESS BIRTHDATE LSCHOOL ATTENDING LAST GRADE COMPLETED ABLE TEST SCORES One of the goals of the SYETP is to assist youth in attaining the necessary reading and math skills needed Reading to become successful in future education and employment. If participation in an education Math component is deemed necessary by your technician, attendance in that program is required to maintain Date Tested: your employment in the summer program. EDUCATIONAL GOAL EMPLOYMENT GOAL Educational Component Anticipated School Status (Fall 1993) ( ) Computer Lab (ES) ( ) Return to School ( ) Computer Lab (Roosevelt) ( ) Attend Vo-Tech School ( ) YOU ( ) Attend College ( ) Upward Bound ( ) Other: ( ) Other: Start Date Est End Employment and Training Needs Supportive Service Needs ( ) Work Experience Start ( ) Child Care ( ) Job Specific Skills ( ) Safety Equipment ( ) Pre-employment Skills ( ) Other: Class Date/Location I agree to take part in the above mentioned activities during the SYETP. I understand that if I need to be absent from work or class for any reason, I will call my supervisor or instructor ahead of time. I will give my best effort to my job and to my classes. Participant Signature Date Technician Signature 94012S4 A chment 2 '.Y legoltesi 001 s U RUMMER YOUTH EMPLOYMENT AND TRAINING PROGRAM PARTICIPANT HANDBOOK EMPLOYMENT SERVICES OF WELD COUNTY 1551 NORTH 17th AVE. P.O. BOX 1805 GREELEY, COLORADO 80632 940184 � �Y �1 tio at ,,,e ` � DEPARTMENT OF HUMAN RESOURCES EMPLOYMENT SERVICES OF WELD COUNTY 1551 NORTH 17TH AVENUE P.O.BOX 1805 GREELEY.COLORADO 80632 wilp Ce APPLICANT P(CANT 13031353-3815 COLORADO 00 WELCOME TO THE WELD COUNTY YOUTH EMPLOYMENT AND TRAINING PROGRAM The purpose of the Youth Employment and Training Program is to provide you with an opportunity to learn good work habits , gain experience, obtain a better understanding of the work world, and develop basic skills competency. Your job can be fun and rewarding, but it is up to you to make the best of it. This handbook will inform you of employment policies and procedures, which are sometimes referred to as terms and conditions. It will also provide some general employment information that you may find useful in your employment future. It is important that you read this handbook carefully and keep it handy throughout your participation in this program so that you understand what is expected of you and what your employee rights are. We look forward to working with you. Sincerely, -----;— ?‘;,4/;.:27) -/ OA-3 Ted Long Linda Perez Special Programs Coo nator Director Employment Services 940184 WELD NTY'S YOUTH EMPLOYMENT AND TRA ING PROGRAM YOUTH PARTICIPANT'S HANDBOOK Welcome Letter to the Youth Participant Important Reference Information About My Job 1 Employment Information for Weld County Youth Employment and Training Program Participants 2 Youth Employment Technician 2 Youth Employee Classification 2 Memorandum of Agreement 2 Worksite Agreement Changes (Modification to Memorandum of Agreement) 2,4 Sample Memorandum of Agreement 3 Wages 4 Sign In/Out - Timekeeping Logs - Evaluations 4 Payroll Procedures 4,6 Sample Modification to Memorandum of Agreement 5 Sample Sign In/Out Sheet 7 Sample Monthly Time Keeping Log 8 Payroll Schedule 9 Worker's Compensation 10 Social Security 10 Other Fringe Benefits 11 Compensatory Time 11 Overtime 11 Reimbursable Expenses 11 Excused Absences 11,12 Vacation 12 Other Leave 12 Child Labor Laws 13,14 Terminations 14 Problems/Grievances in the Workplace 14 Complaint Procedures 15 Evaluations 15 Classes • C15 Sample Complaint Procedures Form 16 Sample Individual with Disability Discrimination Complaint Procedures Form 17 Sample Class Schedule 18 Summer Job Checklist 19 Other Employment Information Resume Basics 20 Sample Resume 21 Job Application Pointers 22 Sample of a General Employment Application 23.24 Your Appearance at the Interview 25 19 Points to edge out Competition 26 Psyching up for the Interview 27 Job Interview Questions 28 Interviewing "Tough" Questions 29 Review These Tips for Good Interviewing Skills 30 How to Keep a Job 31 940194 IMPC"TANT REFERENCE INFORMATION ABOI'' MY JOB My Worksite Supervisor's Name is: Worksite Name: Department: Address: Telephone Number: YOU MUST CALL YOUR SUPERVISOR: - when you are going to be late to work - when you are going to be absent from work - any other time that he or she asks you to My Youth Employment Technician's Name is: Agency Name: Employment Services of Weld County Address: 1551 North 17th Avenue P.O. Box 1805 Greeley, Colorado 80632 Telephone: 353-3815 YOU MUST CALL YOUR YOUTH EMPLOYMENT TECHNICIAN - when you are having any problem on the job that you can't solve on your own - when problems come up with your paychecks or your time cards MOST IMPORTANT TO REMEMBER: For any problem you have you should first talk to your worksite supervisor. If you think your worksite supervisor is causing the problem and you can't talk to him or her about it. talk to your Youth Employment Technician. No problem is too big or too small . . Your Youth Employment Technician is here to help you make your job a good one. • Youth Participant Handbook -1- 940184 Employment Ir rtnation for Weld County Youth L aloyment and Training Program Participants I. General A. Youth Employment Technician During the Youth Employment Program, there will be a Youth Employment Technician assigned to provide assistance to you and the Worksite Supervisor with any problems that may occur. The Youth Employment Technician will also be responsible for collecting the Timekeeping Logs, distributing payroll checks, providing Labor Market information, and the monitoring of worksites. B. Youth Employee Classification You will be classified as a temporary, part-time hourly paid employee of the Weld County Division of Human Resources' Employment Services only during the term of this agreement. Temporary, part-time employees of the Youth Employment Program are entitled to a portion of the Division of Human Resources' fringe benefits. These benefits include Workers' Compensation and Social Security. You will be be employed for a limited period of time as specified in the Memorandum of Agreement. C. Memorandum of Agreement The Memorandum of Agreement is a written contract between the worksite facility, Employment Services of Weld County and you, that states the following: 1. The effective starting and ending dates that you will be employed at a worksite. 2. The hourly pay rate you will receive. 3. The job title. 4. The worksite's name, address and the supervisor's name, title and telephone number. 5. Your work schedule. 6. Your job duties. D. Worksite Agreement Chances: Modification to the Youth Employment and Training Program Memorandum of Agreement 1. The original Memorandum of Agreement must be adjusted (modified) for the following reasons: a. A change in employment must be specified including new dates of employment, work times or job title/duties. b. A change in the worksite supervisor. Youth Participant Handbook -2- 9o�_B4 Employment and Training Progras Memorandum of Agreement EMPLOYMENT SERVICES OF WELD cowry. EYZECTIVE DATE Q CCIZOQ Weld County Division of Human meeoerces In= / / P.O. Sox 1805 )bath Day rear 1551 N. 17th Avenue Greeley, Colorado 80632 - flats / / (303) 353-3815 Month Day Teat Purpose: The amount, duration, terms and conditions of an agreement of services between the Placement Facility, Employee, and Employment Services of Meld County are established to provide employment for eligible participants. Modifications: This Agreement may be modified at any time with the written eons of all partied. Wage Statement: The employed will be paid per hour according to the Job Training Partnership Act ruled and raonistibs during the tarn of this Agreement, subject to the tarns and conditions described in the non-finaaniet sureseemt. The employer shall. be classified as a temporary employes of the Employment Services of Weld County during the term of this Agreement. Source of Funding: The source of funding for payment by Employment Serviced of Weld County to the employee shall be the Job Training Partnership Act Prograa funds. The term of this agreement is subject to the availability of funds. Job Title: The Employee will be working days per week (specify days) Work Station Era To Placement Facility (time) TOME. HOURS OF IMPLOnrT PEE WEEK: Address City State Zip The Employee will be attending classes days par amok Work Station Address (if different) (specify days) From To Alternate Work Site (in Case of bad weather) (time) TOLL HOURS OF tTaeesS PER WEEK: Direct Supervisor's Nam - Title 5tat--•t of Work:(training outline of job duties) A. Telephone Number S. C. D. E. The Placement Facility, Employee, and Employment Services of Weld County mutually agree to participate in the Work Experience Training Program in strict accordance with the term and conditions herein specified. Further, the parties mutually understand, agree, and acknowledge receipt of all agreement exhibits. Employee: Placement Facility: Name Placement Facility Authorized Representative Address Title City State Zip E Fla- 4. Facility Employes Signature Date Z Designee Signature Date White Copy: Pile Yellow Copy: Placement Facility Eapleyment Services Of Weld County Pink: Employee 94018 E J`S[ /AC7`2 21-93-5058 Pa a.= Z. The Youth Employment Technician should be notified immediately when any change at the worksite occurs. Permission to change the Memorandum of Agreement must be approved by the Employment Services of Weld County's Special Programs Coordinator before the change takes place. E. Wages 1. The Youth Employment Program of the Employment Services of Weld County agrees to pay the specified hourly wage, which is minimum wage, as specified in the Memorandum of Agreement. 2. The Youth Employment Program will not provide for salary or merit increases during the term of this Agreement. The hourly wage will be minimum wage and will only be adjusted in accordance with federal and state regulations. 3. You will only be paid for those hours worked. Excused absences will not be paid and cannot be substituted or made-up at another time. 4. Payment of the bonus for classroom activity will depend upon successful completion of the requirements of the ONE component that you are enrolled into. This bonus will be given,—TT appropriate, at the end of the Youth Employment and Training Program. The Youth Employment Program will pay you for working at the worksite up to approximately twenty-four (24) hours per week as specified in the Memorandum of Agreement. F. Sign In/Out - Timekeeping Logs - Evaluations 1. You must sign in at the beginning and sign out at the end of the work period. You must write down only the actual hours worked. (Lunch break must not be included.) 2. You will not be paid in advance for hours not worked. Timekeeping Logs will be maintained weekly from Monday through Friday by the Youth Employment Technician, Worksite Supervisor and you. 3. At the end of every second pay period, your Worksite Supervisor and you must sign the Timekeeping Log and verify the hours that you worked. The Worksite Supervisor is not authorized to sign these forms for the you. 4. At the end of each month, the worksite supervisor will evaluate your performance and review it with you. Copies will be given to the Youth Employment Technician, the Worksite Supervisor, and you. 6. Payroll Procedures 1. Paychecks will be distributed to you by the Youth Employment Technician at a previously designated place and according to a • paycheck schedule. (See Page 9) Youth Participant Handbook -4- 9401.94 EMPLOYMENT SERVICES OF WELD COUNTY MODIF TION TO THE YOUTH EMPLOYMENT AND TRAI. ; PROGRAM MEMORANDUM OF AGREEMENT - Instructions: 1) Only the Employment Services of Weld County's Special Programs Coordinator may authorize Youth Employment Technicians to grant changes to the Memorandum of Agreement. The Coordinator will not authorize overtime or compensatory time. Permission to grant changes to the Memorandum of Agreement must be in-hand prior to the youth employee being allowed to start these changes. 2) In emergency situations. changes to the Memorandum of Agreement may be authorized verbally; however, written authorization must follow. 3) Each request for a change to the Memorandum of Agreement shall be approved/denied based on that instance only. Approval/denial of any request does not apply to subsequent requests. k) Complete the following sections(s) that applies and submit it to the Coordinator. The form will be returned to the Youth Employment Technician, and distributed as listed at the bottom of the page. Youth Employee Name: EFFECTIVE DATE OF MODIFIED CONTRACT From / / oonnth a� e4 ar JOB TITLE: The Youth Employee will be working days per week Mork Station (specify clays) from to Placement Facility (time) TOTAL HOURS OF EMPLOYMENT PER WEEK: Aedress City State Zip STATEMENT OF WORK: (Outline of job duties) Work Station Address (ff different) A. B. Alternate Work Site (In case or adverse weather) C. Direct Supervisor's Name _ Title - - D. E. Telephone Number Extend Contract Through / / Month ayTf— ear Approved: Special Programs Coordinator Denied: i understand that this does not constitute overtime or a request for compensatory time. This request is to adjust the Memorandum of Agreement for the sections completed above. Youth Employee Date Youth Employment Technician Date Placement Facility Designee Date White Copy: Youth File Yellow Copy: Youth Participant Pink Copy: Placement Facility Youth Participant Handbook 9401.811 2.• Paychecks will be given to you if you have the proper identification, such as one of the following: a. Driver's License b. School Picture Identification Card c. An Authorized Picture Identification Card d. Signature Card Authorized by the Youth Employment Program 3. Social Security cards are not acceptable forms of identification. 4. Paychecks will NOT be given out early. You will need to plan ahead and budget your money for vacations, emergencies, etc. 5. Paychecks will be issued on the day outlined on page 9 of this handbook. Please do not telephone your Youth Employment Technician for this information.Tf so, you will be referred to the payroll schedule in your handbook. Youth Participant Handbook -6- • 940184 PAYROLL TIME SHEF^' GAME: TECHNICIAN: SOCIAL SECURITY NUMBER: PAY PERIOD FROM: TO: PER HOUR: • Sun Mon Tues Wed i Thurs Fri Sat Other Other Other Other Other Other Other Sun Mon Tues Wed Thurs Fri Sat Other Other Other Other Other Other Other II Sun Mon Tues Wed Thurs Fri Sat Other Other Other Other Other Other Other Performance Evaluation Dresses Appropriately Gets Along With Others I Shows Up On Time 5 = 100% Of Time Attends As Scheduled 4 = 90% Displays Positive Attitude 3 = 80% Follows Instructions 2 = 70% Completes Assigned Tasks 1 = 50% *Note: Signatures must be present or payroll will not be processed On payday, picture I.A. are required by the participant. "I hereby certify the hours worked Total Other: are correctly reported. " Total Hours: Employment Technician Signature "I hereby certify the hours worked "1 hereby bye correctlycertireperoted. "fy tthe hours are correctly reported. " worked Employee Signature Worksite Supervisor Signature --7-- 940184 • SUMMER YOUTH EMPLOYMENT PAYROLL SCHEDULE Pay Period Date to Mail/Submit Pay Start/End To Employment Services Distributed 04-18-94 - 04-29-94 04-29-94 05-13-94 05-02-94 - 05-13-94 05-13-94 05-31-94 05-16-94 - 05-31-94 05-31-94 06-15-94 06-01-94 - 06-15-94 06-15-94 06-30-94 06-16-94 - 06-30-94 06-30-94 07-15-94 - 07-01-94 - 07-15-94 07-15-94 07-29-94 07-18-94 - 07-29-94 07-29-94 08-15-94 08-01-94 - 08-15-94 08-15-94 08-31-94 08-16-94 - 08-31-94 08-31-94 09-15-94 09-01-94 - 09-15-94 09-15-94 09-30-94 09-16-94 - 09-30-94 09-30-94 10-14-94 * All summer youth payroll checks will be mailed to the youths residence with the exception of one day which will be selected. NOTE: Youth will be required to pick their check up for one pay period during the summer. Youth will be randomly selected and will be notified of the date by their Stunner Youth Technician. The youth will need a photo I.D. in order to receive that check. April 1994 May 1994 . June 1994 SMTWTFS SMTWTFS SMTWTFS 1 2 1 2 3 4 5 6 7 1 2 3 4 3 4 5 6 7 8 9 8 9 10 11 12 13 14 5 6 7 8 9 10 11 10 11 12 13 14 15 16 15 16 17 18 19 20 21 12 13 14 15 16 17 18 17 18 1920 21 2223 22 23 24 2526 27 28 19 20 21 22 23 24 25 24 25 26 27 28 29 30 29 30 31 26 27 28 29 30 July 1994 August 1994 September 1994 SMTWTFS SMTWTFS SMTWTFS 1 2 1 2 3 4 5 6 1 2 3 3 4 5 6 7 8 9 7 8 9 10 11 12 13 4 5 6 7 8 910 1011 12 13 14 15 16 14 15 16 1718 19 20 11 12 13 14 15 16 17 17 18 1920 21 2223 21 22 23 24 25 26 27 18 19 20 21 22 23 24 24 25 26 27 28 29 30 28 29 3031 25 26 2728 29 30 31 n4 n7 a,t Laws Rules Guideline s Pips -9- 9401.84 H. Worker's Compensation 1. You are covered by Worker's Compensation through the Youth Employment Program. Important guidelines for the Worksite Supervisor and you are: a. All injuries that occur during working hours and while on the job at the worksite must be reported immeaiately to the Worksite Supervisor. b. All injuries must be reported on the day that the injury occurs. 2. The Worksite Supervisor and you must follow the procedures described below: a. If an injury (regardless of how minor) occurs during work hours, you must report the injury to the Worksite Supervisor immediately. The Employment Technician should be contacted only if the Worksite Supervisor is not available. b. The Worksite Supervisor • — •mmediately telephone the Youth Employment Technician a 53-3815 o report the injury.. If the Youth Employment Techni ' • • ' available, the Special Programs Coordinator sh. ' be contacted at 353-3815. c. After the Worksite Supervisor notifies the Youth Employment Technician, you will be advised as to further procedures. d. If you refuse medical attention, you need to state in writing that you declined medical attention. You need to sign and date this statement and give it to the Worksite Supervisor, who will then give it to the Youth Employment Technician. e. The Worksite Supervisor will participate with Employment Services on further investigative procedures concerning a Worker's Compen- sation claim. 3. A Worker's Compensation claim may be denied if you go to a private physician. The only exception will be if the injury is severe enough to require the use of an ambulance. In such a case, you will be taken to the nearest medical facility. Payment will be not be paid for any Chiropractic services. 4. Before you are allowed to return to work, a written release is required from the physician stating that you can return to work. 5. Failure to follow these established procedures and policies may result in your claim and resulting medical expenses being denied. Also, if it is determined through staff investigation by Employment Services of Weld County and Weld County Personnel that you fraudulently claimed an injury or illness under Workers' Compensation, you will be immediately terminated from your employment. I. Social Security The Youth Employment Program will provide Social Security benefits for you. Youth Participant Handbook -10- 940184 J. Other Fringe Benefits The Youth Employment Program will not provide the following fringe benefits or payment for such benefits for you. 1. Health Insurance 2. Holidays or Holiday Pay 3. Sick Leave or Sick Pay 4. Life Insurance 5. Vacation Pay K. Compensatory Time The Youth Employment Program will not provide compensatory time or payment of such to you. The Worksite (Placement Facility) will not require you to work for more than the designated total hours of employment per week as described in the Memorandum of Agreement. The Worksite Supervisor cannot authorize you to substitute or make-up time while participating in the program. Any changes to the work schedule must have written approval from the Weld County Employment Services' Special Programs Coordinator. L. Overtime The Youth Employment Program will not provide overtime hours or payment of such hours to you. The Worksite (Placement Facility) will not require you to work overtime. M. Reimbursable Expenses The Youth Employment Program will not provide reimbursement to you for mileage, parking fees , lodging, or other expenses associated with the program. The Worksite (Placement Facility) will not require you to participate in duties which result in the aforementioned expenses. N. Excused Absences: 1. Sick Leave You are provided two (2) unpaid sick days during the Youth Employment Program. These sick days may be for a scheduled doctor's appointment of which the Worksite Supervisor must be notified 48 hours in advance, or an emergency sick day of which the Worksite Supervisor must be notified prior to or at the report time for work (no later than a half hour after work begins on the day the absence occurs.) The Worksite Supervisor must notify the Youth Employment Technician of the absence on the day it occurs. One additional day for sick leave will be allowed only if you have a serious illness or a member of your immediate family has a serious illness and requires your assistance. Failure to follow these procedures will result in immediate termination. Immediate family includes; your husband or wife, son or daughter, father, mother, brothers, sisters, father-in-law, mother-in-law brother-in-law, sister-in-law, grandmother or grandfather. Youth Participant Handbook -11- 940184 Example of Excused Absence: If you or an immediate family member, who requires your assistance. is sick for three (3) consecutive days. you must obtain a physician's excuse for the days missed. You must notify your Worksite Supervisor prior to or at the report time for work that day (no later than one-half hour after work begins on the day the absence occurs) . Failure to follow these procedures will result in immediate termination. No substitution or make-up of time will be allowed. Another Example of Excused Absence: If you are sick one (1) day, and later within the Youth Employment Program. are sick (serious illness) two (2) days in a row with a physician's excuse, the sick times will be excused. No substitutions or make-up of time will be allowed. 2. Court Absence During the Youth Employment Program, you will be allowed a total of one (1) court day. The court appearance must have the prior approval of the Youth Employment Technician. No substitution or make-up of time will be allowed. 3. Emergency Absence During the Youth Employment Program. you will be allowed a total of one (1) emergency day. The Youth Employment Technician may provide emergency leave for major transportation problems (applies only to those Youth Employees living outside the Greeley Bus System) , child care problems (applies only for single parents) , eviction from housing, or to attend the funeral of a member of your immediate family. Approval must be obtained from the Youth Employment Technician. This must be done prior to or at the report time for work that day (no later than one-half hour after work begins on the day the absence occurs. ) Depending on travel involved, you may be granted by the Youth Employment Technician, two (2) additional days leave without pay to attend the funeral of a member of your immediate family. No substi- tution or make-up time is allowed. 0. Vacation You must notify your Worksite Supervisor of plans to take off from work for vacation purposes. This must be done at LEAST one (1) week before your vacation begins. Failure to follow this procedure can result in termination from the Youth Employment and Training Program. P. Other Leave You will not be provided any other type of leave except as described under the Excused Leave. If you request leave, the Youth Employment Technician must a inmediately informed by you. Youth Participant Handbook -12- 940184 II. Child Labor Laws A. The Worksite (Placement Facility) Supervisor and you agree to observe all applicable Child Labor Laws. The following information is commonly asked about Child Labor provisions: 1. HOURS - TIME STANDARDS - 14 AND 15 YEAR OLDS MAY NOT WORK: a. Before 7:00 a.m. or after 7:00 p.m. during the school year. b. More than 3 hours a day on school days. c. More than 18 hours a week in school weeks. d. More than 8 hours a day on non-school days. 2. OCCUPATIONS PERMITTED FOR 14 AND 15 YEAR OLDS: a. Office and clerical work (including operation of office machines) . b. Cashiering. c. Errand and delivery work by foot, bicycle, and public transportation. d. Clean-up work, including the use of vacuum cleaners and floor waxers. and maintenance of grounds, but not including the use of power-driven mowers or cutters. e. Kitchen work, excluding electric knives, slicers, etc. f. Work in connection with cars and trucks, if confined to the following: 1. Dispensing gasoline and oil . 2. Car cleaning, washing and polishing. g. Cleaning vegetables and fruits, wrapping, sealing, labeling, weighing. pricing, and stocking goods. 3. OCCUPATIONS NOT PERMITTED FOR 14 AND 15 YEAR OLDS: a. Operation or tending of hoisting apparatus or of any power-driven machinery. This includes power mowers, electric hedge trimmers, and power driven snow removers. Youth aged 14-15 must not operate these for the job. b. Occupations in connection with: transportation, warehousing, storage, construction, and manufacturing. c. Occupations in retail . food service or garden establishments. Work performed in or about boiler or engine rooms; work in connection with maintenance or repair of the establishment. machines or equipment; outside window washing that involves working from window sills and all work requiring the use of ladders. scaffolds or their substitutes; loading and unloading goods to and from trucks or conveyors. All occupations in warehouses except office and clerical work. 4. OCCUPATIONS NOT PERMITTED FOR 16 AND 17 YEAR OLDS: a. Motor vehicle driving. Exceptions: Incidental and occupational driving if the child holds a State license valid for the type of driving involved in the job performed and the vehicle is equipped with a seatbelt or similar device for the driver and each helper. Motor vehicle will mean automobile. truck. truck-tractor, trailer, semi-trailer, or motorcycle. Youth Participant Handbook -13- 940194 b. Power-driven woodworking machines. c. Exposure to radioactive substances. d. Power-driven hoisting apparatus. e. Power-driven circular saws, band saws, and guillotine shears. f. Wrecking, demolition (including buildings). g. Roofing operations. This term will mean all work performed in connection with the application of weatherproofing materials and substances (such as tar, pitch, asphalt prepared paper, tile, slate, metal , or wood) to roofs of buildings or other structures. This term also includes all work performed in connection with installation of roofs and alterations, additions, maintenance and repair, including painting and coating of existing roof. h. Excavation operations. B. Should a Worksite (Placement Facility) be found in violation of the Child Labor Law, it will be subject to immediate review. The removal of Youth Employees from the Worksite (Placement Facility) may result. Further, noncompliance with Child Labor Laws can result in severe civil and criminal penalties. III. Terminations K A. Termination from the Youth Employment Program may happen for any of the following reasons: 1. Excused absences are exceeded; 2. Excessive tardiness or unexcused absences; 3. Not participating in the job duties outlined in the Memorandum of Agreement; 4. Failing to show or call in late or taking an unauthorized day of leave; 5. Refusing to attend an interview after being referred to an unsubsidized job; 6. Fighting, stealing, using drugs or alcohol . Consequences: 1st time - Counseling Form 2nd time - Termination B. Immediate Termination may happen for the following reasons: 1. Falsifying information on the Timekeeping Log or other forms; 2. Failing to follow the correct sick leave or vacation procedures; 3. Non-attendance of required classroom activities, or improper classroom behavior. IV. PROBLEMS/GRIEVANCE IN THE WORKPLACE If problems arise, you are encouraged to resolve these issues with your supervisor. If you are unable to find a solution, contact your Youth Employment Technician. Your Youth Employment Technician will help you to work out the problem and should be notified of any other problems that may arise. • Youth Participant Handbook -14- 940'184 V. Complaint Procedures You will receive a copy of the JOB TRAINING PARTNERSHIP ACT COMPLAINT PROCEDURES and JOB TRAINING PARTNERSHIP ACT DISABILITY DISCRIMINATION COMPLAINT PROCEDURES which gives the correct procedures to follow for violation of the rules and regulations of the Job Training Partnership Act or a violation based on discrimination because of a disability. You will read these procedures and they will be verbally explained to you. You will then need to sign these forms. VI. Evaluations During the summer, your worksite supervisor will evaluate your job performance. This means your supervisor will look at what you do and don't do on your job. He or she will write down how well you do your job. If you do not understand your assignment, do not hesitate to ask questions. This is an important part of doing a good job. These are the things your supervisor will be looking at: A. Your Work Performance 1.. Do you do the work you are assigned? 2. Do you finish the work you are assigned? 3. Do you come to work on time? 4. Do you always come to work? B. Your Work Attitude 1. Are you dependable? 2. Do you accept instructions from your supervisor? 3. Do you do things on your own without being told? 4. Do you ask your supervisor for additional work when you have finished a job? A "Yes" answer to all the above questions is very important in making any .. job a good experience. You should try to be dependable, to get along, and to take initiative on your job, even when it seems hard to do so. If you aon't know what is expected of you, or are unsure about something, ASK someone. VII. Classes You will be encouraged to attend classes. A schedule will be provided. These classes will be held so that they will not interfere with your work schedule. Youth Participant Handbook -15- 940184 Job Trainina Partnership Act Complaint Procedures Meld County Division of Human Remo-ens P.O. Box 1805; 1551 North 17th Avenue Greeley, Colorado 80632 (303) 353-3815 This procedure shall be followed for complaints involving the Job Training Partnership Act, based upon a complaint alleging a violation of the rules and regulations of the Job Training Partnership Act, but does not allege a violation based upon discrimination. Discrimination complaints other than those involving individuals with disabilities should be referred to the Office of Civil Rights, U.S. Department of Labor. A problem may be raised with the Department Head of the program involved at any time. The Department Head will make • every attempt to resolve the problem. The person raising the problem will be advised of the procedures to follow if the person wants to file a complaint. The Complainant will follow the following procedures in the filing of a complaint: Step 1. The Complainant will file the complaint in writing. The Edua) Employment Opportunities/Affirmative Action (EEO/M) Officer will assist the Complaintant in completing the form "Notice of Formal Complaint." The filing of a JTPA complaint shall be made within one (1) year of the alleged occurrence, except those alleging fraud or criminal activity. The EEO/M Officer will offer a written decision setting forth the findings of fact and give the reasons for the decision within ten (10) calendar days of the formal complaint. The EEO/M Officer will provide this written decision to the Complainant, the Department Head, and the Personnel Hearing Officer. Step 2. Upon receipt of this decision, the Complainant may appeal the decision to the Personnel Hearing Officer within five (5) calendar days after the receipt of the decision by the EEO/M Officer. The complaint shall be sent to the attention of the Personnel Hearing Officer. The Personnel Hearing Officer will conduct a hearing to review the complaint. The Personnel Hearing Officer will review the complete case filed prior to the hearing. The Personnel Hearing Officer will: a. Direct parties to appear at the hearing; provide notice of the date, time, and place of the hearing at least five (5) calendar days prior to the hearing; state the manner in which it will be conducted; and state the stipulated issues to be heard. b. Advise all parties that they are able to be represented by counsel or the representative of-their choice; and advise all parties that they have the opportunity to bring witnesses and documentary evidence. c. Conduct the hearing in accordance with the attached procedures. d. Question witnesses and parties. e. Consider and evaluate the facts, evidence, and arguments to determine credibility. f. Render a decision. The Personnel Hearing Officer will give a written decision setting forth findings of fact and give the reasons for the decision to the Complainant, the Department Head, and the EEO/M Officer. .The written decision will be presented within fifteen (15) calendar days of the date the Complainant filed his or her appeal of the decision of the EEO/M Officer. Step 3. The Complainant may appeal the decision of the Personnel Hearing Officer to the Board of County Commissioners within ten (10) calendar days. The Personnel Hearing Officer, the EEO/M Officer, the Personnel Director, and the legal advisor shall present the case to the Board for review. THe Board may reverse, sustain, or modify the Personnel Hearing Officer's decision. The Board of County Commissioner's written decision will be returned to the Complainant within sixty (60) days of receipt of a written formal complaint by the EEO/AA Officer in Step 1. All parties shall be notified of the Board's decision within five (5) calendar days after the review is completed. Step 4. The Complainant may appeal the decision of the Board of County Commissioners within ten (10) calendar days of receipt of the decision to the Governor of the State of Colorado for an independent review. The EEO/AA Officer shall notify the Complainant, in writing, of the appeal process and the address for appeals. The governor's decision is final. NOTE: The identity of all persons who have furnished information relating to a complaint or assisting in the obtaining of facts, shall remain in confidence to the extent possible, consistent with a fair determination of the issues. The discrimination Complainants shall be advised of their rights to file their complaints with any other appropriate Federal, State, and local Civil Rights agencies. t have read the above and also had the Job Training Partnership Act Complaint Procedures throughly explained to me. Signature of Applicant bate Signature of Witness Date 940184 A __ -i Job Traininc Partnership Act Discrimina.'- n Complaint Procedures Tor Individual! th Disabilities Weld County Division of Human Resources - P.O. Box 1805; 1551 North 17th Avenue Greeley, Colorado 80632 (303) 353-3815 This procedure shall be followed for complaints involving the Job Training Partnership Act, based upon a complaint which alleges that a person was discriminated against because of disabilities. A disability discrimination complaint may be raised to the Department Head of the program involved at any time. The Department Head will make every attempt to resolve the problem. The person raising the problem will be advised of the procedures to follow if the person wants to file a complaint. The Complainant will follow the following procedures in the filing of a complaint: Step 1. The Complainant will file the complaint in writing. The Equal Employment Opportunities/Affirmative Action (EEO/AA) Officer will assist the Complainant in completing the form "Notice of Formal Complaint." The filing of a JTPA disability discriminatory complaint shall be made within one-hundred eighty (180) calendar days of the alleged occurrence; unless the tine for filing has been extended by the Assistant Secretary of the United States Department of Labor. The EEO/M Officer will inform the Colorado Governor's Job Training Office of the formal filing of the disability discrimination complaint. The complaint shall immediately be sent to the attention of the Personnel Hearing Officer by the EEO/AA Officer. Step 2. The Personnel Hearing Officer must conduct a hearing to review the disability discrimination complaint within thirty (30) days of its filing. The Personnel Hearing Officer will review the complete case filed prior to the hearing. Tie Personnel Hearing Officer will: a. Direct parties to appear at the hearing; provide notice of the date, time, and place of the hearing at least five (5) calendar days prior to the hearing; state the manner in which it will be conducted; and state the stipulated issues to be heard. b. Advise all parties that they are able to be represented by counsel or the representative of their choice; and advise all parties that they have the opportunity to bring witnesses and documentary evidence. c. Conduct the hearing in accordance with the attached procedures. d. Question witnesses and parties. e. Consider and evaluate the facts, evidence, and arguments to determine credibility. f. Render • decision. The Personnel Hearing Officer will give a written recommended decision setting forth findings of fact and give the reasons for the decision to the Complainant, the Department Head, and the EEO/AA Officer. The written reeomended decision must be presented within forty-five (45) calendar days of the date the Complainant filed his or her disability discrimination complaint with the EEO/AA Officer. The EEO/AA - Officer must then mail the recommended decision to the Governor of the State of Colorado. and_such mailing - must be postmarked no later than the forty-fifth (45th) day after the filing of the complaint. - if Step 3. The Governor of the State of Colorado will issue a decision and return a copy of the decision to the Complainant within sixty (60) days of the date that the Complainant filed his or her disability discrimination complaint with the EEO/AA Officer. The Governor's decision will be in writing and will be sent via certified mail to the Complainant and to the Department Head, the EEO/AA Officer, and the Personnel Hearing Officer. Step 4. The Complainant may appeal the decision of the Governor of the State of Colorado to the Assistant Secretary of the United States Department of Labor within thirty (30) calendar days of the date of the Governor's decision. The EEO/AA Officer shall notify the Complainant, in writing, of the appeal process and the address for appeals. NOTE: The identity of all persons who have furnished information relating to a complaint or assisting in the obtaining of facts shall remain in confidence, to the extent possible, consistent with a fair determination of the issues. The disability discrimination Complainants shall be advised of their rights to file their complaints with any other appropriate Federal, State, and local Civil Rights agencies. I have read the above and also had the Job Training Partnership Act Disability Discrimination Complaint Procedures thoroughly explained to me. Signature or Applicant ate • Signature of Witness bate • White Copy: File Yellow Copy: Applicant Youth Participant Handbook -17- 9401F31 C) Learning Lab Class Schedule Original Modification Youth: SSN: Beginning Date: Time: Day of Class: Instructor: Address: LEARNING LAB REMEDIATION COMPONENT I understand that I will be paid $4.00 for each hour that I participate in the Computer Lab located at Employment set-vices of Weld County, plus a bonus of $25.00 for each grade level that I master. My goal is to complete hours in the Computer Lab. I understand that bonuses will not exceed iUUU.UO. 1. I will be responsible for my own transportation to and from classes if I live in the Greeley area. 2. I will show proper behavior in class. This includes being on time, participating in class activities, and following my instructor's guidelines and instructions. During a break, I will go to the area designated by my instructor and return to class on time. 3. My instructor has the authority to dismiss me from class for improper or disruptive behavior. If this occurs, I may be terminated from the program. I have read and had my class schedule explained to me and agree to its terms. I understand that the ONE component I will be completing is I also understand the payment that I will receive for my classroom activity is dependent upon my successful completion of the requirements listed in that one component above. This payment will be given, if appropriate, at the end of the Youth Employment and Training Program. Youth Participant Date Youth Employment Technician Date Special Program coordinator Date White Copy: File Yellow Copy: Youth Participant Pink Copy: Instructor Youth Participant Handbook -18- Witl1 R4 Ft Lupton Class Schedule Original Modification Youth: SSN: Beginning Date: Time: Day of Class: Instructor: Address: FT. LUPTON REMEDIATION COMPONENT I understand that I will be paid $4.00 for each hour that I participate in the classes given at Ft. Lupton High Sc 0000l, plus a bonus of $25.00 for satisfactorily achieving the class objectives and attending at least 90% or the classes. 1. I will be responsible for my own transportation to and from classes if I live in the Greeley area. 2. I will show proper behavior in class. This includes being on time, participating in class activities, and following my instructor's guidelines and instructions. During a break, I will go to the area designated by my instructor and return to class on time. 3. My instructor has the authority to dismiss me from class for improper or disruptive behavior. If this occurs, I may be terminated from the program. I have read and had my class schedule explained to me and agree to its terms. I understand that the ONE component I will be completing is I also understand the payment that I will receive for my classroom activity is dependent upon my successful completion of the requirements listed in that one component above. This payment will be given, if appropriate, at the end of the Youth Employment and Training Program. Youth Participant bate Youth Employment lechnlcian Date Special Program Loordlnator Date White Copy: File Yellow Copy: Youth Participant Pink Copy: Instructor Youth Participant Handbook -18A- a t a n s % a Summer School and Y.O.U. Class Schedule Original Modification Youth: SSN: Beginning Date: Time: Day of Class: Instructor: Address: SUMMER SCHOOL AND Y.O.U. REMEDIATION COMPONENT I understand that I will receive a bonus of $100.00 for each grade of "C" or above for required classes that I complete while enrolled in the Summer Program. I also understand that bonuses will not exceed $200.00. 1. I will be responsible for my own transportation to and from classes if I live in the Greeley area. 2. I will show proper behavior in class. This includes being on time, participating in class activities, and following my instructor's guidelines and instructions. During a break, I will go to the area designated by my instructor and return to class on time. 3. My instructor has the authority to dismiss me from class for improper or disruptive behavior. If this occurs, I may be terminated from the program. I have read and had my class schedule explained to me and agree to its terms. I understand that the ONE component I will be completing is I also understand the payment that I will receive for my classroom activity is dependent upon my successful completion of the requirements listed in that one component above. This payment will be given, if appropriate, at the end of the Youth Employment and Training Program. Youth Participant Late Youth Lmployment lechnician Date Special Program Coordinator Date White Copy: File Yellow Copy: Youth Participant Pink Copy: Instructor Youth Participant Handbook -186- 940184 GED Class Schedule Original Modification Youth: SSN: Beginning Date: Time: Day of Class: Instructor: Address: GED REMEDIATION COMPONENT I understand that I will receive a bonus of $100.00 if I obtain my GED while enrolled in the Summer Youth Program. I also understand that if I am enrolled in the GED component in the learning lab I will paid $4.00 for each hour that I participate in the lab activities. 1. I will be responsible for my own transportation to and from classes if I live in the Greeley area. 2. I will show proper behavior in class. This includes being on time, participating in class activities, and following my instructor' s guidelines and instructions. During a break, I will go to the area designated by my instructor and return to class on time. 3. My instructor has the authority to dismiss me from class for improper or disruptive behavior. If this occurs, I may be terminated from the program. I have read and had my class schedule explained to me and agree to its terms. I understand that the ONE component I will be completing is I also understand the payment that I will receive for my classroom activity is dependent upon my successful completion of the requirements listed in that one component above. This payment will be given, if appropriate, at the end of the Youth Employment and Training Program. Youth Participant Date Youth employment Technician Late Special Program Loordinator Late White Copy: File Yellow Copy: Youth Participant Pink Copy: Instructor Youth Participant Handbook -18C- 940184 Upward Bound Class Schedule Original Modification Youth: SSN: Beginning Date: Time: Day of Class: Instructor: Address: UPWARD BOUND REMEDIATION COMPONENT I understand that I will receive a bonus of $100.00 per week for 6 weeks of attending classroom and associated activities while enrolled in the Summer Youth Program. 1. I will be responsible for my own transportation to and from classes if I live in the Greeley area. 2. I will show proper behavior in class. This includes being on time, participating in class activities, and following my instructor' s guidelines and instructions. During a break. I will go to the area designated by my instructor and return to class on time. 3. My instructor has the authority to dismiss me from class for improper or disruptive behavior. If this occurs, I may be terminated from the program. I have read and had my class schedule explained to me and agree to its terms. I understand that the ONE component I will be completing is I also understand the payment that I will receive for my classroom activity is dependent upon my successful completion of the requirements listed in that one component above. This payment will be given, if appropriate, at the end of the Youth Employment and Training Program. Youth Participant Date Youth Lmployment Technician Date special Program Coordinator Date White Copy: File Yellow Copy: Youth Participant Pink Copy: Instructor Youth Participant Handbook -18D- 91/184 Pre-employment Class Schedule Original Modification Youth: SSN: Beginning Date: Time: Day of Class: Instructor: Address: PRE-EMPLOYMENT CLASSES I understand that I will receive a bonus of $15.00 per class for attending classroom and associated activities while enrolled in the Summer Youth Program. I understand that there are up to 6 classes that I can attend and that my bonus will be based on the number of classes that I actually attend. 1. I will be responsible for my own transportation to and from classes if I live in the Greeley area. 2. I will show proper behavior in class. This includes being on time, participating in class activities, and following my instructor's guidelines and instructions. During a break, I will go to the area designated by my instructor and return to class on time. 3. My instructor has the authority to dismiss me from class for improper or disruptive behavior. If this occurs, I may be terminated from the program. I have read and had my class schedule explained to me and agree to its terms. I understand that the ONE component I will be completing is I also understand the payment that I will receive for my classroom activity is dependent upon my successful completion of the requirements listed in that one component above. This payment will be given, if appropriate, at the end of the Youth Employment and Training Program. Youth Participant Date Youth tmployment lechnician Late Special Program Coordinator Date White Copy: File Yellow Copy: Youth Participant Pink Copy: Instructor Youth Participant Handbook -18E- O/16111 QA Summer Job Checklist Make sure you know who your immediate worksite supervisor is. That person is to advise you. Do not hesitate to ask him/her for answers to the following questions: o Am I suitably dressed for the job? If not, how should I dress? o Where are the restrooms? o Is there an employee lunch room? o What are the rules on smoking in the workplace? o If my immediate supervisor is gone, who is my worksite supervisor? o Where do I report when it rains? (only for those who work outside) Youth Participant Handbook -19- 9401841 SAMPLE RESUME Geoffrey Smith 34 Topanga Blvd. Cotopaxi, Colorado 80222 Tel: (412) 564-5322 OCCUPATIONAL GOAL Automotive mechanic EDUCATION Topanga High School—Graduated June. 1986. Courses included: Mechanical Drawing I & II Electricity Shop Understanding Internal Combustion Engines Automotive Shop EXTRACURRICULAR ACTIVITIES Intramural.Football Track Team HOBBIES Model Building Photography WORK EXPERIENCE Summer 1984 - Wilmore Department Store 471 Hooper Blvd. Cotopaxi STOCK BOY Summer 1983 - Elmer's Crosstown Service Station 4371 Broadview Way Cotopaxi GAS PUMPER • REFERENCES Will be furnished upon request Youth Participant Handbook -21- 9401.84 SAMPLE OF A GENERAL EMPLOYMENT APPLICATION • NAME 0.151.Aral.Mr00N 10.1111.Mslo ?or Previous! SOCIAL SECURITY NUMBER MR. MS./MPS. NO.l STREET.R.D..OR POST OFFICE BOX NUMBER BIRTHOATE CITY STATE ZIP CODE TELEPHONE NUMBER HOME BUSINESS EDUCATION AND TRAINING EDUCATION/Crewe Last Gras ConsrtlN! 6 7 I / 9 10 I I 12 / I] I. IS 16 / 17 II 19 20 NAME ANO LOCATION ICar A Sumo?OF LAST HIGH SCHOOL ATTENDED DATES ATTENOED GED CERTIFICATE NUMBER FROM I TO ISSUED BY GRADUATE' _YES._NO DATES I CREDITS COMPLETED I NAME&LOCATION OF COLLEGE OR UNIVERSITY TYPE OF MO.1 (11 you nova to own•eagrr m sun n ntejNlla mom TO I SEM. I OTR MAJOR MINOR OF YEAR OF tarn lane you nova nene aro Cale./ HRS. HR& DEGREE DEGREE • I I I I I I I I I I OTHER SCHOOLS OR TRAINING Imes VOCaltOnal.Arm*Forau Oe Solana'J.GIVE NAME AND LOCATION OF EACH SCHOOL.DATES ATTENDED. SUBJECTS STUDIED.CERTIFICATES.AND ANY OTHER PERTINENT DATA. • S►ECIAL OWLIFICATIDNS ANO SKILLS(LCarwa Skill,WHO MKMIC Pa1MIa b uw*we'w Pualnat.anr Plastic Saasrnq:PFOIHIOnaI N Sc nast Saran Typing el Snon.Yane Spec Heron Anteing Hao.anea.'Fwenn Languages Etel IAi1Nn leerndlal SMasai rf MM Son.n Neeebl VETERAN DATES OF MILITARY SERVICE—FROM TO BRANCH Points will not be added and scores will not Ms adjusted until proper Veriliptlon IS submitted. DO YOU HAVE A CURRENT COLORADO DRIVERS LICENSE? YES_NO_DATE ISSUED (Give number and class) • IMPORTANT INSTRUCTIONS FOR COMPLETING WORK HISTORY This partial must be sownM ant ee1111UM&AocaOaw Mr;.aftr m Morinsen veal be relapq LM Your emlra work history IneludInq rem.M n- pnarY,and gMnleer IoIIL Ustlobe M Mawr*erdec Starting*On YOunaresent Chap Iota List Yen Ofelromn ss aeoMala lob.To wuule your aueMlstIOnl we Oast have ant.n relate crfelflMtlon On pMaYas PO OWN ind Inns t Maaporawilt t Bs OOMaupm Mid seek Si the omArAurg of duos Do PM subadtwe a resume fee It (OVER) Youth Participant Handbook -23- 940184 IPREVIOUS EMPLOYER I TELEPHONE COMPLETE ADDRESS FROM L1O. DAY TR. 1 l YOUR TITLE TO MO. DAY YR. DUTIES LAST MONTHLY PAY$ MRS.PER WEEK SUPERVISOR SUPERVISORS TITLE NO.1 TITLES OF EMPLOYEES YOU SUPERVISED REASON FOR LEAVING OR SEEKING OTHER EMPLOYMENT, PREVIOUS EMPLOYER TELEPHONE COMPLETE ADDRESS FROM / MO. DAY YR. TOUR TITLE TO. MO. DAY TR. LAST ST MONTHLY PAY S MRS PER WEEK SUPERVISOR SUPERVISORS TITLE NO.l TITLES OF EMPLOYEES YOU SUPERVISED REASON FOR LEAVING OR SEEKING OTHER EMPLOYMENT. PREVIOUS EMPLOYER TELEPHONE COMPLETE ADDRESS FROM MO. DAY YR. YOUR TITLE TO MO. DAY YR. DUTIES LAST MONTHLY PAY S MRS.PER WEEK SUPERVISOR SUPERVISORS TITLE NO./TITLES OF EMPLOYEES YOU SUPERVISED REASON FOR LEAVING OR SEEKING OTHER EMPLOYMENT- CHECK WHAT TYPE OF EMPLOYMENT YOU WILL ACCEPT: O1-ALL O2-FULL TIME 07-TEMPORARY 04-PART TIME O 5-SHIFT WORK O B-NIGHT WORK L71-SEASONAL REFERENCES LIM wee Pt.Rns mn are not Thee IC you ono veto Mn RM.,N inteneeps a roe Meanest or oroln.EMI RWNIKFIew tor IM Pompon tor treat you YR.Payw.g.Do nai no.M Mm..M wooTFps Ills urns qL MIrY. FULL NAME PRESENT BUSINESS OR NOME ADDRESS IN..IMe.Sb.H.C.4.Siam Iinl BUSINESS OR OCCUPATION CERTIFICATION I CERTIFY THAT AU.OF THE STATEMENTS MADE IN THIS APPLICATION ARE TRUE. COMPLETE ANO CORRECT TO THE BEST OF MY KNOWLEDGE AND BELIEF,AND ARE MADE IN GOOD FAITH. SIGN IN INK SIGNATURE DATE Youth Participant Handbook 940184 -24- YO L R APPEARAN CE AT THE INTERVIEW A neat appearance is a must if you imoress Me interviewer with your neat appearance and good grooming. it may mean a job offer. Looking as It you have given no thought to your appearance will • not help you get the job. Don't overaress as tor a parry or dress too casually in cut-offs and T-shirts. Dress tor the interview as you would expect to dress for the job.For example.if you were applying for a job as a delivery person.you wouldn't wear a suit You would wear a sports shirt and slacks if you are a male. or a blouse and skirt or slacks if you are a female. THIS IS WHAT YOU WANT. THIS IS HOW YOU GET THERE. APPROPRIATE DRESS Dress for the job you are applying tar. . . . . . No hats leans or T-shirt . . . Check buttons zippers . . . Dress simply and In good taste - no racist . . . Clean. wrinkle-free clothes . . . Polished shoes . . . Clothes in good repair GOOD GROOMING . . . Hair clean and neatly combed . . . No sunglasses . . . No body odor . . . Brushed teeth Clean shaven for mates . . . Makeup not overdone for females . . . Clean nails and hands . . . No gum chewing GOOD POSTURE . . . Don't slouch SIt straight In chair POSMVE ATTITUDE . .. Pleasant ecression . . .Alert . .. Interested Remember: Employers feel that people who take pride In themselves and their appearance often- take pride In their work Youth Participant Handbook -25- 910184 PSYCHING UP FOR THE INTERVIEW Psyching up means to get in the best frame of mind for the Interview. Nervousness, fear, apprehension are all natural when you have interviews scheduled but those re- sponses do not add to the impression the interviewer forms of you You want to project self- confidence, competence, and preparation. And the best way to be prepared is . . . to prepare. The following are several techniques for psyching up: • Look good.You don't need the additional worry that you are dressed Incorrectly or uncomfort- ably. When you look good. you feel confident. • Talk about the Interview.Your personal support system is important here.Talking about your ner- vousness will help to relieve it The support you receive from friends or family will do wonders for your self-confidence. • List your worries. Writing the three toughest questions in advance allows you to rehearse the answers • Decide on a"trigger" for relaxation. if you get tense and knotted, It Is important to relax Every time the interviewer mentions your resume,for example,look at your body.If you are cramped or slouching, adjust your posture. Sit back. Breathe deeply. • Allow sufficient travel time.You don't need the anxiety of being late.Allow even more time if you feel unprepared.The extra time will allow you to read some of the comp.any's materials prior to.. the interview. Request some material from the secretary and review it • Nothing is better than being thoroughly prepared. Convince yourself that you are the Ideal applicant and the employer will get the message. REMEMBER . . . AND ABOVE AU. . . . • Job hunting can be an exciting • Don't get discouraged: a good learning experience: a lot of good positive attitude plus youthful energy, Information on future career possi- and a showing of willingness to bllities can come out of this process. learn and to work are all in your You can also learn how companies favor. operate and do business. THINK POSITIVE! • • Youth Participant Handbook -27- 940184 • JOB INT ..]RVIBW QULSTIONS Be prepared to ask some questions of your own during an Interview. By asking questions and making comments employers will be impressed with your interest in and feel for the job. Don't • monopolize the interviewer's time with your questions but at the same time, don't sit there and not ask anything.When you leave an interview,make sure you have a good understanding of the • job and its benefits to you. Here are some questions you can ask: DO ASK: 1. What are the responsibilities on the job? 2. What qualifications are you looking for in this Job? 3. What type of person are you looking for in this position? 4. Where would I work? 5. What type of work would I be doing? 6. Who would I be working with? 7. Are there any special clothes or toots required for this job? 8. What chance is there for advancement . . . Increase In responsibilities and benefits? 9. What ore the fringe benefits? 10. If I am hired, when would I start? 11. Do you offer a training program? DON'T ASK: Here are a few questions we recommend not to ask in the first interview. You can find out the answer to these your first day of work. 1. When do I get a raise? 2. How long do I get for lunch? 3. How many breaks are there in a day? 4. How soon do I get a vacation? These questions make it seem like you are only interested In what you will be getting — which won't be the job if that's the impression the employer gets. TALKING ABOUT WAGES • Wait for the interviewer to talk about wages.If he/she doesn't, bring it up at the end of the inter- view by asking, "How much does this job pay?" If the interviewer asks about salary, don't say, "Whatever you want to pay me." A better answer is. "I would like to start at the going wage of someone with my qualifications and experience."or give a salary range($1354 150 per week)or an hourly range ($3.35.53.50 an hour) or what you would accept as a starting wage. CLOSING THE INTERVIEW • You should try to close this interview with a positive statement like, "Thank you Mr./Mrs./ Ms for the time you have spent with me. I feel I can work well for you, and I hope you will consider me when you hire." Always thank the Interviewer, receptionist or secretary) tt Is a way of being courteous and a good way for them to remember you. -28- 940184 REVIEW THESE TIPS FOR • GOOD INTERVIEWING SKILLS Review these points often . . . Theyll be your friend when needed. 1. Be on time. 2 Dress property and neatly, a good appearance is important 3. Try to relax and be at ease. Talk freely and naturally. 4. Be honest. forthright and frank 5. Be pleasant friendly, courteous, and tactful. 6. Be confident, but not conceited. 7. Act and be mentally alert 8. Show enthusiasm. 9. Be a good listener. 10. Stress the strong points of your character and abilities. 11. Express willingness to work hard. 12. Display an active interest In both the company and the lob. 13. Indicate that you get along well with people. 14. Demonstrate knowledge of the lob you're seeking. 15. Indicate interest In long range opportunity. 16. Remain flexible and open minded. 17. Do not smoke unless you are given permission. 18. Express your Interest or lack of it at the end of the interview. 19. Ask for the job! Don't Just wait until It Is offered 20. Consider sending a "thank you" note even if you're not hired. • Youth Participant Handbook -30- p 94018c1 At .hment 3 011, „ .%1......N.IIIIIIIIIII OBI . ......... OVII SUMM . 1 .,,,,, SUMMER YOUTH ".A. • IS II I II lb II II I se as sees le al EMPLOYMENT AND . 46 . • • TRAINING LPROGRAM F.. ... ,. . .. ,,, WORKSI , . TE SUPERVISORT. . r HANDB00K „T„, . EMPLOYMENT SERVICES OF WELD COUNTY 1551 NORTH 17 th AVE P.O.i BOX 1805 A4,P :if, gP ,y ,r. ° lc i. is • 1" �ti t i ° 4 'GREELEY, COLORADO. 80632 E 4 n 'rk 94OItS4 DEPARTMENT OF HUMAN RESOURCES EMPLOYMENT SERVICES OF WELD COUNTY 1551 NORTH 17TH AVENUE P.O.BOX 1805 "Ripe GREELEY,COLORADO 80632 APPLICANT(303)353-3815 EMPLOYER(303)353-3800 COLORADO Dear Worksite Supervisor: Congratulations on your decision to join us in providing meaningful work experience and quality supervision as part of the Youth Employment and Training Program. This will be the youth's first real job in many cases and your assistance in shaping their work habits and values cannot be underestimated. The goals and objectives of the Youth Employment and Training Program are to: * provide incentive through work experience for the youth to remain in or return to school; * provide work experience and other related employment activities in order to expose youth to the world of work, develop good work habits, set direction for formulating career goals, and improve their employability skills; * provide youth with the opportunity to enhance their basic educational skills through a combination of remediation activities or academic enrichment; * improve their employability skills through classroom activities geared towards employment and employment seeking development; and * provide a positive transition between subsidized and unsubsidized employment for the youth who do not return to school. Thank you for investing your time and interest in our youth. Sipe: rely, Ted Long nda L. Perez Special Programs Coordinator Director Employment Services of Weld County 940184 WELD COUNTY'S YOUTH EMPLOYMENT AND TRAINING PROGRAM WORKSITE SUPERVISOR'S HANDBOOK Important Reference Information 1 Employment Information for Weld County Youth Employment and Training Program Worksite Supervisors Youth Employment Technician 2 Youth Employee Classification 2 Memorandum of Agreement 2 Worksite Agreement Changes (Modification to Memorandum of Agreement) 2.4 Sample Memorandum of Agreement 3 Wages 4 Sign In/Out - Timekeeping Logs - Evaluations 4 Payroll Procedures 4,6 Sample Modification to Memorandum of Agreement 5 Evaluation 6,7.8 Sample Sign In/Out Sheet 9 Sample Monthly Timekeeping Log 10 Payroll Schedule 11 Workers' Compensation 12 Social Security 13 Other Fringe Benefits 13 Compensatory Time 13 Overtime 13 Reimbursable Expenses 13 Excused Absences 13 14 Vacation 15 Other Leave 15 Child Labor Laws 15 16 Terminations 16.17 Non-Financial Agreement 17 Sample Non-Financial Agreement 18 19 20.21 General Responsibilities of a Supervisor 22 Checklist for New Youth Employment and Training Program Employee Orientation 23 Orientating Youth 24 Training Youth 24 25 Job Instruction Training 25 Helpful Tips in Understanding Youth Participants 26 94(1154 IMPORTANT REFERENCE INFORMATION Your Youth Employment Technician is: Your Youth Employment Technician's telephone number is 353-3815. NOTIFY YOUR YOUTH EMPLOYMENT TECHNICIAN IF: - A Youth Employment and Training Program youth is injured or involved in an accident. - A Youth Employment and Training Program youth is absent. - A participant reports that a check is lost, stolen, inaccurate or misplaced. - A termination of the participant's employment appears warranted. - You or anyone at your agency has any complaints or problems with Youth Employment and Training Program participants. - You have any specific questions about your worksite agreement, participants. operating or payroll procedures, or require technical assistance. Worksite Supervisor Handbook -1- 94.0181 Employmei. Information for Weld County Yo,._" Employment and Training Program Worksite Supervisor I. General A. Youth Employment Technician During the Youth Employment Program, there will be a Youth Employment Technician assigned to the Youth Employee and the Worksite Supervisor. We/She will assist both the Youth Employee and the Worksite Supervisor with any problems that may occur. The Youth Employment Technician will also be responsible for collecting the Timekeeping Logs. distributing payroll checks. providing Labor Market information, and the monitoring of worksites. B. Youth Employee Classification The Youth Employee will be classified as a temporary, part-time hourly paid employee of the Weld County Division of Human Resources' Employment Services only during the term of this agreement. Temporary. part-time employees of the Youth Employment Program are entitled to a portion of the Division of Human Resources' fringe benefits. These benefits include Workers' Compensation and Social Security. The Youth Employee will be employed for a limited period of time as specified in the Memorandum of Agreement. C. Memorandum of Agreement The Memorandum of Agreement is a written contract between the worksite facility, the youth employee, and Employment Services of Weld County. that states the following: 1. The effective starting and ending dates that the youth employee will be employed at a worksite. 2. The hourly pay rate that the youth will receive. 3. The job title. 4. The worksite's name, address and the supervisor's name. title and telephone number. 5. The youth employee's work schedule. 6. The youth employee's job duties. D. Worksite Agreement Changes: Modification to the Youth Employment and Training Program Memorandum of Aareement. 1. The original Memorandum of Agreement must be adjusted (modified) for the following reasons: a. A change in employment must be specified including new dates of employment. work time. or job title/duties. b. A change in the worksite supervisor. Worksite Supervisor Handbook -2- 940184 Employment and Training Program Memoranda of Agreement EMPLOYMENT SERVICES OF WELD COUNTY EFFECTIVE DC OF CONataer Weld County Division of Hum= Resources From: P.O. Sox 1805 Mona Day Year 1551 N. 17th Avenue Greeley, Colorado 80632 Thin: / / (303) 353-3815 Month Day Year Purpose: The amount, duration, terms and condition, of an agreement of services between the Placement Facility, Employee, and Employment Services of Weld County are established to provide employment for eligible participants. Modifications: This Agreement may be modified at any time with the written consent of all parties. Wage Statement: The employee will be paid per hour according to the Job Training Partnership Act rules and regulations during the term of this Agreement, subject to the terms and conditions described in the non-financial agreement. The employee shall be classified as a temporary employee of the Employment Services of Weld County during as term of this Agreement. Source of Funding: The source of funding for payment by Employment Services of Weld County to the employs shall be the Job Training Partnership Act Program funds. The term of this agreement is subject to the availability of funds. Job Title: The Employee will De working days per week (specify days) Work Station From To Placement Facility (time) TOTAL HAIRS OF E PLOYMT PER WEEK: Address City State Zip The Employee will be attending classes days per week Work Station Address (if different) (specify days) From To Alternate Work Site (in case of bad weather) (time) TOTAL HOURS OF CLASSES PER WEEK: Direct Supervisor's Name Title Statement of Work:(training outline of job duties) A. Telephone Number B. C. D. E. The Placement Facility, Employee, and Employment Services of Weld County mutually agree to participate in the Work Experience Training Program in strict accordance with the terms and conditions herein specified. Further, the parties mutually understand, agree, and acknowledge receipt of all agreement exhibits. Employee: Placement Facility: Name Placement Facility Authorized Representative Address Title City State Zip x Placement Facility Employee Signature Date x Designee Signature Date White Copy: File Yellow Copy: Placement Facility Employment Services Of Weld County Pinks Employee K 9401814 21-93-5058 Page 3 OF WELD COUNT YMENT MID TRAINING PROGRAM clan must be notified immediate) when ACREENDIT occurs. Permission to c ange work sche- he Employment Services of Weld County's it before the change takes place. grams Coordinator may authorize Youth Employment ht. The Coordinator will not authorize overtime iliemorandum of Agreement must be in-hand prior m of the Employment Services of Weld ant may be authorized verbally; however, written ,uth Employee the specified hourly wage. lecified in the Memorandum of Agreement. dull be approved/denied based on that instance only. it requests. =.m will not provide the Youth Employee for it to the Coordinator. The form will be returned to luring t 1E term of this Agreement. The I at the bottom of the page. :) wage and will only be adjusted in i state regulations. paid only for those hours worked. Excused E DATE OF MODIFIED CONTRACT Ind cannot be substituted or made-up at alb e4 ar h Employee will be working lassroom activity will be dependent upon days per meek he requirements of the ONE component that (specify days) . This bonus will be given, if appropriate. to ployment and Training Program. (time) am will pay the Youth Employee for )(IRS OF EMPLOYMENT PER WEEK: to approximately twenty-four (24) hours Cr OF WORK: (Outline of job duties) the Memorandum of Agreement. - Evaluations gn in at the beginning and sign out at the he Youth Employee will write down only (Lunch break will not be included) t be paid in advance for hours not worked. aintained weekly from Monday through Friday chnician. Youth Employee and the Worksite is i pay period. the Youth Employee and the :ign the Timekeeping Log and verify the %ed. The Worksite Supervisor is not for compensatory time. This request is to adjust the forms for the Youth Employee. the worksite supervisor will evaluate the ice and review it with him/her. Copies will t Technician, Youth Employee. and the loyment Technician Date Youth Employee b �ted to theby the Youth a previously designated place, and according b,rtictpant Pink Copy: Placement Facility (See page 11) -4- 940184 2. Paychecks will not be given to a youth who does not have proper identification, which would need to be one of the following: a. Driver's License b. School Picture Identification Card c. An Authorized Picture Identification Card d. Signature Card Authorized by the Summer Youth Employment Program 3. Social Security cards are not acceptable forms of identification. H. Evaluations 1. Evaluating Participant's Performance You are expected to observe and evaluate the competence, behavior, and performance of each participant you supervise. Youth want to know what is expected of them, how well they are meeting these expectations. and how they can improve. You can satisfy these needs by adequate performance evaluation. Youth are sensitive to criticism, so emphasis should be on positive reinforcement. Try to avoid focusing attention on incorrect elements in the participant's performance. If necessary repeat the job instruction training cycle. Set high. but attainable standards. and praise improvement. 2. Performance evaluations can help you to: a. Let the participants know what is expected and how well these expectations are being met. b. Plan the work better by being able to estimate what participants can accomplish. c. Determine training needs. d. Identify participants who need more instruction. 3. Performance Evaluation Can Help Youth By: a. Letting them know how they are doing and how they can do better. b. Assuring them that good performance is recognized. c. Showing them that you are interested in helping them. 4. Six Basic Steps In Conducting a Performance Evaluation It is important that evaluations be systematic and planned so that it helps both you and the Youth Employment and Training Program participants. The six basic steps are are follows: a. Step 1: Determine how well you expect each participant to do the assigned tasks. Performance requirements describe the expected behavior and the quantity, quality, timeliness, and manner of performance. Worksite Supervisor Handbook -6- 940184 Note your expectations in writing. However, clearly described oral instructions are better for youth. The pertinent elements of performance are behavior, competencies. ana work product. 1. Behavior includes: willingness to work, follows instructions, punctuality and attendance, cooperation. acceptance of responsibility. and response to supervision. 2. Competencies include those work maturity skills that are listed in the appropriate competency evaluation forms provided by the Youth Employment Technician. 3. Work Product is the actual work produced by the youth. whether it 17-1-157717 for someone, or a product such as a repaired bench. The measures for a work product are both quantity and quality. Discuss your performance standard for this step with your Youth Employment Technician. b. Step 2: Discuss the performance requirements with the youth. During assignment and demonstration of the tasks, the work standards should be discussed with each youth. It is important that youth accept the standards as fair and appropriate. While it is desirable to adjust standards to each youth's capabilities. beware of using greatly different standards for each youth. c. Step 3: Evaluate youth performance and work maturity. In your daily contact with the youth. observe their performance and make written notes to help you recall what has happened. Good and poor behavior or commendable and weak performance call for action on your part. d. Step 4: Evaluate youth performance and work maturity. During this work experience. the goal will be to assist the participant to achieve competency in work maturity skills. The supervisor's evaluation is most important in measuring the progress that the youth is making towards this goal . e. Step 5: Discuss the evaluation with each youth. Performance should be discussed with each youth at least every two weeks to provide timely feedback and appropriate reinforcement. As far as possible: 1. Pick a place and time where you can be alone with the youth with no interruptions. 2. Keep an eye on your target - improving behavior and performance and helping to achieve work maturity skills - not pinpointing poor performance. 3. Build on strengths, not weaknesses; praise whenever appropriate. 4. Encourage questions and interest in improving performance. 5. Listen for problems, difficulties and suggestions. 6. Don't argue about standards and level of performance or make embarrassing comparisons. Worksite Supervisor Handbook -7- 9409S4 7. Encourage attempts to improve performance. f. Step 6: Take appropriate action. Evaluating performance is only useful to determine action to bring about improvement. Some such actions are: 1. Assist the youth in carrying out a self-improvement program. 2. Provide guidance. counseling. training and encouragement. 3. Change the youth's assignment. 4. Restructure duties and tasks to improve opportunities for development. 5. Recognize and reward high level performance. Worksite Supervisor Handbook -8- PAYROLL TIME SHE-'" NAME: TECHNICIAN: SOCIAL SECURITY NUMBER: PAY PERIOD FROM: TO: PER HOUR: Sun Mon Tues Wed Thurs Fri Sat Other Other Other � Other Other Other Other Sun Mon Tues Wed Thurs I Fri Sat Other Other Other Other Other Other Other Sun Mon Tues Wed Thurs Fri Sat Other Other Other Other Other Other Other Performance Evaluation Dresses Appropriately Gets Along With Others Shows Up On TIme 5 = 100% Of Time Attends As Scheduled 4 = 90% Displays Positive Attitude 3 = 80% Follows Instructions 2 = 70% Completes Assigned Tasks 1 = 60% *Note: Signatures must be present or payroll will not be processed On payday, picture I.D are required by the participant. "I hereby certify the hours worked Total Other: are correctly reported. " Total Hours: Employment Technician Signature "I hereby certify the hours worked "I hereby certify the hours are correctly reported." worked are correctly reperoted." Employee Signature Worksite Supervisor Signature -9- 91018 SUMMER YOUTH EMPLOYMENT PAYROLL SCHEDULE Pay Period Date to Mail/Submit Pay Start/End To Employment Services Distributed 04-18-94 - 04-29-94 04-29-94 05-13-94 05-02-94 - 05-13-94 05-13-94 05-31-94 05-16-94 - 05-31-94 05-31-94 06-15-94 06-01-94 - 06-15-94 06-15-94 06-30-94 06-16-94 - 06-30-94 06-30-94 07-15-94 07-01-94 - 07-15-94 07-15-94 07-29-94 07-18-94 - 07-29-94 07-29-94 08-15-94 08-01-94 - 08-15-94 08-15-94 08-31-94 08-16-94 - 08-31-94 08-31-94 09-15-94 09-01-94 - 09-15-94 09-15-94 09-30-94 09-16-94 - 09-30-94 09-30-94 10-14-94 * All surer youth payroll checks will be mailed to the youths residence with the exception of one day which will be selected. NOTE: Youth will be required to pick their check up for one pay period during the summer. Youth will be randomly selected and will be notified of the date by their Summer Youth Technician. The youth will need a photo I.D. in order to receive that check. April 1994 May 1994 , June 1994 SMTWTFS SMTWTFS SMTWTFS 1 2 1 2 3 4 5 6 7 1 2 3 4 3 4 5 6 7 8 9 8 9 10 11 12 13 14 5 6 7 8 9 10 11 10 11 12 13 14 15 16 15 16 17 18 19 20 21 12 13 14 15 16 17 18 17 18 19 20 21 2223 22 23 24 25 26 27 28 19 20 21 22 23 24 25 24 25 26 27 28 29 30 29 30 31 26 27 28 29 30 July 1994 August 1994 September 1994 SMTWTFS SMTWTFS SMTWTFS 3 4 5 6 7 8 9 2 0 7 8 910111213 8 6 17 10 11 12 13 14 15 16 14 15 16 17 18 19 20 4 5 6 7 8 1 17 18 19 20 21 22 23 21 22 23 24 25 26 27 19 13 15 16 17 24 25 26 27 28 29 30 28 29 30 31 25 2 18 2627211 293024 31 6 27 28 29 30 ___ 4" 940184 Laws Rules Guidelines Tips -11- 9I0i84 I. Worker's Compe tion 1. All Youth Employees are covered by Worker's Compensation through the Youth Employment Program. Important guidelines for the Youth Employee and the Worksite Supervisor are: a. All injuries that occur during working hours and while on the job at the worksite must be reported immediately to the Worksite Supervisor. b. All injuries must be reported on the day that the injury occurs. 2. The Youth Employee and the Worksite Supervisor must follow the procedures described below: a. If an injury (regardless of how minor) occurs during work hours, the Youth Employee is directed to report that injury to the Worksite Supervisor on the day it occurs. The Youth Employment Technician should be contacted only if the Worksite Supervisor is not available. b. The Worksite Supervisor will then immediately call the Youth Employment Technician at 353-3815 to report the injury. If the Youth Employment Technician is not available, the Special Programs Coordinator should be contacted at 353-3815. c. After the Worksite Supervisor notifies the Youth Employment Technician, the Youth Employee will be advised as to further procedures. d. If the youth refuses medical attention, he/she needs to state in writing that he/she declined medical attention. The youth needs to sign and date this statement and give it to the Worksite Supervisor, who will then give it to the Youth Employment Technician. e. The Worksite Supervisor agrees to participate with Employment Services on further investigative procedures concerning a Worker's Compensation claim. 3. A Worker's Compensation claim may be denied if the Youth Employee goes to a private physician. The only exception will be if the injury is severe enough to require the use of an ambulance. In such a case, the Youth Employee will be taken to the nearest medical facility. Payment will be not be paid for any Chiropractic services. 4. Before the Youth Employee is allowed to return to work, a written release is required from the physician stating the Youth Employee can return to work. 5. Failure to follow these established procedures and policies may result in the Youth Employee's claim and resulting medical expenses • being denied. Also, if it is determined through staff investigation by Employment Services of Weld County and Weld County Personnel that the Youth Employee has fraudulently claimed an injury or illness under Workers' Compensation, the Youth Employee will be immediately terminated. Worksite Supervisor Handbook -12 • - 340iS44 J. Social Security The Youth Employment Program will provide Social Security benefits for the Youth Employee. K. Other Fringe Benefits The Youth Employment Program does not provide the following fringe benefits or payment for such benefit'? for the Youth Employee: • 1. Health Insurance 2. Holidays or Holiday Pay 3. Sick Leave or Sick Pay 4. Life Insurance 5. Vacation Pay L. Compensatory Time The Youth Employment Program will not provide compensatory time or payment of such to the Youth Employee. The Worksite (Placement Facility) will not require the Youth Employee to work for more than the designated total hours of employment per week as described in the Memorandum of Ag�reement. The Worksite Supervisor cannot authorize the you— th to substitute or make-up time while participating in the program. Any changes to the work schedule must have written approval from the Employment Services of Weld County's Special Programs Coordinator. M. Overtime The Youth Employment Program will not provide overtime hours or payment of such hours to the Youth Employee. The Worksite (Placement Facility) will not require the Youth Employee to work overtime. N. Reimbursable Expenses The Youth Employment Program will not provide reimbursement to the Youth Employee for mileage, parking fees, lodging, or other expenses associated with the program. The Worksite (Placement Facility) will not require the Youth Employee to participate in duties which result in the aforementioned expenses. 0. Excused Absences: 1. Sick Leave The Youth Employee is provided two (2) unpaid sick days during the Youth Employment Program. These sick days may be for a scheduled doctor's appointment which the Worksite Supervisor must be notified 48 hours in advance or an emergency sick day which the Worksite Supervisor must be notified prior to or at the Youth Employee's report time for work (no later than a half hour after work begins on the day the absence occurs.) The Worksite Supervisor must notify the Youth Employment Technician of the absence on the day it occurs. Worksite Supervisor Handbook -13- 940184 One additional day for sick will be allowed only if the Youth Employee or a member of the Youth Employee's immediate family has a serious illness and requires the assistance of the Youth Employee. Failure to follow these procedures will result in immediate termination. Immediate family includes: a Youth Employee's husband or wife, son or daughter, father, mother. brothers, sisters, father-in-law. mother-in-law. brother-in-law. sister-in-law. grandmother or grandfather. Example of Excused Absence: If the Youth Employee or an immediate family member is sick for three (3) consecutive days. the Youth Employee must obtain a physician's excuse for the days missed. The Youth Employee must notify his/her Worksite Supervisor prior to, or at the report time for work that day (no later than one-half hour after work begins on the day the absence occurs). Failure to follow these procedures will result in immediate termination. No substitution or make-up of time will be allowed. Another Example of Excused Absence: If the Youth Employee is sick one (1) day and later within the Youth Employment Program is sick (serious illness) two (2) days in a row with a physician's excuse, the sick times will be excused. No substitutions or make-up of time will be allowed. 2. Court Absence During the Youth Employment Program, the Youth Employee will be allotted a total of one (1) court day. The court appearance must have the prior approval of the Youth Employment Technician. No substitution or make-up of time will be allowed. 3. Emergency Absence During the Youth Employment Program. the Youth Employee will be allowed a total of one (1) emergency day. The Youth Employment Technician may provide emergency leave for TALI. transportation problems (applies only to those Youth Employees l outside the Greeley Bus System). child care problems (applies only for single parents) . eviction from housing, or to attend the funeral of a member of the Youth Employee's immediate family. Approval must be obtained from the Youth Employment Technician. This must be done prior to or at the report time for work that day (no later than one-half hour after work begins on the day the absence occurs). Depending on travel involved. the Youth Employee may be granted by the Youth Employment Technician. two (2) additional days leave without pay to attend the funeral of a member of the Youth Employee's immediate family. Not substitution or make-up time is allowed. Worksite Supervisor Handbook -14- 910184 P. Vacation The Youth Employee must notify the Worksite Supervisor of plans to take time off from work for vacation purposes. This must be done at LEAST one (1) week before the youth employee's vacation begins. Failure to follow this procedure can result in termination from the Youth Employment and Training Program. The Worksite Supervisor needs to immediately inform the Youth Employment Technician if this violation occurs. Q. Other Leave The Youth Employee will not be provided any other type of leave except as described under the Excused Leave. If a Youth Employee requests leave. the Youth Employment Technician must be immediately informed by the Work- site Supervisor. II. Child Labor Laws A. The Worksite (Placement Facility) Supervisor and the Youth Employee agree to observe all applicable current Child Labor Laws. The following information is commonly asked about Child Labor provisions: 1. HOURS - TIME STANDARDS - 14 AND 15 YEAR OLDS MAY NOT WORK: a. Before 7:00 a.m. or after 7:00 p.m. during the school year. b. More than 3 hours a day on school days. c. More than 18 hours a week in school weeks. d. More than 8 hours a day on non-school days. 2. OCCUPATIONS PERMITTED FOR 14 AND 15 YEAR OLDS: a. Office and clerical work (including operation of office machines). b. Cashiering. c. Errand and delivery work by foot. bicycle. and public transportation. d. Clean-up work, including the use of vacuum cleaners and floor waxers. and maintenance of grounds, but not including the use of power-driven mowers or cutters. e. Kitchen work, excluding electric knives, slicers, etc. f. Work in connection with cars and trucks, if confined to the following: 1. Dispensing gasoline and oil . 2. Car cleaning. washing and polishing. g. Cleaning vegetables and fruits. wrapping, sealing, labeling, weighing, pricing. and stocking goods. • 3. OCCUPATIONS NOT PERMITTED FOR 14 AND 15 YEAR OLDS: a. Operation or tending of hoisting apparatus or of any power-driven machinery. This includes power mowers. electric hedge trimmers. and power driven snow removers. Youth aged 14-15 must not operate these for the job. b. Occupations in connection with: transportation. warehousing, storage. construction. and manufacturing. Worksite Supervisor Handbook -15- 940184 c. Occupat' is in retail , food service or c Jen establishments. Work performed in or about boiler or engine rooms; work in connection with maintenance or repair of the establishment. machines or equipment; outside window washing that involves working from window sills and all work requiring the use of ladders, scaffolds or their substitutes; loading and unloading goods to and from trucks or conveyors. All occupations in warehouses except office and clerical work. 4. OCCUPATIONS NOT PERMITTED FOR 16 AND 17 YEAR OLDS: a. Motor vehicle driving. Exceptions: Incidental and occupational driving if the child holds a State license valid for the type of driving involved in the job performed and the vehicle is equipped with a seatbelt or similar device for the driver and each helper. Motor vehicle will mean automobile, truck, truck-tractor. trailer, semi-trailer, or motorcycle. b. Power-driven woodworking machines. c. Exposure to radioactive substances. d. Power-driven hoisting apparatus. e. Power-driven circular saws, band saws. and guillotine shears. f. Wrecking, demolition (including buildings). g. Roofing operations. This term will mean all work performed in connection with the application of weatherproofing materials and substances (such as tar, pitch, asphalt prepared paper, tile. slate, metal . or wood) to roofs of buildings or other structures. This term also includes all work performed in connection with installation of roofs and alterations. additions, maintenance and repair, including painting and coating of existing roof. h. Excavation operations. B. Should a Worksite (Placement Facility) be found in violation of the Child Labor Law. it will be subject to immediate review. The removal of Youth Employees from the Worksite (Placement Facility) may result. Further. noncompliance with Child Labor Laws can result in severe civil and criminal penalties. III. Terminations A. Youth can be terminated from the Youth Employment Program for any of the following reasons: 1. Excused absences are exceeded. 2. Excessive tardiness or unexcused absences. 3. Not participating in the job duties outlined in the Memorandum of Agreement. 4. Failing to show or call in late or taking an unauthorized day of leave. 5. Refusing_ to attend an interview after being referred to an unsubsidized • job. Worksite Supervisor Handbook -16- 940184 6. Fighting. stealing. using drugs or alcohol. Consequences: 1st time - Counseling Form 2nd time - Termination B. Immediate Termination will result for the following reasons: 1. Falsifying information on the Timekeeping Log or other forms. 2. Failing to follow the correct sick leave or vacation procedures. • 3. Non-attendance of required classroom activities. or improper classroom behavior. IV. Non-Financial Agreement The Youth Employment and Training Program's Non-Financial Agreement is a contract between the Worksite (Placement Facility) and the Weld County Division of Human Resources' Employment Services of Weld County. It contains: A. The Worksite (Placement Facility) Responsibilities B. The Employment Services Responsibilities C. Assurances D. Modification and Termination policies Worksite Supervisor Handbook -17- 940184 r^"ployment and Training Pro -am Non-Financial Agreement Agency Name This Agreement is made this day of , 199 by and between the Weld County Division of Human Resources Employment Services of Weld County, hereinafter referred to as "Employment Services" , and the public or private non-profit agency entering into this Agreement by signature, hereinafter referred to as "Agency" . WITNESSETH WHEREAS, Employment Services conducts the Employment and Training Program for eligible applicants ; and WHEREAS, Employment Services provides activities for the eligible applicants under the Employment and Training Program, that can be defined as employment and training activities; and WHEREAS, the Agency desires to participate with Employment Services in the Employment and Training Program as a worksite and/or instructional training facility for the participants; and WHEREAS, the Agency and Employment Services desire to work together for the express purpose of providing work experience and/or instructional training for the participant. NOW THEREFORE, in consideration of the implementation of these goals , the parties hereby agree to the following: A. Agency Responsibilities : 1. Provide a productive worksite and appropriate period of time for work experience participants so the employee may develop positive work habits and gain work experience. 2 . Furnish all equipment and materials as deemed reasonably necessary by the Agency and Employment Services to ensure the continuing accomplishment of the program objectives. 3 . Provide liability insurance coverage on the employee. Anyone who is on a special work program is assigned to work under a company' s name and, therefore, must be covered under the company' s liability insurance policy. 4 . Accept only the number of employees who can be utilized productively. 5 . Not to replace regular full-time or part-time employees with employees under the Employment and Training Program. 6 . Provide competent supervision, including adequate training, when the job requires the use of equipment and/or procedures which are unfamiliar to the employee. 7 . Abide by all pertinent Department of Labor Laws (Occupational Health and Safety [OHSA] , Davis Bacon Act Child Labor Laws , etc. ) The Agency agrees to contact the Special Programs Coordinator of the Employment and Training Program if any questions arise concerning specific tools or the Child Labor Laws. White: Case Manager Page 1 of 4 Yellow: Worksite 9401tS Employment and Tr ' ning Program Non-Financial Act _ment 8 . Report to the Employment Technician the days and hours which the employee has worked. The Employment Technician will contact the Agency the last day of the pay period to obtain the hours the employee has worked for the Agency during that time period. The Agency agrees to maintain daily time sneers which will be made available to Employment Services or State staff for monitoring purposes . The pay period dates are specified on the Payroll Schedule which is added hereto as Attachment A and is hereby made a part of this Agreement. 9 . Grant the employee time off , for those hours deemed necessary and appropriate by Employment Services , for labor market information activities , monitoring activities , testing, counseling, etc. 10 . Treat all employees in the same manner as other employees of the Agency, relative to such issues as safety and job performance. 11 . Immediately contact the Employment Technician regarding any difficulties the Agency may have concerning the employee ' s performance , absence or tardiness , etc. 12 . Follow the process outlined in regard to Workers ' Compensation: a. If an injury ( regardless of how minor) occurs during work hours , the employee must report his/her injury to the Agency the day that it occurs . The Agency should immediately contact the Employment Technician or the Special Programs Coordinator, if the Employment Technician is not available. b. The Employment Technician shall inform the Agency of the specific procedures to follow. If the employee refuses medical attention, he/she needs to state in writing that he/she declined medical attention. The employee needs to sign and date this statement and give it to the Employment Technician. c . The Agency agrees to participate with Employment Services on further investigative report procedures concerning a Workers ' Compensation Claim. 13 . Assure that all the Agency' s worksites will abide by written policies . 14 . Not to substitute or allow the employee to make up time missed from work. The Agency agrees to report to Employment Services any changes in work hours , work site, supervisor, etc . 15 . Participate in any follow-up, monitoring, and evaluation procedures conducted or endorsed by Employment Services. White: Case Manager Fellow: Worksite Page 2 of 4 940iS' Employment and Training Program Non-Financial Agreement 16 . Inform Employment Services when any worksite supervisor plans to be on vacation, sick leave, etc. , and outline the alternative arrangements for supervision of the employee. 17 . Not to do any of the following: a. promote or deter union organizing b. charge fees to the participants under this Agreement c . involve the participant in sectarian activities d. involve the participant in lobbying activities e. accept any kickbacks f . have any conflict of interest under this Agreement, including nepotism g. violate maintenance of effort B. Employment Services Responsibilities : 1 . Provide the Agency with an orientation session outlining the specific procedures and policies the Agency will need to follow as a worksite. 2 . Provide the Agency with a copy of the general Memorandum of Agreement, provided to the employees . This document must be signed by the supervisor and the employee the day the employee starts to work. 3 . Refer, if available, the agreed upon number of employees to the agency for work experience. 4 . Pay the employee per hour for the hours of work completed by the employee, not to exceed 40 hours per week. 5 . Provide Workers ' Compensation coverage for all employees who are participating in the work experience training activity of the Employment and Training Program. 6 . Disburse all checks to the employee. 7 . Dismiss , for cause, those employees who: are not participating in the job duties outlined by the Agency in the Memorandum of Agreement, which is signed by the employee; fail to show or call in if late or take an unauthorized day of leave, according to the procedures outlined in the Agreement . 8 . Monitor attendance in conjunction with the Agency. 9 . Assist the Agency, upon. the Agency' s request, in resolving any possible disputes with the employee. 10 . Provide labor market information and other class-type activities for the employee. White: Case Manager Yellow: Worksite Page 3 of 4 20 940i8L Employment and Training Program Non-Financial Agreement C. Assurances : 1 . The Agency agrees that it is an independent contractor and that its officers and employees do not become employees of Weld County, and therefore are not entitled to any employee benefits as Weld County employees as a result of the execution of this Agreement. 2 . Weld County, The Board of County Commissioners of Weld County, and its officers and employees shall not be held liable for injuries or damages caused by any negligent acts or omissions of the agency, or its employees, volunteers , or agents, while performing Agency duties as described in this agreement. The Agency shall indemnify, defend, and hold harmless Weld County, and its officers and employees for any loss occasioned as a result of the performance of this Agreement by the Agency, its employees , volunteers, and agents . 3 . The Agency understands that monitoring and evaluation of the performance of this Agreement shall be conducted by the Employment Services and the results provided to the Weld County Private Industry Council and the Board of County Commissioners of Weld County. 4 . The Agency 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, or national origin, be excluded from participation in, be denied the benefits of, or be otherwise subjected to discrimination under this approved Agreement. D. Modification: This Agreement may be modified at any time by a written amendment signed by both parties . E. Termination: This Agreement may be terminated at any time by either party giving written notice. IN WITNESS WHEREOF, the parties hereto have duly executed this Agreement as of the day, month, and year first above written. Weld County Division of Human Resources ' Employment Agency Services of Weld County Employment Technician Agency Representative Signature Signature White: Case Manager Yellow: Worksite 21-92-5034 (Rev. 1-13-94 Page 4 of 4 940184 GENEkML RESPONSIBILITIES OF A SUPERVISOR In general. a supervisor's job includes many varied tasks. Some of these. and how they might relate to your Youth Employment and Training participants include the following: CLARIFYING the relationship to the youth employee's job with the activities of the er employees in the agency. IMPLEMENTING the terms of the worksite agreement. ORIENTATING the youth to the overall worksite activities. the work to be performed. iliatralected behavior. ON-THE-JOB TRAINING to help the youth gain skills and develop desirable work behavior. ASSIGNING youth tasks in line with their interests. capabilities. and growth patterns. PLANNING AND SCHEDULING work so that the worksite objectives will be achieved including weekly work plans. ORGANIZING the youth's tasks and materials so that coordination and cooperation can ee achieved. DIRECTING the youth so that they understand what is to be done and can do it. MOTIVATING youth toward good work behavior and performance. COMMUNICATING with both the youth at your worksite and others who have impact upon them by listening and keeping all persons appropriately informed. SERVING AS A ROLE MODEL since youth will try to emulate an adult they look up to. particularly a work supervisor. COUNSELING youth with respect to career objectives and other program related matters. CHECKING AND CERTIFYING youth's time and attendance records. EVALUATING youth's behavior and performance and providing feedback to the youth. REPORTING to the Youth Employment Technician about problems and questions as required. SOLVING work problems that arise. Worksite Supervisor Handbook -22- clin'i SA CHECKLIST FOR NEW YOUTH EMPLOYMENT AND TRAINING PROGRAM EMPLOYEE ORIENTATION Provide employee with a copy of his/her description, and make sure he/she understands it. Explain the work of the unit. Explain the organization and functions of the unit. Tell the new employee where and to whom he/she reports. Also where to report ' in bad weather, if it is a different location. Explain the work area layout. Show him/her elevators, restrooms, water fountain, emergency exits. etc. Discuss eating facilities, parking. etc. Introduce the new employee to other supervisors and co-workers. Indicate the positions and duties of each. Explain safety regulations; location of firefighting equipment. what to do in case of fire, accident, or other emergencies. Explain hours of work, punctuality, good attendance. Explain types of leave. including: when and to whom requests should be made; person to telephone if sick. Discuss lunch and rest breaks, if any. Explain use of telephone: local and long distance calls; personal calls, courtesy. Explain other rules and regulations (apparel . smoking, personal appointments, etc.) Identify availability of help. if needed. Provide working aides (samples, forms. handbooks, manuals. procedures. orientation materials. telephone book, etc.) Explain how to get supplies, equipment, repairs, etc. and how to care for property. Other items considered to be important for new employee orientation: Worksite Supervisor Handbook -23- 940184 Orientatina Youth At first the youth may feel out of place and not know how to behave. They may be confused about what is expected of them. It is up to you to make sure that they know and accept project objectives and rules. They must be informed of your • expectations and the specific work they are to perform. Your orientation for youth should include: - Introduction to you and other workers. - Description of worksite activities and objectives and how they are to be achieved. including a general description of the weekly work plan. - Explanation of work rules and expected work behavior. - Preparation for the specific job to be done. tasks and skills needed, how these will be acquired, and relationships with other jobs. - Description of your role as supervisor and counselor. - Discussion of what youth can expect to gain from the program. Encourage and answer questions. If you don't know the answers, say so and find out and give the right answers. Training Youth Training is a major part of a supervisor's job, particularly with young workers. For these youth. learning skills and appropriate work behavior are primary program objectives. A successful trainer must: - Know and be able to perform the task. - Understand each youth's uncertainty and feelings about the task. - Motivate the youth to try to perform the task well. - Demonstrate and explain the elements of the task. - Let the youth perform the task. observe the performance carefully and provide positive reinforcement until the youth demonstrates competence. - Periodically evaluate performance and provide supportive feedback. Instructing young workers. individually or in groups, requires preparation. This is necessary even if you have a high degree of competence in the job. • To get ready: - Have a timetable; know how much skill you expect the youth to acquire, by when. - Break down the job into specific tasks and each task into steps. Worksite Supervisor Handbook -24 910184 - Identify key steps which require a new skill or are essential for success. - Pick out key points, such as worker safety or cooperation with other staff, which are particularly importanor young workers. - Review the performance of each element of the task so that it is clear in your mind. - Determine what materials, supplies and equipment are needed to perform the task and make sure that everything is ready. - Check the workplace and arrange it just as you expect the youth to keep it. Job Instruction Training The following five-step instructional plan has been used in industry and government for more than 35 years to train millions of workers. If you understand it and learn to use it effectively, you will have gained a life-long skill. STEP 1. Prepare the Youth Employment and Training Program Worker Put the participant at ease. Describe the task and explain how it fits into the . total job. Find out what he or she knows about the task and motivate the participant to learn to perform it well. Emphasize key points such as safety, contacts with the public, required accuracy, and coordination with other workers. STEP 2. Present the task Perform the task element by element. Tell the participant what you are going to do and explain why. Show the youth how to perform the task, one element at a time. Stress the key points. If danger is present, describe it and show how to avoid it. For example, if the youth will be expected to lift a heavy object, describe the danger of back strain and demonstrate the correct way to lift. Instruct clearly, completely, and patiently. Demonstrate no more than the youth can master at one time. Repeat until the youth understands and is ready to demonstrate. STEP 3. Try out performance Have the participant perform the task, explaining each key point to you as the task is being performed. Carefully note the participant's explanation and competency. Step 4. Reinforce Competency Review the participant's performance, reinforcing appropriate behavior. Where he or she did not show understanding or appropriate behavior, redemonstrate. Do not focus on pointing out what was unsatisfactory performance. Repeat steps 3 and 4 until you are satisfied. STEP 5. Follow up Assign the participant to the regular task. Check often at first, then less and less frequently. Encourage questions. Worksite Supervisor Handbook -25- 9401f Attachment 4 Exhibit 1 Pre-Emoioyment/Work Maturity Pre-Post Assessment Form Youth Name: Social Security Number: Recoro Number: Ccecetencv Statement: - Making Career Decisions - The Youth demonstrates the capability in making career decisions by attaining 85\ on the following indicate determined by question and answer measurement procedures, and rating quality and quantity of responses. Instructions The youth should be scored on how well he/she performs these tasks related to making career decisions. Rat should review the youth's responses, and objectively score performance. (1-yes, 0-No). Indicators Score (1-0) Pre Post 1. Youth states two personal values important in relationship to work 2. Youth states two personal interests in relationship to work - 3. Youth states tno skills/abilities applicable to specific occupations 4. Youth makes a career choice based on the indicators above Points Possible 4 Total Points Earned Total Points necessary 4 Proficiency (circle one): Yes No Pre-Date Post Assessment Date Initial Initial Comoetencv Statement: - Using Labor Market Information - The youth demonstrates the capability to use labor market information by attaining 100% on the indicators a: determined by question and answer measurement procedures and rating quality and quantity of responses. Instructions The youth should be scored on how well he/she performs these tasks related to labor market information. Re' should review the youth's responses, and objectively score performance. (1-Yes, 0-No). Indicator Score (1-S) Pre Post 1. Youth states two sources of information on employment opportunities 2. Youth are familiar with the processes of the local Job Service and can access the state job bank. 3. Youth identifies tee employers by name and major function, service, or product who offer employment in their chosen occupational area 9401S4 Pre-Post Assessment Page 2 4. Youth identifies two major employers by name one major function, service, product who offer employment in the local area • 5. Youth identifies two achooL that train in their [hoses occupational area Points Possible 5 Total Points Earned Total Points Necessary 5 Proficiency (circle one): Yes No Pre-Date Post Assessment Date Initial Initial Ccmeetencv Statement: - Preparing Resumes - . The youth demonstrates the caoaoility of preparing a resume by attaining an 100% accuracy score on the indicators as determined by product review measurement proceaures and rating the quality and quantity of resume. Instructions A presumptive need exists of the youth states that he/she never prepared a resume and continued rating does need to occur. A score of "0" should be recored for total points achieved and the Presumptive Need should b( marked yes. If the youth has a resume, the following review should be performed. Raters should review the youth's resum: and objectively score performance. (1-Yes, 0-NO). Indicators Score i1-51 Pre Post 1 . Neatness. Resume is free from wrinkles, crossouts, and smuages 2. Organization. Words and numbers within the text are mole to be clearly read 3. Spelling and grammar are free from errors 4. Completeness. All items are present 5. Positive communication. Everything is put in the possible light • • Points Possible 5 Total Points Earned Total Points Necessary 5 Proficiency (circle one): Yes No Presumptive Need Yes No Pre-Date Post Assessment Date Initial Initial 9101,44 Pre-Post Assessment Page 3 Competency Statement: - Completing Applications - The youth demonstrates the ability to fill out an application sheet by attaining a 100% accuracy score on indicators as determined by product review measurement procedures and rating the quality and (=amity of application and a question and answer measurement. Instructions The youth should be scored on how well he/she performs on application. Raters should review the appiicati- objective score performance (1-Yes, 0-No). Indicators Scare (1-5) Pre Past 1. Following directions. Information given corresponds to questions asked 2. Completeness. Line items are fully filled out 3. Responses are free from errors in spelling, grammar, capitalization, and punctuation 4. Application is neat. Free from wrinkles, crossouts, and smudges Paints Possible 4 Total Points Earned Total Points Necessary 4 Proficiency (circle one): Yes No Pre-Date Post Assessment Date Initial Initial • Competency Statement: - Interviewing - The youth demonstrates the capability in interviews by attaining an 100% on the indicators as determined b} as determined by observation measurement procedures and rating quality and frequency of actions. Instructions The youth should be scored on how well he/she performs in the intake interview. Raters should review the ) actions and objectively score performance (1-Yes, 0-No). Indicators Score (1-5) Pre Post 1. Appearance. Clothes are clean, not wrinkled, and comparable with traditional world of work dress 2. The youth states at least tic specific reasons why he/she requires the program's services, and indicates a commitment to take advantage of such help, without probing by the interviewer 3. The youth asks at at least tee questions related to the program for which he/she is applying 940184 Pre-Post Assessment - Page 4. The youth speaks in an articulate ana understandable fashion 5. Eye contact. Participant does not stare, but periodically looks interviewer the eye Points Possible 5 Total Points Earned Total Points Necessary Proficiency (circle one): Yes No Pre-Date Post Assessment Date Initial Initial Competency Statements: - work Maturity'- The following competencies have been identified for the Work Maturity Competency: 46: The youth will demonstrate appropriate appearance by attaining a 90% overall evaluation as measured by supervisor. and staff observations ana bi-monthly evaluations. #7: The youth will demonstrate regular attendance at least 85% of the time as measured by supervisor and s ob ion and bi-monthly evaluations 48: The youth will demonstrate being consistently punctual at least 85% of the time as measured by supervis and staff observation and bimonthly evaluations SS: The youth will demonstrate a positive attitude at least 85% of the time as measured by supervisor and s observation and bi-monthly evaluations. #10: The youth will demonstrate goad interpersonal relations at least 85% of the time as measured by supery and staff observation and bi-monthly evaluations. ell: The Youth will demonstrate completed tasks effectively at least 85% of the time as measured by suoervi and staff observation ana monthly evaluations. Instructions Cheek those indicators that are applicable. Presumptive need will be considered for general assistance in a work maturity competencies. Note or exnments are necessary to explain and verify all indicators checks and used to establish the assumption of across the board need in job keeping capabilities. Indicators Score 1. The youth has not worked full time for at least 90 calendar days with one employer, excluding goverment-funded program to be verified material in youth records. 2. The youth does not provide a written recommendation from a previous employer to be verified by observation of events. __ 3. The youth has been fired from at least one job to be verified by material in participant records. 940184 Pre-Pest Assessment Page 5 Doeumence° check on two or more lines indicate that the youth is in need of overall assistance in all six maturity areas. If at least two lines are not checked, then the following indicators would be reviewed. 1. Youth is late for intake appointment and or interview with out acceptable excuse and or has documented previous work, school, or institutional record of tardiness with the last year. (Competency .6 - Punctuality) 2. Youth fails to arrive for or remain at intake appointment and/or interview without acceptable excuse, and/or has documented previous work, school, or institutional record of poor attendance within the last year. (Competency #7 - Regular Attendance) 3. Youth behaves improperly or disruptively during interview process, and/or has documented previous work, school, or institutional record of bad attitudes with the last year. (Competency if 8 - Positive Attitude) 4. Youth dresses inappropriately for appointments, and/or has documented previous work, school, or institutions retort: of unacceptable appearance within the last year. (Competency #9 - Appearance) 5. Youth acts discourteously or uncooperatively during intake/interview process, and/or has documented previous work, school, or institutional record of interpersonal relations problems withing the last year. (Competency #10 - Interpersonal Relations) 6. Youth exhibits inability to fulfill requirements or finish (either real or simulated) tasks during intake/interview process, and/or has docuaented previous work, school, or institutional record of tasks completion deficiencies within the last year. (Competency #11 - Completing Teaks Effectively) If more than two indicators are checked, then the youth is in need of specific assistance in that work matt cc®etency area. • NOTES: Instructions - Post Assessment Competency attainment in the work maturity competency will occur when an overall 80% evaluation has i documented through participation in structured activites. I certify that the above information is accurate and represents my rating of the participant's performance. Rater's Signature: Date: 9401 F,,4A Attachment 4 PAYROLL TIME SHEET Exhibit 2 `J NAME : TECHNICIAN: y • rrrr i , SOCIAL SECURITY NUMBER: PROGRAM: PAY PERIOD FROM: TO: PER HOUR: Sun Mon Tues Wed Thurs Fri Sat Other Other Other Other Other Other Other Sun Mon Tues Wed Thurs Fri Sat rrm Other Other Other Other Other Other Other _ Sun Mon Tues Wed Thurs Fri Sat R_ S 1 U 1 Other Other Other Other Other Other Other `. i rrrr Performance Evaluation Dresses Appropriately Gets Along With Others r Shows Up On Time 5 = 100% Of Time Attends As Scheduled 4 = 90% ( Displays Positive Attitude 3 = 80% Follows Instructions 2 = 70% Completes Assigned Tasks 1 = 60% , "I hereby certify the hours worked Total Other: are correctly reported. " Total Hours : Employment Technician Signature "I hereby certify the hours worked "I hereby certify the hours , rr1 are correctly reported. " worked are correctly reported. " Employee Signature Worksite Supervisor Signature NOTE : ALL SIGNATURES MUST BE PRESENT OR PAYROLL WILL NOT BE PROCESSED WHITE: FISCAL OFFICE YELLOW: CLIENT FILE PINK: EMPLOYEE COPY GOLDENROD: WORRSITE COPY 9 0 1 8 4 . Attachment Exhibit 3 0 ro 0 O V L 1. Co ' T I L Z r--1 p 17 N -0 v ✓ f- , o 6 ✓ _J Y 'J < U) > > W V I v O V ro 1..) 4-) _ 1 'V 0 U -.- Z > Y C- cn V 4- 4) a p L U L 4) o C) I- .0 C Z W .-- 7 L M Y Z O V) N I v U T W I . C 1J 0 l!) E r- [n L.E 4,-- t_ ¢ 0 v + v 0 4 O y 0 4- 1.) r L r" a z Y c >-- o c/a ro T I 0 0 I y O C V) d 0 Z U T - V v J Z "- L 4- « 0 ,-, HL. D V) 0- 4- O U J e Z M C Z a? 0 - W C) 4-) ¢ r C M X - ...) C ~ U _ ro E V w C 1.)t. o L.L. > o o 1.. v w c- ~-) ro e in T •7 7 b CO u¢ E OU O 1-' Z N •'7 7 W C o 4- C 4) T • - - 0 L C ..- o a) m U t O 1 0 c v W C L a ro a O E a a a v V C ro v L L v V 14-, M 44 C - T 0. ro 'O L C 4-) 4) 7 -) C) L U 1 W U I- U c ) XI E T L U C - '- o I L i o a ro T • U W- O C 0 1-, o E Q 4- 4) C v C L a • O 4- W a E 0 "•- n) o = t O > I- Iv •• U > 4) 0 ¢ "V Z 4.) U v L .0 Z Q) V) to U 1-) 0 0 N C to w .0 W 0 r O a RI 0 O > L N C v v l.,... 0) Z U C U)) T W C O ¢ h- y) .- 0 ') A ro V-- ¢ L A .0 I © a L U) C Z Um L O c O'7 ') 0 a I- 0 0 d T O .0 N 4. w L = 0 W L 4) W to W a i.. r L T V C) a v C) J W 0 J W _ •F- , I _ C) I- W a Attachment 5 PLANNED PARTICIPATION AND TERMINATION SUMMARY SUMMER YOUTH YOUTH SDA CODEI1 . Total Participants 200 sammemommenimmmimmimm.a . Transfer from Iic Out-of-school •• 10 C. Transfer from IIA/C Old Carr -in 200 3. Enter Unsubsidized Employment 4 4. Return to Full-time School 30 5. Remain in Full-time School 160 9. Achieve in Job Skills 0 10. Other SDA Terminations 0 11. Transfer to IIC 20 a . In-School 25 b. Out-of-School 3 c. Old IIA/C Carry in PLANNED PROGRAM ACTIVITIES YOUTH I. Work Experience (JA) I 200 II. Limited Internship (JB) I 0 III. Academic Enrichment (MA) I 120 IV. Basic Skills ( BA) 80 V. OJT (EA) I 0 910184 • _ Attachment 6 Work Site Evaluation Form Exhibit 1 General Information: Work Site: Report Date: Direct Supervisor: Date of Visit: Note Changes in Comment Section: (Address, shifts, direct supervisor) Has this work site experienced a Workers Compensation Claim for the employee during the month? Yes No Describe accident and action steps to correct: Far Well Below Below Meets Above Above Not Stand Stand Stand Stand Stand Observed 1. Is the Direct Supervisor knowledgeable of his/her responsibilities within the Program? 2. Is the worksite agreement/contract j available? 3. Does it appear that there is sufficient productive work for the employee? • 4. Review the time keeping procedures for the following:** a. Is a daily record kept for each participant's time and attendance? b. Does the record appear reasonable and accurate? c. Are the time records signed by the participant and worksite supervisor? -� 5. Necessary equipment and materials to accomplish the work task provided. 6.. Alternate arrangements available for inclement- weather. 7. Is the participant operating any equipment? If so has the participant been instructed in the safe operation of the equipment and the required safety equipment to be used? 8. Does the work site abide by the applicable regulations, including non-displacement of regular workers, non-discriminatory activities? 9. Are any of the worksite activities recreational in nature?*** * Comment on those areas rated below or far below standard Comments: • Note any major issues/concern: Recommended action to improve the work site: Employment Technician: Comments/Review: `, Special Programs Director: 9 401 84 Comon oroblems are: time tilled in for days not yet worked; time filled in for participants absent; participants don't actually sign in when they arrive or sign out when they leave; all/many participants signing in/out at exactly the same time; blank or incomplete time sheets/cards are pre-signed or precertified; Setting paid for lunch breaks, etc. *** wntF R.erewtinnal unrk ertivitine chnnld ha crrueinit.d Thi. unri .rt.v.e., •e .1 Inu.M1. nniv ii the individual Attachment 6 Exhibit 2 Page 1 REMEDIATION SITE MONITORING Youth Technician Site Completing Monitoring Address Use the following questions as a guide to assess the adequacy and quality or the remediation site. Number of youth assigned to this site 1. Review the time and attendance keeping procedures for the following: Yes No A. Is a daily record kept for each participant's time and attendance? B. Does the record appear reasonable and accurate? (Common problems are: time filled in for days not yet attended; time filled in for participants absent; participants don't actually sign- in when they arrive or sign out when they leave; all/many participants signing in/out at exactly the same time; blank or incomplete time sheets are pre-signed or pre-certified; getting paid for lunch breaks, etc. ) C. Are the time and attendance records signed by the participant and instructor? 2. Does the instructional material appear to be adequate to meet the remediation needs of the participants? 3. Is there adequate instructional material for each participant? 4. Does each participant have the needed supplies for the class? 5. Is there a pre- and post-test procedure established to evaluate course progress? 6. Has a pre-test been administered for each participant, and have the scores been recorded by the instructor? 7. Have instructional tasks been effectively assigned so that each participant has continuous work 80% of the time? 8. Does it appear that the goals of the Basic Education component are being met? 940184 Attachment 6 Exhibit 2 Page 2 Yes No 9. Is there proper documentation for competency attainment? 10. Is there adequate supervision of the youth participants? Identify specific deficiencies NOTE: Corrective action must be taken immediately on compliance issues. If the issue can not be immediately corrected, the remediation will be suspended until corrective action is taken. If corrective action is taken and the deficiency is corrected, a follow up visit and formal monitoring must be completed in 1 week to ensure continued compliance. 9'1G184 PARTICIPANT EVALUATION OF SIT1 Attachment 6 Exhibit 3 Case Manager Date Participant Name Vax II Interview each participant assigned to the site. Use the following questions to ascertain whether participants are being adequately oriented, properly supervised and adequately trained in their activities. YES NO 1. Program Orientation. Did your supervisor, instructor or case manager inform you about: (check those that apply) A. Scheduled Hours? B. Policies for lunch/break times? C. Time and attendance policies? _ D. What to do if you have a problem or complaint? _ E. What to do if you are injured while at the site? _ F. Hourly pay? _ G. Schedule of pay dates? H. Job safety and the proper use of safety equipment? _ 2. Do you feel that you are asked to do any unsafe tasks? _ 3. Do you understand the tasks assigned? _ 4. Do you feel you are receiving adequate training? 5. Do you feel that you have adequate equipment, tools _ or materials for this activity? 6. Have you had any problems with your pay? 7. Do you have any problems regarding this activity? 8. What happens if you miss time? Make up time _ Lose pay _ Nothing _ Don't Know Identify any areas of concern: NOTE: Compliance and safety issues must be investigated immediately and on the spot corrective action taken. If the issue cannot be immediately corrected, the activity will be suspended until corrective action is taken. If corrective action is taken and deficiency is corrected, a follow up visit and formal monitoring must be completed in one week to ensure compliance. 9101.9A Attachment 7 Page 1 SDA BUDGET INFORMATION SUMMARY IBIS) (Title 11-B) SDA: _ +.TI tl Title of Funds: IIB Period of Performance: From: 10/1/93 To: 6/30/96 Year of Funds: °Y93 Reference Code: WF37fl VAX #: Original Allocation $ 310.118 - Transfer Out (-) To Title Adjusted Total $ 310,118 COST CATEGORY TOTAL PERCENT Administration $ 15°! Code Training and $ 263,601 85% Supportive Services Code TOTAL $ 310,118 100% fornibis.bk 940184 Attack ent27 4e PROJEcrtD QUARTERLY EXPENDITURE FORM TITLE II-B EXPENDITURES 1st Quarter 2nd Quarter 3rd Quarter 4th Quarter TOTAL Projections Projections Projections Projections 10/1/93to12/31/93 1/1/to 3/31/94 4/1/94to 6/30/94 7/1/9to 9/30/94 ADMINISTRATION 712 10.813 28.835 32,440 72.800 TRAINING AND SUPPORTIVE SERVICES 4,084 14,711 147,108 132,397 298,300 TOTAL 4,796 25,524 175,943 164,837 371 ,100 INSTRUCTIONS This form is to be completed using projections of actual II-B expenditures during the period 10/1/93 through 9/30/94 , regardless of year of funds. Exclude funds expected to be carried-out. formbgtr.cht 94G184 ' MEMORAnDU Vile To W.H. Webster, Chairperson February 11, 1994 Date r I Walter J. Speckman, Executive Director / � .. COLORADO From Summer Youth Employment and Training Program Subject: Enclosed for Board approval is the Weld County Job Training Partnership Act Summer Youth Employment and Training Program Grant for the Program Year 1993. The proposal requests $417,570.28, which includes Program Year 1993 funding and Program Year 1992 carry-in funding. The grant is directed toward serving a minimum of 200 economically disadvantaged youth between the ages of 14 and 21. The youth will be provided with approximately 8 weeks of work experience in public and private non-profit agencies. Youth will also participate in either basic skills remediation classes, academic enrichment activities, or employability classes. If you have any questions, please telephone me at 353-3816. 94{7184 Hello