HomeMy WebLinkAbout920114.tiff RESOLUTION
RE: APPROVE SUMMER YOUTH EMPLOYMENT AND TRAINING PROGRAM 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 for program year 1991, with the 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 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 10th day of February, A.D. , 1992.
ATTEST: �(/
�D � BOARD OF COUNTY COMMISSIONERS
WELD COUNTY, COLORADO
Weld County Clerk to the Board > zK
Geor a KenneatS7, Chairman
BY:- '/ '7�4 C�� �Q � lrel�cYl4 t4',/,
Deputy C erk o the Board_--\ Constance L. Harber Pro-Tem
APPROVED AS TO FORM: zer %tp
' C. W. Ki y
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% my Attorney Go4c �� J
W. H. Webster
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Weld County
Summer Youth Employment and Training Program Plan
PY' 91
Submitted by: Linda Perez
Director
Weld County Service Delivery Area
P.O. Box 1805
Greeley, Colorado 80632
(303) 353-3815
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 March 1992 through May 1992
Eligibility Determination March 1992 through June 15, 1992
Orientation May 1992 through June 30, 1992
Assessment March 1992 through June 15, 1992
Work Experience May 1992 through September 1992
(Majority will end by August 30, 1992
Remediation May 1992 through August 1992
2. PY '91 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 are to provide
incentives for each youth participant 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 1992 as measured by a JTPA follow-up
survey;
2) . to have 90% of the youth participating in the remediation
component 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;
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;
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;
Weld County Summer Youth Employment and Training Plan Page 2
3. Services/Program Activities to be Provided
SYETP Services and Program Activities
A. Assessment
Assessment of reading and math skills will be completed by one of
the following methods:
* Adult Basic Literacy Assessment
* Job Corp Reading Test
* Results of the Comprehensive Testing Basic Skills
* Final Report Card--If this method is used, schools will be
asked if the youth's skills are comparable to the grade level
of the youth
* 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. Employability Development Plan
Employability Development Plans will be for those youth who have
graduated from high school, those who have no plans of returning to
school, dropouts, and youth who have been assessed at least two or
more grade levels below their actual number of years of school
attended in reading or math. If a youth is either transferred or
co-enrolled in Title II-A, their EDP will be updated to show the
rationale for enrollment in SYETP. EDP's will address goals for
employment and education, and will describe how the SYETP will
assist the youth in overcoming barriers to employment.
C. Basic Education
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 36% or 65 youth
will participate in a remediation activity.
The remediation activities have been designed to be flexible
and individualized. The assisted instruction through the
computer learning lab and general instruction provide for pre-
and post-testing to determine the level of the skills the
youth needs to master remedial activities.
Weld County Summer Youth Employment and Training Plan Page 3
The SYETP staff will be responsible for pre-testing to
determine the specific remediation deficiency areas that need
to be addressed with the youth during remediation. These
deficiency areas will then be addressed through either
computer-assisted instruction, or teacher directed
instruction, or both.
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. These approaches are as follows:
Youth in Remediation 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.
Exceptions will be documented in the youth's file.
(a) . Remediation classes will occur at Employment Services of
Weld County, 1551 North 17th Avenue, Greeley. 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 40 youth will participate at the
lab.
The lab will be available from June 1, 1992 through
August 30, 1992, to youth who participate in lab
remediation activities. Youth will be encouraged to
participate for a minimum of 20 hours during the summer.
(b) . 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 1 youth will work
toward a GED. Based on need, additional remediation
activities may occur.
(c) . One class will be offered at Ft. Lupton High School, 301
Reynolds Street, Ft. Lupton. Approximately 7 youth will
participate in the Ft. Lupton class.
These 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.
Weld County Summer Youth Employment and Training Plan Page 4
(e) . 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
the 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 4 youth will attend summer school.
(f) . There will be 3 youth receiving remediation through the
Youth Opportunity Unlimited Program operated through the
University of Northern Colorado in Greeley.
(g) . There will be 10 youth receiving remediation and/or
educational enhancement 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.
(h) . Student/Teacher Ratio
It is anticipated that the student/teacher ratio will
not exceed 15 to 1 for most remediation 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.
(i) . 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. The 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 7 weeks in length and
approximately 10 hours per week are on remediation. 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.
(j ) . Incentives to Motivate Youth to Participate in
Remediation
(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.
Weld County Summer Youth Employment and Training Plan Page 5
(2) . GED
Youth who attain a GED during the summer will
receive a $100.00 bonus.
(3) . Ft. Lupton Remediation Class
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.
(5) . Youth Opportunity Unlimited Proect j Y.O.U)
Y.O.U. youth will receive a $100.00 bonus for
each grade "C" or above for required classes.
(6) . Upward Bound Project
Youth will receive an incentive of $100.00 per
week for 6 weeks of attending classroom and
associated activities.
(k) . Basic Skill Competency
For the PY '91 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.
(1) . 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 activities is estimated at
$14,160.00 for approximately 65 participants for an
average of $217.85 cost per participant. The costs for
the remediation activities including incentives for the
youth to participate is estimated at. $23,995.00 for
approximately 65 participants for an average of $369.15
per participant.
Weld County Summer Youth Employment and Training Program Page 6
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 in school and are planning 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 Handout is included as Attachment 1.
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 as to 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 2.
4) . Work Sites for Youth with Special Needs
Youth with special needs will be assigned to work sites when
it is deemed that the work site is appropriate for the youth.
Work site supervisors dealing with youth with special needs
Weld County Summer Youth Employment and Training Plan Page 7
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 in the SYETP for the first time, and
for work sites which had workers compensation claims during
the PY '90 SYETP.
6) . Number of Participants Assigned to Work Experience
Work experience activities will be provided to approximately
180 youth ages 14-21.
The majority of the participants enrolled in work experience
will work for approximately 6 hours a day 4 days a week for
approximately 9 weeks.
There will be some youth who will work between 4 and 8 hours
a day, 5 days a week and between 6 to 16 weeks.
7) . Participants in Work Experience Receiving Remediation
The majority of youth who require remediation will also be
involved in work experience. Schedules will be arranged so
that youth's requirements of both activities do not conflict.
Work experience and remediation 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 I]:-A, at the
beginning of SYETP, or it is anticipated that the youth will
be enrolled in Title II-A for the next program year. Included
as Attachment 3 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 technician prior to
placement at a work site.
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
hours a week at $4.25 per hour for approximately 9 weeks. The
youth will earn on an average, $102.00 per week or $918.00
over the course of the 9 weeks.
Youth who work between 24 and 40 hours a week for between 6
and 16 weeks will earn between $612.00 and $1,700.00,
respectively.
Weld County Summer Youth Employment and Training Plan Page 8
E. 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.
Generally, supportive services will provide the transportation,
equipment, materials, uniforms, safety shoes, safety glasses,
textbooks, etc. , needed for the 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 $1,000.00
in supportive services dollars will be used for work-related
equipment or materials for youth participating in the Program.
F. Other Activities
The Weld County SDA has addressed 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 costa 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. 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
and labor market information.
It is anticipated that approximately 100 youth will participate in
pre-employment classes and will receive $15.00 for each of the 6
classes that they successfully attend. The total cost for the
incentive is $9,000.00 with the average cost of $90.00 per
participant.
G. Planned Participant and Termination Summary
The Planned Participant and Termination Summary is included as
Attachment 4.
4. Coordination
A. Coordination with Other Appropriate Education Systems
The Learning Lab located at Employment Services of Weld County will
be used for remediation activities.
B. Coordination with Agencies
1) . Local Educational Agencies
The Weld County SDA coordinates activities with the 13 school
Weld County Summer Youth Employment and Training Plan Page 9
districts in Weld County. The areas include: work experience
sites, outreach, recruitment, assessments, and remedial
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 program by the Juvenile
Courts system staff. Other youth serving agencies may
participate as a work site and also as an outreach tool.
S. 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
developed 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 will include 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 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 developed that 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 will include an evaluation by the participant.
The Program Coordinator will select two sites from each Summer Youth
counselor and conduct a formal review which will check compliance
Weld County Summer Youth Employment and Training Plan Page 10
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.
6. Assurances
A. A:Ll SYETP participants shall be economically disadvantaged and
economically disadvantaged status shall be documented in the
participant record file.
B. All work sites must adhere to the Child Labor Laws.
C. A two page summary report of the PY '91 SYETP will be submitted to
the Governor's Job Training Office by November 30, 1992, 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.
7. 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 1991 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. Carry Out
The Weld County SDA did not carry-out more than 15% of the PY '90
allocation. Weld County does not anticipate the carry-out will
exceed 15% of the PY '91 allocation. Expenditures and levels of
services are monitored monthly.
Weld County Summer Youth Employment and Training Plan Page 11
D. Budget Information Summaries
The budget information summary for the time period of 10/01/91
through 06/30/94 is located as Attachment 5.
E. Cost Categories
The budget is in accordance with Financial Procedure #8, JTPA Letter
#85-53, and instruction given in JTPA Letter #91-12.
F. Expenditure Authorization
The Expenditure Authorization (EA) cover sheet is included as
Attachment 6.
The Title II-B SYETP will become an EA to the PY '91 Master
Contract. Therefore, the period of performance will end on June 30,
1994.
8. 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.
Attachment 3
Pre-Employment/Work Maturity
Pre-Post Assessment Form
Youth Name: Social Security Number:
Record Number:
Competency Statement: - Making Career Decisions -
The Youth demonstrates the capability in making career decisions by attaining 85% on the following 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 making career decisions. Raters
should review the youth's responses, and objectively score performance. (I-yes, 0-No).
Indicators
Score (1-01
Pre Post
1. Youth states the personal values important in relationship to work
2. Youth states two personal Interests in relationship to work
3. Youth states two 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
Camoetencv Statement: - Using Labor Market Information -
The youth demonstrates the capability to use labor market information by attaining 100% on the indicators as
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. Raters
should review the youth's responses, and objectively score performance. (I-Yes, 0-No).
Indicator
Score (1-51
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 two employers by name and major function, service, or
product who offer employment in their chosen occupational area
Pre-Post Assessment: Page 2
4. Youth identifies two major employers by name and major function, service,
product wno offer employment in the local area
5. Youth identifies two school. that train in their choset occupational area
Points Possible 5 Total Points Earned
Total Points Necessary S
Proficiency (circle one): Yes No
Pre-Date Post Assessment Date
Initial Initial
Competency Statement: - Preparing Resumes -
The youth demonstrates the capaoility of preparing a resume by attaining an 100% accuracy score on the
indicators as determined by product review measurement procedures 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 not
need to occur. A score of "0" should be recored for total points achieved and the Presumptive Need should be
marked yes.
If the youth has a resume, the following review should be performed. Raters should review the youth's resume,
and objectively score performance. (1-Yes, 0-N0).
Indicators Score (1-51
Pre Post
1 . Neatness. Resume is free fran wrinkles, crosscuts, and smudges
2. Organization. Words and numbers within the text are able to be clearly read
3. Spelling and grammar are free from errors
0. 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
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 the
Indicators as determined by product revien measurement procedures and rating the quaiiity and quantity of
application and a question and answer measurement.
Instructions
The youth should be scored on how sell he/she performs on application. Raters should review the application ono
objective score performance (1-Yes, 0-No).
Indicators Score (1-51
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 fran wrinkles, crossouts, and smudges
Points 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 by
as determinea by observation measurement procedures and rating quality and frequency of actions.
Instructions
The youth should be scored on how Weil he/she performs in the intake interview. Raters should review the youths
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 two 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 two questions related to the program for which he/she
is applying
Pre-Post Assessment: Page y
4. The youth speaks in an articulate and understanoabie fashion
S. Eye contact. Participant does not stare, but periodically looks interviewer the eye
Paints Possible Total Points Earned
Total Points Necessary 5
Proficiency (circle one): Yes No
Pre-Gate Post Assessment Date
Initial Initial
Competency Statements: - Work Maturity -
The following competencies have been identified for the Work Maturity Competency:
A6: The youth will demonstrate appropriate appearance by attaining a 90% overall evaluation as measurea by
supervisor. ana staff observations ana bimonthly evaluations.
A7: The youth will demonstrate regular attendance at least 85% of the time as measured by supervisor and staff
observation and bi-monthly evaluations
t8: The youth will demonstrate being consistently punctual at least 85% of the time as measured by supervisor
and staff observation and bi-monthly evaluations
/9: The youth will demonstrate a positive attitude at least 85% of the time as measured by supervisor and staff
observation and bi-monthly evaluations.
♦10: The youth will demonstrate good interpersonal relations at least 85% of the time as measured by supervisor
and staff observation and bimonthly evaluations.
I11: The Youth will demonstrate completed tasks effectively at least 85% of the time as measured by supervisor
and staff observation and monthly evaluations.
Instructions
Chock those indicators that are applicable. Presumptive need will be considered for general assistance in all
work maturity competencies. Note or comments are necessary to explain and verify all indicators checks and are
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 "government-funded programs to be ve rified„rnatarial 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.
Pre-Post Assessment Page 5
Documented checks on two or more lines indicate that the youth is in need of overall assistance in all six wort
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 wort, school, or institutional record of tardiness with
the last year. (Competency t6 - 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 * 8 - Positive Attitude)
4. Youth dresses inappropriately for appointments, and/or has documented previous
work, school , or institutions record 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 reel or simulated)
tasks during intake/interview process, and/or has documented previous work, school,
or institutional record of tasks completion deficiencies within the last year.
(Competency #11 - Completing Tasks Effectively)
If more than two indicators are checked, then the youth is in need of specific assistance in that work maturity
competency area.
NOTES:
Instructions - Post Assessment
Competency attainment in the work maturity competency ill occur when an overall 8Ct evaluation has been
docueented through participation in structured activites.
A.ter...f.rJi
I certify that the above information is accurate and represents my rating of the participant's performance.
Rater's Signature: Date:
Attachment 4
Planned Participation and Termination Summary
Summer Youth
Youth I
Total Perm:cants I 180
New I 160
Transter From Il-A I 20
Total Terminations 180
4E= Enter Unsuosrcizea E.moiavment I 3
4C5 i Complete Occteanonai Skills I
4CC Complete OJT I
4G2 Attain GED I 1
;4TR Transfer to Other Ira Program
i4YP Acnreve YES in PEWM
4Y8 Acnieve Como in Basic Ed
�aYJ Acnieve Como in Joo Skills
14FT • Return to Fuil-Time Scnool
b4FM Remain in Full-Time Scnool
4CL • Complete Maior _duc. Level
aCP Comolete Program Cbiecnves 153
Transfer to II-A 15
Planned Program Activities
Yo�—
Career Etoiaranonr oo Search (A) ! 100
Classroom Training—a-asic.Academrc (El 65
Classroom hainmc—Joo Scec:iic (C)
Joo Placement(01
OJT—Private I E! I
OJT—Public tF) I
Other Training (G) I
Scheduled Hole (H) I j
Youth Try-Out Employment(I)
Work Exdenence (J) I 180
Comcetencv—e"asic Skills(K)
Comeetencv—Job Soecfic(L) I
• Comoetencv—PE/WM (M) I I
Inter-Title Hold (N) I f
End-Of-Program Hold (0) I i
Coordinated Soft Services Ill I I
Coordinated Basic Ed(U) I i
Coordinated Occ. Skills (V) I i
Coordinated OJT(W) I j
Coordinated Work Exeenence (X) I I
Attachment 5
BUDGET INFORMATION SUMMITRY (BI51 FOR TITLE II-8 FUNDS
SOA: Weld County Service Delivery Area Title of Funds;_II-B
Program/Protect Name: SYETP Year of Funds:_ PY91
Period of
Performance: From 10/1/91 To 6/30/94 VAX y:
Ref. Code WE12B
COST CATEGORY TOTAL PERCENT
SIIIIMIN
Administration $ 48,364.95 15%
Code
Administrative Property $ {I
Code
Participant Support $ 146,051.80 45%
Code
Training $ 128,016.25 40%
Code!
Training Property $ I
Code; --{I
TOTAL I $ ! 322,433.00 100% I
NOTES: Code lines and VAX I are to be completed by the Governor's Job
Training Office's Financial Management Unit.
12!28/90
Attachment 6
EXPENDITURE AUTHORIZATION
Signature Page
SERVICE DELIVERY AREA
Name: Weld County
Address: P.O. Box 1805
City/State/Zip: Greeley, Colorado 80632
PROGRAM/PROJECT
Name:Summer Youth Employment Training ProaramvAXf: t
Ref. Cade _
Title and Amount of Funds: Title IIB 4322,433.00
Period of
Performance: From October 1, 1991 To June 30, 1994
The foregoing Excenditure Authorization has been reviewed and acproved 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/project identified herein.
C2 /ll' /q
LED S g_nature Date
ore Kennedy Chairman
Name - ea) Title
ctfif '.AGM ( G (t72-'
PIC ;air Signature Date
Gerald Shadwick Chairman
Name (T ea) Title
- % o2//0/9g.
✓Sb irect:or Signature _ Date
Linda L. Perez Director
Name (Typed) Title
GJTO Director Signature Date
Name (Typed) Title
(*This line to be completed by GJTO.)
•
1 $ 11 i
111134311
1 II
61111
eliteI rurY•
SUMMER YOUTH
EMPLOYMENT AND
TRAINING PROGRAM
PARTICIPANT HANDBOOK
EMPLOYMENT SERVICES OF WELD COUNTY
1551 NORTH 17th AVE.
P.O. BOX 1805
GREELEY, COLORADO 80632
{to to .1:-:,f ti.. :,
DEPARTMENT OF HUMAN RESOURCES
EMPLOYMENT SERVICES OF WELD COUNTY
1551 NORTH 17TH AVENUE
P.O. BOX 1805
Cam. GREELEY COLORADO 80632
"'ligAPPLICANT(303)353-3815
COLORADO EMPLOYER(303)353-3800
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,
Ted Long Linda Perez
Special Programs Coo Zator Director
Employment Services
WELD COUNTY'S YOUTH EMPLOYMENT AND TRAINING 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 15.
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
IMPORTANT REFERENCE INFORMATION ABOUT 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 ISUb
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-
Employment Information for Weld County Youth Employment
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.
8. 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 hcurly 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
raid n ng 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-
Youth Employment and Training Program
Memorandum of Agreement
EMPLOYMENT SERVICES OF WELD COUNTY EFFECTIVE DATE OF CONTRACT
Weld County Department of Human Resources From:
P.O. Box 1805 Ent )Say eTir-
1551 North 17th Avenue Thru: / /
Greeley, Colorado 80632 oonntF any eT•ar
(303) 353-3815
Purpose: The amount, duration, terms and conditions of an agreement of services between the Placement
Facility, Youth Employee, and Employment Services of Weld County are established to provide
employment for eligible youth.
Modifications: This Agreement may be modified at any time with the written consent of all parties.
Wage
Statement: The Youth Employee will be paid $4.25 per hour according to the Job Training Partnership Act rules
and regulations during the term oofttiis Agreement, subject to the terms and conditions described in
the Participant and Worksite Supervisor's Handbooks. The Youth Employee shall be classified as a
temporary part-time employee of Employment Services of Weld County during the term of this
Agreement.
Source
of uF : The source of funding for payment by Employment Services of Weld County to the Employee shall be the
Job Training Partnership Act Youth Program funds. The term of this Agreement is subject to the
availability of funds.
JOB TITLE: The Youth Employee will be working
days per week
Work Station specify days)
from to
Placement Facility tinbj—
_ TOTAL HOURS OF EMPLOYMENT PER WEEK:_
Address City State Zip
STATEMENT OF WORK: (Outline of job duties)
Work Station Address (If dit erent) A.
B.
Alternate Work Site (In case of adverse weather)
C.
Direct Supervisor's Name Title D.
E.
Telephone Number
The Placement Facility, Youth Employee, and Employment Services of Weld County mutually agree to participate in the
Youth 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 Mlacement Facility Authorized Representative
Address City State Zip Title
X Placement Facility
Youth Employee Signature Date
X
Designee
White Copy: File
Yellow Copy: Placement Facility
Pink: Employee Employment Services of Weld County
X
signee
Youth Participant Handbook -3-
2. 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,—T7 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.
G. 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-
EMPLOYMENT SERVICES OF WELD COUNTY
MODIFICATION TO THE YOUTH EMPLOYMENT AND TRAINING 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 Semorand:m of Agreement must be in-hand prior
to the youth employee being allowed to start these changes.
21 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.
4) 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
oA nth all eY ar
JOB TITLE: The Youth Employee will be working
days per week
Work Station (speck y days)
from to
Placement Facility ji ma'—
TOTAL HOURS OF EMPLOYMENT PER WEED(:_
Address City State Zip
STATEMENT OF WORK: (Outline of job duties)
Work Station Address (If different) - A.
B.
Alternate Work Site (In case or ad weather)
C.
birect Supervisor's Name title D.
E.
telephone Number
Extend Contract Through A _/ /
ontF a6 y 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 -5-
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-
SIGN IN/OUT SHEET Participant' , Name:
Pay Period Beginning / / Work Site:
Ending / / Supervisor:
Date Hours Worked
Performance Evaluation
Dresses Appropriately
Gets Along With Others
Shows Up On Time 5 = 100% Of Time
Attends As Scheduled 4 = 907
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. 's are required by the participant.
Participant Signature: Date:
Supervisor Signature: Date:
White Copy: Employment Services Yellow Copy: Supervisor Pink Copy: Participant
21-91-4095
Youth Participant Handbook -7-
SUMMER YOUTH MONTHLY TIME SHEET
NAME: TECHNICIAN:
SOCIAL SECURITY NUMBER: START-UP DATE:
PAY PERIOD FROM: TO:
SW - MON TUE WED THUD - _ SRI SAT 1ST PAY
01 HRS .
TR HRS .
SUN MON TUE WED THUR FRI SAT
WS HRS .
TOTAL HRS .
SUN MON TUE WED THUR FRI SAT
2ND PAY
01 HRS .
SUN MON TUE WED THUR FRI SAT
TR HRS .
WS HRS .
SUN MON TUE WED THUR FRI SAT TOTAL HRS .
"I hereby certify that the hours "I hereby certify that the hours
worked are correctly reported. " worked are correctly reported. "
Employee Signature Worksite Supervisor Signature
"I hereby certify the hours in job search
or classes have been correctly reported. " Worksite Supervisor. Signature
Employment Technician Signature
21-92-4030
White: Payroll Yellow: Second Pay Period Pink: First Pay Period
Youth Participant Handbook -8-
YOUTH EMPLOYMENT PAYROLL SCHEDULE
Pay Period Due to Greeley
Start-End Employment Services Payday
Start - 05/08/92 05/13/92 05/15/92
05/09/92 - 05/22/92 05/27/92 05/29/92
05/23/92 - 06/08/92 06/11/92 06/15/92
06/09/92 - 06/22/92 06/26/92 06/30/92
06/23/92 - 07/07/92 07/13/92 07/15/92
07/08/92 - 07/22/92 07/29/92 07/31/92
07/23/92 - 08/07/92 08/12/92 08/14/92
08/08/92 - 08/23/92 08/27/92 08/31/92
08/24/92 - 09/07/92 09/11/92 09/15/92
09/08/92 - 09/22/92 09/28/92 09/30/92
09/23/92 - 10/07/92 10/13/92 10/15/92
10/08/92 - 10/23/92 10/28/92 10/30/92
Greeley youth may pick up their payroll checks on the dates listed above at:
Boys and Girls Club of Greeley 11:00 - 1:30 p.m.
2400 West 4th ONLY
Greeley, Colorado, 80631
Employment Services of 2:00 - 5:00 p.m.
Weld County ONLY
1551 North 17th Avenue
Greeley, Colorado, 80631
NOTE: Checks not picked up at the Boys and Girls Club or Employment Services on
payday will be mailed to the youth by certified mail.
(A payroll schedule for the rural Weld County youth will be arranged by the Youth
Employment Technician)
May 1992 June 1992 July 1992
SMTWTFS SMTWTFS SMTWTFS
1 2 1 2 3 4 5 6 1 2 _ 3 4
3 4 5 6 7 8 9 7 8 9 10 11 12 13 5 6 7 8 9 10 11
10 11 12 13 14 15 16 14 15 16 17 18 19 20 12 13 14 15 16 17 18
17 18 19 20 21 22 23 21 22 23 24 25 26 27 119 20 21 22 23 24 25
24 25 26 27 28 29 30 28 29 30 26 27 28 29 30 31
31
August 1992 September 1992 Octobor 1992
S M 1W T - F = S . SM 1W T - F = S - S M T -W T - F S -
1 1 2 3 4 5 . 1 - 2 . 3
2 3 4 5 6 7 - 8 6 7 - 8 9' 10 11 12 4 5 6 7 - 8 9 10
9 10 11 12 13 14 15 13 14 15 16 17 18 19 11 12 13 14 15 16 17
16 17 18 19 20 21 22 20 21 22 23 24 25 26 18 19 20 21 22 23 24
23 24 25 26 27 28 29 27 28 29 30 25 26 27 28 29 30 31
30 31 •-- --- -
Youth Participant. Handbook -9-
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 will then immediately telephone 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, 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-
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-
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 (I) day. and
IMF-within=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 ma4or
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 Technnician, 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
resu-(t 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 Ei-i m diately informed by you.
Youth Participant Handbook -12-
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-
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. 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-
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 don'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-
Job Training Partnership Act Complaint ocedures
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
. 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 Equal Employment Opportunities/Affirmative Action
(EEO/AA) 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/AA 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 EED/AA 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 conductea; 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/AA 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 EED/AA 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/AA 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.
I have read the above and also had the Job Training Partnership Act Complaint Procedures throughly explained
to me.
•
Signature of Applicant amts
bignature of Witness ate
Job Trainino Partnership Act
Discrimination Complaint Proceoures ror Incividuals with 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 time for filing has been extended by the Assistant Secretary of
the United States Department of Labor. The EEO/AA 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/M 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.
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.
e. 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 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 recommended 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/M
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.
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/M 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 Date
Signature of Witness ate
White Copy: File Yellow Copy: Applicant
Youth Participant Handbook -17-
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 services 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-3701r
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 Wit=
special Program Coordinator —Irate
White Copy: File Yellow Copy: Youth Participant Pink Copy: Instructor
Youth Participant Handbook -18-
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 School, plus a bonus of $25.00 for satisfactorily
achieving the class objectives and attending at least 907 oF--EFe 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,
participatins 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 -18A-
Sumner 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 — Date
Youth Employment Technician Date
Special Program Coordinator —Date
White Copy: File Yellow Copy: Youth Participant Pink Copy: Instructor
Youth Participant Handbook -18B-
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 alsoo 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 pate
Youth Employment technician —tra--te
Special Program coordinator — Uate
White Copy: File Yellow Copy: Youth Participant Pink Copy: Instructor
Youth Participant Handbook -18C-
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 cc' 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 rechnician —Date
Special Program Coordinator — Date
White Copy: File Yellow Copy: Youth Participant Pink Copy: Instructor
Youth Participant Handbook -18D-
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 —BTU:
Youth Employment Technician
Special Program Coordinator — Date
White Copy: File Yellow Copy: Youth Participant Pink Copy: Instructor
Youth Participant Handbook -18E-
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-
OTHER EMPLOYMENT INFORMATION
Resume Basics
RESUME WRITING AND ITS PURPOSE
Many youth are turned off just by the word resume. A resume is simply an
information sheet which tells about your work and school experience. A resume
consists of:
- Personal information - name, address and telephone number
- Education
- Work experience and history (remember to include volunteer work, too.)
- Special interests or hobbies
- References
RESUME/PERSONAL DATA SHEET: This is to assist you in completing applications
and can be left with employers to remind them of your qualifications.
REFERENCES: You should have at least three personal references - people who
know your character and your work. An excellent way to make your references
work for you is to have them write letters of recommendation.
Youth Participant Handbook -20-
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
Intramurai.Football
Track Team
HOBBIES
Model Building
Photography
WORK EXPERIENCE
Summer 1984 - Wilmore Department Store
471 Hooper Blvd
Cotapaxt
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-
•
JOB
APPLICATION
"POINTERS"
\ 4. Answer every question that applies to you. If a
question does not apply, use "N/A" which means
not applicable. If a section of the application does
-C- -- = not apply to you. using one "N/A" in the first ques-
w jam': lion of that section will get your point across. Don't
r'"�ri'� _ „ overuse N/A but don't leave any important ques
r s ���71• 9 Bons unanswered either.
r. ` a �r.0.-.
5. You can do a better job of completing your
y;j d � - . i t. applicaion by first writing your answers out on a
rr. i �' t, blank sheet of paper or an extra application form.
k pprNi; .=4 Be sure to ask or call someone if you don't under-
,�J s s stand a question on the form.
M `� � li 6. Spell correctly. If you can't know how to spell a
( i�, =, °5�, .,rr�ttiu r _ • 1 word, use another one that means the same thing
.7r. 1'4 - Your resume can help when spelling names and
'r' ' _ _ ,} words you are not sure of.
r�
r(p_r,, 7. When asked "Job preference" or "position
applied for" do not answer "anything" no matter
how desperate you may be.An employer may feel
you are unsure of yourself or your goals. Be as
specific as you can about the type of work you
Remember, when filling out a job application want. If you have two choices, write them both If
you are sealing yourself. You are the product and you are willing to start "at the bottom" answer
even a fine product can be poorly displayed, "entry-level job."
poorly packaged and remain on the self.To better
sell yourself on application, use the following 8. Be as neat as possible. Avoid erasures, and if
suggestions: you have to erase, do it very neatly so it won't be
the first thing the employer will notice on your
application form.
1. Read over the entire applIcation before you 9. Before you use people as references,ask their
begin writing! This helps eliminate errors and gives permission. Be prepared to give information
you an overview of what is asked for on the about at least three references on the Job applica-
application. non. You will need to know their complete name,
2. Fill out the application in Inky or use a type address and occupation. Incomplete reference
writer.Never use a pencil or mix ink colors—stick to type-
Information has sent applications to the top . . . of
blue or black the rejection pits
3. Some employers will allow you to complete 10. Double-check your application before giving
the application at home.If you do take it with you It to the employer. If you have taken it home, have
be prompt in returning your completed applica- someone you know check it over.
tion. Don't have someone else deliver your 11. Try to always leave your application with the
application for you. Return it personally, and when person who does the hiring.Ask when they will be
you do, be prepared for a possible on-the-spot making their decision and/or when you may call
Interview. or come in for an interview.
Youth Participant Handbook -22-
SAMPLE OF A GENERAL
EMPLOYMENT APPLICATION
NAME!LW.Flo..YIOON InauY.Yawl Of Preawml SOCIAL SECURITY NUMBER
MR.
MS./MRS.
NO.&STREET.R.O..OR POST OFFICE BOX NUMBER BIRTHOATE
CI Ty STATE ZIP CODE TELEPHONE NUMBER
HOME BUSINESS
EDUCATION AND TRAINING
EDUCATION IGIICH UM Groat Conway? 6 7 I / 9 10 II it / Is M IS is / IT II II 20
NAME AND LOCATION IC/I2 a Slug/OF LAST HIGH SCHOOL ATTENDED DATES ATTENDED GED CERTIFICATE NUMBER
FROM I TO
ISSUED BY
GRADUATET_,YES._NO
DATES I CREDITS COMPLETED)
NAME&LOCATION OF COLLEGE OR UNIVERSITY - - TYPE OF a
III yOsi m le(WM a oar m nen J mamma FapMi To I SatNIL I MRS. MAJOR MINOR OF YEAR OF
Gam as IOU stow anew w awa) I NIL MRS DEGREE DEGREE
Il
I --_
I I
OTHER SCHOOLS OR TRAINING ITad.Yemen*.Armor Foram w dustman GIVE NAME AND LOCATION OF EACH SCHOOL DATES ATTENDED,
SU41ECTS STUDIED.CERTIFICATES.ANO ANY OTHER PERTINENT DATA
SPECIAL QUALIFICATIONS AND SKILLS lLKwac Saws wen Yaen.aa Pains of inventions:PuoxanonC Peelle Sowing;Professions w Swemme Societies;
rreup w Snonnand Seat mono a Awns one Feaennee:Felon Languages.Efal
TAffetA Aawlgnal SAen If MOH Sent is Minn
VETERAN
DATES OF MILITARY SERVICE—FROM TO BRANCH
Points will not be&dad and scorn will not be adrystad until proper vwnication te submitted.
00 YOU NAVE A CURRENT COLORADO DRIVERS LICENSE?
YES..--NO—DATE ISSUED
(Give number and anti
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Youth Participant Handbook -23-
PREVIOUS EMPLOTER I TELEPHONE
FROM /
COMPLETE ADDRESS M0. DAT YR.
TO
YOUR TITLE MO. DAY YR.
LAST MONTHLY PAT S
DUTIES
MS.PLEA WEEK
SUPERVISOR
SUPERVISORS TITLE
NO.i TITLES OF EMPLOYEES YOU
SUPERVISED
REASON FOR LEAVING OR SEEKING DYER EMPLOYMENT*
PREVIOUS EMPLOYER TELEPHONE
FROM
COMPLETE ADDRESS MO. OAT YR.
TO'
YOUR TITLE MO. OAT YR.
LAST MONTHLY PAT I
DUTIES
HIS.PER WEEK .
SUPERVISOR
SUPERVISOR'S TITLE
NO.A TITLES Of EMPLOYEES YOU
SUPERVISED
REASON FOR LEAVING OR SEEKING OTHER EMPLOYMENT:
PREVIOUS EMPLOYER TELEPHONE
FROM
COMPLETE ADDRESS MO. OAT YR.
TO
YOUR TITLE MO. OAT YR.
LAST MONTHLY PAY S
DUTIES
NM.PER WEEK -
SUPERVISOR
SUPERVISORS TITLE
--
N0.1 TITLES OF EMPLOYEES YOU
SUPERVISED
REASON FOR LEA VINO OR SEEKING OTHER EMPLOYMENT'
CHECK WHAT TYPE OF EMPLOYMENT YOU WILL ACCEPT:
07-ALL 02-FULL TIME 0D-TEMPORARY 0A-PART TIME
O 5-SHIFT WORK O6-NIGHT WORK 07-SEASONAL
REFERENCES lIM WWI Masons woo ono not NYSE NI ypl MM AI10 NIA OSMAN MI1AMO9I el yew buMMFP Of RIRIIFHMY 4RWIKAIWIII lot IM RLRRIRN IRF
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FULL NAME PRESENT BUSINESS OR NOME ADDRESSa tomlw.Slrwl.C/IY.Sin Lint BUSINESS OR OCCUPATION
CERTIFICATION
I CERTIFY THAT ALL OF THE STATEMENTS MADE IN THIS APPLICATION ARE
TRUE.COMPLETE AND CORRECT TO THE BEST OF MY KNOWLEDGE AND
BELIEF.ANO ARE MADE IN GOOD FAITH.
SIGN IN INK
SIGNATURE
DATE
Youth Participant Handbook ,A
YOUR APPEARANCE AT
THE INTERVIEW
A neat appearance is a must. It you impress the interviewer with your neat appearance and good
grooming.it may mean a job offer. Looking as it you nave given no thought to your appearance will
not help you gelr the job. Don't overaress as for a pony Or dress too casually in cut-offs and T-shirts.
Dress for the interview as you would expect to dress for Me 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 it you are a female.
THIS IS WHAT YOU WANT. THIS IS HOW YOU GET THERE
APPROPRIATE DRESS Dress for the job you are applying for. .
. . . No hats jeans or T-shirt
. . . Check buttons. zippers
. . . Dress simply and In good taste- no toast
. . . Clean, wrinkle-free clothes
. . . Polished shoes
. . . Clothes in good repair
0000 GROOMING . . . Hair clean and neatly combed
. . . No sunglasses
. . . No body odor
. . . Brushed teeth
. . . Clean shaven for males
. . . Makeup not overdone for females
. . . Clean nails and hands
. . . No gum chewing
GOOD POSTURE . .. Don't slouch
Sit straight in chair
POSITIVE ATTITUDE . . . Pleasant expression
.. .Alert
... Interested
Remember Employers feel that people who take pride In themselves and their appearance often-
take pride in their work.
Youth Participant Handbook -P5_
1. You nave more skills than 13. Be enthusiastic and inter-
you think. Your natural aoilitles. 19 Points ested in the job... ask questions.
know now, talent. AND special If you show a willingness to do
training are all skills.The trick is to more than your share. you're
realize wnat your skills are and sure to get your share of job
how to express them. offers.
2. Only a small fraction of job To Edge 0 u t 14. Mention school and lei-
openings are aavertisecL News- sure activities. It helps the job
paper want ads are only one interview get underway and will
place where jobs are advertised, help the interviewer get to know
and one of the many places to you.
look for jobs.Most jobs are found e
by personally contacting em- t `� 15. If',our grades are fair to
ployers good. say so. You don't have to
be an "A" student to impress an
3. Jobs do not necessarily go employer.. If your attendance
to the best qualified people. In- Competition record is good. say so. Most
stead they go to the best quail- employers are more interested
fled applicants. That is people in your school attendance than
with the basic qualifications for your grades
the jobs who know how to get e
hired. So. aim at becoming a 8. Be persistent' By occasion- 16. If you don't decide and
qualified applicant — someone ally checking with an employer say what you want you are likely
who does a great job of present- after completing an application to end up somewhere else. Let-
ing his qualifications to an em- you can increase your chances iing others make decisions for
plover. of a job offer. you often will result In an un-
happy job or career choice.
4. Take credit for your work 9. When starling a job. your Employers know this and are
experience. even if you have first responsibility is to get to work looking for people who have
never been employed in a busi- on time. Your most Important directions. The people around
nest Odd jobs. babysitting. i -.work trait to an employer is - you (parents friends and teach-
chores and volunteer work are -dependability. ers) can help. but you are the
all examples of work experience person who is in control of get-
that you should talk up in an it The way you look count ting hired.
interview and write up on a job But this doesn't mean you have to application. run out and rent a tux or buy a 17.
. Mention your future plans
new dress.or be great looking... if appropriate. For instance.if you
5. Look for seasonal jobs it does mean that whatever you are looking for work experience
early. You will beat the crowd do wear should be clean and because you think the job you
and impress a would-be employ- pressed and you should look are seeking may tie in to future
er by being savvy enough to start well-scrubbed too. Brush your career plans say so. Most em-
looking ahead of the competi- hair and give yourself a last players will look on that as proof
hon. minute straightening out before that youhcrvethoughtabouttheir
an intennew. Job and are ready to work at it.
6. Write a resume before you
start filling out Job applications 11. Ahandshakeshouldbea 18. Know about the job Have
everywhere in town.Your resume happy medium between limp an idea of what it entails so that
will impress employers and make and bruising. Practice ill Don't you can say why you want it and
filling out applications easier worry about sweaty plams. Every- why you'd be good at it
and faster. one is nervous: ifs okay.
19. Look your interviewer
7. Fill out an application form 12. An interview is not an - squarely in the nose.Most people
completely by answering all the , Interrogation. It Is a conveno- will tell you to look him/her in the
questions. Leaving information - lion Speak up. Don't mumble or eye, but that's nearly impossible.
Off on application makes em- mutter under your breath, and Look at the bridge of their nose.
plovers think you are not serious don't give one-word answers and they'll think you are looking in
about working for them. either. their eyes. which is close enough.
Youth Participant Handbook -26-
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
lime 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 compaanys 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 ALL . . .
• 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
billtles 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-
JOB INTERVIEW QUESTIONS
Be prepared to ask some questions of your own during an Interview.By asking questions and
making comment employers will be impressed with your interest in and feel for the job. Don't
monopolize the interviewers 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 tools required for this job?
8. What chance is there for advancement. . . Increase in responsibilities and: benefits?
9. What are the hinge benefits?
10. It I am hired when would I start?
11. Do you otter 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,bang 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 ma" A better answer Is"1 would like to start at the going wage of
someone with my qualifications and experience."or give a salary range($135-$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 secretaryl It Is a way of being courteous and a
INTERVIEWING "TOUGH"
QUESTIONS
The following questions are frequently asked by interviewers. Answer them for practice
honestly.
1. What can you tell me about yourself (don't write, just think about your answer)?
2. How do you spend your spare time?
3. What are your most valuable skills?
4. What is your major weakness?
5. What are your future plans?
6. Do you enjoy school? Why or why not?
7. Which class(es) do you like best?
Why?
8. Which class(es) do you like least?
Why?
9. What school activities have you participated in?
10. What did you do in school that would help you on this job?
11. What work experience have you had?
12. Why did you leave your last job?
- 13. What have you learned from some of the previous jobs you've held?
14. What types of people do you enjoy working with?
15. What have you done that shows your willingness to work?
16. What position are you most Interested in?
Why do you think you can do this job?
17. Why do you want to do this type of work?
18. Why do you want to work here?
19. What to you know about us?
20. What is your Idea of a good worker?
21. Do you think the customer should come first? Why?
•
22. How long do you expect to work?
23. What to you want to know about us?
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 conceded
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 Jobl 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-
HOW TO KEEP A JOB
Your first day on the job and all of the days • Learn to take criticism in stride. Everyone
tt:ereafter require you to use many of the makes mistakes ifs natural when starting out
same skills and traits you have used to get When you have made a mistake, don't try to
the job — dependability, initiative. organiza- hide it Instead. admit you don't know every-
lion. honesty, and getting along with people. thing and try to do better next time.
Here are a few more things to keep in mind
after you are employed • Be polite and show your sense of humor.
Work is easier when everyone is pleasant and
• When starting a job, your first responsibility cooperative.
is to get to work on time every day. You have
agreed to be there and your employer is
depending on you. Remember to your • Show some initiative! Don't always wait to
employer, time is money. be asked to do something. Demonstrate your
willingness to do a good Job by asking for
additional work or doing what needs to be
• Your first job is the first rung on the ladder done.
to your career goal You can expect to run
errands, empty garbage, chase atter left-
handed • For a dogs pay, an employer deserves a
monkey wrenches, keys to locks. In
short you will probably be doing the jobs no good days work. This means completing all
one else will want to do. If you do these jobs the assigned tasks even the unpleasant ones.
to the best of your ability, you will move up
the company ladder more quickly.
• If you think your job is boring, first be cer-
tain you have done all of your assigned work.
• In starting a new job. your first day may be look around for other things to do and do it
difficult. You have to learn both the general
routine and what is expected of you. Few • Employers will appreciate u complete job.
people may have time to help you or talk • Always complete one task before going on to
long with you. another.
• From your first day on. listen carefully to
instructions, and ask questions if you don't • Learn company policies that affect you
and your job.
understand.
• You are there first and foremost to get the
• Expect to work by the rules Employers
depend on you to do your job — if you don't Job done, not to win friends or influence
you could be fired. There are very few fellow employees
employers who are as tolerant as schools
• In getting the job done, a vital thing to
• remember is that your work may be interrupted
Your attitude is the biggest single factor
by customers or the boss,
which affects your job performance.
• Try to be good in your work. This means
continually puffing forth your best effort
Having a positive work attitude means know-
Don't forget that the employer or company is
ing that meaningful work has dignity
' simple tasks are all important to the total job, there to sell a product and to make money
and completing your assigned work is a They will want you if they see that you will
source of pride assist them in making a profit. .
Youth Participant Handbook -31-
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WORKSXTE SUPERVISOR
HANDBOOK
EMPLOYMENT SERVICES OF WELD COUNTY
1551 NORTH 17 th AVE
P.O. BOX 1805
GREELEY, COLORADO 80632
(sI s�\
: \ '0 • DEPARTMENT OF HUMAN RESOURCES
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I EMPLOYMENT SERVICES OF WELD COUNTY
1551 NORTH 17TH AVENUE
5 P.O.BOX 180
• 3REELEY.COLORADO 18"ill 05
APPLICANT 1303)353-3815
COLORADO EMPLOYER(3031353.3800
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;
* improve their employability skills through classroom activities geared
towards employment and employment seeking development;
* 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.
Sincerely, _ //
Ted Long Linda Perez
Special Programs Coordinator Director
Employment Services
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
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-
Emialoyment Information for Weld County Youth 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.
He/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
(raining 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 time, or job title/duties.
b. A change in the worksite supervisor.
Worksite Supervisor Handbook -2-
Youth Employment and Training Program
Memorandum of Agreement
EMPLOYMENT SERVICES OF WELD COUNTY EFFECTIVE DATE OF CONTRACT
Weld County Department of Human Resources From:.
P.O. Box 1805 1MM Mr' ear
1551 North 17th Avenue Thru:
-Greeley, Colorado 80632 oonntFi Bay Year
(303) 353-3815
Purpose: The amount, duration, terms and conditions of an agreement of services between the Placement
Facility, Youth Employee, and Employment Services of Weld County are established to provide
employment for eligible youth.
Modifications: This Agreement may be modified at any time with the written consent of all parties.
Wage
Statement: The Youth Employee will be paid $4.25 per hour according to the Job Training Partnership Act rules
and regulations during the term of tFis Agreement, subject to the terms and conditions described in
the Participant and Worksite Supervisor's Handbooks. The Youth Employee shall be classified as a
temporary part-time employee of Employment Services of Weld County during the term of this
Agreement.
Source
of un�dins: The source of funding for payment by Employment Services of Weld County to the Employee shall be the
Job Training Partnership Act Youth Program funds. The term of this Agreement is subject to the
availability of funds.
JOB TITLE: The Youth Employee will be working
days per week
Work Station specify days)
from to
Placement Facility timT—
TOTAL HOURS OF EMPLOYMENT PER WEEK:
Address City State Zip
STATEMENT OF WORK: (Outline of job duties)
Work Station Address (lt different) A.
B.
Alternate Work Site (In case of adverse weather)
C.
direct Supervisor's Name Title D.
E.
Telephone Number
The Placement Facility, Youth Employee, and Employment Services of Weld County mutually agree to participate in the
Youth 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 City State Zip Title
X Placement Facility
Youth Employee Signature Date
X
Designee
White Copy: File
Yellow Copy: Placement Facility
Pink: Employee Employment Services of Weld County
X
Designee
Worksite Supervisor Handbook -3-
2. The Youth Employment Technician must be notified immediate) when
any change at the worksite occurs. Permission to c ange work sche-
dules 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 Youth Employee the specified hourly wage,
which is minimum wage as specified in the Memorandum of Agreement.
2. The Youth Employment Program will not provide the Youth Employee 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. The Youth Employee will be paid only 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 be dependent upon
successful completion of the requirements of the ONE component that
the youth is enrolled into. This bonus will be given, if appropriate,
at the end of the Youth Employment and Training Program.
5. The Youth Employment Program will pay the Youth Employee 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 - Timekeepino Loos - Evaluations
1. The Youth Employee must sign in at the beginning and sign out at the
end of the work period. The Youth Employee will write down only
the actual hours worked. (Lunch break will not be included)
2. The Youth Employee 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, Youth Employee and the Worksite
Supervisor.
3. At the end of every second pay period, the Youth Employee and the
Worksite Supervisor must sign the Timekeeping Log and verify the
hours which the youth worked. The Worksite Supervisor is not
authorized to sign these forms for the Youth Employee.
4. At the end of each month, the worksite supervisor will evaluate the
Youth Employee's performance and review it with him/her. Copies will
go to the Youth Employment Technician, Youth Employee, and the
Worksite Supervisor.
G. Payroll Procedures
1. Paychecks will be distributed to the Youth Employee by the Youth
Employment Technician at a previously designated place, and according
to a paycheck schedule. (See page 11)
Worksite Supervisor Handbook -4-
EMPLOYMENT SERVICES OF WELD COUNTY
MODIFICATION TO THE YOUTH EMPLOYMENT AND TRAINING 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 net authorize overtime
or compensatory time. Permission to grant changes to the Remorandum 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; h , 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.
4) 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
on any eY ar
JOB TITLE: The Youth Employee will be working
days per week
Work Station (specify days)
from to
Olacement Facility Mme)
TOTAL HOURS OF EMPLOYMENT PER WEEK:_
Address City State Zip
STATEMENT OF WORK: (Outline of job duties)
Work Station Address (If different) A.
B.
Alternate Work Site (In case of adverse weather)
C.
Direct Supervisor's Name Title D.
E.
Ielepnone Number
Extend Contract Through _/ /
};onth ab y 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
:+lacement Facility Designee Date
White Copy: Youth File Yellow Copy: Youth Participant Pink Copy: Placement Facility
Worksite Supervisor Handbook -5-
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-
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
171' t e appropriate competency evaluation forms provided by the
Youth Employment Technician.
3. Work Product- _ is the actual work produced by the youth, whether it
I5 a service 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 4r 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.
S. Listen for problems, difficulties and suggestions.
6. Don't argue about standards and level of performance or make
embarrassing comparisons.
Worksite Supervisor Handbook -7-
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-
SIGN IN/OUT SHEET Participant' s Name:
Pay Period Beginning / / Work Site:
Ending / / Supervisor:
Date Hours Worked
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. 's are required by the participant.
Participant Signature: Date:
Supervisor Signature: Date:
White Copy: Employment Services Yellow Copy: Supervisor Pink Copy: Participant
21-91-4095
Worksite Supervisor Handbook -9-
SUMMER YOUTH MONTHLY TIME SHEET
NAME: TECHNICIAN:
SOCIAL SECURITY NUMBER: START-UP DATE:
PAY PERIOD FROM: TO:
SUN MON TUE WED THUR FRI SAT 1ST PAY
01 HRS .
TR HRS .
SUN MON TUE WED THUR FRI SAT
WS HRS .
TOTAL HRS .
SUN MON TUE WED THUR FRI SAT
2ND PAY
01 HRS .
SUN MON TUE WED THUR FRI SAT
TR HRS .
WS HRS .
SUN MON TUE WED THUR FRI SAT TOTAL HRS .
"I hereby certify that the hours "I hereby certify that the hours
worked are correctly reported. " worked are correctly reported. "
Employee Signature Worksite Supervisor Signature
"I hereby certify the hours in job search
or classes have been correctly reported. " Worksite Supervisor Signature
Employment Technician Signature
21-92-4030
White : Payroll Yellow: Second Pay Period Pink: First Pay Period
_in_
YOUTH EMPLOYMENT PAYROLL SCHEDULE
Pay Period Due to Greeley
Start-End Employment Services Payday
Start - 05/08/92 05/13/92 05/15/92
05/09/92 - 05/22/92 05/27/92 05/29/92
05/23/92 - 06/08/92 06/11/92 06/15/92
06/09/92 - 06/22/92 06/26/92 06/30/92
06/23/92 - 07/07/92 07/13/92 07/15/92
07/08/92 - 07/22/92 07/29/92 07/31/92
07/23/92 - 08/07/92 08/12/92 08/14/92
08/08/92 - 08/23/92 08/27/92 08/31/92
08/24/92 - 09/07/92 09/11/92 09/15/92
09/08/92 - 09/22/92 09/28/92 09/30/92
09/23/92 - 10/07/92 10/13/92 10/15/92
10/08/92 - 10/23/92 10/28/92 10/30/92
Greeley youth may pick up their payroll checks on the dates listed above at:
Boys and Girls Club of Greeley 11:00 - 1:30 p.m.
2400 West 4th ONLY
Greeley, Colorado, 80631
Employment Services of 2:00 - 5:00 p.m.
Weld County ONLY
1551 North 17th Avenue
Greeley, Colorado, 80631
NOTE: Checks not picked up at the Boys and Girls Club or Employment Services on
payday will be mailed to the youth by certified mail.
(A payroll schedule for the rural Weld County youth will be arranged by the Youth
Employment Technician)
May 1992 June 1992 July 1992
S M T W T F S SMTWTFS S M T W T F S
1 2 1 2 3 4 5 6 1 2 3 4
3 4 5 6 7 8 9 7 8 9 I0 11 12 13 5 6 7 8 9 10 11
10 11 12 13 14 15 16 14 15 16 17 18 19 20 12 13 14 15 16 17 18
17 18 19 20 21 22 23 21 22 23 24 25 26 27 19 20 21 22 23 24 25
24 25 26 27 28 29 30 28 29 30 26 27 28 29 30 31
31
August 1992 September 1992 October 1992
S M T W T F S S M T W T F S S M T W T F S
1 1 2 3 4 5 1 2 3
2 3 4 5 6 7 8 6 7 8 9 10 11 12 4 5 6 7 8 9 10
9 10 11 12 13 14 15 13 14 15 16 17 18 19 111 12 13 14 15 16 17
16 17 18 19 20 21 22 20 21 22 23 24 25 26 18 19 20 21 22 23 24
23 24 25 26 27 28 29 27 28 29 30 25 26 27 28 29 30 31
30 31
Worksite Supervisor Handbook -11-
I. Worker's Compensation
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-
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
Agreement. The Worksite Supervisor cannot authorize thee-775-7,5---
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-
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
;WTI ) 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 ma4or
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 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-
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 c ni- eT—Fnc an 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. Mare 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 ail .
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-
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.
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.
6. 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-
6. Fightiing, 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-
Youth Employment and Training Program
Non-Financial Agreement
Agency Name
This Agreement is made this day of , 194 by
and between the Weld County Division or 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 Youth Employment and Training
Program for eligible youth applicants; and
WHEREAS. Employment Services provides activities for youth under the
Youth 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 Youth 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 period for work experience youth
participants so the Youth Employee may develop positive work habits
and gain work experience.
2. Furnish all equipment and materials deemed by the Agency and
Employment Services as reasonably necessary to ensure the
continuing accomplishment of the program objectives.
3. Provide liability insurance coverage on the Youth 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 policy.
4. Accept only the number of the Youth Employees who can be utilized
productively.
5. Not to replace regular full-time or part-time employees with Youth
Employees under the Youth 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 Youth Employee.
7. Abide by all pertinent Department of Labor Laws (Occupational
Health and Safety [OHSA], Davis Bacon Act. Hatch Act. Child Labor
Laws. etc. ). The Agency assures that all Youth Employees under the
age of 16 shall not use electric or gas driven hand tools or
Worksite Supervisor Handbook -18-
Youth Employment u,id Training Program
Non-Financial Agreement
Page 2 of 4
vehiicles. The Agency agrees to contact the Special Programs
Coordinator for the Youth Employment and Training Program if any
questions arise concerning specific tools or the Child Labor Laws.
8. Report to the Youth Employment Technician the days and hours which
the Youth Employee has worked. The Youth Employment Technician
will contact the Agency on the last day of the pay period to obtain
the hours the youth worked for the Agency during that time period.
The Agency agrees to maintain daily time sheets which will be made
available to Employment Services or State staff for monitoring
purposes. The pay period dates are specified on the Youth Payroll
Schedule which is added hereto as Attachment A and is hereby made a
part of this Agreement.
9. Grant the Youth 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 Youth Employees in the same manner as other employees of
the Agency. relative to such issues as safety and job performance.
11. Immediately contact the Youth Employment Technician regarding any
difficulties the Agency may have concerning Youth Employee's
performance, absence or tardiness, and Workers' Compensation
accidents.
12. Follow the process outlined in regard to Workers' Compensation:
a. If an injury (regardless of how minor) occurs during work
hours, the Youth Employee must report his/her injury to the
Agency the day that it occurs. The Agency should immediately
contact the Youth Employment Technician or the Special Programs
Coordinator, if the Youth Employment Technician is not available.
b. The Youth Employment Technician shall inform the Agency of the
specific procedures to follow. 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 Agency, who will then give it to
the Youth 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 Youth Employee to make up time for
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.
Worksite Supervisor Handbook -19-
Youth Employment .Ad Training Program
Non-Financial Agreement
Page 3 of 4
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 Youth 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 polices the Agency will need to follow as a
worksite.
2. Provide the Agency with a copy of the general Memorandum of Agreement,
provided to Youth Employees. This document must be signed by the
supervisor and youth the day the youth starts to work.
3. Refer, if available, the agreed upon number of Youth Employees to
the Agency for work experience.
4. Pay minimum wage for the hours of work completed by the Youth
Employee.
5. Provide Workers' Compensation coverage for all Youth Employees who
are participating in the work experience portion of the Youth
Employment and Training Program.
6. Handle all check disbursements to the Youth Employee.
7. Dismiss for cause, those Youth Employees who: are not participating
in the job duties outlined by the Agency in the Memorandum of
Agreement, which is signed by the Youth Employee; fail to show or
call n if late or take an unauthorized day of leave, according to
the procedures outlined in the Worksite Supervisor's Handbook.
The Youth Employment and Training Program has the sole authority to
dismiss a participant, within the guidelines of his/her Memorandum
of Agreement and the Worksite Supervisor's Handbook, as a work
experience participant.
8. Monitor attendance in conjunction with the Agency.
9. Assist the Agency, upon the Agency's request, in resolving
any possible disputes with the Youth Employee.
10. Provide labor market information and other class-type activities
for the Youth Employee.
Worksite Supervisor Handbook -20-
Youth Employment and Training Program
Non-Financial Agreement
Page 4 of 4
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, the Board of County
Commissioners of 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' Agency
Employment Services of Weld County
Youth Employment Technician Agency Representative
Worksite Supervisor Handbook -21-
GENERAL 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
of ei—F r employees in the agency.
IMPLEMENTING the terms of the worksite agreement.
ORIENTATING the youth to the overall worksite activities, the work to be performed.
and the expected behavior.
ON-THE-JOB TRAINING to help the youth gain skills ana 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 woiTilans.
ORGANIZING the youth's tasks and materials so that coordination and cooperation can
e a�chieved.
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-
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-
Orientatino 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
- 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-
HELPFUL TIPS IN UNDERSTANDING YOUTH PARTICIPANTS
The following list may be useful in helping you better understand and deal with the
youth participants. Of course, these general statements will not apply in all
areas, but are offered as information which has been learned from previous Youth
Employment Training Program experience.
- Many youth have had exposure only to low-level and low-paid jobs and may react
by resisting work experiences which have the same characteristics.
- For many this will be their first work experience. They may have unrealistic
ideas about work. Your opportunity will be to guide their attitude and behavior
development.
- Because this may be their first job experience, many will be testing their
abilities and discovering their vocational preferences for the first time.
- It is important not to undervalue any useful work; it is important that the
youth understand the importance of their job and that by doing one job well can
lead to a better opportunity to move into a more demanding job.
- The work experience itself must be meaningful to the youth, thus enabling an
increase in the youth's feeling of self-worth.
- If the youth can understand the meaning and use of the tasks that they perform,
they will be more likely to develop a positive attitude toward their work and it
will help to create a better social climate in which the youth can learn from
the work experience.
- Be aware of the age differences among Youth Employment and Training Program
participants; an 18 year old is probably more skilled and experienced than the
14-year old whose work experience is his/her first. You will probably need to
offer more guidance to the younger, first time worker.
- All youth, regardless of age, should be allowed to try out different tasks.
- Every work assignment should have responsibility and challenge if youth are to
develop good work habits.
- The work experience should be a collaborative effort between everyone at the
worksite: workers and supervisors, permanent and summer workers, youth and
adults.
- Youth respond positively to skilled and competent supervision, skilled and
productive fellow workers, and to high work standards.
- Rewarding achievement, expressing interest in a youth's performance and
providing encouragement are effective and positive supervisory techniques.
Ignoring or punishing poor work behavior and performance is not productive or
effective.
- Introduce new work elements or provide work counseling if youth becomes bored.
indifferent or dissatisfied. Notify your Youth Employment Technician if there
is a consistent attitude problem.
- When youth are well supervised, understand what they are doing, kept busy, given
the proper equipment, and allowed to use free time constructively they will
respond well.
Worksite Supervisor Handbook -26-
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$6t447-- ; mEmORAnDum �}
11119 . To George Kennedy,_Chairman Dace—__ Februalrw 10, 1992
COLORADO From _ Walter J. Speckman, Executive Director
subject _ Summer Youth Employment and Training Programs_
Enclosed for Board approval is the Weld County Job Training Partnership
Act Summer Youth Employment and Training Program Grant for the program
year 1991..
The proposal requests $371,041.52, which includes Program Year 1991
funding and Program Year 1990 carry-in funding. The grant is directed
toward serving 180 economically disadvantaged youth between the ages of 14
and 21. The youth will be provided with approximately 9 weeks of work
experience in public and private non-profit agencies. Youth will also
participate in either basic skills remediation classes or employability
classes.
If you have any questions, please telephone me at 353-3816.
920114
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