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RESOLUTION RE: APPROVE 1996-97 JOB TRAINING PLAN BETWEEN EMPLOYMENT SERVICES AND GOVERNOR'S JOB TRAINING OFFICE AND AUTHORIZE CHAIR 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 the 1996-97 Job Training Plan between the County of Weld, State of Colorado, by and through the Board of County Commissioners of Weld County, on behalf of the Weld County Division of Human Services, Employment Services of Weld County, and the Governor's Job Training Office, commencing July 1, 1996, and ending June 30, 1997, with further terms and conditions being as stated in said plan, and WHEREAS, after review, the Board deems it advisable to approve said plan, a copy of which is attached hereto and incorporated herein by reference. NOW, THEREFORE, BE IT RESOLVED by the Board of County Commissioners of Weld County, Colorado, that the 1996-97 Job Training Plan between the County of Weld, State of Colorado, by and through the Board of County Commissioners of Weld County, on behalf of the Weld County Division of Human Services, Employment Services of Weld County, and the Governor's Job Training Office be, and hereby is, approved. BE IT FURTHER RESOLVED by the Board that the Chair 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 13th day of May, A.D., 1996. BOARD OF COUNTY COMMISSIONERS W E A,7COUNTY, COLO 0 kitev' l hair (1861 �0 '' ty Clerk to the Board Georg€ E. Baxter, Pro-Tem eputy Clem to the Board FXCI JSFfl f1ATF (1F SIfNINrl (AVF} Dale K. Hall APP D AS TO F Constance L. Harbe /J lOTq W. H. Webster 960821 eefris HR0067 -..\ \ \ It \ t_:tc.1\ STATE OF COLORADO Governor's Job Training Office PY 96-97 JOB TRAINING PLAN Signature Page For programs and activities authorized by the Job Training Partnership Act This Plan is entered into between the State of Colorado. Governor's Job Training Office. hereinafter referred to as the Recipient and Empl oyment Services of; hereinafter referred to as the Service Delivery Area(SDA) Grant Recipient. Weld County All work to be performed under the Plan will be in accordance with the Job Training Partnership Act - (JTPA) of 1983, as amended by the Job Training Reform Amendments of 1992. and applicable JTPA rules and regulations.applicable policies and procedures established by the Governor, and the assurances. certifications, and narrative descriptions contained in this plan. The plan is in accordance with the JTPA rules and regulations and instructions issued by the Governor or his designee. It is understood that this document when signed by the parties, will become an "Exhibit A" referenced in and governed by Master Contract n, between the State of Colorado and the SDA Grant Recipient It is understood that this Job Training Plan. when jointly signed by the SDA's Local Elected Official, and the Private Industry Council Chair and countersigned and dated by the Governor or Governor's designee, shall be effective July 1, 1996 through June 30, 1998. Sign a Date Typed Name & Title of / .12t.-£i. L i it Aig C 57l /`�i. Local Elected Official Barbara Ki rkmeyer, Chair, erson Signs Date Typed Name &Title of -. i/ 'v Private Industry Council �" Member Willie Ho ton, Chairman Signrr el Date Typed Name &Title of UU e /.2n 9E _Govern. Vickey Ric tts, Director, GJTO WELD COUNTY SERVICE DELIVERY AREA jai TRAINING pLAN 1996-1997 a 11119 COLORADO DIVISION OF HUMAN SERVICES EMPLOYMENT SERVICES OF WELD COUNTY P.O. BOX 1805 GREELEY, COLORADO 80632 960821 TABLE OF CONTENTS I. ADMINISTRATIVE SUMMARY 1 A. Executive Summary 1 B. Service Delivery Area 1 1 . Service Delivery Area 1 2. Goals and Objectives 7 3. Coordination of SDAs in a Single Labor Market 8 4. Coordination Criteria 9 5. Linkages 11 6. Recruitment and Selection 11 7. Non-Traditional Employment for Women 12 8. PIC/Local Elected Official 13 9. Personnel System 13 10. Monitoring and Evaluation 14 11. Grievance/Complaint Procedure 14 12. Management Information System and Eligibility Determination 15 13. PIC/SDA Annual Report 15 14. Procurement System 15 15. Financial Management 16 16. Audit 17 17. Program Systems 17 18. Assurances 21 19. Signature Page 21 960821 II. TITLE II-A ADULT PROGRAMS 21 1. Additional Barrier 21 2. Assessment/Selection 22 3. Objective Assessment 22 4. Individual Service Strategy 23 5. Authorized Services 23 a) Direct Training 23 b) Training Related and Supportive Services 32 c) Additional Service/Requirements 33 6. Participation and Termination Summary 34 Ill. Title II-C Youth Program 34 1. Additional Barrier 34 2. Assessment/Selection 35 3. Objective Assessment 35 4. Individual Service Strategy 36 5. Authorized Services 36 a) Direct Training 36 b) Training Related and Supportive Services 48 c) Additional Service/Requirements 48 d) Youth Incentive/Bonus Payment 49 e) In-School Youth 50 6. Participation and Termination Summary 50 ii 960821 ATTACHMENTS • Attachment 1 Executive Summary Attachment 2 Analysis of Service Levels Attachment 3 Performance Standards Worksheets Attachment 4 Labor Market Coordination Agreement • Attachment 5 Linkages Attachment 6 HEA Coordination Policy Attachment 7 PIC/LEO Agreement Attachment 8 PIC Membership List Attachment 9 Organizational Chart Attachment 10 Monitoring Policy Attachment 11 Grievance Procedures Attachment 12 In House Services Determination Attachment 13 Cost/Price Analysis Attachment 14 Cash Request Signature Letter Attachment 15 Cost Allocation Plan Attachment 16 Quarterly Expenditures Attachment 17 Budget Information Summaries Attachment 18 OJT Policy Attachment 19 Objective Assessment Attachment 20 Individual Service Strategy Attachment 21 Adult Participation and Termination Summary Attachment 22 Youth Participation and Termination Summary 960821 I. ADMINISTRATIVE SUMMARY A. Executive Summary The Executive Summary is located as Attachment 1. B. Service Delivery Area 1. Service Delivery Area a) Grant Recipient The Weld County Commissioners will be the grant recipient of the Job Training Partnership Act (JTPA) funds. Employment Services of Weld County, a Division of Weld County Human Services, will administer the Job Training Plan for Program years 1996-1998. Weld County, Colorado is approximately 4,004 square miles in size and is located in the north central part of the State. There are 28 incorporated towns in Weld County. The county seat and principal city, Greeley, is located in the west central part of the County and contains approximately 45% of the County's population. Weld County is one of the key growth areas in Northern Colorado and is expected to continue to receive a significant share of the state's population increase. Census figures show that Weld County's population increased 6.8% from 1980 to 1990. Since 1990, it is estimated that the county's population has increased an average of 2-3% per year which will add to a significant increase estimated at around 15.3% by the end of the decade if this trend continues. With the development projected along Interstate 25 and with the opening of Denver International Airport this anticipated growth rate is likely. It is expected that the Weld County economy will remain more active and healthier than the national economy. Based upon the increase in employers in the Weld County area and the lower unemployment rates that Weld County has experienced overt the last year, it is expected that some employers will experience some difficulty in filling entry level • positions (ie. packagers, assemblers, etc.). Chart I depicts the general population characteristics for Weld County .Colorado. 960821 • ChartI General Population Characteristics 1960 1970 1980 a9z(projected) TOTAL POPULATION Weld County 72,344 89,297 123.438 131.821 154,222 City of Greeley 26.314 38,902 53,006 60,536 67,874 ETHNIC DISTRIBUTION Weld County City of Greeley White/Non Hispanic 77% 79% Hispanic 21% 20% Black and Other 2% 1% (Asian Pacific Islander.American Indian,other Non Hispanic) AGE DISTRIBUTION Weld County City of Greeley Under 20 34% 34% 20-44 38% 39% 45-64 17% 16% Over64 11% 11% Median Age 30.5 29.0 Housing Units 54,551 25.080 Household Size 2.68 2.50 Source: U.S. Bureau of the Census,Census of the Population: 1960, 1970, 1980. 1990:Colorado State Demographers Office, and Claritas. Inc. a member of the VNU Business Information Service family of marketing information companies. VNU is an international publishing and information service company. The Analysis of Service levels to Substantial Segments and Hard-to- Serve Individuals is located as Attachment 2. b) Local Labor Market Conditions This Section describes the local/regional labor market conditions. These conditions include job growth projections by industry and occupations in the public and private sectors, secondary job growth, occupational supply/demand analysis, and prevailing wage rates. One of the greatest local labor problems that Weld County will face in the future is the low availability of a labor force which possesses the adequate basic skills required by employers. Some employers will have difficulty in retaining employees who possess marketable/transferable skills, however, it is hoped that this will influence employers to increase wages for entry level positions. Based upon information provided by the Greeley Area Chamber of Commerce, the composite index shows an increase in residential construction. 2 960821 The Economic Development Action Partnership (EDAP) of Weld County has projected that Weld County will experience a continued moderate growth in new jobs. In 1995 nine firms located their business in Weld County and will create 220 new jobs. The majority of these jobs are in the manufacturing area. It is expected that the unemployment rate will remain around the 4-5 % level. For 1996 and beyond EDAP expects to target $12 to $18/hour wage level jobs in high-tech manufacturing, aerospace and agri-processing industries. Based upon historical data gathered by the University of Colorado Economics Department, Weld County will continue to reflect a slow growth in the secondary job sector. This growth will primarily result from the growth currently reflected and projected in the primary job sector base. The occupational growth and demand information for Weld County is contained in Chart II. The Occupational Supply/Demand Report will be used as a guideline when training is identified as a needed service to ensure that the training is in a field that indicates either existing or projected job openings. 3 960821 Chart II NORTHEAST AREA VOCATIONAL PLANNING REGION 1' RANK ORDER OF OCCUPATIONS BY TOTAL AVERAGE ANNUAL OPENINGS AA AA TOTAL AVERAGE OES" OPENINGS OPENING AA HOURLY WAGE RANK CODE OCCUPATIONAL TITLE GROWTH PLACEMENT OPENINGS 10/84-3/85 1 49011 Salesperson-Retail 541 190 351 $ 5.00 2 49023 Cashier 381 93 288 $ 4.63 3 19005 General Manager 357 71 286 $ 5.49 4 41002 Line Supervisor. Sales 318 64 254 5 6.19 5 55108 Secretary,Medical or Legal 375 236 139 $ 6.88 6 43014 Securities 275 136 139 $ 5.38 7 55347 General Office Clerk 322 204 118 $ 4.83 8 32502 Registered Nurses 379 276 103 $12.18 9 31395 Teachers,Secondary 274 173 101 $ 6.62 10 31308 Teachers, Elementary 225 133 92 $ 9.49 11 97103 Truck Driver, Heavy 192 100 92 $ 7.89 12 85302 Auto Mechanic 101 20 81 $ 7.49 13 66008 Nursing Aides&Orderlies 264 193 71 $ 5.13 14 51002 Line Supervisor. Clerical 142 73 69 5 6.24 15 62041 Child Care Worker 269 205 64 $ 5.13 16 85132 Teacher's Aide 142 78 64 $ 5.83 17 66008 Nursing Aides&Orderlies 142 78 64 $ 5.13 18 22502 Civil Engineer 269 205 64 5 8.58 19 55305 Receptionist 196 136 60 $ 6.63 20 85132 Maintenance Mechanic 146 97 49 $ 6.28 21 25104 Computer Programmers 138 96 45 $ 8.00 22 31521 Teacher Aide 142 97 45 $ 5.01 23 97105 Truck Driver, Light 209 164 45 $ 6.97 24 21114 Accountants&Auditors 129 85 44 $ 7.50 25 25102 System Analyst 186 145 41 $ 7.94 26 32102 Physician 125 84 41 $ 6.58 27 68104 Amusement&Recreation Atten. 62 23 39 $ 5.00 28 49999 All Other Service Sales 75 39 36 $ 6.00 29 22126 Electrical&Electronic Repair 61 30 31 $ 6.03 30 63008 Fire Fighter 60 31 29 $ 6.73 31 63017 Corrections Officers&Jailers 75 56 19 $12.00 32 66005 Medical Assistant 59 45 14 $ 7.20 33 31514 Counselor 31 21 10 $12.02 34 28305 Paralegal 31 24 7 $ 6.50 • Vocational Planning Region 1:Cheyenne, Elbert. Kit Carson. Lanmer,Lincoln, Morgan,Phillips,Sedgwick,Washington,Weld, and Yuma Counties " OES Code: Occupational Employment Statistics Code Data Source: Occupational Employment Outlook, 1993-1998 Occupational Supply/Demand Report.Labor Market Information Section, Colorado Department of Employment and Training,Fiscal (Current Data for Occupational Employment Outlook 1994-1999 not available) 4 960821 Chart III shows the comparison of the average annual openings and wage structure within Weld County Panning Region 1, and Metro Denver Planning Region 3. Chart III • OCCUPATIONS/ANNUAL OPENINGS AND THE AVERAGE HOURLY WAGE WELD COUNTY PLANNING REGION 1 VERSUS METRO DENVER PLANNING REGION 3 Occupational Wage In Wage In Wage Difference Between Title Weld County Metro Denver Denver and Weld County Electronics Engineer $15.63 $18.94 -$ 3.31 Electronics Tech $ 8.00 $ 9.00 -$ 1.00 Drafter Civil $ 8.99 $ 8.53 +$ .46 Drafter Mechanical $ 7.25 $17.04 - -$ 9.79 Laboratory Tester $ 7.00 $ 7.54 -$ .54 Computer Programer $ 8.50 $19.09 -$10.59 Biologists $ 8.85 $ 8.23 +$ .62 Registered Nurse $14.33 $13.92 +$ .41 Dental Assistant $ 6.25 $ 7.29 -$ 1.04 Nurse, Licensed Practical $ 8.47 $13.05 -$ 4.58 Teacher, Elementary $10.01 $12.00 -$ 1.99 Teacher, Preschool $ 5.53 $ 7.88 -$ 2.35 Employment Interviewer $ 5.75 $ 6.95 -$ 1.20 Manager, Fast Food $ 4.44 $ 5.22 -$ .78 Social Group Worker $ 4.55 $ 6.97 -$ 2.42 Medical Records Clerk $ 5.00 $ 5.69 -$ .68 Cashier $ 4.50 $ 4.91 -$ .41 Telephone Solicitor $ 4.50 $ 5.51 -$ 1.01 Diesel Mechanic $ 6.00 $10.75 -$ 4.75 Maintenance Mechanic $ 6.28 $ 8.23 -$ 1.95 Heating&Air Conditioning $ 6.50 $ 9.64 -$ 3.14 Bindery Worker $ 4.50 $ 5.51 -$ 1.01 Painters $ 6.14 $ 7.66 -$ 1.52 Auto Body Repair $ 5.08 $ 8.46 -$ 3.38 Electrician Apprentice $ 5.90 $ 7.70 -$ 1.80 Cement Mason $ 6.73 $ 6.00 +$ .73 Data Source: Occupational Employment Outlook 1993-1998, Regions 1 and 3 Occupational Supply/Demand Report, Labor Market Information Section, Colorado Department of Labor and Employment,July 1993-December 1994 5 960821 Chart IV provides additional information concerning the prevailing wage rates by occupation. Chart IV LOW,AVERAGE AND HIGH WAGE RATES BY SELECTED DICTIONARY OF OCCUPATIONAL TITLES(DOT#'S) Quarter Ending 6/91 Quarter Ending 6/91 Region 3 Region 2 Title Denver LMI Larimer/weld Low Asv High Low Avq High Electronic Tech $4.00 $9.00 $9.00 $5.00 $7.81 $13.70 Laboratory Tester 5.00 7.54 11.00 5.00 5.57 6.00 Dental Assistants 7.00 7,29 8.00 5.25 6.25 7.00 Teacher Aide 4.25 4.70 5.25 5.00 5.92 7.12 Manager Fast Food 4.25 5.79 7.93 4.25 4.91 7.68 Mail Clerk 4.00 6.41 20.00 4.25 6.00 9.38 Driver Sales Route 4.25 6.00 9.38 4.25 7.40 20.00 Heating and Air Conditioning 6.00 9.64 15.50 6.50 6.50 6.50 Bindery Workers 5.00 5.51 7.25 4.50 4.95 5.08 Sheet Metal Workers 5.00 5.75 6.50 6.00 6.08 7.00 Insulation Workers 5.50 7.05 16.10 6.00 6.40 6.50 Sider 4.50 9.07 20.00 5.00 6.03 6.50 Construction Worker 4.25 6.35 20.00 4.25 5.69 10.00 Truck Driver Light 4.25 8.51 12.49 5.00 8.53 8.98 Laborers,Salvage 4.25 5.38 6.75 4.25 4.74 7.00 Data Source: Colorado Occupational Supply/Demand Outlook- 1991 - 1996 Colorado Department of Employment and Training March 1991 4th Quarter Ending June 30. 1991 Employment Services recognizes that JTPA placement wages need to meet state/federal performance standards in order to promote long-term labor market participation. However, Weld County wages have been and continue to be consistently lower than the rest of the State. The Greeley Job Service's average wage at placement rate of approximately $6.22 (March 1996), versus the State average wage of $6.62 are indications of the low wage structure in Weld County. When determining the provision of training for individuals, Employment Services considers the following factors of the Weld County labor force: 6 960821 • Unemployment rates are expected to continue at the same levels of 4% to 5% for the remainder of 1996 and 1997. • Wage rates are projected to continue to be below the State's average wage rates. • Job growth will continue to be gradual. • The labor force, specifically the unemployed population, cannot compete effectively for available job openings and lacks the basic entry level skills that employers desire. • Welfare caseloads are expected to continue to grow. Subsequently, the welfare costs will be a hindering factor for economic development, growth, and limit the welfare recipient's chance for obtaining self- sufficiency. Employment Services will provide training in any demand occupation for which training is available, employment exists in the local area or where the individual is willing to relocate, and the projected wage for the selected occupation is high enough to lead to self-sufficiency. • 2. Goals and Objectives a) PIC/SDA Goals The major goal of the Weld County SDA and Private Industry Council for the JTPA Program is to deliver services which will assist individuals in gaining the skills necessary to obtain and maintain a job which will lead to economic self-sufficiency. Areas designed to meet this goal include: the structure of Employment Services, linkages and coordination factors, and the development and delivery of service models. Emphasis, to assist target client groups, will be placed on the objective assessment, Individual service Strategy, development and commitment to long term high skill training options, and wrap-around supportive services. A major objective will be to continue to improve the delivery system to increase non- traditional employment opportunities for women. b) Training Goals for Hard-to-Serve Individuals The training goals for hard-to-serve individuals is located as Attachment 2 ("Analysis of Service Levels to Substantial Segments and Hard to Serve Individuals"). 7 960821 • Weld County has implemented specific efforts in recruiting and enrolling individuals targeted as most in need by initiating the following: • Employment Services has entered into various coordination agreements/arrangements with local agencies to provide adequate enrollment opportunities to individuals identified as most in need, i.e., Weld County Department of Social Services, Colorado Development Service Incorporated, Right-to-Read, Colorado Division of Vocational Rehabilitation, etc. • Extensive outreach is provided through school districts to identify and enroll youth for year round and summer programs. School districts also assist in outreach efforts for youth who drop out of school. • Recruitment occurs with individuals seeking work through Job Service and the Employment First Food Stamp Job Search Program. The Job Service's Local Veterans Employment Representative is also required to recruit eligible veterans, with an emphasis placed on disabled and special disabled veterans in need of employment and training services. • Coordination agreements and arrangements have been entered into with the Educational Opportunity Center, through Colorado State University, and the Greeley Dream Team Talent Search Program to facilitate the referral to and provision of educational training opportunities for low-income individuals. • Various community organizations and other adult and youth serving • agencies are informed about our services through participation in subcommittees of the Weld County Private Industry Council, through presentations, involvement of staff in various community groups, and direct contact with these organizations. This type of outreach provides for the marketing of our services to those individuals in the target populations. c) Performance Standard Measures The performance standard work sheets are included as Attachment 3. 3. Coordination of SDAs in a Single Labor Market The Weld County SDA does not anticipate any major agreements or contracts for shared costs or services with other SDA's. At times it is more convenient for individuals to be served by a connecting SDA such as Larimer, 8 960821 Boulder, Adams, or ORJT. When this occurs. the SDA directors give concurrence for the individual to be served and the SDA that provides the services covers the costs. The SDA Labor Market Coordination Agreement is included as Attachment 4. 4. Coordination Criteria The following narrative briefly addresses the eight (8) requirements under the Governor's Coordination Criteria for the Weld County SDA. a) Local Coordination Efforts The Weld County SDA promotes and develops local coordination through joint planning and where appropriate. the identification and sharing of resources. The local planning process is ongoing. The results from the local planning efforts with the agencies listed in Section 121(b)(1) of the JTPA as amended are addressed in this section or Attachment 5, Linkages. b) Comprehensive Local Planning The Weld County SDA and Private Industry Council continuously reviews the current local planning process established for comprehensive local planning for education, employment and training services and makes changes which will enhance coordination efforts when necessary. c) Local Plan Review The Weld County joint planning process currently includes an adequate mechanism for plan review and comment procedure with the Job Service Center, and social service agencies. Providers of vocational education and other local agencies involved in employment and training activities also have significant input into the JTPA plan. d) Local Coordination with the JOBS Program The Weld County Private Industry Council and the SDA work with the Weld County Department of Social Services on joint planning for the Job Opportunities and Basic Skills Program. A local coordination and financial agreement is entered into between Employment Services of Weld County (SDA) and Social Services for the delivery of the employment and training services of the JOBS Program by Employment Services. 9 960821 e) Coordination with Economic Development Activities The President of the Economic Development Action Partnership has been actively involved with the Private Industry Council. The Executive Director provides quarterly status reports and in addition his assistant actively participates on a PIC subcommittee. Information on JTPA Programs is provided to employers, and employers are encouraged to work with the SDA clients and programs. f) Joint Plannino with Local Education Agencies for Youth and Adult Educational Services The Weld County Private Industry Council and Employment Services coordinate with existing educational systems for the delivery of services. Joint participation occurs on committees and boards. In addition to PIC members, representatives from other youth initiatives are involved in the Youth Activities Committee. Written agreements are entered into with the Greeley Dream Team, Colorado State University's Educational Opportunity Center. Agreements have been entered into with local school districts for the purpose of increasing the coordination of service efforts for youth and to refer those youth who drop out of school to the SDA. g) Coordination with the Colorado Department of Labor and Employment The Colorado Department of Labor and Employment contracts with the Board of Weld County Commissioners to perform the function of Job Services. Employment Services of Weld County is the Job Service Center. • h) Coordination with Organized Labor A representative from organized labor, who was selected by the AFL-CIO, is a member of the PIC. As the Job Service Center, Employment Services will participate in lay-off assistance workshops, provided by AFL- CIO, to employers undergoing mass lay-off. 10 960821 5. Linkages a) Linkages Attachment A description of the linkages for the Weld County SDA is included as Attachment 5. b) Compliance with §627.220 Assurance Weld County SDA's policy and procedures for coordination with student financial aid programs is included as Attachment 6. The Weld County SDA's Student Financial Aid Policy requires that participants apply for Pell grants. If a participant is eligible for a Pell grant, or any other financial assistance under Title IV of the Higher Education Act, the amount of the assistance awarded is considered when determining the individual's overall financial need. JTPA funds supplement, rather than supplant Pell and other student financial aid resources. To ensure that there is no duplication of funding, and to avoid double billing for educational costs, the SDA counselor will send a letter to the educational institution describing the costs (tuition, fees, books and supplies) that JTPA funds will pay for the client. The client will use the Pell grant or other financial assistance to pay for other costs associated with attending school. 6. Recruitment and Selection a) Outreach and Recruitment Procedures Outreach and recruitment efforts for the program will be accomplished through the cooperative referral of individuals from agencies such as Job Service. Social Services, the Division of Vocational Rehabilitation, county school districts, Aims Community College, and other human service agencies. Various agencies have been provided with an eligibility tool to assist them in determining appropriate referrals to JTPA programs, based upon eligibility criteria. Efforts to make individuals aware of and encourage the use of employment and training services include dissemination of information through programs serving employers, customized training packages as appropriate, newspaper articles, radio announcements, agency electronic 11 960821 message boards, agency brochures, and agency coordination agreements. Section 2.b) Training Goals for Hard to Serve Individuals also addresses specific recruitment methods. b) Selection Criteria The outreach, recruitment, and intake process will focus on identifying applicants who have one or more barriers as described in Section 203 (b) of the Amended Act. Weld County monitors the 65% barrier requirement weekly and adjusts the recruitment, intake and selection process accordingly to ensure that this requirement is met. c) Information on Program Services Information detailing the full array of services available through the Weld County SDA programs are given to each applicant during the intake orientation. During the intake process, or at any point the client is determined to need additional services, staff will make referrals to appropriate agencies or programs. Staff will assist the individual by providing all available information on how to access the service(s) needed and as appropriate, assist the individual in making an appointment. The referrals will be documented in either the counselor notes, or the IS at the time of client application. 7. Non-Traditional Employment for Women a) Efforts to Increase Training, Placement . and Awareness The Weld County SDA has on-going efforts to increase the awareness of individuals in the benefits of non-traditional employment for women. A section of the Individual Service Strategy ensures that the case manager discusses this area with women seeking JTPA assistance. The Educational Opportunity Center (EOC) has space available at the SDA office and staff work with the EOC for specialized career counseling and career exploration in non-traditional occupations. All Staff are made aware of the goals for developing opportunities for women in non-traditional training. Staff are responsible for employer relations and training/job development and are sensitive to the potential of • non-traditional jobs while working with employers. As a job or training potential becomes available, the case manager reviews their client case load to determine who may be interested in such a position. 12 960821 b) Development of Promotional Materials The Weld County SDA will continue to look for and develop materials to be used to increase the awareness of women regarding the benefits of non-traditional employment opportunities. As informational pamphlets are developed, they will be provided to the State Field Representative. Staff will also attend training regarding non-traditional employment when available. c) Goals for Training and Placement Weld County's goal is to enroll a minimum of 9% of women participants into non-traditional occupational training. Employment Services has developed the following goats: i. Nine ( 9 ) eligible adult and youth female participants will pursue training in a non traditional occupation through classroom, apprenticeship programs, or work experience activities. Of this total, 9 are adults and 0 are youth; and ii. Six ( 6 ) eligible adult and youth female participants will be placed in non-traditional positions through on-the-job training contracts or unsubsidized placements. 8. PIC/Local Elected Official a) PIC/LEO Agreement The PIC/LEO Agreement is included as Attachment 7. b) PIC Membership List The current PIC membership list is included as Attachment 8. 9. Personnel System a) Personnel System The Weld County SDA falls under the personnel system of Weld County Government. 13 960821 b) Organizational Chart for SDA A current organization chart for the Weld County SDA is located as Attachment 9. 10. Monitoring and Evaluation a) SDA Monitoring Policy The Weld County SDA Monitoring Policy is included as Attachment 10. b) PIC Oversight Policy The PIC Oversight Policy has been developed in conjunction with the Weld County Monitoring Policy included as Attachment 10. 11. Grievance/Complaint Procedure a) SDA Grievance Procedure The Weld County SDA Grievance Procedure is included as Attachment 11. b) SDA System for Reporting Fraud and Abuse Weld County assures that it's system for fraud and abuse complies with JTPA letter 86-10 and PGL 93-14-F2. c) SDA Procedure for Complaints Resulting from Investigation or Monitoring The Weld County SDA does not subcontract. All interested parties would follow the grievance procedures for the Weld County SDA. d) Assurance of an Employer Grievance Procedure for Participants Weld County assures that employers, including private-for-profit employers, of SDA participants will have a grievance procedure available for to those participants which meets the requirements of §627.504 of the Regulations. The Weld County Employment Services grievance procedures will be used for those employers who do not have their own grievance procedure which meets the requirements of§627.504. 14 960821 12. Management Information System and Eligibility Determination a) Eligibility Documentation The Weld County SDA assures that eligibility will be documented according to the Colorado Eligibility Tag, PGL #93-09-M1. 13. PIC/SDA Annual Report The Weld County SDA assures that it will submit an Annual Report that • meets the requirements of Section 104 (b)(13) of the Amended Act by September 30, 1996 and 1997. 14. Procurement System a) Selection of Service Providers The Weld County SDA does not anticipate the subcontracting of any major portion of its services. The Weld County SDA implemented a process which addressed each of the areas listed in § (d) of 627.422 to ensure compliance with §627.422 of the Regulations regarding the selection of service providers. This process includes the establishment of a sole source file and the use of consistent bid sheets which include a pre-estimate of costs. b) In-House Services Assurance The Weld County SDA assures that the criteria in §627.422 will be applied in the determination to provide services in-house, and this determination will be documented, included as Attachment 12 of the JTP and filed with procurement records on site at the SDA. c) Standards for Cost/Price Analysis Standards for cost/price analysis on procured goods or services from outside vendors or contractors are covered within the Weld County purchasing procedures. Also, procurement desk procedures pertinent to the JTPA Amendments will be filed with GJTO under separate cover • outlining these factors. The cost/price analysis form is included as Attachment 13. 15 960821 15. Financial Management a) Fiscal Procedure Revisions There are no significant changes to Weld County's written fiscal procedures. b) Cash Management Improvement Act Compliance Weld County SDA assures that it is compliance with the Cash Management Improvement Act of 1990, Treasury Regulations at 31 CFR Part 205 and §627.420 of the JTPA Regulations. Weld County is on a cash reimbursement basis. A signature letter providing the fiscal officer authorization for cash requests is included as Attachment 14. c) Generated Program Income Weld County does not expect to generate program income through any of its JTPA activities. If any income is earned, Weld County will comply with the requirements of §627.450 d) Obligation Tracking Procedures Weld County SDA tracks each obligation through an existing encumbrance financial system. Beginning January of 1996, Weld County has been using the Banner Management System which includes grant management. e) Cost Allocation Plan A cost allocation plan covering all titles of funds was provided to GJTO under separate cover. The Cost Allocation Plan is also included as Attachment 15. f) Planned Purchases and Description/Cost Weld County does not plan to purchase property at this time. Weld County assures that if this plan changes, a PRAF will be submitted in accordance with PGL 93-10-F4 for any property with a unit cost greater than $5,000. 16 960821 g) Transfer of Funds Weld County does not plan to transfer funds between subparts at this time. If this plan changes, Weld County will submit a plan modification to GJTO. h) Fiscal Control Weld County assures that its financial systems provide fiscal control and accounting procedures that meet the requirements of§627.425(b). I) Projected Quarterly Expenditures Form The Projected Quarterly Expenditures Form is included as Attachment 16. j) Budget Information Summaries (BIS) The Budget Information Summaries for PY 96 and PY 97 are included as Attachment 17. 16. Audit a) Procedures for Resolving Audit and Debt Collection Weld County SDA does not subgrant or subcontract services. b) Appeals Procedures for Audit Resolution The Weld County SDA does not subgrant or subcontract services. c) Audit Assurance The SDA assures that it will follow the policy and procedures for audits, audit resolution and audit appeal procedures according to PGL 93-11-F6. 17. Program Systems a) Client Flow Chart The following is a summary of the client flow through the Weld County SDA system. The Programs System Flowchart is located on page 19. Outreach and recruitment was discussed in the hard to serve section. 17 960821 Eligibility determination occurs after the application is completed. All verifying documents are located in the file. Youth who are participating in reduced lunch programs will be encouraged to get verification from the school district. All eligible individuals are provided with information on the full array of services available through the SDA during the intake orientation. Information is provided to female participants regarding the opportunities for non-traditional training and employment during the objective assessment and the ISS process. Initial Assessment occurs at the time an application is submitted. Enrollment occurs after the applicant is determined eligible for the program. The Objective Assessment ensures that the emphasis placed on objective assessment meets the intent and required components of section 628.515 of the Amendments. Activities of the objective assessment include a review of the participant's family situation, work history, education, occupational skills, interests, aptitudes (including interests and aptitudes for nontraditional occupations), attitude towards work, motivation, behavior patterns affecting employment potential, financial resources and needs, supportive service needs, and personal employment information as it relates to the local labor market. The Individual Service Strategy (ISS) is established after the objective assessment is completed and determination has been made that the individual will benefit from training and participation in JTPA. The ISS contains the results of the objective assessment and identifies the level of services needed as appropriate. Training and supportive service areas are addressed in the ISS. Follow-up activities occur at four, eight and twelve weeks after termination from the program. Case managers assist the participant as necessary in resolving any issues or concerns that have occurred since termination. 18 960821 • PROGRAMS SYSTEM FLOWCHART OUTREACH/RECRUITMENT Job Service School Districts Employment First and Food Stamps New Directions Aims Community College Other Agencies • INTAKE Referral Orientation Not Eligible to Eligibility Determination Appropriate Verification Agency 30 Day Review Initial Assessment/Testing Eligible Objective Assessment and Enrollment ISS Training and Selected for Participation Yes _ Support Development Services Activities Start No Job Development and Placement Refer to Appropriate Follow-up Agency and Documentation of Referral Post Placement • Services • 19 960821 b) OJT Policy • The Weld County SDA developed an extensive OJT policy in PY92 which meets the requirements of PGL #95-08-P2. The policy covers areas which include the duration of OJTs, formulas for length of training, training plans, etc. The policy addresses the minimum wage requirement for youth and the procedures for working with temporary employment agencies. A Pre- Award Review Form as required in §627.215(d) of the Regulations is located in the OJT policy located as Attachment 18. c) Needs-Based Payment Procedure The Weld County SDA will not provide for needs-based payments. d) Financial Assistance Provision Procedures IAW $627.310(a)(3)(i) * Supportive Services Supportive services may be provided to participants if specified in the participants' ISS. The financial assistance will only be used to pay for specific necessary services, and is limited to payments which are necessary for participation in the program. Financial assistance is usually limited to transportation, child care and other one-time payments. Whenever possible, other supportive service community resources are accessed. * Worker's Compensation and OSHA Work-related accidents will be covered. Weld County assures that all participants will be covered under the State's Worker's Compensation Law, or another adequate on-site medical and/or accident insurance. The participant will not be engaged in activities not covered under OSHA. * Child Labor Laws In the development of and delivery of programs funded under the Act, the Weld County SDA ensures compliance with applicable child labor laws. 20 960821 18. Assurances a) The Weld County LEO. PIC, and SDA administrative entity assures that no funds available under the Act shall be used for employment generating activities, economic development activities, investment in revolving loan funds, capitalization of businesses, investment in contract bidding resource centers, or similar activities. No funds under Titles I, II, or III of the Act shall be used for foreign travel. (§627.225 of the Regulations) b) The Weld County LEO. PIC, and SDA administrative entity assures that no funds provided under the Act shall be used, or proposed for use, to encourage or to induce the relocation of an establishment, or part thereof, that results in the loss of employment for any employee of such establishment at the original location. 19. Signature Page The signature page is located as page 51. II. TITLE II-A ADULT PROGRAMS 1. Additional Barrier a) Identify SDA's proposed category and describe participant barriers. Single parents are Weld County's category for an additional barrier for adults. Single parents face serious barriers to employment due to the following: I) only one potential income for the family, 2) many have children over the age of six and under 17, 3) many receive food stamps (although not all) but not public assistance, 4) work history is limited, or obtained in only low-paying occupations. Through intervention and training, these individuals may be diverted from welfare programs and thereby become self-sufficient. b) Indicate the proposed cateoorv's percentage of total eligible population and describe specific barriers of these participants. Current Weld County statistics indicate that of the total single parent population currently being served, approximately 35% of this group is not receiving public assistance and/or does not fall into another barrier category. 21 960821 c) Method to include documentation in client file The JTPA application lists family size and members of the family. In addition, a self-attestation regarding single parent status will be included in the file. 2. Assessment/Selection a) Initial Assessment Activities JTPA applicants are assessed for reading and math skills during initial assessment. Initial assessment also includes a determination of the clients barriers to employment, their basic skills and life circumstances and a determination of whether JTPA services may be appropriate. b) Enrollment Procedures in Coordination with Assessment Process Upon completion of the application and initial assessment, individuals will be enrolled in the objective assessment process and the case manager will use assessment information in the determination of needed services for use in the ISS. Initial assessment information helps determine if JTPA services may be appropriate for the client and whether the objective assessment process should start. 3. Objective Assessment a) The objective assessment includes a determination of the capabilities, needs, and vocational potential of a participant, and the information obtained is used to develop the ISS and determine the individuals employment goal. The objective assessment is designed to be client centered, and includes the . evaluation of the participant's employment barriers, taking into account the participant's family situation, work history, education, occupational skills, interests, aptitudes (including interests and aptitudes for nontraditional occupations), attitude towards work, motivation, behavior patterns affecting employment potential, financial resources and needs, supportive service needs and personal employment information as it relates to the local labor market. The Objective Assessment Instrument is included as Attachment 19. b) Assessment is an ongoing process which changes according to what is occurring in a participant's life, work, or training situation. The case manager will updates the ISS based on the information obtained in this ongoing assessment as needed, or will implement additional formal assessment if necessary. 22 960821 c) The Weld County SDA uses an assessment tool which captures the above information. A variety of assessment instruments are used to aid in the obtainment this information and may vary according to participants needs and• abilities. Some of the tools used are: Personal Inventory Assessment, interviews, vocational interests tests, ABLE or TABE, and the GATB test. 4. Individual Service Strateay a) Procedure The Weld County ISS is an individualized plan which includes the employment goal, specifies achievement objectives, and identifies the services and strategies to be used for the participant to achieve the overall training objectives. The following is addressed in the ISS: the needs and concerns raised in the objective assessment. the activity(ies) and their estimated completion target dates, and the responsibility of each person regarding the activity(ies), and the referral to other agencies which will provide services to the participant while involved in the stated activity(ies). The ISS is developed in conjunction with the participant and reflects the interests and desires of the participant. b) Progress Review(s) and Update(s) Procedure ISS progress reviews and updates will occur when there is a significant variance to the ISS. For example, a significant variance would be when a change results in a new service mix, new program goals, or new supportive service needs. A significant change would not include a short term transportation need. These changes would be documented in the case notes. Updates will occur when a major objective, such as the obtainment of a GED, completion of training, etc., occur and new strategies or services are required. The ISS is located as Attachment 20. 5. Authorized Services a) Direct Training Basic Education and Remediation 1) Description of Services to be Provided Basic education and remediation will be strongly encouraged for all clients who either lack a GED or the basic skills for employment. This will usually 23 960821 be in conjunction with other planned activities. Participants lacking a high school education will be enrolled in GED/ABE classes or remedial activities. These are provided by Aims Community College, tutorial programs, and the programs available through the learning lab at Weld County Employment Services. 2) Means of Involving Labor Organizations and CBO's in the Provision of Services It is not anticipated that labor organizations will be involved in the delivery of basic education and/or remedial services. 3) Estimated Duration of Services It is estimated that the average duration for Basic Education will be approximately 6 months. 4) Estimated Cost per Participant It is estimated that the average cost per participant will be $720.00 5) Tracking Hours of Participation At the beginning of classes, the case manager will determine the schedule for attending this activity. For example, if the class meets two times per week, for three hours per day, and the participant is scheduled for 24 weeks, the case manager will note 144 training hours. At the end of the scheduled activity, the case manager will ask the participant how many hours were not attended. The number of actual participation hours will then be determined for that segment. If the competency level or GED is not attained, then the same process will follow and the total hours will be adjusted. At the termination of the activity, the case manager will total all hours and enter the actual hours into the record. Occupational Skill Training 1) Services to be Provided This activity will provide individuals with specific occupational skills both of a cognitive nature, as well as the manual skills necessary to perform a specific job or group of jobs. 24 960821 Participants are selected for this activity based on their objective • assessment and ISS, availability of employment in the skill area, the • probability of receiving a self-sufficient wage when employed, and the client's interest in completing training. Occupational Skill Training programs will be developed in accordance with Private Industry guidelines which include: . Training tailored towards employer needs. . Training in-line with the skills, aptitudes and interests of the populations served. . Training geared towards entry level employment if appropriate. To ensure that the training is in occupations in demand, local employers will assist in the determination of specific training. The occupational areas outlined in Chart III will be used as a guide in the development of training opportunities. Employers will be involved at the beginning to ensure that training efforts will result in actual jobs, and that these jobs are available in the Weld County labor market or in an area where the participant is willing to relocate. Labor Market projections are used as a guide in determining training areas. 2) Involving Labor Organizations in the Provisions of Services It is not anticipated that labor organizations will be involved in the delivery of occupation skill training. If a specific labor organization develops an occupational skill training program which meets the labor market and client needs, the program would be considered. 3) Estimated Duration of Services It is estimated that the average duration of this activity will be one year. 4) Estimated Cost per Participant It is estimated that the average cost per participant will be $1,520. • 25 960821 5) Tracking Hours of Participation . At the beginning of classes, the case manager will determine the schedule for attending this activity. For example, if the class meets two times per week, for three hours per day, and the participant is scheduled for 24 weeks, the case manager will note 144.training hours. At the end of the scheduled activity, the case manager will ask the participant how many hours were not attended. The number of actual participation hours will then be determined for that segment. If the competency level or required training is not attained, then the same process will follow and the total hours will be adjusted. At the termination of the activity, the case manager will total all hours and enter the actual hours into the record. On-the-Job Training 1) Services to be Provided On-the-Job Training (OJT) is designed to teach and/or improve skills on the job. Employers must adhere to the "hire-first' philosophy and must retain the participant after the contractual period ends. If an individual needs additional classroom training in addition to employer training, the costs of tuition and books are included in the OJT. Needed training related services are also included in the OJT. These training related services may include tools or other extraordinary expenses directly related to the OJT. It is anticipated that 80% of the OJTs will be in the private sector. The purpose of the OJT is to secure long-term employment for the individual, so self-sufficiency may be achieved. Participants are selected for this activity based on their objective assessment and ISS, with particular attention being paid to previous work experience, aptitudes and interests, and that the participant could not obtain the job without an On-the-Job Training Contract. The duration of the OJT is determined by assigning a Dictionary of Occupational (DOT) code to the job description. The three middle digits, which designate the skill code, are then calculated to determine the skill level. The skill level is then translated into the required training hours for that position. Training hours are reduced based on related education or past related work experience. 26 • 960821 2) Involving Labor Organizations in the Provisions of Services Labor organizations will be involved in the OJT training process when a union organization is involved. 3) Estimated Duration of Services The On-the-Job training will not exceed 6 months. The duration of the OJT is determined by the formula stated in i above. The contract dollars obligated are determined by multiplying the number of training hours by the hourly wage divided by 50%. Salary increases may be included in the initial calculation or the contract may be modified at a later date. Overtime is not included in the OJT reimbursement. The average OJT is written for up to six months based on the DOT Code. Additions to the contract may include tools, costs of tuition and books, or any extraordinary expense related to the job. The employer submits reimbursement invoices on a monthly basis. 4) Estimated Cost per Participant It is estimated that the average cost per participant is $2,750. 5) Tracking Hours of Participation The hours of participation will be tracked on the employer reimbursement form and time sheet. • Work Experience 1) Services to be Provided The primary objectives of the adult work experience activity are: . assist the near job ready to enter the world of work; . develop occupational skills and good work habits; and . assist the participant in obtaining permanent unsubsidized employment. Participants who will enter the work experience component are those who need this transitional activity to get a job, or who have been assessed as being able to benefit from this activity. The work experience component will be combined with GED/ABE classes, and/or occupational skills training, and/or adult competency activities and this combination will be 27 960821 addressed in the ISS. Each client will be regularly assessed to determine their academic progress as well as their progress in meeting their other ISS goals while in the work experience component. Work experience sites are selected on their ability to provide the individual with the development of positive work habits and skills which will enhance the participants chance for employability in the private sector. Work experience sites will also help participants in developing skills which will lead to self-sufficiency. Work experience training is provided in such areas as reception, teacher aide, day care aide, office helper, street maintenance, food service, data entry, etc. Participants are assigned to well supervised work sites in the private non- profit and public sectors. Wages will not exceed the prevailing entry-level wage for the same occupation in the same labor market area. Workers' Compensation is provided for individuals involved in work experience components. Medicaid, child care, and transportation support are provided for those participants who are welfare recipients. The work experience activity will comply with the limits and guidelines set forth in §627.245 and combined wages may be paid if the classroom training activity is work-based and linked to the occupational skills training provided in the work experience component. If wages are paid for classroom training, justification will be based on need and documented in the participants file. Not all work experience will be full time, nor will all combined programs be paid wages. 2) Involving Labor Organizations in the Provisions of Services Labor organizations will be involved in the development and delivery of work experience activities when appropriate. 3) Estimated Duration of Services The work experience will not exceed 6 months or 499 hours as outlined in the Amendments. 4) Estimated Cost per Participant It is estimated that the average cost per participant is $2,000. 28 • 960821 5) Tracking Hours of Participation The hours of participation will be tracked on the employee time sheet and the methods discussed in section E 1) b. Occupational Skills Training. Case Management and Counseling Services 1) Services to be Provided All participants are assigned and work with a case manager. The case managers assist the participant in the development and finalization of the Individual Service Strategy and the components noted therein. Case managers assist with employment related counseling and refer participants to other appropriate agencies for services. 2) Involving Labor Organizations in the Provisions of Services Not applicable. 3) Estimated Duration of Services Case management and counseling will occur from the time of enrollment until the time of termination. 4) Estimated Cost per Participant It is estimated that the average cost per participant is $800. This cost includes the time spent in the development and implementation of the other specific training activities. 5) Tracking Hours of Participation The hours of participation will be not be tracked for this activity unless guidance is provided by GJTO. Training to Develop Marketable Work Habits 1) Services to be Provided To help individuals obtain and retain employment, activities in the training category of Training to Develop Marketable Work Habits will include: education to work transition, entrepreneurial training, advanced career 29 960821 training, vocation exploration, and work habit development. Other training components in this activity are: . Motivation and Goal Setting Workshops Pacific Institute's Pathways to Excellence course consists of 18 video segments, application guides. and audio tapes for participants totaling 6 hours and 29 minutes to be presented. In these segments, information on beliefs, expectations, conditions, self-talk, attitudes, self-motivation, and goal setting are taught. The average duration is 2 days training and a 14 week follow-up. The average cost is $90. . Life Skills Classes Classes will be held at Employment Services and will be provided by professionals in the community. The length of classes may vary from four hours to eight hours. Curriculum may include sessions on "How to Manage a Crisis Budget", "How to Deal Effectively with Children", "Survival Skills on the Job", "Time Management Skills", etc. These classes will prepare the individual for the world of work and increase the person's skills to cope with work and family stresses. These Other Activities are provided at an average cost of $150 and have a duration of approximately one week each. . Employer Relations Employment Services staff conduct intensive employer relations for placement of our targeted JTPA clients. A component of this is job development for selected participants with employers. 2) Involving Labor Organizations in the Provisions of Services When appropriate, labor organizations will be involved in the development and delivery of training to develop marketable work habits. 30 960821 3) Estimated Duration of Services The length of training to develop marketable work habits will vary, depending upon individual need. This component is designed to be flexible and assist participants who, for what ever reason, do not participate in work experience, OJT or a basic classroom training structure, but may need a combination of activities with some enhancement. 4) Estimated Cost per Participant It is estimated that the average cost per participant is $1,000. 5) Tracking Hours of Participation The hours of participation will be tracked on the employee time sheet and the methods discussed in the occupational training section. Advanced Career Training 1) Services to be Provided The advanced Career training activity will be provided to participants who need additional training in their career to obtain a job. This will primarily be used for those individuals who, for what ever reason, have not been able to obtain employment in their occupational choice area. These individuals are expected to have some skill level but require enhanced training to gain employment. 2) Involving Labor Organizations in the Provisions of Services Labor organizations will be involved in the development and delivery of advance career training when appropriate. 3) Estimated Duration of Services It is expected that advance career training activities will last approximately one year. 4) Estimated Cost per Participant It is estimated that the average cost per participant is $3,000. 31 960821 5) Tracking Hours of Participation The hours of participation will be tracked on the employee time sheets, documentation in client files, and/or the methods discussed on occupational training. b) Training Related and Supportive Services The Weld County SDA will provide the following training-related and supportive services: 1) Job Search Assistance Employment Services administers Job Service activities. Because of this linkage, participants are included in an automated Job Bank Match system. Participants are assigned occupational codes and these codes are then matched to job listings through the Job Service and participants are referred to employers. Participants are also involved in either a self-directed job search or an individualized job assigned by the case manager or established through job clubs. The participant may be scheduled to attend a Job Club which is an in- house, class size activity. The participants are taught a wide range of job seeking skills designed to improve their job solicitation and job retention skills. The range of job seeking skills that are taught are as follows: . Interviewing Techniques . Resume Development . Labor Market Information . Application Completion . How to Dress for Interviews . Other Related Activities The Job Search activity will vary in length depending on client need, with • the average time spent being 180 hours. The estimated average cost is $250. The anticipated outcomes are: increased skills in pursuing, attaining, and retaining employment; positive self-image results; and an increased knowledge of the labor market. 32 960821 2) Outreach . Outreach to make individuals aware of the programs and of nontraditional employment for women are conducted. These activities have been discussed in previous sections of this plan. 3) Dissemination of Information to Employers and Job Openings The Weld County SDA will conduct activities which designed to disseminate information on program activities to employers, as well as to develop job openings for participants. The cost of this activity is allocated to training related activities. 4) Supportive Services as defined in section 4(24) of the JTPA law The average cost for supportive services is $400.00 with the length of time depending upon the participants needs. 5) Follow-up The Weld County SDA will conduct follow-up activities. The costs of these activities will be allocated to training related activities. c) Additional Service/Reouirements 1) Assurance of Additional Services The Weld County SDA assures that work experience, job search assistance, job search skills training, and job club activities shall be accompanied by additional services designed to increase the basic education or occupational skills of a participant, and shall be specified as appropriate in the ISS. 2) Job Search Assistance • Job Search assistance, job search skills training and job club activities will only be provided without the additional services described above, if the assessment and service strategy of the participant indicate that the additional services are not appropriate and the activities are not available to the participant through the employment service or other human service agencies pursuant to § 628.535 of the JTPA Regulations. 33 960821 3) Extended Counseling and Supportive Services To assist the participant in retaining or obtaining employment, the Weld County SDA will provide some post-termination services which may include counseling and minimal supportive services for up to one year. 6. Participation and Termination Summary The Participation and Termination Summary is located as attachment 21. III. Title II-C Youth Program 1. Additional Barrier a) Identify SDA's proposed category and describe participant barriers. i) The additional barrier for in-school youth is " Youth considered at risk of dropping out of school". This would include one or more of the following factors: a record of poor attendance, frequent absences, tardiness or truancy; has significant deficiencies such as functioning below grade level or has an identifiable learning disability; a pregnant/parenting teen; has an emotional or behavioral problem; is enrolled in an alternative school or is attending a special in-school program; has dropouts in the family; is a foster or emancipated child; has significant family problem(s), and/or is involved in the juvenile justice system. ii) The additional out-of school barrier is " Youth considered at risk of not succeeding in employment". This may include one or more of the following: past poor attendance at school; behavioral problems which may have resulted in suspension; significant learning deficiencies; is enrolled in an alternative school; has dropouts in family; is a foster child; has significant family problem(s) which is a barrier to education or employment. b) Indicate the proposed category's percentage of total eligible population and describe specific barriers of these participants. i) In-School Barrier- Weld County statistics indicate that of the in-school population currently being served, approximately 48% of the youth are at risk of dropping out. 34 960821 ii) Out-of-School Barrier - Statistics indicate that of the out-of-school youth population currently being served, approximately 9% are foster children, and 17% have reading levels below 9th grade. There are no statistics available on dropouts in family or family problems, but it is felt that numerous out-of-school youth have these situations in their life. c) Method to include documentation in client file Youth will have documentation in the file indicating their additional barrier. Documentation may include notations in the counselor notes, which will be supported by supporting statements from schools, or documentation from schools, other programs, or agencies which attest to the particular barrier(s) which apply to that youth. 2. Assessment/Selection a) Initial Assessment Activities The procedures for initial assessment activities for youth will be the same as those for adults. • b) Enrollment Procedures in Coordination with Assessment Process The procedures for enrollment in coordination with assessment for youth are the same as the procedures for adults. c) Enrollment Procedures 1) In-School Youth Enrollment procedures for the in-school youth will follow the same procedures developed for adults. 2) Out-of-School Youth Enrollment procedures for the out-of-school youth will follow the same procedures developed for adults. • 3. Objective Assessment This process will be the same as the objective assessment process established for the adults. 35 960821 4. Individual Service Strategy a) Assessment Methods and Instruments This procedure will be the same as the ISS procedure established for the adults. b) Progress Review(s) and Uodate(s) Procedure Progress review(s) and update(s) procedures for youth will be the same as those established for adults. 3. Development of ISS a) In-School The development of ISS for in-school youth will be the same as that for adult participants. b) Out-of-School The development of ISS for out-of-school youth will be the same as that for adult participants. 5. Authorized Services a) Direct Training Basic Education and Remediation 1) Services to be Provided Basic education and remedial activities will be strongly encouraged for participants who lack a high school diploma, GED, or the basic skills needed for employment. These activities will usually be conducted in conjunction with other planned activities. Participants lacking a high school education will be enrolled in GED/ABE classes or remedial activities. These are activities are provided by Aims Community College, local school districts, tutorial programs, and/or the programs available through the learning lab at Weld County Employment Services. 36 960821 2) Involving Labor Organizations in the Provision of Services It is not anticipated that labor organizations will be involved in the delivery of basic education and remedial services. 3) Estimated Duration of Services It is estimated that the average duration for Basic Education will be 6 months. 4) Estimated Cost per Participant It is estimated that the average cost per participant is $720.00. 5) Competency Levels to be Achieved The competency level to be achieved include a GED, a basic education competency, or remediation to a level which will provide the participant the skills needed to obtain the stated employment goal. 6) Procedures for Evaluation of Progress for Achieving Competencies Case Managers will monitor the progress of participants on a biweekly basis. Documents monitoring the progress will be dependent upon who delivers the service. For example, if the participant is attending GED classes at Aims Community College, the case manager will document progress in the log notes after discussion with the teacher. If the participant is in the learning lab, weekly progress and attendance forms are provided to the case manager. If the participant is receiving remedial instruction from the local school district, bi-weekly reports from the school will obtained regarding the participants progress. 7) Tracking Hours of Participation At the beginning of classes, the case manager will determine the schedule for attending this activity. For example, if the class meets two times per week, for three hours per day, and the participant is scheduled for 24 weeks, the case manager will note 144 training hours. At the end of the scheduled activity, the case manager will ask the participant how many hours were not attended. 37 960821 The number of actual participation hours will then be determined for that • segment. If the competency level or GED is not attained, then the same process will follow and the total hours will be adjusted. At the termination of the activity, the case manager will total all hours and enter the actual hours into the record. Occupational Skill Training 1) Services to be Provided Occupational Skill Training may be provided to youth and is designed to provide youth specific training in entry level occupations. The training may be obtained through either vocational training or vocational education classes available at high schools, or job specific training at a public or private work sites. Participants will be selected for this activity based on needs identified in the objective assessment and documented in the ISS, and the availability of the training. This component is designed to provide a job specific competency. A Job Specific Training Outline provides for the pre- and post-assessment of the training. Objectives are based on the vocational skills to be learned, tools and materials to be used, basic education required and the planned outcomes of the training. The youth will be assessed continually during the training. The training will be considered effective if the youth demonstrates an 80% proficiency level of the criteria outlined in the Job Specific Training Outline, as determined by the on-site observation of performance by the instructor of the training. The effectiveness of this training is based on the attainment of specific skills which will assist the youth obtain employment. Occupational skill training will provide participants with specific occupational skills. Participants are selected for this activity based on their objective assessment, ISS, availability of employment in the skill area, the probability of receiving a self-sufficient wage when employed, • and the client's interest in completing training. 2) Involving Labor Organizations in the Provisions of Services It is not anticipated that labor organizations will be involved in the delivery of occupation skill training. If a specific labor organization develops an 38 960821 occupation skill training program which meets the labor market and client needs, the program would be considered. 3) Estimated Duration of Services It is estimated that the average duration for this activity is one year. If the job specific training is to be conducted at a public or private work site, the average duration of this activity will be 250 hours. 4) Estimated Cost per Participant It is estimated that the average cost per participant is $1,520. 5) Competency Levels to be Achieved The competency level to be achieved includes a job specific skills competency and/or training in a vocational area which is needed for the stated employment goal. 6) Procedures for Evaluation of Progress for Achieving Competencies Case managers will monitor the progress of participants on a monthly basis. Documents monitoring the progress will include semester grades or monthly monitoring reports, depending upon who delivers the service. Progress for training conducted at work sites will be monitored though bi- weekly time sheets which include an evaluation by the job site supervisor. 7) Tracking Hours of Participation At the beginning of classes, the case manager will determine the schedule for attending this activity. For example, if the class meets two times per week, for three hours per day, and the participant is scheduled for 24 weeks, the case manager will note 144 training hours. At the end of the scheduled activity, the case manager will ask the participant how many hours were not attended. The number of actual participation hours will then be determined for that segment. If the competency level or required training is not attained, then the same process will follow and the total hours will be adjusted. At the termination of the activity, the case manager will total all hours and enter the actual hours into the record. For training conducted at a work site, the bi-weekly time sheets will be used to track actual hours of participation. 39 960821 On-the-Job Training 1) Services to be Provided The services to be provided for youth will be the same as those established for adults. Weld County assures that OJT contracts developed for youth will be for a wage which is equal to or greater than the average adult placement wage for the previous program year. 2) Involving Labor Organizations in the Provisions of Services Labor organizations will be involved in the in the on-the-job training process when a union organization is involved. 3) Estimated Duration of Services The On-the-Job training activity will not exceed 6 months. The duration of the OJT is determined by a formula which is described in the adult section of this plan. 4) Estimated Cost per Participant It is estimated that the average cost per participant is $3,500. 5) Competency Levels to be Achieved The competency level to be achieved include a job specific skills competency and skills training as identified in the employer training plan. 6) Procedures for Evaluation of Progress for Achieving Competencies The procedures for evaluation of progress for achieving competencies are the same as those established for the adults. 7) Tracking Hours of Participation The hours of participation will be tracked on the employer reimbursement form and time sheet. 40 960821 Work Experience 1) Services to be Provided The primary objectives of the youth limited work experience are: . Assist the near-job ready to enter the world of work . Develop occupational skills, job specific skills, and good work habits for competency attainment in pre-employment work maturity and/or job specific skills . Assist the participant in obtaining permanent unsubsidized employment These objectives are accomplished through work placements in the public sector. All participants enrolled in the work experience activity will participate in other training programs. These may include vocational/occupational training, basic skills training, pre-employment work maturity training, etc. The In-School Program will target rural youth for limited work experience. This is due to the limited amount of placements which can occur in the private sector in rural areas. Welfare youth who are heads of households will be targeted for limited work experience as modeled for the adult work experience component. The cost and length of participation for these youth will be the same as for the adults. All youth may receive a competency for successful work experience and attainment levels if an unsubsidized job is not obtained. The effectiveness of this activity is the attainment of skills necessary for employment. Work experience will follow the limits and guidelines set forth in § 627.245, and combined wages may be paid if classroom training is work- based and linked to the occupation skills training provided in the work experience component. If wages are paid for classroom training, justification will be based on need and documented in the participants file. Not all work experience will be full time, nor will all combined programs be paid wages. 2) Involving Labor Organizations in the Provisions of Services Labor organizations will be involved in the development and delivery of work experience when appropriate. 41 960821 3) Estimated Duration of Services The work experience activity for youth will not exceed 6 months or 499 hours as outlined in the Amendments for adults. 4) Estimated Cost per Participant It is estimated that the average cost per participant is $2,000. 5) Competency Levels to be Achieved The competency level to be achieved include a job specific skills competency training as identified in the work experience outline, and/or vocational skill attainment with combined vocational training. 6) Procedures for Evaluation of Progress for Achieving Competencies Case managers will monitor the progress of participants on a monthly basis. Documents monitoring the progress will include employee time sheets which include an employer evaluation and progress reports. 7) Tracking Hours of Participation The hours of participation will be tracked on the employee time sheet and the methods discussed in the occupational training section. Case Management and Counseling Services 1) Services to be Provided The section is covered in the adult section of this plan. 2) Involving Labor Organizations in the Provisions of Services Not applicable. 3) Estimated Duration of Services Case management and counseling will occur from the time of enrollment until the time of termination. 42 960821 4) Estimated Cost per Participant It is estimated that the average cost per participant is $500. This cost includes the time spent in the development and implementation of other specific training activities. 5) Competency Levels to be Achieved Not applicable. 6) Procedures for Evaluation of Progress for Achieving Competencies Not applicable. 7) Tracking Hours of Participation The hours of participation for this activity will be not be tracked unless guidance is provided by GJTO. Training to Develop Marketable Work Habits 1) Services to be Provided To help individuals obtain and retain employment, activities in the training category of Training to Develop Marketable Work Habits will include: education to work transition, entrepreneurial training, advanced career training, vocation exploration. work habit development, and competency development. The Pre-employment/Work Maturity activity is designed to assist participant's in gaining skills to become better prepared to enter the labor market. Participants who are job ready may obtain unsubsidized employment during this activity. Others will become more aware of the skills they need to become job ready, and will be given the opportunity to gain those skills necessary for seeking and obtaining employment. Basic job seeking skills training includes: anticipating job prospects, identifying job information sources, demonstrating viable job application techniques (resume writing, letters of introduction, etc.), determining appropriate dress and behavior for a job interview, demonstrating good safety skills, etc. • 43 • 960821 All youth will enter and complete all or part of the pre-employment/work maturity competency activity if assessed as needing this activity. This will encourage participants to: seek employment, when appropriate; attend interviews; and become familiar with job settings. This activity is used in conjunction with the pre-employment work maturity competency area. The effectiveness of this activity is measured by the attainment of job seeking and job holding skills to assist in the obtainment of employment. Youth Competency Program The Weld County Private Industry Council approved the Competency Program Plan for Employment Services (Weld County Service Delivery Area) in April, 1990. The Competency Program Plan was developed to meet the federal requirements for a sufficiently-developed youth competency system. A summary of the competency activities is as follows: Pre-Emaloyment/Work Maturity Competency for Youth Pre-employment/work maturity competencies are provided to youth who are assessed as needing competency assistance in a minimum of five of the eleven core competency areas. Youth may achieve the competency through participation in classroom activities, work related activities, seminars, etc. The completion of a pre-employment/work maturity activity is self-paced and is dependent upon the youth's successful completion of each core competency area. It is anticipated that most youth will need approximately 12 to 24 hours of classroom or individual instruction. In addition to classroom activity, youth may also achieve a pre- employment competency through exposure to employment through work experience or Limited Internship activities. The benchmark and standards to achieve a competency for pre- employment/work maturity are covered in the Competency Program Plan. 44 960821 Basic Education Skills The basic education skills (remediation) competency is designed to encourage youth to increase competency levels in math, reading, and language arts. Remediation activities are individualized and self-paced. Remedial activities will be conducted either by local school districts, Aims Community College, or computer-assisted instruction at the Employment Services learning lab and will be in the areas of math, reading, and language arts. Competency levels are attained through competency lessons identified through the instruction modules and pre- and post-testing. Job Specific Competency The Job Specific Competency Program is designed to provide youth with specific training in entry level occupations. The training may be obtained through vocational training, through work experience or Limited Internship work site placements, or a vocational education class. The work experience activity is discussed in it's respective section as are the associated costs. The vocational training class will be paid on a tuition basis. 2) Involving Labor Organizations in the Provisions of Services When appropriate, labor organizations will be involved in the development and delivery of training to develop marketable work habits. 3) Estimated Duration of Services The length of training to develop marketable work habits will vary, depending upon individual need. This component is designed to be flexible and assist participants who, for what ever reason, do not participate in work experience, OJT or a basic classroom training structure, but may need a combination of activities with some enhancement. 4) Estimated Cost per Participant It is estimated that the average cost per participant is $1,000. 45 960821. 5) Competency Levels to be Achieved The competency level to be achieved includes a job specific skills training as identified in the training plan developed by the case manager and participant. 6) Procedures for Evaluation of Progress for Achieving Competencies The evaluation of competencies has been discussed in previous sections. 7) Tracking Hours of Participation The hours of participation will be tracked on the employee time sheet and the methods discussed in occupational training. Other Entry Employment Experiences 1) Services to be Provided The Employment Services may offer other entry employment experience programs to youth enrollees. These may include a cooperative education program that coordinate educational programs with work in the private sector, or limited internships in the private sector which will provide on-site exposure to work and the requirements for successful job retention. Employment Services may also offer a school to-work transition program offering pre-employment skills training, entry employment experience, and remediation activities for youth who are seniors in an alternative high school. The cost and duration for these programs will be the same as for similar activities already discussed. 2) Involving Labor Organizations in the Provisions of Services Labor organizations will be involved in the development and delivery of limited internships when appropriate. 3) Estimated Duration of Services The limited internships will not exceed 500 hours as outlined in the Amendments, and are generally limited to 250 hours 4) Estimated Cost per Participant It is estimated that the average cost per participant is $1,200. 46 9608.21 5) Competency Levels to be Achieved The competency level to be achieved include a job specific skills competency as outlined in the job specific training outline, and/or vocational skill attainment with combined vocational training. 6) Procedures for Evaluation of Progress for Achieving Competencies Case managers will monitor the progress of participants on a bi-monthly basis. Documents monitoring progress will include employee time sheets which include an evaluation by the site supervisor and progress reports. 7) Tracking Hours of Participation The hours of participation will be tracked on the employee time sheet and the methods discussed in the occupational training section. Advanced Career Training 1) Services to be Provided The advanced Career training activity will be provided to participants who need additional training in their career to obtain a job. This will primarily be used for those individuals who for what ever reason have not been able to obtain employment in their choice of occupational areas. These individuals are expected to have some skill level but need enhanced training. 2) Involving Labor Organizations in the Provisions of Services Labor organizations will be involved in the development and delivery of advance career training when appropriate. 3) E t;imated Duration of Services It is expected that the advance career training activity will last one year. 4) Estimated Cost per Participant It is estimated that the average cost per participant is $2,000. 47 • 960821 5) Competency Levels to be Achieved The competency levels to be achieved include a job specific skills training as identified in the advance career training outline and/or vocational skill attainment with combined vocational training. 6) Procedures for Evaluation of Progress for Achieving Competencies The evaluation of competencies has been discussed in previous sections. 7) Tracking Hours of Participation The hours of participation will be tracked on the employee time sheets, documentation in client fifes, and/or the methods discussed on occupational training. b) Training Related and Supportive Services Training related and supportive services will be established and provided to youth participants in the same method that they are provided to adult participants. c) Additional Service/Requirements 1) Assurance of Additional Services The Weld County SDA assures that work experience, job search assistance, job search skills training, and job club activities shall be accompanied by additional services designed to increase the basic education or occupational skills of a participant. Services provided to the participant shall be documented as appropriate in the ISS. 2) Extended Counseling and Supportive Services To assist the participant in retaining or obtaining employment, the Weld County SDA will provide some post-termination services which may include counseling and minimal supportive services for up to one year. 48 9608.21 3) Mandatory School Enrollment for Youth under 18 years of age In order to participate in a program, Weld County assures that an individual who is a dropout under the age of eighteen (18) will be required to enroll in and attend a school, course, or program, except during interim periods. To meet this requirement the Weld County SDA will offer, at a minimum, two options which will include enrollment into a GED class or attendance at Aims Community College. 4) Additional Services to Enhance Basic Education/Occupational Skills The Weld County SDA assures that pre-employment and work maturity skills training shall be accompanied by either work experience or other additional services designed to increase the basic education or occupational skills of the participant. 5) 50% Out-of-School Enrollment Requirement Weld County assures that 50% of the total youth enrollment shall be out- of-school youth. Weld County SDA does not plan to fund school wide projects. d) Youth Incentive/Bonus Payment The Weld County SDA will not offer youth participants incentive/bonus payments. 1) Formula/Procedure Nor applicable. 2) Describe Application of Formula on an Individual Basis Not applicable. 49 960821 e) In-School Youth 1) Linkages Weld County currently has linkages with local education agencies to enhance the delivery of services to in-school youth. Non-financial agreements have been entered into to ensure that procedures are established for the referral of in-school youth to JTPA programs. Notification of JTPA staff when students drop pout of school is covered in these agreements. Additionally, these agreements outline arrangements with the educational agencies for services for in-school and out-of-school youth. The majority of the school districts work with Employment Services through the In-School Program. The districts assist in the recruitment and outreach for eligible youth. Special linkages have been developed with the Greeley Dream Team Talent Search Program, and the Colorado State University Educational Opportunity Center, Talent Search and Upward Bound Programs to assist youth in accessing services. Additionally, these linkages assist in outreach and recruitment efforts as well as provide effective alternatives in working with youth in educational counseling and planning. 2) School-wide Projects Weld County does not plan to fund school-wide projects. 6. Participation and Termination Summary The participation and termination Summary is located as Attachment 22. 50 960821 Attachment 1 - EXECUTIVE SUMMARY I. Service Delivery Area: Weld County Service Delivery Area II. Program Year 1996 Allocation: $216,214.00 % Change from PY 95: -36.96% III. Number to be served Title II-A Title II-C New Participants 68 16 Carry-in Participants 30 14 IV. Title II-A Title II-C Projected carry-in funds $44,199.00 $11 ,599.00 V. Title II-A Title II-C Cost per Participant Served: $2.000 $1,400 Cost per Participant Placed: $2,648 VI. Additional Barrier for Eligibility: II-A Single Parent II-C In-school At risk of dropping II-C Out-of-school At risk of not succeeding Out of school In employment VII. Narrative Summary: The Weld County Board of Commissioners administers all employment and training programs through the Weld County Division of Human Services. Employment and training programs are delivered through Employment Services of Weld County, a major department of the Weld County Division of Human Services. The Weld County Private Industry Council shares oversight and planning responsibilities for the delivery of all services through Employment Services. In this capacity, the Weld County Private Industry Council joins with the Board of Weld County Commissioners in the development of goals and objectives, system design, and the monitoring and evaluation of program activities. 360821 Attachment 1 Page 2 Of 2 The Weld County Private Industry Council and the Board of Weld County Commissioners continue to support a single delivery system which results in both cost efficiency and a customer responsive structure for both applicants and employers. The Weld County Private Industry Council and the Board of Weld County Commissioners focus the design of programs on long term goals which include the coordination, integration, and non-duplication of services as a criteria. This process results in shared costs and closer coordination between agencies, and emphasizes quality services for adults and youth. Employment Services of Weld County is a unique system which administers the programs and activities of the Colorado Job Service, Job Training Partnership Act (JTPA), and other employment, training, and support programs. Employment Services also delivers, through contractual agreement with the Weld County Department of Social Services, the employment, training, and related support activities of the Job Opportunities and Basic Skills (JOBS) Program and the Employment First, Food Stamp Job Search Program. By structuring all programs under one administrative entity, costs savings, non-duplication of services, and a better delivery of services to participants (both applicants and employers) are realized. Private sector involvement has and continues to be a major emphasis-in the design and delivery of employment and training services in Weld County. The Weld County Private Industry Council, through its various planning committees and Employment Services, will continue to emphasize quality in employment and training activities and programs. The youth programs operated by Employment Services are challenged to meet the needs of thirteen (13) school districts within Weld County with continuing shrinking funding. The majority of these school districts are rural and, therefore, Employment Services will provide minimal services in the rural schools due to the decrease in funding. • 960821 Attachment 2 Page 1 ANALYSIS OF SERVICE LEVELS TOA SUBSTANTIAL SEGMENTS AND 5 6 HARD-TO-SERVE INDIVIDUALS ADULT 2 3 4 Substantial Total# %Eligible Estimated Estimated Estimated Estimated Segments Eligible Population #Served %Served #Employed %Employed Population Male 12.835 49% 63 49% 28 49% Female 13,359 51% 65 51% 29 51% 14-15 908 3.5% 4 3% 0 0% 16-21 2,391 9% 60 23% 12 21% 22-54 11,819 45% 63 77% 45 79% 55+ — — — — White 12,385 49% 63 49% 28 49% Black 261 1% 1 1% 1 1% Hispanic 12,573 48% 61 48% 28 49% American Indian Alaskan Native 261 1% 1 1% 1 1% AsianiPacific Islander 261 1% 1 1% 0 0% Other Hard-to-Serve Total# %Eligible Estimated Estimated Estimated Estimated Populations Eligible Population #Served %Served #Employed %Employed (Section 203 8 263) Population Teen Parents "' Vii'" — — _ __ Welfare Recipients Fsi ^ % 55 56% 23 51% School Dropouts - , "`'y� ;''` 22 22%iaan 10 22% Homeless , �: �� .. ,�ig 2 2% 1 1% Veterans :�` 7 7% 3 7% Basic Skills w: Deficient 22 22% 9 20% Substance Abusers " ` ;� 1 1% 1 1% Runaway sn. a ^ '''� — — _ _ Other(Specify) . c r Single Parent �.Y 3sua:tt 4SL' .7.7.;a 32 33% 14 30% Data Sources and Time Periods:Colorado Department of Labor Preliminary Planing Information 1996. 960821 Attachment 2 - Page 2 ANALYSIS OF SERVICE LEVELS TO SUBSTANTIAL SEGMENTS AND HARD-TO-SERVE INDIVIDUALS 2 vaunt 3 I 4 I 5 I 6 Substantial Total# %Eligible Estimated Estimated Estimated Estimated Segments Eligible Population #Served %Served #Employed % Eloed Population Male 12,835 49% 63 49% 28 49% Female 13,359 51% 65 51% 29 51% 14-15 908 3.5% 4 3% 0 0% 16-21 2,391 9% 60 23% 12 21% 22-54 11,819 45% 63 77% 45 79% 55+ _ -- — White 12,385 49% 63 49% 28 49% Black 261 1% 1 1% I 1% Hispanic 12,573 48% 61 48% 28 49% Amencan Indian Alaskan Native 261 1% 1 1% 1 1% Asian'Pacific Islander 261 1% 1 1% 0 0% Other Hard-to-Serve Total# %Eligible Estimated Estimated Estimated Estimated Populations Eligible Population #Served %Served #Employed %Employed (Section 203&263) Population � :e" Teen Parents " ' I' .1,6 ""`"5 9% Welfare Recipients Y aw. 6 21% 2 20% School Dropouts ,.. .3 z" 11 36%" 4 35% atrwR Homeless t " '? w _ _ _ _en:TMVeterans ..FN / '>''z itfoiVatiiltqBasic Skills < s ' Deficient „' �r ` �;"�b 9 31% 4 30% Substance Abusers ^;G'?-- �. %k 1 1% 1 1% Runaway der."% ii"' 1 2% 1 1% Other(Specify) v G" At Risk 3 11% 1 11% e%#55 a`e Z y,.4 Data Sources and Time Periods: Colorado Department of Labor Preliminary Planing Information 1996. 96082 Attachment 3 nor TITLE IIA ADULT PY96 Key:2APLN96 on 05/06/96 at 4:08 PM A. Service Delivery Area's Name B. SDA Number PY94 JTPA Performance Standards Worksheet - C. Performance Period D. Type of Standard Date E. Performance Measure ( I Plan Calculated Follow-um Employment Rate (Adult) I I Recalculated F. LOCAL FACTORS G. SDA FACTOR H. NATIONAL I. DIFFERENCE J. WEIGHTS K. EFFECT OF LOCAL VALUES AVERAGES (G MINUS H) FACTORS ON PERFORMANCE EXPECTATIONS, (I TIMES J) 1. % Female 51.72 61.80 -10.08 -0.0560 0.56425 2. Y. Age 30 to 54 65.52 55.30 10.22 -0.0980 -1.00129 3. % Age 55 and Above 0.00 2.90 -2.90 -0.1180 0.34220 4. % Dropout 13.79 21.60 -7.81 -0.0840 0.65578 5. % Post High School Attendee 37.93 27.60 10.33 0.0660 0.68185 6. % All Minority 51.72 36.60 15.12 -0.0620 -0.93770 7. % Disability 20.69 10.60 10.09 -0.0900 -0.90807 8. % Offender 5.17 9.10 -3.93 -0.0570 0.22387 9. % Read Skills Below 7th Grade 6.90 15.50 -8.60 -0.0320 0.27531 10. % Lacks Significant Work History 39.66 28.00 11.66 -0.0590 -0.68766 11. 7. Unemployed 15 Weeks or More 13.79 43.50 -29.71 -0.1030 3.05981 12. % Not In Labor Force 51.72 24.50 27.22 -0.1130 -3.07633 13. % Long-Term AFDC Recipient 51.72 13.80 37.92 -0.2340 -8.87425 14. % GA/RCA Recipient 0.00 4.30 -4.30 -0.0500 0.21500 '- % Veteran 6.90 10.80 -3.90 -0.1350 0.52697 Unemployment Rate 5.10 7.30 -2.20 -0.5160 1.13520 17. Employment in Manufacturing Mining and Agriculture 27.10 21.60 5.50 -0.0970 -0.53350 L. Total -8.34 M. NATIONAL DEPARTURE POINT 59.0 N. Model-Adjustea Performance Level (L + M) 50.7 0. Governor's Adjustment -3.5 P. SDA Performance Standard 47.2 96082" . For TITLE IIA ADULT PY96 Key:2APLN96 on 05/06/96 at 4:08 PM A. Service Delivery Area's Name B. SPA Mater PY94 JTPA Performance Standards Worksheet C. Performance Period D. Type of Standard Date E. Performance Measure C 3 Plan Calculated Follow-up Weekly Earnings (Adult) C ) RecalcuLated F. LOCAL FACTORS G. SDA FACTOR H. NATIONAL I. DIFFERENCE J. WEIGHTS K. EFFECT OF LOCAL VALUES AVERAGES (G MINUS N) FACTORS ON PERFORMANCE EXPECTATIONS, (I TIMES J) 1. % Female 51.72 61.80 -10.08 -0.4430 4.46361 2. % Age 55 and Above 0.00 2.90 -2.90 -0.7740 2.24460 3. % Dropout 13.79 21.60 -7.81 -0.2760 2.15470 4. % Post High School Attendee 37.93 27.60 10.33 0.6590 6.80815 5. % All Minority 51.72 36.60 15.12 -0.2650 -4.00790 6. % Disability 20.69 10.60 10.09 -0.5580 -5.63003 7. % Read Skills Below 7th Grade 6.90 15.50 -8.60 -0.3440 2.95959 8. % Lacks Significant Work History 39.66 28.00 11.66 -0.1440 -1.67834 9. % Homeless 1.72 1.70 0.02 -0.6020 -0.01453 10. % UC Claimant 13.79 14.10 -0.31 0.3610 -0.11079 11. % Unemployed 15 Weeks or More 13.79 43.50 -29.71 -0.2420 7.18907 12. Average Annual Earnings in Retail and Wholesale Trade (000) 16.10 15.80 0.30 3.7960 1.13880 13. % Families Below Poverty Level 10.60 10.40 0.20 -1.0280 -0.20560 t' Employment in Manufacturing Mining and Agriculture 27.10 21.60 5.50 0.4350 2.39250 15. Population Density (1000s/sq.m.) 0.03 0.70 -0.67 3.5820 -2.39994 16. Employee/Resident Worker Ratio 90.30 '97.20 -6.90 -0.5010 3.45690 L. Total 18.8 M. NATIONAL DEPARTURE POINT $ 245. N. Model-Adjusted Performance Level (L + M) S 264. 0. Governor's Adjustment $ -23. P. SDA Performance Standard $ 241. 960821 =or TITLE IIA ADULT PY96 <ey:2APLN96 on 05/06/96 at 4:08 PM A. Service Delivery Area's Name B. SDA amber PY94 JTPA Performance Standards Worksheet - C. Per-ormance Period D. Type of Standard Date E. Performance Measure C ) Plan Calculated Follow-up Welfare Employment Rate (Adult) ( ) Recalculated F. LOCAL FACTORS G. SDA FACTOR H. NATIONAL I. DIFFERENCE ;. WEIGHTS K. EFFECT OF LOCAL VALUES AVERAGES (G MINUS H) FACTORS'ON PERFORMANCE EXPECTATIONS, (I TIMES J) 1. % Female 80.95 82.30 -1.35 -0.1440 0.19406 2. % Dropout 19.05 25.70 -6.65 -0.0620 0.41245 3. % Post High School Attendee 52.38 23.70 28.68 0.0730 2.09371 4. % Alt Minority 66.67 42.70 23.97 -0.0260 -0.62313 5. % Offender 4.76 6.10 -1.34 -0.0880 0.11775 6. 7. Lacks Significant Work History 57.14 40.90 16.24 -0.0700 -1.13700 7. % Unemployed 15 or More Weeks 14.29 46.30 -32.01 -0.1030 3.29747 8. % Not In Labor Force 90.48 36.10 54.38 -0.1000 -5.43762 9. % Long-Term AFDC Recipient 42.86 40.40 2.46 -0.1500 -0.36857 10. % GA/RCA Recipient 0.00 10.70 -10.70 -0.1400 1.49800 11. Unemployment Rate 5.10 7.30 -2.20 -0.5140 1.13080 L. Total 1.18 M. NATIONAL DEPARTURE POINT 47.0 N. Model-Adjusted Performance Level (L + M) 48.2 0. Governor's Adjustment -5.0 P. SDA Performance Standard 43.2 960821 =or TITLE IIA ADULT PY96 Key:2APLN96 on 05/06/96 at 4:08 PM A. Service Delivery Area's Name B. SDA Number PY94 JTPA Performance Standards Worksheet C. Performance Period D. Type of Standard Date E. Performance Measure [ I Plan Calculated Follow-up Welfare Weekly Earnings (Adult) [ I Recalculated T. LOCAL FACTORS G. SDA FACTOR H. NATIONAL I. DIFFERENCE J. WEIGHTS C. EFFECT OF LOCAL VALUES AVERAGES (G MINUS H) FACTORS ON PERFORMANCE EXPECTATIONS, (I TIMES J) 1. % Female 80.95 82.30 -1.35 -0.6420 0.86518 2. % Age 30 and Above 52.38 50.10 2.28 -0.4440 -1.01274 3. % Dropout 19.05 25.70 -6.65 -0.2740 1.82275 4. % Post High School Attendee 52.38 23.70 28.68 0.4520 12.96379 5. % All Minority 66.67 42.70 23.97 -0.1780 -4.26607 6. % Read Skills Below 7th Grade 14.29 16.30 -2.01 -0.1740 0.35049 7. % Lacks Significant Work History 57.14 40.90 16.24 -0.0750 -1.21821 8. % Unemployed 15 or More Weeks 14.29 46.30 -32.01 -0.1700 5.44243 9. 7. Long-Term AFDC Recipient 42.86 40.40 2.46 -0.1190 -0.29240 10. Average Annual Earnings in Retail and Wholesale Trade (000) 16.10 15.80 0.30 2.9690 0.89070 11. % Families Below Poverty Level 10.60 10.40 0.20. -0.9730 -0.19460 12. Employment in Manufacturing Mining and Agriculture 27.10 21.60 5.50 0.2960 1.62800 Population Density (1000s/sq.m.) 0.03 0.70 -0.67 5.3140 -3.56038 Employee/Resident Worker Ratio 90.30 97.20 -6.90 -0.4200 2.89800 L. Total 16.3 M. NATIONAL DEPARTURE POINT $ 223. N. Model-Adjusted Performance Level (L + M) S 239. 0. Governor's Adjustment S -22. P. SDA Performance Standard $ 217. 960821 For TITLE IIA ADULT PY96 Key:2APLN96 on 05/06/96 at 4:08 PM ,. Service Delivery Area's Name B. WA Number PY94 JTPA Performance Standards Worksheet C. Performance Period D. Type of Standard Date E. Performance Measure E ) Plan Calculated Entered Employment Rate (Youth) ( ) Recalculated F. LOCAL FACTORS G. SDA FACTOR H. NATIONAL I. DIFFERENCE J. WEIGHTS K. EFFECT OF LOCAL VALUES AVERAGES (0 MINUS H) FACTORS ON PERFORMANCE EXPECTATIONS, (I TIMES J) 1. 9. Female 0.00 53.30 -53.30 -0.0610 3.25130 2. Y. 14-15 Years Old 0.00 15.20 -15.20 -0.2140 3.25280 3. % Full-time Student 0.00 50.20 -50.20 -0.2190 10.99380 4. Y. Dropout 0.00 25.40 -25.40 -0.1620 4.11480 5. Y. Post-High School Attendee 0.00 4.80 -4.80 0.3050 -1.46400 6. % All Minority 0.00 45.40 -45.40 -0.0590 2.67860 7. % Disability 0.00 19.80 -19.80 -0.0470 0.93060 8. % Offender 0.00 7.30 -7.30 -0.0610 0.44530 9. % Read Skills Below 7th Grade 0.00 31.60 -31.60 -0.0950 3.00200 10. X AFDC Recipient 0.00 25.60 -25.60 -0.0770 1.97120 11. X GA/RCA Recipient 0.00 2.50 -2.50 -0.1950 0.48750 12. Unemployment Rate 5.10 7.30 -2.20 -0.8730 1.92060 13. Average Annual Earnings in Retail and Wholesale Trade (000) 16.10 15.80 0.30 0.3030 0.09090 L. Total 31.68 M. NATIONAL DEPARTURE POINT 41.0 N. Model-Adjusted Performance Level (L * M) 72.7 0. Governor's Adjustment -8.6 P. SDA Performance Standard 64.1 960821 =or TITLE IIA ADULT PY96 Key:2APLN96 on 05/06/96 at 4:08 PM A. Service Delivery Area's Name 8. SOA Number PY94 JTPA Performance Standards Worksheet C. Performance Period D. Type of Standard Date E. Performance Measure C I Plan Calculated Employability Enhancement Rate (Youth) C I Recalculated F. LOCAL FACTORS G. SDA FACTOR H. NATIONAL I. DIFFERENCE J. WEIGHTS K. EFFECT OF LOCAL VALUES AVERAGES (G MINUS H) FACTORS ON PERFORMANCE EXPECTATIONS, (I TIMES J) 1. 7. 14-15 Years Old 0.00 15.20 -15.20 0.1030 -1.56560 2. % Full-time Student 0.00 50.20 -50.20 0.2820 -14.15640 3. % All Minority 0.00 45.40 -45.40 -0.0450 2.04300 4. % Disability 0.00 19.80 -19.80 -0.0470 0.93060 5. 7. Not In Labor Force 0.00 58.80 -58.80 0.1790 -10.52520 6. % AFDC Recipient 0.00 25.60 -25.60 -0.0710 1.81760 7. % GA/RCA Recipient 0.00 2.50 -2.50 -0.1490 0.37250 8. Employment in Manufacturing Mining and Agriculture 27.10 21.60 5.50 -0.1800 -0.99000 L. Total -22.07 M. NATIONAL DEPARTURE POINT 40.0 N. Model-Adjusted Performance Level (L M) 17.9 0. Governor's Adjustment -2.6 P. SDA Performance Standard 15.3 960821 car TITLE 1IA ADULT PY96 Key:2APLN96 on 05/06/96 at 4:08 PM A. Service Delivery Area's Name B. SDA Number • PY94 JTPA Performance Standards Worksheet C. Performance Period D. Type of Standard Date E. Performance Measure ( I Plan Calculated Entered Employment Rate (Adult) ( I Recalculated F. LOCAL FACTORS G. SDA FACTOR H. NATIONAL I. DIFFERENCE J. WEIGHTS K. EFFECT OF LOCAL VALUES AVERAGES (0 MINUS H) FACTORS ON PERFORMANCE EXPECTATIONS, (I TIMES J) 1. X Female 51.72 61.80 -10.08 -0.2200 2.21669 2. 7. Age 30 and Above 65.52 58.20 7.32 -0.1400 -1.02441 3. % Dropout 13.79 21.60 -7.81 -0.1620 1.26472 4. % Post High School Attendee 37.93 27.60 10.33 0.0680 0.70251 5. % All Minority 51.72 36.60 15.12 -0.0230 -0.34786 6. % Lacks Significant Work History 39.66 28.00 11.66 -0.0890 -1.03731 7. °L Unemployed 15 Weeks or More 13.79 43.50 -29.71 -0.0290 0.86150 8. 7. Not In Labor Force 51.72 24.50 27.22 -0.0580 -1.57900 9. % Long-Term AFDC Recipient 51.72 13.80 37.92 -0.1770 -6.71257 10. % GA/RCA Recipient 0.00 4.30 -4.30 -0.1770 0.76110 11. . Veteran 6.90 10.80 -3.90 -0.1480 0.57771 12. unemployment Rate 5.10 7.30 -2.20 -0.8480 1.86560 L. Total -2.45 M. NATIONAL DEPARTURE POINT 58.3 N. Model-Adjusted Performance Level (L + M) 55.8 0. Governor's Adjustment -7.2 P. SDA Performance Standard 48.6 960821 For TITLE I1A ADULT PY96 Key:2APLN96 on 05/06/96 at 4:08 PM A. Service Delivery Area's Name 8. SDA Number PY94 JTPA Performance Standards Worksheet . C. Performance Period D. Type of Standard Date E. Performance Measure I I Plan Calculated Follow-up Weeks Worked (Adult) I I Recalculated F. LOCAL FACTORS G. SDA FACTOR H. NATIONAL I. DIFFERENCE J. WEIGHTS K. EFFECT OF LOCAL VALUES AVERAGES (G MINUS H) FACTORS ON PERFORMANCE EXPECTATIONS, (I TIMES J) 1. % Female 51.72 61.80 -10.08 -0.0050 0.05038 2. % Age 30 and Above 65.52 58.20 7.32 -0.0150 -0.10976 3. % Dropout 13.79 21.60 -7.81 -0.0130 0.10149 4. % Post High School Attendee 37.93 27.60 10.33 0.0070 0.07232 5. % All Minority 51.72 36.60 15.12 -0.0080 -0.12099 6. % Disability 20.69 10.60 10.09 -0.0100 -0.10090 7. % Lacks Significant Work History 39.66 28.00 11.66 -0.0110 -0.12821 8. % UC Claimant 13.79 14.10 -0.31 0.0100 -0.00307 9. % Unemployed 15 Weeks or More 13.79 43.50 -29.71 -0.0090 0.26736 10. % Not In Labor Force 51.72 24.50 27.22 -0.0110 -0.29947 11. % Long-Term AFDC Recipient 51.72 13.80 37.92 -0.0320 -1.21357 12. % Veteran 6.90 10.80 -3.90 -0.0090 0.03513 13. Unemployment Rate 5.10 7.30 -2.20 -0.0660 0.14520 14. Employment in Manufacturing Mining and Agriculture 27.10 21.60 5.50 -0.0080 -0.04400 L. Total -1.35 ' M. NATIONAL DEPARTURE POINT 7.8 N. Model-Adjusted Performance Level (L + M) 6.5 0. Governor's Adjustment -0.3 P. SDA Performance Standard 6.2 • 960821 For TITLE IIA ADULT PY96 Key:2APLN96 on 05/06/96 at 4:08 PM A. Service Delivery Area's Name B. SOIL Nutter PY94 JTPA Performance Standards Worksheet C. Performance Period 7. Type of Standard Date E. Performance Measure I ] Plan Calculated Average Wage at Placement (Adult) I I Recalculated F. LOCAL FACTORS G. SOA FACTOR H. NATIONAL I. DIFFERENCE J. WEIGHTS K. EFFECT OF LOCAL VALUES AVERAGES (G MINUS H) FACTORS ON PERFORMANCE EXPECTATIONS, (I TIMES J) 1. % Female 51.72 61.80 -10.08 -0.0032 0.03224 2. % Age 55 and Above 0.00 2.90 -2.90 -0.0049 0.01421 3. % Dropout 13.79 21.60 -7.81 -0.0098 0.07651 4. % Post High School Attendee 37.93 27.60 10.33 0.0110 0.11364 5. % Alt Minority 51.72 36.60 15.12 -0.0057 -0.08621 6. % Disability 20.69 10.60 10.09 -0.0064 -0.06457 7. % Offender 5.17 9.10 -3.93 -0.0061 0.02396 8. % Read Skills Below 7th Grade 6.90 15.50 -8.60 -0.0065 0.05592 9. % Homeless 1.72 1.70 0.02 -0.0139 -0.00034 10. % UC Claimant 13.79 14.10 -0.31 0.0140 -0.00430 11. % Unemployed 15 Weeks or More 13.79 43.50 -29.71 -0.0029 0.08615 12. Average Annual Earnings in Retail and Wholesale Trade (000) 16.10 15.80 0.30 0.1011 0.03033 13. % Families Below Poverty Level 10.60 10.40 0.20 -0.0354 -0.00708 14 Population Density (1000s/sq.m.) 0.03 0.70 -0.67 0.1165 -0.07806 Employee/Resident Worker Ratio 90.30 97.20 -6.90 -0.0115 0.07935 L. Total 0.272 M. NATIONAL DEPARTURE POINT S 6.20 N. Model-Adjustea Performance Level (L * M) $ 6.47 0. Governor's Adjustment $ -0.27 P. SDA Performance Standard , $ 6.20 960821 For TITLE IIA ADULT PY96 Key:2APLN96 on 05/06/96 at 4:08 PM A. Service Delivery Area's Name B. SDA Number PY94 JTPA Performance Standards Worksheet C. Performance Period D. Type of Standard Date E. Performance Measure El Plan Calculated Cost Per Entered Employment (Adult) C ) Recalculated F. LOCAL FACTORS G. SDA FACTOR H. NATIONAL I. DIFFERENCE J. WEIGHTS K. EFFECT OF LOCAL VALUES AVERAGES (G MINUS H) FACTORS ON PERFORMANCE EXPECTATIONS, (I TIMES J) 1. % Female 51.72 61.80 -10.08 41.0000 -413.11038 2. % Unemployed 15 Weeks or More 13.79 43.50 -29.71 10.0000 -297.06897 3. % Not In Labor Force 51.72 24.50 27.22 20.8000 566.26202 4. % Veteran 6.90 10.80 -3.90 52.2000 -203.76003 5. Unemployment Rate 5.10 7.30 -2.20 195.5000 -430.10007 6. Average Annual Earnings in Retail and Wholesale Trade (000) 16.10 15.80 3.30 123.5000 37.05002 L. Total -740.7 M. NATIONAL DEPARTURE POINT $ 6149. N. Model-Adjusted Performance Level (L + M) $ 5408. 0. Governor's Adjustment $ -106. P. SDA Performance Standard S 5302. • 960821 For TILE IIA ADULT PY96 Key:2APLN96 on 05/06/96 at 4:08 PM A. Service Delivery Area's Name B. SDA Number PY94 JTPA Performance Standards Worksheet C. Performance Period D. Type of Standard Date E. Performance Measure C I Plan Calculated Welfare Entered Employment Rate (Adult) C I Recalculated F. LOCAL FACTORS G. SDA FACTOR H. NATIONAL I. DIFFERENCE J. WEIGHTS K. EFFECT OF LOCAL VALUES AVERAGES (G MINUS H) FACTORS ON PERFORMANCE EXPECTATIONS, (1 TIMES J) 1. % Female 80.95 82.30 -1.35 -0.2220 - 0.29917 2. % Dropout 19.05 25.70 -6.65 -0.2000 1.33048 3. % Post High School Attendee 52.38 23.70 28.68 0.0490 1.40537 4. % Lacks Significant Work History 57.14 40.90 16.24 -0.0600 -0.97457 5. % Unemployed 15 or More Weeks 14.29 46.30 -32.01 -0.1040 3.32949 6. % Not In Labor Force 90.48 36.10 54.38 -0.1160 -6.30764 7. % Long-Term AFDC Recipient 42.86 40.40 2.46 -0.0880 -0.21623 8. % GA/RCA Recipient 0.00 10.70 -10.70 -0.2130 2.27910 9. Unemployment Rate 5.10 7.30 -2.20 -0.8040 1.76880 L. Total 2.91 M. NATIONAL DEPARTURE POINT 47.0 N. Model-Adjusted Performance Level (L M) 49.9 0. Governor's Adjustment -8.5 P. SDA Performance Standard 41.4 960821 For TITLE ]IA ADULT PY96 Key:2APLN96 on 05/06/96 at 4:08 PM A. Service Delivery Area's Name 8. 50* Mar PY94 JTPA Performance Standards Worksheet C. Performance Period Type of Standard Date E. Performance Measure [ ] Plan Calculated Positive Termination Rate (Youth) C ] Recalculated F. LOCAL FACTORS G. SDA FACTOR H. NATIONAL I. DIFFERENCE J. WEIGHTS K. EFFECT OF LOCAL VALUES AVERAGES (0 MINUS H) FACTORS OR PERFORMANCE EXPECTATIONS, (I TIMES .1) 1. % 14-15 Years Old 0.00 15.20 -15.20 -0.0780 1.18560 2. 7. Full-time Student 0.00 50.20 -50.20 0.1190 -5.97380 3. Y. All Minority 0.00 45.40 -45.40 -0.0530 2.40620 4. Y. Disability 0.00 19.80 -19.80 -0.0520 1.02960 5. % Not In Labor Force 0.00 58.80 -58.80 0.0670 -3.93960 6. % AFDC Recipient 0.00 25.60 -25.60 -0.1650 4.22400 7. Unemployment Rate 5.10 7.30 -2.20 -0.3740 0.82280 8. Employment in Manufacturing Mining and Agriculture 27.10 21.60 5.50 -0.0870 -0.47850 L. Total -0.72 M. NATIONAL DEPARTURE POINT 68.9 N. Model-Adjusted Performance Level (L + M) 68.2 0. Governor's Adjustment -6.9 P. SDA Performance Standard 61.3 960821. °or TITLE IIA ADULT PY96 Key:2APLN96 on 05/06/96 at 4:08 PM A. Service Delivery Area's Name 8. SDA Number PY94 JTPA Performance Standards Worksheet C. Performance Period D. Type.of Standard Date E. Performance Measure C ] Plan Calculated Cost Per Positive Termination (Youth) I ] Recalculated F. LOCAL FACTORS G. SDA FACTOR H. NATIONAL :. DIFFERENCE J. WEIGHTS K. EFFECT OF LOCAL VALUES AVERAGES (G MINUS H) FACTORS ON PERFORMANCE EXPECTATIONS, (I TIMES J) 1. % Full-time Student 0.00 50.20 -50.20 -30.1000 1511.02002 2. % All Minority 0.00 45.40 -45.40 1.4000 -63.56000 3. % Disability 0.00 19.80 -19.80 4.7000 -93.05999 4. % Unemployed 15 or More Weeks 0.00 21.40 -21.40 4.8000 -102.72000 5. % AFDC Recipient 0.00 25.60 -25.60 3.6000 -92.16000 6. Unemployment Rate 5.10 7.30 -2.20 154.3000 -339.46005 7. Average Annual Earnings in Retail and Wholesale Trade (000) 16.10 15.80 0.30 36.6000 10.98001 8. % Families Below Poverty Level 10.60 10.40 3.20 -61.3000 -12.26005 L. Total 818.8 M. NATIONAL DEPARTURE POINT S 4427. N. Model-Adjusted Performance Level (L M) S 5246. 0. Governor's Adjustment $ 60. P. SDA Performance Standard S 5306. 960821 Attachment 4 COLORADO SERVICE DELIVERY AREA COORDINATION AGREEMENT The JTPA Reform Amendments require that provisions be made to coordinate particular aspects of the service delivery area program with other programs and service providers in the same labor market area. This coordination may include: A) Assessment of needs and problems in the labor market that form the basis for program planning. 8) Ensuring access by program participants in each service delivery area to skills training and employment opportunities throughout the entire labor market. C) Coordination or joint implementation of job development. placement, and other employer outreach activities. D) Agreements and contracts between service delivery areas to pay or share the cost of services. The Service Delivery Areas agree that coordination is accomplished utilizing the following methods and vehicles: 1) The Colorado Job Training Partnership Association has been formed, in part, to facilitate coordination and cooperation among the service delivery areas. 2) The Governor's Coordination and Special Services Plan addresses areas of coordination such as joint planning and coordinated services. 3) All service delivery areas share the labor market information developed by the Colorado Department of Labor and Employment for program planning. 4) Strategies for program implementation and administration are shared at various state and local "network" meetings, such as the Youth Coordinators Network, EDWAA Coordinators Network, MIS Coordinators Network, Older Workers Network, and Quarterly Fiscal meetings. • C4� CC 7 • /2//v 7 2 //74 Signature, SDA Director Date J • • 960821 Attachment 5 Page 1 LINKAGES Make notation in every cotumn that apoiies to SDA's linkage arrangement PROGRAMS UNDER: HAVE WRITTEN HAVE WRITTEN SDA PROVIDES SDA ACT/AGENCY FINANCIAL NON-FINANCIAL REFERRALS RECEIVES AGREEMENT AGREEMENT REFERRALS ADULT ED.ACT ✓ ✓ CARL D. PERKINS VOCATIONAL AND APPLIED TECH. EDUCATION ACT ✓ ✓ WAGNER-PEYSER ACT ✓ ✓ ✓ PART F OF TITLE IV OF SOCIAL SECURITY ACT x x EMPLOYMENT PROGRAMS ESTABLISHED UNDER SECTION 6(D)4 OF THE FOOD STAMP ACT ✓ NATIONAL APPRENTICESHIP ACT o REHABILITATION ACT OF 1973 TITLE V OF THE OLDER AMERICANS ACT OF 1965 ✓ ✓ CHAPTER 2 OF TITLE II OF THE TRADE ACT OF 1974 o STEWARD B. MCKINNEY HOMELESS ASSISTANCE ACT ✓ ✓ UNITED STATES HOUSING ACT OF 1937 NATIONAL LITERACY ACT OF 1991 ✓ ✓ PART B OF TITLE VI(THE JOB CORPS) ✓ ✓ ✓ = SDA has in place X = SDA is working on linkage O - Does not apply in this SDA 9608.2,1 Attachment 5 Page 2 LINKAGES Make notation in every column that applies to SDA's linkage arrangement PROGRAMS UNDER: HAVE WRITTEN HAVE WRITTEN SDA PROVIDES SDA ACT/AGENCY FINANCIAL NON-FINANCIAL REFERRALS RECEIVES AGREEMENT AGREEMENT REFERRALS PARTS A THROUGH D OF CHAPTER 1 OF TITLE I OF THE ELEMENTARY AND SECONDARY EDUCATION ACT OF 1965 / ✓ / INDIVIDUALS WITH DISABILITIES EDUCATION ACT / / ✓ LOCAL EDUCATION AGENCIES / / ✓ LOCAL SERVICE AGENCIES / / ✓ PUBLIC HOUSING AGENCIES ✓ / COMMUNITY BASED ORGANIZATIONS / / BUSINESS ORGANIZATIONS ✓ / LABOR ORGANIZATIONS ✓ ✓ VOLUNTEER GROUPS WORKING WITH DISADVANTAGED ADULTS / / ECONOMIC DEVELOPMENT PROGRAMS ✓ ✓ SOCIAL SERVICE PROGRAMS / ✓ / EMPLOYMENT AND TRAINING PROGRAMS VOLUNTEER GROUPS WORKING WITH AT-RISK YOUTH. PARENTS AND FAMILY ✓ JUVENILE JUSTICE SYSTEMS / ✓ = SDA has in place X= SDA is working on linkage O-Does not apply in this SDA 960821 Attachment 6 EMPLOYMENT SERVICES C.F 'VELD CC„'.;TY Policies and Procedures Date: :ctober 8. :993 Policy: ::assrocm Training/Student Financial Aid ooraination and Federal Pell Grants PURPOSE: To provide guidance and establish minimum standards to JTPA staff which outlines the procedures for approval of classroom training and the coordination of student financial aid programs under Title I': of the Higher Education Act, including the Federal Pell Grant. POLICY: The Weld County Private Industry Council and Employment Services adopts a classroom training/student financial aid coordination and Federal Pell Grants policy to ensure: o all JTPA/Title III applicants are treated equally and fairly regarding determination of approval for classroom training and with respect to all financial aid including Federai Fell Grants and JTPA assistance; o applicants are served expeditiously. without long delays in JTPA award decisions or dependence on prior student financial aid award decisions; o non-duplication of funding and the avoidance of double billing for educational costs; and, o that JTPA will supplement rather than supplant Pell and other student financial aid resources. PROCEDURES: • Supervisors and staff will ensure that all individuals enrolled in the JTPA Programs and requesting funding assistance for classroom training will complete an educational assistance application (See Exhibit 1) . The assistance application and the following areas will be considered before approval of training funds. The major considerations to be addressed is the appropriateness of the training for the client. This requires a thorough review of the: o client' s previous education; o current functioning level: o client' s career goals; o client' s aptitude for the selected field: o availability and length of training; o cost of training; o ability of the client to be financially able to undertake and complete training; and, o potential for employment after completion of training which offers an adequate entry level wage leading to self sufficiency. 960821 In general, the training should provide the client with the ability to become employed immediately following training at a wage that will sustain a self sufficient status for the client for the foreseeable future. Also. in order to serve as many JTPA clients as possible. the training should be of the shortest possible duration to accomplish the desired employment objective and at the lowest possible expenditure of JTPA funds. The following sections detail some of the specific concerns which should be addressed in the development and approval of an educational training strategy. Previous Education,fxperience Determine, record and document to the extent possible, the client's previous education or training. This should include job related training, past work experience, and formai education. Current Functionine Level Consider the results of any assessment tests already given such as the ABLE. TARE. etc. If there is a wide disparity between the functioning level and the attained educational level. the Educational Coordinator should be consulted to assist in the evaluation. It may be necessary to plan for some form of remediation. Career Goals Career goal(s) should be the client' s . not the "goals" of the case manager. During the objective assessment process, all information obtained should be used to determine a realistic career goal. Information from vocational preference inventory tests, general aptitude tests , and/or other information should be considered when determining realistic employment goals. Client' s Aptitude While a client may be very determined about their career goal, the case manager should verify the client' s aptitude and/or potential for the training. Employment/wages Potential The potential for employment must be determined before any vocational or educational training is initiated or approved. This should include interviews with the proposed training facility and surveys with potential employers. An assessment of the client' s willingness to relocate and/or commute should be explored and considered. (Caution: The training facility is in business to train, not to place graduates in employment. ) The survey of employers, with a minimum of three different employers, should include the following information: * entry level wage; * does the position require working shifts ; * which shift is most likely for entry level; * requires special clothing, tools, or licenses; * education requirements; * previous experience desired; * potential for employment if individual possesses all requirements; * expected number of job openings; * related job occupations; * employer's perspective of long range outlook for this occupation; * does the position require having your own transportation; and * does the employer hire for entry level positions. 196()F.321 Availability and Length of Traininz Training may be offerer at more than one facility. If this is the case, one facility may be preferacie for the client and his circumstances. Care should be exercised to assure that the Pest training is obtained for the client in the shortest period of time. If there is a "fast track" that can be pursued. it should be weighed against a longer program in terms of cost and outcome. Client' s Financial Situation The ability of the client to complete a training program rests many times with his ability to sustain himself financially during training. This is addressed in the educational assistance application and the objective assessment. The information regarding potential problems can be addressed and solutions found in advance. In some cases a part time job in another field may be the answer. In other cases it may even require a complete change in the service strategy. In any event, these concerns must be addressed and resolved with the client prior to approval of training. Cost of Training Training expenses are the major costs for JTPA funding. Therefore, it is necessary to explore all sources of funding available to the client when considering approval for training. Pell Grants. cooperative funding with another agencies such as Vocational Rehabilitation, or other sources of funding should be considered and individuals should be encouraged/required to apply for such funding. The cost of JTPA funding for training should be limited to a maximum of $2,500.00 per client for the duration of the training. The amount of funding will be based on individual need and other financial resources available to the individual. Exceptions to this limit will require approval of the Director. (See Exhibit 2) Coordination with Federal Pell Grant and other student financial assistance programs under Title IV of the HEA The JTPA 1992 amendments require all SDAs and SSGs to: * Document the ISS with the determination agreed upon with the educational institution, of the participant's financial assistance needs for training and the proper mix of JTPA and HEA Title IV funds; * Furnish educational institutions with the names of JTPA participants who are to attend such institutions and for whom JTPA payments will be made; * Document the I55 to show sufficient coordination with other resources available, to ensure to the extent practicable, that there is sufficient funding for the participant to successfully complete the agreed upon program. The minimum coordination with educational institutions will consist of the: Exchange of Financial Information Contracts, training authorizations or scholarship awards to Title IV eligible educational institutions shall identify available JTPA resources and stipulate that the educational institution's financial aid officer shall inform the JTPA provider of the amounts and disposition of HEA Title IV awards and any other type of financial aid to each JTPA participant. 960821 Individual Service Strategy • ISS) and Release of Information If the objective assessment and the ISS determine that classroom training at a Title IV eligible educational institution is appropriate for a JTPA participant. a release of information will be signed by the participant which allows the JTPA provider to release JTPA assistance information to the educational institution. and allows the educational institution to release HEA financial assistance information back to the JTPA provider. In addition. the student budget for educational and living expenses should be included in the l5S and should include a comparison of costs to available resources. Three Party Agreement Staff will provide the participant who receives a Federal Pell grant with an agreement which indicates the portion of the HEA grant to be applied to the cost of tuition. fees, and books. This agreement must be signed by the JTPA staff person, the participant, and a representative of the educational institution. The agreement and any documentation or verification must be kept in the participant's file and made available for program monitoring purposes. (See Exhibit 3) The financial assistance plan will be used to facilitate the transfer of information between the SDA and the educational institution. The financial aid office will determine the cost of attendance budget for each participant at the time of application for assistance. This budget may be used, along with an estimate of Title IV award, to determine if sufficient resources are available to allow the participant to successfully complete the training program. • 960821 Client Name Emc.cver • Job Title Researcnea - Duties of Job Researched Experience emoioyer requires when hiring for lob researched (sucn as 6 montns. 1 year.2 years) Education employer requires when hiring for job researched (sucn as GED, High School Diploma_ Certificate. 2 Year Degree. 4 Year Degree. Masters Degree or cone recuirea) Special clothing, tools. permit. or license recurred for;cc researched Is your own transportation needed during working hours? What days and hours does the employer require that you be available to work and is overtime required? What is the staring salary and benefits for lob researched? • Does the employer hire for entry level positions? • How many entry level positions, for the job researched. does the employer hire each year? What are some related occupations? What is the employer's opinion regarding the long range outlook for this occupation? Why did you choose this occupation and, after completing this research, what are your conclusions about obtaining employment in the job researched? 960823 RELEASE OF FINANCIAL AID/TRAINING INFORMATION Name: Last First MI Social Security Number: Address: Street City State Zip Code RELEASE AND SIGNATURE I Hereby Authorize: (Name and Address of Financial Aid Department/Training Institution) To release information to: (Name and Address of Case Manager/Weld County Employment and Training Services) The following information may be requested: An estimate of student financial aid by phone or by mail; and/or A copy of the student financial aid award letter: and/or A copy of the student' s transcripts: and/or A copy of the financial assistance plan from the financial aid office. CONSENT: This authorization is voluntary and remains in effect until the end of the training program. unless specifically revoked by written notice to the agency or person. A photocopy of this release may be used in lieu of the original. Date Signature 960821 Attachment Weld County Board of County Connissiorers and Weld County Private Industry Council Job Training Partnership Agreement THIS AGREEMENT, is entered into pursuant to the provisions of Federal Law 97-300, the Job Training Partnership Act (JTPA) of 1983. The Agreement sets. forth basic principle guiding the partnership which shall exist between the Weld County Board of County Commissioners hereinafter referred to as "Governing Board," •and the Weld County Private Industry Council hereinafter referrea to as "PIC," and the Weld County Division of Human Resources hereinafter referred to as "Human Resources," for purpose of administering and operating the Job Training Program for Weld County Service Delivery Area (SDA). WHEREAS, the State of Colorado has designated the County of Weld as. an SDA; and WHEREAS, the Act requires the establishment of the Private Industry Council to provide policy guidance for, and exercise oversight with . respect to activities under the job training plan for the local SDA; and' • . . .WHEREAS, it.-is-.the joint authority and responsibility. of both . partners •to ensure effective service delivery which provides the most beneficial Mix of program services to•-the eligible residents and•private employers. of Weld County; and WHEREAS, it is. further the shared responsibility and authority of. the partners to stimulate the active, effective participation of all sectors of the community •in the provision of job training services; and • WHEREAS,. the Act requires a partnership between the Governing Board and the PIC; and WHEREAS, the Act requires the Governing Board and the PIC to define the scope of this partnersnip by means of an Agreement. • WITilESSETH: • The Governing. Board and the PIC do hereby state and agree to. the . • • following: . • • I. Designation . The Governing Board is the designated grant recipient for the Human Resources. Human Resources is the designated administrative entity for the JTPA programs under the • auspices of the Governing Board. The Employment Services of Weld County under Human Resources, programmatically delivers • the employment and training programs. The PIC is comprised of representatives from private sector . employers, educational agencies, labor unions, and other • human services providers to provide oversight and development . of employment ana training programs for Weld County. • 960821 II. Purpose and Goals This partnersnio agreement is held between the Governing Board and PIC in order to better prepare youth and unskilled adults for entry into the labor force and to afford training to those economically disadvantages individuals, and other individuals facing serious employability barriers who are in need of such training to obtain proauctive employment. This is a partnership between local elected officials and local business, civic, and conmuntty leadership entered into • in employment with those employers seeking skilled and - productive employees. Each partner to the Agreement shall provide the specific knowledge, expertise, and capabilities needed to effect reductions in unemployment and increased employee productivity. III. Job Training Plan Development The Governing Board, the PIC, ana Human Resources will all take an active role in the aevelopment of the JTPA Plan. Human Resources staff shall be 'directed to prepare the JTPA Plan under policy guidance of -the- PIC and Governing'Board. • .IV. -Roles and Responsibilities- • A. Joint Governina Board and PIG Responsibilities • • . The Governing Board .and- PIC shall jointly.perform the . following basic functions: 1. Program planning and establishment of basic policies, guidelines, and principles for program operations; 2. Promotion of JTPA, appropriate State legislation, and - • local programs for the benefit of unemployed individuals and local employers; 3: Oversee program implementation and program outcomes- to assure that legislative intent is met and resources are being utilized for the maximum benefit; 4. Identify available public funding intended for the • - job training needs of job-seekers and employers; 5. Allocate available resources to the agency and capable service providers in order to attain maximum benefits; and • • 6. Provide a public record of the resources devoted, • activities. undertaken, and performance achieved for the benefit of funding sources, local citizenry, taxpayers, and those convnunities targeted for assistance. 960821 3. Governina Board Responsibilities The Governing Boara shall retain responsibility to perform the following functions: 1. Administer Human Resources as a public entity under the auspices of the Governing Board; 2. Appoint membership to the PIC upon reconmenaation from the PIC; 3. Assume financial liability for funds or resources received -and aaministerea by Human Resources agency; 4. Exercise selection and termination authority for the • Human Resources Executive Director; 5. Establish the conditions and terms of employment for 411 employees of.Human Resources. • C. PIC Responsibilities • The-PIC shall retain responsibility .to guide performance • throughout thefollowing-functions: 1. Provide direction for research and developeent . . . assistance on the following issues critical to the • operation of a job training program a. economic trends and indicators b. short and long-term employment trends . c. employer/employee expectations • . • d. available training and placement resources e. available supportive service- resources f. target employers experiencing shortages of skilled job applicants g. target populations of unemployed most in need of assistance • 2. Provide guidance and technical assistance on the proper and most effective means of programs administration and 'operations; 3. Provide oversight in the development of new demonstration programs which -may test and document new or innovative means of program administration and operations; 4. Act on behalf of the advocate for the needs and • interests of employers through employer-based training programs. . V. Operational Procedures ' A. Concurrence of Governing Board and PIC • • Grant submission, modification, contracts, and other major policy decisions for JTPA shall be taken only w' the concurrence of the Boars and Council . No joint responsibility may be unilaterally taken by the Governing Boara or PIC without the concurrence of the other body. B. Resolution of Non-Concurrence Between Board & PIC Non-concurrence between the Governing Board and PIC shall be resolves as expeditiously as possible so that either 1) concurrence is reached; or 2) the issue dies for lack of concurrence. The Governing Board and PIG shall appoint ad hoc commit- tees from their memberships to meet and confer with one another to resolve issues of nonconcurrence. Such - resolution committees shall meet immediately subsequent- to the Governing Board and PIC not concurring and report • back to both bodies at their next meetings. C. Meetinos and Schedule of Actions The Governing Board meets on Monday and Wednesday of each week. The PIC shall meet at a time specified within its .. Bylaws. The practice of. -the Governing Board and.PIC"Will be for -deliberations and actions to occur-first with the PIC and then with the Governing Board. On those occasions when the Governing -Board wishes- to initiate an action, that action must be referred to the PIC for its• initial review and action, then -returned .to the Governing Board. - Nothing in this procedure, however, is to prevent the Governing Board and PIC from meeting and acting in a different manner.called for when time is of the essence. 0. Representatives Between Governino Board and PIC - There shall be one member seated from the Governing Board on the PIC The Human Resources staff shall provide appropriate Verbal reports to .accompany written reports between • bodies. Governing Board or. PIC members may make verbal presentations in conjunction with staff, and as directed by the respective bodies. • E. Private Industry Council Bylaws The Governing Board shall review and concur upon the' PIC's Bylaws and subsequent amendments to same. F. Appointments to PIC • •• The Governing Board shall expeditiously appoint members to the PIC within time frames prescribed by law. Members of the Council who resign must do so in writing to the PIC and Governing Board Chairpersons. The PIC shall reconmena members to the Governing Board for appoint G. PIC Staff Support/Access to Records Human Resources shall be administered by and through the Executive Director. Appropriate levels of staff support are to be provided by the Executive Director to the PIC. The PIC shall have full and complete access to Human . Resources premises and those records and overall informa— tion pertaining to .the program and activities of JTPA. H. Human Resources as a Public Entity . Human Resources is and shall continue to be a public entity created and existing under the Governing Board. The Governing Board and PIC shall operate as public bodies consistent with the State's public meeting laws. I. Financial Disclosures . Neither. the -Governing Board nor the PIC shall require - financial disclosures or conflict of'interest -reouire- ments of its membership which are more restrictive than -. those mandated by federal or state laws for. public ' agencies. . - J. Administration of Grants and Funds The administration of all grants,,contracts, etc. , awarded to or entitled to the Weld County Service Delivery Area shall -be the responsibility of the Govern- ing Board. This responsibility.shall include grant • -- seeking, grant package preparation and submittal , receipt .of contracts or awards, obligation of funds, auditing of . funds,. audit resolution, reporting, monitoring, evalu- ating and closing out. . In-depth program monitoring and. evaluations for the Human Resources Employment Services of Weld County programs shall be reviewea by the PIC. • • K. Amendments to this Agreement • This Agreement may be amended by concurrence of the Governing Board and the PIC. Amendments shall be incor, porated as required by facilitating, Federal or State legislation. VI. Term of Agreement - This Agreement becomes effective upon the concurrent acceptance by the Governing Board and PIC and subsequent • signature by Governing Board and PIC chairpersons. This Agreement (including any subsequent amendments). shall stay ' in effect until such time as: 1) both parties act to rescind the Agreement; 2). federal or state authority ceases for the local implementation of 'job training programs. Should either party wish to•rescind this Agreement, formal action seeking a rescission must be taken at least six (6) months prior to the conclusion of the fiscal year. The effective date of the rescission would then be the close of that fiscal year. ��.t VII. This Agreement :s hereby approved by the Governing Board and the Private Industry Council . WELD COUNTY BOARD OF COUNTY COMMISSIONERS PRIVATE INDUSTRY COUNCIL • /---, 7 ..__Z 17.0, A. ILI is torpon yV tf4prrman Kennetn Nickerson, Chairman /. / /;-3/7 Date • Date WELD. COUNTY IVISION OF HUMAN RESOURCES • cerJ. SpecKman - ttle Director • • • Date -• . 2e4aLid.n . • CIY \:/ nZ c' -1.- �t✓ Dt:ry Co_:.. . _ c•-i: • • • 960821 Attachment 0 WELD COUNTY PRIVATE INDUSTRY COUNCIL MEMBERS Page 1 NAMES AND TITLES COUNCIL/CO C ITTZE_POSITIONS MORTON, WILLIE, Owner I Weld County Private Industry The Conditioning Spa Chairman anti Executive Committee WILLIAM ARGO, Director Executive & Adult Economic Development Action Activities/Economic & Marketing Partnership Committee Member CONSTANCE L. HARBERT,Commissioner Executive Ccmmittee Member Weld County Board of Commissioners SUE BJORDLAND, Area Manager General Membership, Adult Activities Western Temporary Services & Economic/Marketing Comm Member H.J. DEAN, Director Youth Activities Committee Member Island Grove Treatment Center CRAIG FOWLER, Div. Manager General Membership, Adult Activities State Farm Ins. Company & Economic/Marketing Comm Member DR. ROBERT GOMEZ, Superintendent Youth Activities Committee Member Weld County School District RE-8 JUDY A GRIECO, Director Executive, Adult Activities & Department of Social Services Economic/Marketing Committee Member MELANIE GEORGE-HERNANDEZ, Director General Membership. Adult Activities Weld Information & Referral Services & Economic/Marketing Comm Member NANCY HILL, Program Supervisor General Membership, Adult Activities Colorado Rehabilitation Services & Economic/Marketing Comm. Member RON KAUFFMAN, OWNER General Membership, Adult Activities Neighborhood Grill Restaurant & Economic/Marketing Comm Member TOM IVORY, Area Manager General Membership, Adult Activities Colo. Depart. of Labor & Employment & Economic/Marketing Comm Member SAM LEEPER, Executive Vice President Executive, Adult Activities/Economic Bank One Greeley & Marketing Committee Member CHARLES METERS, President Youth Activities Committee Member Miner & Miner Consulting Engineers ROBERTA MILLER, Consultant General Membership, Adult Activities & Economic/Marketing Comm Member CHARLES MCDONALD, Union Delegate Executive, Adult Activities & Local #510, United Brotherhood of Economic/ Marketing Committee Member Carpenters and Jointers SHEILA LANDFAIR MUET,tvo, Trgn Spec. General Membership and Youth EFTC Contract Manufacturing Activities Comm Member J.V. TEAGUE, General Manager General Membership, Adult Activities Lowell-Paul Dairy & Economic/Marketing Comm Member DORA B. JOHNSON, President General Membership, Adult Activities Baldwin Center & Economic/Marketing Comm Member 960821 Attachzent Page 2 WELD COUNTY PRIVATE INDUSTRY COUNCIL MEMBERS NAMES AND TITLES COUNCIL/COMMITTEE POSITIONS DR. RICHARD WOOD, Continuing Executive Committee and Youth Education Director Activities Comm Member Aims Community College DICK WESOLOWSKI, Director General Membership, Human Resouces Eastman Kodak Company Document Update: April 30, 1996 (Page 2 of 2) 960821 Attachment 9 LA = _ a. rri e + a as m •— o m _it Ln > E 7 ^' !� w 0' G — = w y y 5 < r' n H = .-� c H" n .' EL a� m w e = < n s y c ^. .e AE cm= > n cn CN' w ac C C'. ^. � O = ^. 5 o 2 r. '' n .�' — `� to In (Y CA = n 34 J n N (!1 a C n n • ti ' y F G * . —3a, n m n - F _ n v N N O C c co 9 3 'T O K C r' rri n 7. CF �o -w_• �. to<< < 5' 5 c 3 c m VCZ f w = 03a, n c- w w n _' v, 2* V) c _ -3 12• n m F. c.4 c w y 0 m - ,_ n a v .Z3 A =w n I .n n PO V) w _ y =. x c N < O J w r C w z < . ni V, r co co =d g n C 5' C o c ° w 3 Z PSI 1 T 2 — m w -• N w y_ f lC C 00 + n (n U. ni 7 _ O ' 7 =: 5 9 = 5 5 .'t C 3 f n n w — ad c < c c 5 �' 3 a 5 _. •< v: F.. n > n w 5 w 0 w to f. G i rt F — y O rt n' O n v w c ac < s S n 6 y O n' ` E. O S N O a < '7 n El. * XI { n 1 m ,r. H R ,9 in F. n 0 a -a n /p 1 — 960821 Attachment 10 EMPLOYMENT SERVICES OF WELD COUNTY Policies and Procedures Date: September 16. 1992 Policy: PROGRAM MONITORING/EVALUATION In Concurrence With JTPA Letter #92-05 POLICY: It is the policy of the Weld County Private Industry Council and Employment Services to implement a monitoring policy to ensure that adequate monitoring is conducted for employment and training programs. PROCEDURES: Monitoring of Files and Activities Supervisors will ensure that 10% of an active caseload will be reviewed and evaluated on a monthly basis. The evaluation process will include a review of: eligibility and all supporting documents; the Employability Development Plan; program activities - how they address/accomplish goals, remain in compliance with time frames. accurate data entry into the Management Information System: and counselor notes to ensure adequate communication is taking place between the client and case manager. Supervisors will complete a files review checklist, adding comments as appropriate. This checklist will be maintained in a central monitoring file, or become a permanent part of the client file as appropriate. The necessary corrective action will be taken immediately on any compliance issue, and documented appropriately. Records will indicate the status of the compliance issue in questions. Testing and data entry procedures will be monitored bi-weekly. Basic Education. Classroom Training, and Job Club Monitoring Educational and training activities will be monitored by a client technician/case manager at least once during activity duration if duration is less than four (4) weeks, and twice if the duration is longer than four (4) weeks. A monitoring tool will be used to evaluate time and attendance procedures, instructional material, pre- and post-test procedures, competency attainment procedures for adult and youth programs, and whether the goals of the activity are being met. The monitoring will include an evaluation by the participant. 1. 960821 PROCEDURES Continued. . . . Monitoring activities will be documented in the client file. Supervisors will conduct monitoring twice during a program year, completing the appropriate monitoring tools to become a part of the client file. Work Experience. On-the-job Training, and Work Training Sites Monitoring Work sites in Work Experience, On-the-Job Training, and Work Training Programs for competencies will be formally monitored, at a minimum of once during program participation by the designated technician/case manager. This monitoring process will take place during the clients first month of placement. To ensure a thorough and complete understanding of participation requirement, sites newly participating in program activites will be monitored within two weeks of their participation. Formal monitoring tools will cover the following evaluation criteria: compliance with laws and regulations: policy dictated by the Governor' s Job Training Office and the Weld County Service Delivery Area plans: completion of all required program documents; documentation of time and attendance: documentation reflecting the progress and completion of goals in the work activity and the Job Specific Training Outline; and the client' s program/activity evaluation. Selecting a minimum of two work sites from each client technician/case manager, the designated supervisor(s) will conduct. yearly, at minimum, a formal review which will evaluate compliance issues, file documentation, time and attendance procedures, and activity effectiveness. Corrective action will occur immediately on compliance or safety issues. Should an issue require time to resolve, the program activity will be suspended until such time as the issue is resolved. Follow-up reviews will occur one week after issue has been resolved to ensure corrective action remain in place. Documentation of corrective action and follow-up activities will become a permanent part of client file. Other Monitoring . Performance Standards Monthly program reports will be reviewed by the appropriate supervisor to evaluate planned versus actual enrollment, placement, affirmative action requirements, program criteria requirements, and other evaluation criteria as set down through program plan. Private Industry Council The Weld County Private Industry Council will provide oversight and guidance through their designated Committees, and will evaluate, on a quarterly basis, performance standards reports to evaluate program effectiveness in regard to established goals and performance. 2. 960821 PROCEDURES Continued. . . : - Summaries of ail STPA Program monitoring will be supplied to the Private Industry Council with compliance issues and corrective actions identified for input by the Private Industry Council. The Private industry Council will review all external contracts and agreements. . Administration - Fiscal ' The Weld County Employment Services Fiscal Department will monitor and evaluate program payroll/invoicing procedures a minimum of once per program year. To ensure compliance. the Fiscal Department will review ail external contracts and agreements on a quarterly basis. The Fiscal Department will monitor the procurement process on a yearly basis to ensure compliance with County and GSTO Procurement Policies. - Affirmative Action/Grievance Procedures The General procedures will be monitored yearly, and appropriate action taken. Affirmative Action Statistics will be monitored quarterly by the director, and appropriate program adjustments made to ensure that clients are served equitably. Any administrative monitoring findings must be remedied by corrective action, with set deadlines for implementation as specified by Federal Regulations. Records will be kept to document monitoring, the corrective action note. and the resolutions. ADDITIONAL ACTION REQUIRED: This policy becomes effective immediately. Saida:tteluseZ 9-V 2- Chairman, Weld County Private Industry Council Date 5C/1i5gctor, Employment Servip:es of Weld County Date 3. 960821 JOB TRAINING PARTNERSHIP ACT ADULT AND YOUTH CLIENT PARTICIPATION MONITORING CHECKLIST EDUCATIONAL AND TRAINING ACTIVITIES REVIEW PROGRAM ACTIVITY: ACTIVITY DURATION: less than 4 weeks 4 weeks or more PROGRAM PROCEDURE REVIEW: Time and Attendance YES NO Goal Achievement YES NO Competence: Attainment YES NO Pre-Testing YES NO Post-Testing YES NO Instructional Material YES NO Compliance Issue(s) : Corrective Action(s) : Comments: PARTICIPANT'S PROGRAM EVALUATION: YES NO Review Date Technician Signature 960821 JOB TRAINING PARTNERSHIP ACT ADULT AND YOUTH CLIENT PARTICIPATION MONITORING CHECKLIST SUPERVISOR BI-ANNUAL AUDIT OF TECHNICIAN/CASEWORKER EDUCATIONAL AND TRAINING ACTIVITIES REVIEW SUPERVISOR REVIEW: Preliminary YES NO Secondary YES NO Date Date PROGRAM ACTIVITY: ACTIVITY DURATION: less than 4 weeks 4 weeks or more PROGRAM PROCEDURE REVIEW: Time and Attendance YES NO Goal Achievement YES NO Competency Attainment YES NO Pre-Testing YES NO Post-Testing YES NO Instructional Material YES NO Compliance Issue(s) : Corrective Action(s) : Comments: Audit Date Supervisor Signature 960821 Work __t_ Evaluation For^ ?enerai Information: brk Site: Report Date: :ect Supervisor: :ate of visit: ..ote Changes in Comment Section: (Address, snifts, direct supervisors ;as this work site experienced a Workers Compensation Claim for the employee during the -.ontn? _es_ No Descrite accident and action steps cc correct: Far well Below Below Meets Above Above Not Steno Stara Stand Stand Stand abserved I. Is the Direct Supervisor knowledgeable I of his/her responsibilities within tne Program? • 2. Is the worksite agreement/contract I I , available? 3. Does it appear that there is sufficient I I productive work for the employee? 4. Review the time keeping procedures for the following: a. :s a daily record kept for eacn participant's time and attendance? b. Does the record appear reasonanie and accurate? c. Are the time records signed by tne participant and worxsite supervisor? 5. Necessary equipment and materials to I I accomoiish the work task provided. 6 ' Alternate arrangements available for inclement weather. Is the participant operating any I I equipment? If so has the participant been instructed in the safe operation of the equipment and the required safety equipment to be used? R. Does the work site abide by the I applicaple regulations. including non-displacement of regular workers. I non-aiscriminatory activities? 9. Are any of the worksite activities recreational in nature?*** • Comment on those areas rated below or far below standard Comments: Note •any major issues/concern: • Recommended action to improve the work site: Employment Technician: manta/Review: Special Programs Director: 960821 'e tarn orobleks are: time filled in for days not yet worked; time filled in for participants absent; participants dmMt actually sign in when they arrive or sign out when they leave; all/many participants signing in/out at exactly the saes timer blank or inckm ptete time sheets/cards are pre-signed or ;recertified; getting paid for lunch breaks, etc. •" koTE: Recreational work activities should be scrutinized. This work activity is allergists only if the individual JOB TRAINING PARTNERSHIP ACT ADULT AND YOUTH CLIENT PARTICIPATION MONITORING CHECKLIST SUPERVISOR'S ANNUAL AUDIT OF TECHNICIAN/CASE MANAGER'S SITE REVIEW YEARLY REVIEW OF TWO SITES: YES NO Compliance Issues _YES NO File Documentation YES NO Time/Attendance YES NO Training Effectiveness YES NO Compliance Issue(s) : Corrective Action(s) : Comments: Review Date Supervisor Signature 960821 JOB TRAINING PARTNERSHIP ACT ADULT AND YOUTH CLIENT PARTICIPATION MONITORING CHECKLIST SUPERVISOR'S REVIEW OF MONTHLY PROGRAMS REPORTS PERFORMANCE STANDARDS: Enroilment YES NO Placement _YES NO Affirmative Action YES NO Program Criteria YES NO Other Criteria YES NO Compliance Issues: Corrective Action(s) : Comments: Follow-uo Review(s) Date Supervisor Si Date gnature Supervisor Signature Date Supervisor Signature Date Program Supervisor 960821 JOB TRAINING PARTNERSHIP ACT ADULT AND YOUTH CLIENT PARTICIPATION MONITORING CHECKLIST PRIVATE INDUSTRY COUNCIL EVALUATION PERFORMANCE STANDARDS: Quarterly Date Review Date Date Date PROGRAM MONITORING: Program Name Date Date Date Date GOAL PROGRESS/COMPLETION: Quarterly Date Review Date Date Date CONTRACT/AGREEMENT REVIEW: YES NO Compliance Issue(s) : Corrective Action(s) : Comments: Review Date Chairman's Signature 960821 SOB TRAINING PARTNERSHIP ACT ADULT AND YOUTH CLIENT PARTICIPATION MONITORING CHECKLIST ADMINISTRATION - FISCAL Yearly Pavroil\Invoices Review YES NO Date Quarterly Contract\Agreement Review YES NO Date Date Date Date Yearly Procurement Review YES NO Date Compliance Issue(s) : Corrective Action(s) : Comments: Review Date Supervisor 960821. JOB TRAINING PARTNERSHIP ACT ADULT AND YOUTH CLIENT PARTICIPATION MONITORING CHECKLIST ADMINISTRATION - DIRECTOR Yearly General Procedures Review YES NO Date Quarterly Affirmative Action Review YES NO Date Date Date Date Compliance Issue(s) : Corrective Action(s) : Comments: Review Date Supervisor 960821. EEO / COMPLAINT STATEMENT Attachment t' Employment Services of Weld County is committed to Equal Opportunity and does not discriminate in its ministration of any JTPA program or activity. I have been given a copy of the Equal Opportunity Statement and have received a brief description of the complaints process. I understand that copies of the entire complaint- process are available upon request. / • Applicant's Signature Date / / Staff's Signature Date 21-95-5092 • • • • • 960821 JOB TRAINING PARTNERSHIP ACT ADULT AND YOUTH CLIENT PARTICIPATION MONITORING CHECKLIST 10 ACTIVE F_LE REVIEW ELIGIBILITY DOCUMENTATION: YES NO GOAL PROCESS AND ACCOMPLISHMENT: YES NO EMPLOYABILITY DEVELOPMENT PLAN: YES NO ACCURATE MIS DATA ENTRY: YES ;0 Date: COUNSELOR NOTES: YES NO Time Frame Compliance: YES NO BI-WEEKLY REVIEW OF TESTING/DATA ENTRY PROCEDURES: YES NO Compliance Issue(s) : Corrective Action(s) : Comments: Supervisor Signature Date A: IJMONITOR.TG 960821 Job Training Partnership Act Discrimination Complaint Procedures Weld County Division of Human Resources P.O. Box 1805; 1551 North 17th Avenue Greeley, Colorado 80632 (303) 353-3800 This procedure shall be followed for complaints involving the Job Training Partnership Act, based upon a complaint which alleges discrimination. A 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 - complaiat. 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 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 Directorate of Civil Rights. The EEO/AA Officer will inform the Colorado Governor's Job Training Office of the formal filing of the discrimination complaint. The complaint shall immediately be sent to the attention of the Personnel Hearing Officer by the EEO/AA Officer. Prior to the hearing. the EEO/AA Officer will conduct an investigation and attempt to resolve the complaint informally. Step 2. The Personnel Hearing Officer must conduct a hearing to review the 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 shall: a. Direct parties to appear at the hearing; provide notice of the date, time, and place of the hearing at least five (5) calendar days prior to the hearing; state the manner in which it will be conducted; and state the stipulated issues to be heard. b. Advise all parties that they are able to be represented by counsel or the representative of their choice; and advise all parties that they have the opportunity to bring witnesses and documentary evidence. c. Conduct the hearing in accordance with the attached procedures. d. Question witnesses and parties. e. Consider and evaluate the facts, evidence, and arguments to determine credibility. f. Render a decision. The Personnel Hearing Officer will give a written 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 sixty (60) calendar days of the date the Complainant filed his or her discrimination complaint with the EEO/AA Officer. The EEO/AA Officer will mail the final decision via certified mail to the Governor's.Job Training Office, and such mailing must be postmarked no later than the sixtieth (60th) day after the filing of the complaint. Step 3. The Complainant may appeal the decision to the Directorate of Civil Rights within thirty (30) calendar days of the date of the 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 Complainant shall be advised of their right to file their complaint with either the local level recipient or with the Directorate of Civil Rights. Where the jurisdiction of the Directorate of Civil Rights falls under one or more state agencies, the Complainant will be informed of his/her right to file simultaneously with the Directorate of Civil Rights. The EEO/AA Officer will discuss with the Complainant. at the time of the filing of the complaint, Policy Guidance Letter 93-08-L3. I have read the above and also had the Job Training Partnership Act Discrimination Complaint Procedures explained to me. Signature of Applicant Date • S.eaature of Witness Date White Copy: File Yellow Copy: Applicant ((]]LL//gy�pp 21-93-5020 B a74l ll(:�.fy3 • Job Training Partneranio Act Complaint Procedures Weld County Division of Human Resources P.O. Box 1805; 1551 North 17th Avenue Greeley, Colorado 80632 (303) 353-3800 This procedure shall be followed for complaints involving the Job Training Partnership Act, based upon a complaint alleging a violation the rules and regulations of the Job Training Partnership Act, but does not allege a violation based upon discrimination. A problem may be raised with the Department Head of the program involved at any time. The Department Head will make every attempt to nasal% 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 is the filing of a complaint: Step 1. The Complainant will file the complaint in writing. The Equal Opportunity/Affirmative Action (EEO/AA) Officer will assist sr Complainant in completing the form "Notice of Formal Complaint." the filing of a JTPA complaint shall be made within one (1) yea of the alleged occurrence, except those alleging trend or criminal activity. The EEO/AA Officer will offer a written declaim 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 Bearing Officer Seep 2. Upon receipt of this decision, the Complainant may appeal the decision to the Personnel Hearing Officer within five (5) calends days after the receipt of the decision by the EEO/AA Officer. The complaint shall be sent to the attention of the Personnel Hearst Officer. The Personnel'Bearing Officer muse conduct a nearing to review rues complaint within thirty (30) days of its filing. Th Personnel Hearing Officer will review the complete case filed prior to the hearing. The Personnel Hearing Officer will: a. Direct parties to appear at tho bearing; orovice notice cf toe date, time, and place of the nearing ac leave five (5) days prat to the hearing; state the manner in which it will be conauctea; and state toe stipulated issues to be beard. b. Advise all parties that they are able to oe represented oy counsel or cue representative of their comics; and advise all pantie that they have the opportunity to bring vitaesees and documentary evidence. c. Conduct the hearing in accordance with the attached procedures. d. Question witnesses and parties. e. Consider end 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 t: the Complainant, the Department Bead, and the EEO/AA Officer. The written decision will be presented within fifteen (15) calenda: days of the date the Complainant filed his or near appeal of the decision of the EEO/AA Officer. Stan 3. The Complainant may appeal toe decision of the Personnel Hearing Officer to the Board of County Commissioners within ten (10 calendar days. The Personnel Bearing 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 c 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, Ilia Complainant may appeal the decision of the Board of County Commissioners within ten (10) calendar days of receipt of'the decision to the Governor's Job Training Office for an independent review. A final decision will be made by the Governor or his designee within thirty (30) days of receipt of the appeal. The EEO/AA Officer shall notify the Complainant, in writing, of the appeal proses: and the address for appeals. The Governor's decision is final. NOTE: The identify of all persons who have furnished information relating to a complaint inatiint assisting us in the obtaining p£ facts, ahal=remain in confidence to tee extent possible, consistent with a fair determination of the issues. I have read the above and also had the Job Training Partnership Act Complaint Procedures explained to me. Signature of Applicant Date Signature of Witness Date White Copy: Pile fellow Copy: Applicant �p 21-93-5020 A 9608,'1 Attachment 12 January. 1994 JUSTIFICATION FOR IN-HOUSE DELIVERY OF SERVICES Attached is justification for the operation on in-house programs as specified in JTPA regulation. Section 627.422(c) and (d) as amended and Colorado Job Training Partnership Act Policy Guidance Letter PGL #93-02-ADX. It is the belief of the management of the Weld County SDA and its PIC that JTPA programs in Weld County can be best operated through in-house service delivery. 360821 I. SDA Organizational Structure The Board of Weld County Commissioners administers all employment and training programs through the Weld County Division of Human Resources. Employment Services of Weld County, a division under the Department of Human Resources, delivers the employment and training programs. Employment Services is a unique system which administers the programs and activities of the Job Training Partnership Act Program, the Colorado Department of Labor and Employment Job Service, the Jobs Opportunities and Basic Skills Program. and Employment First Food Stamp Program. By structuring all programs under one administrative entity, cost savings, non-duplication of services, and a better delivery of services to individuals, both participants and employers, are realized. II. Financial Resources Employment Services of Weld County has been operating employment and training programs since 1975. Since this time. Employment Services has a proven track record in delivering both new and innovative programs as well as existing programs. Historically, Employment Services has demonstrated the ability to identify financial resources which enhance the employment and training programs for Weld County Citizens. • Currently, resources used for employment and training program include those from the Job Training Partnership Act. Employment First Food Stamp Program. Jobs Opportunities and Basic Skills Program, and the Colorado Department of Labor Job Service. Employment Services has also effectively utilized in-kind funds for many of its programs as well as match amounts for 8% funds under the JTPA. Employment Services has a record of effectiveness in grant management and fiscal accountability. Yearly audits from all funding sources and independent auditors reflect a high quality of financial management. III. Program Design At Reasonable Costs and Performance Goals Employment Services is in the unique position of being a single delivery system. This integration of programs is cost effective, and addresses the concern of duplication of costs across programs. The four major programs delivered by Employment Services share a common reception, intake process, phone system, fiscal and accounting personnel, personnel system, director, as well as overhead costs. In addition, other staff positions may be shared with more than one program. Costs are allocated through a time management cost allocation program. Less dollars are spent on overhead, administration and staff in this type of delivery system. 960821 Justification for In-House Delivery of Services Page 2 All in-house programs fully meet JTPA program design specifications including outreach. intake. assessment. ISS, supportive services. and job placement. These services are not available elsewhere in the community. Most training is provided by educational institutions and tuition is paid on an individual basis. Employers provide training through OJT contracts. limited internships. or in the case of public or private non-profit employers, through work experience placements. An in-house Learning Lab was established to meet the on-demand and individual attention that clients need for basic skill development. employment seeking skill development, enhanced math and English on the job skills, or other needed specific occupational areas. The Learning Lab coordinates with Aims Community College GED programs and other schools. The hourly service cost for the learning lab is less than current hourly costs available through Aims Community College or other institutions providing similar services. However, the cost per GED graduation in both dollars and time spent in reaching the goal by participants is less than available in the community. IV. Record of Past Performance • Employment Services has consistently exceeded performance standards for all JTPA programs, and has received the maximum performance standard incentive funds available. Drop-out rates or non-positive terminations from the current IIA & TIC programs has been less than 8%. The follow-up rate for adult clients is over 86%, and the retention in employment for adult non-welfare clients is over 58% with an earning average of $6.57. The follow-up rate for welfare clients is over 74%. with an earning average of $6.50. The linkages developed with other Human Services agencies increases the opportunities for participants to receive the appropriate supportive services. The close relationship with the Department of Social Services ensures that eligible participants receive child care and other services as appropriate. Resources from the JOBS Program are used to pay for supportive services which ensure non-duplication of funds and the full utilization of resources for participants. The Learning Lab has demonstrated that the delivery of in-house service exceeds the performance previously demonstrated in the community. Approximately 60 clients receive their GED yearly and, because of the concentrated efforts delivered by the learning lab, receive their GED earlier than by just attending classes. 960821 Justification for In-House Delivery of Services Page 3 VI. Services leading tc Achievement of Competency Standards Statistically. over 80% of the clients have more than one barrier to employment. As indicated. Employment Services is able to provided the services and support necessary for the majority of clients to complete the programs successfully. 3ecause the programs are delivered in-house. services and activities are developed and delivered more effectively. which leads to the achievement of competency standards for participants with identified deficiencies. VII. Satisfactory Record of Integrity. Business Ethics and Fiscal Accountability Employment Services of Weld County has maintained an outstanding record of integrity, business ethics, and fiscal accountability. Annual audits demonstrate the high standards of fiscal accountability and audits by funding sources demonstrate high standards for program implementation. VIII. Organization. Experience. Accounting and Operational Controls Employment Services of Weld County is a Department of the Division of Human Resources. which is under the Weld County Government. Weld County Government provides support through their accounting and operational arms of the government and have overall oversight and financial accountability. Employment Services has had over eighteen years of experience in developing and delivering employment and training programs. IX. Technical Skills Employment Services and its staff have both the expertise and technical skills to perform the work under the Job Training Partnership Act programs. Technical assistance and on-going training are consistently provided to assist staff upgrade their skills. • • 960821 Attachment 13 'REQUEST FOR PURCHASE" AND "BID FORM" MUST BE COMPLETED BEFORE BEING RETURNED TO THE FISCAL DEPARTMENT FOR APPROVAL. INCOMPLETE FORMS WILL BE RETURNED ND MAY RESULT al A DELAY IN ORDERLNG. REQUEST FOR PURCHASE • PROGRAM TO BE CHARGED: FOR DESCRIPTION YOU MUST INCLUDE ALL RELEVANT INFORMATION AS TO COLOR, SIZE, VOLUME PER PACKAGE, ETC. Agrat!Flign1a..3a:.Mifar Esum <.. :PCdRPOSEa. ... REQUESTED BY: SUPERVISOR SIGNATURE: BID FORM IF BIDS ARE OBTAINED FROM A CATALOG YOU MUST INCLUDE A PHOTOCOPY OF THE CATALOG LNFORMATION ON THE ITEM INCLUDING THE PRICE. AWAHIk v NOTES.. ICATI:ON [ ' :: 47(1 <'" - VENDOR IFLOWESTPRICE'ISNO'T"CHOSEW ' ,. VENDOR.(1 PHONE CONTACT BID/PRICE QUOTE: S VENDOR(2 I i PHONE CONTACT IBID/PRICE QUOTE: S 'VENDOR/f3 PHONE j CONTACT IBM/PRICE QUOTE: S BIDS OBTAINED BY DATE APPROVED BY: FISCAL OFFICER FORM(21-94-0012 9608 3/94 Attachment ih /f(,a Employment Services of Weld County UI A Department of Human Services ` '14 1 1551 H. 17th Ave.... P.0.Box 1805 Greeley,Colorado.-80632 COLORADO (970)353-3800 FAX(970)356397 May 2, 1996 Governor's Job Training Office 720 South Colorado Boulevard, Suite 550 Denver, Colorado 80222 To Whom It May Concern: The individuals whose signatures appear on the attached sheet are authorized to sign financial or program reports sent to GJTO regarding this program for the term of the grant. Sincerely, Barbara Kirkmeyer Chairperson Board of Weld County Commissioners 960821 Attachment 14 Page 2 AUTHORIZED SIGNATURES FOR FINANCIAL AND PROGRAM REPORTS , (// / / 5/:. /M/% /4arlino/ - V Date Fiscal Officer 2 '1 _Y 91.Yu-4 / /g -Linda L. Perez Date ✓ Director 960821 Attachment 15 WELD COUNTY DIVISION OF HUMAN RESOURCES COST ALLOCATION PLAN ,Peu'xd SA/AS- / iLC /ZGLL� 960,!x.^1 WELD COUNTY DIVISION OF HUMAN ,RVICES ORGANIZATIONAL CHART WELD. COUNTY COMMISSIONERS . l Various Administration and Advisory Committees Other County Departments - Weld County Private Industry Council - Social Services - Human Services Committee - Finance - Area Agency on Aging Committee Computer Services - Head Start Parent Policy Council - Health Division of Human Resources J Executive Director Walter J. Speckman Administrative Unit 353-3800 - Fiscal/Contracts and Grants Management - Marilyn Carlir. - Personnel/Office Management Commodity Supplemental Food Susan Talmadge SENIOR CITIZENSYOUTH AND ADULT CHILDREN PROGRAMS PROGRAMS EMPLOYMENT PROGRAMS - Head Start (12 Centers) - Area Agency on Aging - Job Service - Migrant Head Start - Senior Nutrition (23 Sites) - Job Training Partnership (State-Wide) - Senior Coordinator Act State Funded Pre-School (20 Centers ) -Program (4 School Dists.) - Transportation Job Opportunities & Basic - Day Care Skills (JOBS) (40 Vehicles) - Food Stamp Employment - Case Management Program - Senior Employment - Dislocated Workers - Ombudsman - Senior Legal Services Tere Keller-Amaya Janet Luna-Flaugher Linda Piper 303-3800 353-3800 Linda L. Perez 353-3800 ' PURCHASE OF SERVICES COORDINATION AGENCIES - Larimer County Care-A-Van - Meals on Wheels - University of Northern Greeley uo and Weld Housing - Larimer County Human Authority Colorado Development - Plan de Salud Health Clinic - Home Health Care Colorado Rehabilitation - Sunrise Health Clinic Services - Adult Day Care - Weld Information and - Colorado Migrant Health (Eldergarden) Referral Services Department - Peer Counseling (Weld) - Colorado State University - Weld Mental Health - Catholic Community - Dream Team - Weld Food Bank Services - Colorado Child & Adult Care - Private Dentists - Adams County Mental Health Food Pro ram - Trinity Housing - Island Grove Treatment g BOCES - Northern Colorado Center on Center Deafness - Restitution Center - Aims Community College - Centennial Development - 12 School Districts Services, Inc. 960821 - -- Tabie 8 ...- L- O o r mac ► e o t CO I U � yo` o ` E 3 i r i I I z y m art ci 2 W >. .*. 7 0 a CJE ` 0 IC til ot szt y ` O d tea o `o c o n Co ti u L — � c .zr c oc� es CO I V y o u C3 U i ► Q7 0 y C 3 L `. 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Ill o y�an - CO . .(�J6V(4:1 r U V U .n • I C 4+ .C Vc0yI W U O U F � N U U O N M L 0 N .7 < U J S.., d r U •M U C -.i U I • > Ti 0 N L+ W U U U U O E-. — to O U •N U C C U F C: ?. 0l T n •I — ti O ES U Ci O c::U I V U U h C n , -0 L _ , c S c. = 3 L.. C U N y 4..0 O C U C C Z C ✓ U T I.4 U _ 0 W E •-Ni U y C U . 43 O U U C ai IUi • ro > U W U G JC O a! —I .i CO. fiy N Z Z _ C c F N C C c7 C V C .T•.U. cJ U O T V C.. •.a > .ti C 6 n U W 0 N VI 14U ,ti N b hi —, G = L ..y cu 0 W '3 0 C .C W Z W J i) CZ U . I+ U U -H ,C •H U U r 0 .N.NNV U U O.E C J C N • W CZ 1C -.1 V U 7 U W CO C Id . .ti 1.4 U U U U W U U G w C W U W rJ W F. O Z O F 960t.3,21 J7.,". ff1 \ 3 - ©� �; :E» 0 ■� ( . - \.g> 2 - g_\ \ § « �f= '=>. \/ \/ f§§ : \\\\ / ]2 U . , E �� ' td32 f & ` U. \ § 2§, = ..- 2 E. 2 -13 S ! . / \\\ / § f t � w . t \ , d..- - m .. §� ca - E _ ® Z /\ \ � }La 2 ± a� \ /� § � / (k\ . L L . ■ §jf MI .$§ §% 2 ) \ ) f2 \ \ } u ) ' � /f / § / rig. / $ )) ®- AR . t § 68 F- y7 � = E y . :§9 § . eco N /}[ § . f)} \ ge §§ %).§ 2 _ / j — J5 fi ) � \\ JJJ . ■ \f§s. }\\\/ \}\ 96082 1 WELD COUNTY DIVISION OF HUMAN RESOURCES COST ALLOCATION PLAN PURPOSE The purpose of this cost allocation plan is to outline, in writing, the methods and procedures that Weld County Division of Human Resources will use- to allocate costs to its various programs, contracts and grants. BACKGROUND Weld County Division of Human Resources (HRD) operates as an umbrella agency of Weld County Government. HRD is the administrative entity for various federal and state programs, grants and contracts. These programs are grouped into four areas; Employment Services, Family Educational Network, Area Agency on Aging and Other Human Service. Employment Services includes the following grants and contracts; Job Training Partnership Act Grant programs (Service Delivery Area) , Job Service, Employment First Food Stamp/Job Search Program, and New Directions Program. Family Educational Network consists of the following revenue sources and programs; Head Start, Migrant Head Start, Child Care Food Program, and State Preschool. Area Agency on Aging incorporates Older American Act funds into several Senior programs. It also relies on USDA funds for Senior nutrition programs, Community Service Block Grant Funds for coordinating the Senior volunteer program, Urban Mass Transit Funds for Senior Minibus transportation, and Home and Community Based Services for Senior Casemanagement. Other Human Service programs and funding include; Community Service Block grant, Commodity Supplemental Food Program, and .the Weatherization grant program. These grants require that HRD complies with OMB Circular A-102, Uniform Administrative Requirements for State and Local Governments and OMB Circular A- 87, Cost Principles for State and Local Governments. This Cost Allocation Plan is based on the definitions and requirements spelled out in OMB Circular A-87. GENERAL APPROACH The general approach of HRD in allocating costs to particular programs, grants and contracts is as follows; A) All costs identifiable with a specific program, grant or contract are charged directly to the benefiting program. B) Unassigned direct costs and indirect costs are assigned to cost pools and are allocated quarterly based on weekly time sheet distribution percentages of personnel attached to each particular cost pool. 960871 ALLOCATION METHODOLOGY HRD uses five cost pools; 1) Transportation Cost Pool---This pool is used to accumulate all the joint costs associated with running aD's Transportation Department which provides minibus transportation for several of our programs. This includes salaries, fringe benefits, and all operational costs. 2) Employment Services Cost Pool---This pool is used to accumulate all the joint costs associated with the operations of Employment Services including; salaries, fringe benefits, and other costs which cannot be directly identified to program. 3) Non-Employment Services Cost Pool---This pool is used to accumulate all salary and fringe costs and joint costs associated with Area Agency on Aging employees and programs . 4) Administrative Cost Pool---This pool includes all administrative salaries, fringe, overhead and other joint costs associated with administering all HRD programs that cannot be directly identified to program. 5) FENWC Cost Pool---This pool is used to accumulate all the joint costs associated with the operations of Family Educational Network of Weld County including; salaries and fringe, as well as other costs which cannot be directly identified to specific program. TRANSPORTATION COST POOL The Transportation Department keeps daily driver logs noting hours, miles, and passengers associated with each program served. These figures are accumulated into a monthly report. Quarterly, percentages of miles and hours per program are calculated for the three month period. The hours percentages are taken against the total transportation department salaries and fringe for the quarter. The amounts are allocated from the pool to the program receiving benefit. The miles percentages are used against all other transportation department operational expenditures and are again allocated accordingly. EMPLOYMENT SERVICES COST POOL Monthly time sheets are kept by all Employment Services employees noting their time per month per program served. Quarterly, the time worked per program is entered into a spreadsheet which calculates total time (weighted by rates of pay) percentages per program. The time/rate percentages are taken against the pooled costs and are allocated to grants served accordingly. 360821 NON-EMPLOYMENT SERVICES COST POOL Monthly time sheets are kept by all Non-Employment Services employees noting their time per month per program served. Quarterly, the time worked per program is entered into a spreadsheet which calculates total time percentages per programs weighted by rates of pay. The time/rate percentages are taken against the pooled costs and are allocated to grants served accordingly. ADMINISTRATIVE COST POOL Monthly time sheets are kept by all Administrative staff noting their time per month per program served. Quarterly, the time worked per program is entered into a spreadsheet which calculates total time percentages per program weighted by rates of pay. The time/rate percentages are taken against the pooled costs and are allocated to grants served accordingly. FENWC COST POOL Monthly time sheets are kept by all FENWC staff noting their time per program served. The classroom staff allocates by percentage of children per program. Quarterly, the percentages are calculated and taken against the pooled costs and allocated to grants and programs served accordingly. GENERAL LEDGER ACCOUNTING Weld County uses a uniform classification of accounts for all general ledger departments. Each grant or program is its own general ledger department. All direct costs are charged directly to the particular department it served. All allocated costs are entered into the ledger by journal entry. Each line item is coded so it can be identified as to cost pool source. REPORTING Most grant programs are on quarterly reporting. Each general ledger department is downloaded to a lotus spreadsheet. These spreadsheets are set up to calculate the quarterly expenditure for each line item and identify each line item to cost category per requirements of each particular grant. These spreadsheets are the backup documentation used for the reports sent to the granting agency. 960821 o I O, y Lo E-• O < in G I in At 5 ! m W ra u Gt ca Q =w r R a i zZ a z z O O ! W 0 N ] F U m c Z ¢ ' ° z 0 E m O N - o w Q w 514 i .5 O eC a' 0� w Lai 3 e < a o w vi t+. 0 olio o!oiolo ;olg Rig Fr, 0 0 r-, of 1 E-� ao cm cot= Tim logo lm'� C- '0w coo rnim m'O 'O `d c b 't I b �I V i b b b b C b b '0 b O t 2 9 C 0 u u c m c.) w U U > y pp 0 V N w O N , U F. < a z w O U f-. w ! w �' o �F �IQ Tr > co- v O vi < `. 9 Q > 0ueu) < < v. z Y d FS .I'n " © 2Z79a ozo 1 B , F "L.' al F- w3 a m a0 Za° w,°g ; 7 wz O a w = iu u $g u. z2ix < c cal Qyaw sOxw U > � 1 8 c °ayrzxw0U -laa < maFos2a .aa < a Q < << < < < Q 5 ! m 1aaCI < y O< ="J LC C zc Ez. << < < < < < a < Ensu_z .aa .wa < a1— ooga .wag : N 96P_21 0 a O o a rn O .O co 1 04 Ca O � = WOw • Z = = z �- GU M I- �e a E Z U C) `' ° 0 v I Q - 3 y o W ca >4 W 0 ` A. J y z hea 2 o 7 'o '0 \00te bet o 2 a o s a. = 6. 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WEEK I I WEEK 2 WEEK 31 WEEK 4i WEEK 5 TOTAL HOURS I HOURS HOURS I HOURS I HOURS HOURS JTPA TECHNICAL ASST. 6300 I PERFORMANCE INCENTIVE 6310 I • j JTPA EDUC.COORD.8% (WELD OPP) 6340 • JTPA OLDER WORKER 6390 JTPA IIA ADULT FY '92 6490 JTPA IIA YOUTH FY '92 6490 JTPA IIA ADULT FY '93 6490 I JTPA IIA YOUTH FY '93 6490 I JTPA EDWAA 50% WORKER 6450 JTPA EDWAA 10% HOMEMAKER 6460 • JTPA EDWAA 40% 6470 I j f JTPA SUMMER YOUTH 6480 j 10B SERVICE 6510 4 SUMMER JOB HUNT 6520 FOOD STAMP/EMPLOY. FIRST 6530 YOUTH CONSERVATION CORP. 6540 NEW DIRECTIONS 6580 HEAD START BASIC 6600 I HEAD START HANDICAP 6610 I MIGRANT HEAD START BASIC 6640 I 1 MIGRANT II.S.HANDICAP 6660 DAYCARE 6670 STATE PRESCHOOL 6590 AAA ADMINISTRATIVE 6800 AAA SENIOR NUTRITION C-I 6850 AAA HOME DELIVERY C-2 6860 AAA IN-HOME SUPPORT-D 6870 AAA HEALTH SERVICES-F 6770 AAA ELDER ABUSE-0 6780 AAA OMBUDSMAN 6840 AAA CASE MANAGEMENT 6820 AAA LEGAL AID 6830 SUPPLEMENTAL FOODS 6700 UMTA 6720 1 CSBG 6650 HCBS 6790 I DOE WEATHERIZATION 67501 ADMINISTRATIVE ALLOCATION POOL 6950 I EMPLOY.SERV. ALLOC. POOL 6960 AAA ALLOCATION POOL 6970 TRANSPORTATION ALLOC POOL 6980 COMPUTER LAB POOL 6990 OTHER OTHER TOTAL REGULAR TIME PAID LEAVE LEAVE WITHOUT PAY • TOTAL TIME I verify that the above information is true and accurate to the but of my knowledge. EMPLOYEE SIGNATURE DATE SUPERVISOR SIGNATURE DATE 21-93-0005 REV 7/93 960F21 • Attachment 16 • Page 1 PROJECTED QUARTERLY EXPENDITURE FORM TITLE II-A ADULT EXPENDITURES 1st Quarter 2nd Quarter 3rd Quarter 4th Quarter TOTAL Projections Projections Projections Projections 7-1-96 to 9-30.96 10-1-96 to 12-31-96 1-1-97 to 3-31-97 4-1-974-30-97 Administration $21.110.00 $11,286.00 $11,286.00 510,062.00 $53,744.00 Direct Training 556,084.00 $27,390.00 $27,390.00 $19,564.00 $130,428.00 Training Related &Support $23,335.00 511,396.00 $11,396.00 $8,140.00 $54,267.00 TOTAL I $100,529.00 I $50.072.00 .I $50,072.00 I $37.766.00 I $238,439.00 I SDA-Admin. $21,110.00 $11,286.00 $11,286.00 $10,062.00 $53,744.00• SDA-Direct Training $56,084.00 $27,390.00 $27,390.00 $19,564.00 $130,428.00 SDA-Training Related&Support 523,335.00 $11,396.00 $11,396.00 $8,140.00 $54,267.00 TOTAL SDA I $100,529.00 I $50.072.00 I $50.072.00 I $37.766.00 I $238.439.00 CBO-Admin 0 0 0 0 0 CBO-Direct Training 0 0 0 0 0 CBO-Training Related 8 Support 0 0 0 0 0 I TOTAL CEO I 0 I 0 I 0 I 0 I 0 INSTRUCTIONS This form is to be completed using projections of actual Title II-A expenditures for the Program Year. Include Title II-A amounts carried in from other program years and exclude funds expected to be carried out. This form may not agree with BIS. As actual carry-in figures become available at close-out of the current year,this form should be modified if amounts available for carry-in are significantly different than what is projected here. 960821 Attachment 16 Page 2 PROJECTED QUARTERLY EXPENDITURE FORM TITLE II-C YOUTH EXPENDITURES 1st Quarter 2nd Quarter 3rd Quarter 4th Quarter TOTAL Projections Projections Projections Projections 7-1-96 to 9.30.96 10.1-96 to 12-31-96 1.1-97 to 3-31-97 4-1-97-6-30-97 Administration $3,994.00 $1,583.00 $979.00 $980.00 $7,536.00 Direct Training $12,598.00 $4,991.00 $3,090.00 $3,090.00 $23,769.00 Training Related &Support $3,380.00 $1,339.00 $829.00 $829.00 $6,377.00 TOTAL I $19,972.00 I $7,913.00 I $4,898.00 I 54.899.00 I $37,682.00 SDA-Admin. $3,994.00 51,583.00 $979.00 $980.00 $7,536:00 SDA-Direct Training $12,598.00 54,991.00 $3,090.00 $3,090.00 $23,769.00 SDA-Training Related&Support $3,380.00 $1,339.00 $829.00 $829.00 $6,377.00 I TOTAL SDA I $19,972.00 I 57,913.00 I $4,898.00 I $4.899.00 I $37,682.00 I CBO-Admin 0 0 0 0 0 CBO-Direct • Training 0 0 0 0 0 CBO-Training Related&Support 0 0 0 0 0 I TOTAL CBO I 0 I 0 I 0 I 0 I 0 1 INSTRUCTIONS This form is to be completed using projections of actual Title II-A expenditures for the Program Year. Include Title II-A amounts carried in from other program years and exclude funds expected to be carried out. This form may not agree with BIS. As actual carry-in figures become available at close-out of the current year,this form should be modified if amounts available for carry-in are significantly different than what is projected here. • 960821 Attachment 17 Page 1 of 2 SDA BUDGET INFORMATION SUMMARY (BIS) (Title II-A) SDA: Weld County SDA Title of Funds: II-A Period of Performance: From: 7/1/96 To: 6/30/99 Year of Funds: PY96 Reference Code: WE62A VAX #: Original Allocation $ 185.528 .00 * Rescission (-) * Transfer In (+) From Title * Transfer Out (-) To Title Adjusted Total $ 185.528.00 • Amounts should be cumulative, reflecting total rescissions and transfers to date. COST CATEGORY SDA CEO TOTAL PERCENT 90/10 $ $37,105 $37,105 20% Administration Code $ $111,317 $111,317 60% Direct Training Code $ $37,106 $37,106 20% Training Related & • Support Code TOTAL $ $185,528 $185,528 100% TOTAL PERCENT 100% 100% 960821 Attachment 17 Page 2 of 2 SDA BUDGET INFORMATION SUMMARY (BIS) (Title II-C) SDA: Weld County SDA Title of Funds: II-C Period of Performance: From: 7/1/96 To: 6/30/96 Year of Funds: PY 96 Reference Code: WE62C VAX #: Original Allocation $ 30.686.00 * Rescission (-) * Transfer In (+) From Title * Transfer Out (-) To Title Adjusted Total $ 30.686.00 • Amounts should be cumulative, reflecting total rescissions and transfers to date. COST CATEGORY SDA CBO 90/10 TOTAL PERCENT $ $6,137 $6,137 20% Administration Code $ $18,412 $18,412 60% Direct Training Code $ $6,137 $6,137 20% Training Related & Support Code TOTAL $ $30,686 $30,686 100% TOTAL PERCENT 100% 100% 960921 Attachment 1 EMPLOYMENT SERVICES OF WELD COUNTY ON-THE-JOB TRAINING POLICY On-the-Job Training is a training strategy in employment and training programs designed to teach skills on the job. The On-the-Job Training Program reimburse the employer for extraordinary training costs . Employers must adhere to the "hire first philosophy" and mustretain the trainee upon completion of the contract. All OJT employers must have current Worker's Compensation Insurance. The OJT contract must be signed and dated prior to or on the date of hire. A. SolicitationiJob Development Solicitation of OJTs may be conducted through employer relation efforts, job development. or at the request of an employer. However, employer preselection will not be permissible. Only those participants who have been assessed for OJT and has been documented as an appropriate activity in the participant' s ISS shall be referred to an employer for participation in OJT. Participants possessing the skills outlined in the training outline will not be referred to the position. All OJTs shall have a written job order worksheet to allow for further recruitment efforts. Employers shall assure compliance with the "maintenance of efforts" provision which will ensure that employed workers are not displaced and existing contracts are not impaired. Prior to entering into an OJT contract, an evaluation of the potential training site and a thorough orientation of the rules and regulations of the program will be conducted. (See Form ul) Trainin¢ Not .Approved Occupations and situations for which training will not be approved include, but are not limited to: 1. Those in lower wage industries where prior skill or training is not a prerequisite to hiring; 2. Occupations with high labor turnover; 3. Occupations which lead to relocation of establishments from one area to another; 4. Seasonal occupations; 5. Occupations that are in oversupply according to the Colorado Department of Labor Statistics. 960821 PAGE 2. 6. Occupations dependent on tips and/or ccrznission to equal the minim= wage; and other low-paying, dead-end jobs: and 7. Situations which would result in a competitive advantage to one employer over another if federal training funds were provided: 8. An OJT will not be used to upgrade the skill of a company's current employees: and 9. An OJT contract shall not be entered into with an employer who had two or more previous OJT contracts and exhibited a pattern of failing to provide OJT participants with continued long-tens employment as regular employees with wages and working conditions at the same level and to the same extent as similar situated employees. Employer's eligibility will not necessarily result in termination if the previous OJT participants quits voluntarily, terminate without cause or dismissed due to unforeseeable changes in business conditions. 10. A temporary employment agency may serve as the employer of record for purpose of providing OJT to participant in employment only when such participants are treated as all other agency employees and not when such agency provides probationary, seasonal, temporary, or intermittent employment. B. OJT Methodology In determining the period generally needed for the acquisition of • necessary skills, consideration shall be given to recognized referral materials, including but not limited to the Dictionary of Occupational Titles". employer training plans and content. and the participant' s education. prior work experience and ISS. The Employment Services representative will review the job description and assign a Dictionary of Occupational Title (DOT) code. The three middle digits of the DOT code will be used to determine the length of training. as outlined in the JTPA letter #85-42. These three digits represent the worker function ratings of the tasks to be performed. The Employment Services representative will have the flexibility of pursuing fewer training hours than the hours determined by the methodology. However. only training plans for not less than two months and no more than six months will be permissible. Additional allowable costs to the contract may include tools/equipment (unless normally provided by the employer) , tuition, books, fees or any other extraordinary expense related to the training plan. Employment Services will purchase necessary tools as indicated on employer's list. Expenditures must be pre-approved by the JTPA Director or Designee for purchases over $500.00. 960821 PAGE 3 Tools or equipment purchased by Employment Services will remain with the employer until successful completion of the OJT. The tools will then become the property of the trainee. In the event the trainee is not successful. the employer will return any tcols purchased, for the OJT training, to Employment Services. C. Training Hours,Waees Training hours must reflect not less than 35 hours per week. Wages for trainees must be at the same level and at the same extent, including periodic increases. as for other employees similarly employed. All OJTs written for less than $6.00 per hour or for less than two months of training must have written approval of the JTPA Director or his/her designee. Youth OJT's must be written for more than $5.95 per hour. In no event will an OJT bewritten for less than the minimum wage. OJT authorized for a participant shall be limited to a period of time and in no event may reimbursement exceed the later of 6 months or 499 hours, including time spent in related classroom training during which wages are paid by the employer. The individual determination of a participant's needs-based payment and the amount of such payment shall be based upon the results of the objective assessment and recorded in the ISS. In order to pay wages in combined activities for adults in classroom training must have work-based context and be linked to any occupational skills training provided in the work experience component. Note: The Older Worker Agreements funded by the Area Agency on Aging must reflect no less than 20 hours of training per week. D. Maximum Number of Employees Allowable The maximum number of enrolles to be trained by an individual employer under an OJT program proposal shall not normally exceed 25% of the employer's regular full-time force where the OJT training is taking place. This guideline may be waived for firms employing less than four persons and for new or expanding firms with the definite needs for and ability to provide OJT to larger numbers of trainees, provided a Request for Waiver is approved by the Program Operator and must justify granting such a waiver. E. Training Outline and Memorandum of Agreement The On-the-Job Training Agreement must identify the business name , address, telephone number, contact person, training location, ;raining hours and funds allocated. The Chair of the Weld County Board of Commissioners, employer representative, union representative, if appropriate, and the JTPA representative shall sign and date the agreement. 960821 PAGE 4 The Training Plan should identify the person or persons who will provide the training. Training methods may include expert demonstrations or supervised hands on training or (job coaching) . F. Agreement ModificaticniTermination A written modification must be submitted for increase in salary, changes to the training plan. and early termination of the contract. Employment Services shall cancel the agreement with any employer who does not comply with outlined regulations. Reimbursement of training funds are subject to forfeiture as appropriate. and written notification of an OJT contract cancellation must be given to the employer. If the trainee doe not perform to the employer's expectations. the contract may be terminated. A new training contract may be written if the previous trainee's employment rights were not violated. and if just cause for termination was determined by the Employment Services representative. Any change to the Modifications of the OJT contract must have all signatures including the Employment Services ' representative, Fiscal Office, and the Employer. G. Reimbursement Reimbursement invoices will be computed and forward to the Employment Services Fiscal Department on a monthly basis by the 5th day of the month after which training costs were incurred. Reimbursement will occur only for hours involved with on the job training not to exceed 40 hour per week. Invoices will be processed within ten working days and will be subject to verification of authorized reimbursement signatures prior to processing. Modifications to the authorized signature for reimbursement purpose must be updated as necessary. H. Monitoring The employer shall be subject to various monitoring and evaluation requirements as deemed necessary by Employment Services, the Private Industry Council, or the Governor's Job Training Office. To assure the training plan is on target, evaluations will be conducted after thirty days, mid-term, and at the end of the contract. If the contract is for three months, evaluation will be at thirty days and end of contract. The evaluations will include monitoring of the worksite. Potential problems with the training site will be brought to the immediate attention of the employer and appropriate actions taken. 960821 )N-TEE-JOB TRAINING AGREE rr EMPLOYER SPONSOR games "ployment Services of Meld County 1551 Norte 17th Avenue stress: Greeley, Colorado S067E City, State. Z'^ Agreement Sumters telenroas '.`raining Period: Fr to Trainer's Name: Trainee's Names Employment Services of Weld County, hereinafter called '2aloyment Services." and the cobey name abase. hereinafter called "Employer," mutually agree to participate in the On-tnNoa Training Pregrme baems en a !•hire first concept." and abide by ins On-the-lob Training Terms and Condition (Atta••• ent A), and the On-theaeb training Plan IAttachment el. The 8sley.r is rsgeian to commy rite statutes. regulations and Other Milne of the Job Training Parte.r.sip ACM all indicated in Attacheent A. the Employer snail provide employment. Oa-the-Job Training. and other manic= a specified in the 1YASAin.Pleas Relabareeeaet by Employment Services to tea Employer snail not'twee a total of f for hours. :raining reim:uraemenc is based on up to 50% of the nonrlY rage of S the aforementioned attainments !Attachment A, Attachan 8.) ere hereby made a part of this Agrill a nee incorporated herein. The Employes Is requited to evaluate and acumen the trainee'. progress as outlined in Attachment A. Laotian E. TRAINEE EVALUATION PROCEDURE. Employment Services and the Employer will abide by the Assurances outlined in Attachment A. This Aareemsa may not be assigned by either party hereto. WELD CCLmTTT HOMO OF COI41IISIQ!ERS TOTER Board Chairman Date Signature of AULhoAZed Representative Date Eaployo.t Services Director Date Typed Name and Title Date Date Employment Service Representative Date Signature of Union Representative WRITE COPT: SIPA FILE TELLCe COPT: EMPLOYER PIKE: PARTICIPANT -1-97-5008 (REV. a-91) 9609,21 DM-SE-SOB TRAINING (OJT) Attie:ant A Page i of 6 TERMS AND CONDITIONS I. ASSURANCES A. The Employer snail comity with iii repusrerent5 listed hares rn+e. are sapilcabie CO toe oeeratfm ned administration of the On-the-job Training (OJT) Progress 3. The Employer assures that that will convey with the Title VI of the Civil Rights Act of 1986. end that m person shall. on the gamma of race. creed. color. sea. or nacsonal origin, be ear-laded imp particisatimn in. be denies cna benefits oi. or oe oc.amae suoiectad co discrainatica under this approved Agreement. C. No portion of this Agreement mall he cameo co canaciosu a waiver of any fannies as parties or their officers or employees may po net shall may of this Agreement ne dames co have created a duty ot care etch respect to any persons not a party to t'.. Agreement- D. No portion of this Agreement sash be seen co trees en coilgatsan on tna part of the County at Weld. State.of Colorado. to expem tuna nor organ... soosvptutea is eats accessing year. E. If any section. subsection. paragrepn. sentence. clause. or phrase of this Agrees c is for any reason held or decided co be unconstitutional. su= decision sail cot affect the validity of the remaining portions. The parties hereto aeclare teat they would have enured into this Agrees= and mace and every section. subsection. paregrapa. eentare. clause. ann pernse cheat irrespective of the fact that any one or norm sections. subsections. paragrapme. a niAtr -. clauses. or phrases right be declared to be unconstitutional or invalid. F. No officer. camber or employee of Weld County and no memoir of choir yarning bodies shall has any pecuniary interest, direct or indirect. is the sppswm. Agxeamemc or the proceeds thereat. / ) G. The Employee assures that sufficient. audisbie. sod otharase adequate records that will provide stance. current. separate. and consists disclosure of the scan of the funds received under the Agreement are maintained for five (5) years or the tampleeiaa and reaoletion at an audit. Such records shall be sufficient to allow iuemrirea local. Fedora. sea State auditors and representatives to audit and monitor tea Employer. 3. The Emoloysr assures chat autmrnes local. Fedeces. era Stets suaisra and representatives shall. during busiseas hours. have access co inspect and copy retina. ad shall be allowed co mahatot and review cnivugn on-site visits, all contact activities suppostea with funds under this Agreemee. to ensure compliance with the terms of this Agreeseu. :anrracting parties agree that monitoring and evaluation of the performance of this Agreement Beall be connected by appropriate funding sources. The results of the monitoring sun evaluation activities snail he provided to the appropriate and interested parties. I. This Agreement shall be binding upon the parties hares. chair successors, hairs, legal representatives. and assigns. The Employer or Employment Services may not assign any of its rights or obligations hereunder without the prior written consent of both parties. I. The Employer certifies that Federal appropriated funds have not been paid or will. not be paid. by. or on behalf, of the Contractor, to any person for inelnaTing or attempting to influence aa.offiter or employee of an agency, • Member of Congress in conametion rich the awarding of any Federal contrast. the naming of any Federal grant. the naming of any fedora/ loan. tha entering into of any cooperative agreement. and the extension, continuation. renewal. amanent. or modification of any Federal contract. loan. grant, or cooperative agreement. E. The Employer assures chat it will fully comply with tts Job Training Partnership Act regulations promelgated. and all other applicable federal and State laws. rules and regulations. 9 960821 • s-THP-JOB TRAINING (ass Attainment A Page 3 of w L. The Employer assures am certifies coat it and its princinalas 1. Are not presently dabarrea. susoencaa. proposed for daoarment, eaciaree ineligible. or volnootillr excluded fry= reverse transactions ov a Iederei densrtment or agency; _. Have not. within a curse-veer Derrnd Preceding min Agreement. been convicted of or bad a civil judgment repeated acaaaat than for rnmasson of fraud or a criminal. offenseIA raneenaaa fiat obtaining. actsmting to obtain. or performing a colic (Federal. State. or Loeall erYaeetfnm or concrant ulcer a public transaction; violation of Federal or Stara antitrust manse or emegsie of enbeesseemc. weft. forgery, bribery, falsification or correction of =corns. makieg false stataaste. or receiving stolen property; I. Are nos Presently indicted for or otherwise criminally or civilly charged by a goverment entry (Federal. State. or local) with comiaason of any of the offenses earrata is patsgnpt L (2) of this certifications and 4. Have nor. witnfn a three-veer period preceding this Agreement. had one or MO= peptic tr2Laati®a (Fedoras. Stare, spa iocall terminate for cause or default. M. Enn'syer snail conniy with all reauitnests of the Occupational Safety and Health Administration (OSHA). the Devis-flacon Act. and the lair labor Stewards Ant. was shall inform lmpla)ane Services of any violations. N. The Employer shall provide collective bargaining agreement coverage, benefits, and morning conditions at the same laves sad co the same secant as for other npfmyses similarly employed. 0. The Explorer snail assure the availability of all necessary equipment and personnel to monde training as outlined herein. P. The Employer, in operating or in fulfilling the OJT Agreeeenc. assures -d-il i-tntien of the Agreamme in full tansiess with gafeguarna against fraud and ahem. Q. The Employer snail have a current worker's compensation policy number and provide coverage to the sae extent as for otter employees similarly employed. R. The Fmnioyer snail assure co®liana with casntenams of effort provisions. Hiring of trainee will not result in the eiaolacenenc of chair employe° wonars or impair existing contracts and services. 5.• The Employer snail om{sliaoce with the Job Training 2artharsnip Act Nepotism Policy. T. The Employer snail assure that this OJT is not being uses co assist in relocating the business or a pats thereof. U. A temporary employment agency may serve as the employer of record for purpose of providing or to a participant in emfoymac only when such participants are treated as ail other agency employees and not when such agency provides probationary seasonal. temporary, or intermittent employment. II. UNION CONCURRENCE Employment Services and the Employer mass obtain concurrence of the collective bargaining representative, if applicable. Lit. CANCPLIATlON/PENALTY A. If the Employer noes not comply with the OJT Agreement requirements, Employment Services shall. as appropriate. cancel the Agreement in who's or in part or the Employer may be eubteec to forfeiture of reimbursement funds. 311 960921 3N-TEE-JOB-TRAINING (OJT) Abtacment A Fite 4 of 6 3. The Employer may caress the OJT Agreement for enise. provided rights of trainees are riot violates. Mb— possible. two 42) veers notice auu be given to ton affects's trainees. 17. AGREEMENT MIDITICJITICUS A. Modification redresses must be sumitted for any of the following reasoner 1. Extension of the ending data of the OJT Agreement. 2. Ieens..s in salary union resume in additional training costs. 3. Changes in the Training Plan. B. Modification reavaats require tea fsoloysr'a sigma= C. Modification requests must be approved by an Eceloy—nt Services daprea—tative. Requests for extensions must be anmittad two .2) wears prim to the OJT Agreement annuli cats. V. REIMBURSEWEITT TOR TRAINING COSTS A. Training costa shall be reimburses on a monthly buss following processing of the OJT Individual Invoice form. wrath must be sumictad by tie Employer or ton 5th day of the manta after training costs are incurred. Reimbaneeent shall be maae only for trauma; or any otter costs saastified in the Training Plan. B. The Employer is required by State and federal law to pay time-end-e-half to all employees that wort ear •40 hours a weeks this is not a reimbursable cost by Emplaysenc Services. ( C. The —time allowable amount of nssoeraaaac shall. be SOi of the trainee's wages curing the training period. with total amoat of reisbwrsemeat not to exceed at agreed upon an caia Agreement. VI. MONTIORIIC The Employer shall be suoiect to various monitoring and evaluation raonsramenta to be conducted as demo necessary ty the appropriate Employment Services staff. the Weld County Private industry Council. or the Governor's .lob Training Office. The Emnlayer snail maintain adequate c,-1 end attendance. payroll. and other records to support amqu—n reinsures(' under OJT Contracts. ELI. CORuELTIvr ACTION If the Employer is found to be to oontipmliance with the condition. set forth herein or if deficiannfrma are identified. the Employer shall be notated to snout a Corrective Action Plan acceptable to Employment Services within ten (10) days of the notice of non-a®mince or deficiency. Eoaloymene Services reserves' the right to terminate this Agreement noon failure of the Employer to abide by the Corrective Action Plan. VIII. LIABILITY • All financial obligations of Employment Services are hereby made se:p nealy conditional upon funds being appropriated. budgeted, and otherwise mats available to Employment Services by the U.S. Department of Laker and the State of Coloram. In the event that such funding is not fortbeming, the Employer hereby agrees to release Employment Services from ail liability whatsoever and will not hold Employment Services responsible for parent of any costa or expenses incurred by the Employer in reliance upon this Agreement. 960F121 ON-TES-JOB TEATIME (OJT) Attaennenr A Pare a of 6 TI. AUDITS AND RECORDS Employment Services. cos Governor's ;co Training Office. or any of their duly aamrisee representatives shall have access co any boors. accurate. papers. Ann records which are pertinent to this Agra for the purpose of mating Walt axamsnacsoma. sitarists. son transcripts. All names shall be recaira ter five (5) years Peyoon cha class of the eedani grant under watch the program as funded. I. TRAINEE EVALUATION PROCEDURE The Employer shall conduct and suoast no Employment Services. evaluation forms ngesain, the Trainee's prognsalpsriormanee. The eveuucion forma will be provimad to toe enpioyer et the onset et the agresms. II. TRAINEE RESPCINSIBILITIMS The Trainee smalls • A. Abide by the Employer's personnel poiiciss and prooeserea reaming c,mensecory time. overtime. wort schedule. pay dates. probation reruns• vorrar's covnneatson. sass coca. vacation am sick Laaw. etc. Failure co .bids by tae Employer's oarsman policies may :vault in tarae..-.,an of this Agresti. B. Notify the Employer and Employment Services of any comas in address or telephone ®ter. C. Notify the Employer and Employment asrvices as soon as possible of intent to resign and the reeam•ls) for resigning. A ire- mew. matins is receMMOmdd. D. - Follow the Employer's grievance sae complaint pracemres. IL tha Employer does ms have an eerabliand grievance and coeplainc procedure. a copy of the Job Training Partnsnsip Act Complaint Proeedaswe will 400 be provided co the trainee sod berm parr of this Agreement. E. Notify Employment Services of any grievance with the worm site. This will allow en Employment Leswfnes Representative an opportunity to aaalan any grievance with the employer. IIZ. r?IDTER CONTRIBUTIONS The following will be provided by the Employers Type of Company, Private Public Number of Employeees Yorker's Compensation Numbers Grievance Procedures Health Insurance Sick Leave Holidays Lila Insurance Social Security Vacation Other 960i 9,Z1 ON-1711-10B TRAINIM: (OJT) ) Attachment A Fags o or 6 The Emrlonr. balsa. ant Emoloymenc Services agree to tartleivace an tae On-cha-Job Training with the terms ana tomicians SpiteIliad in the OJT Terms eta Conditiana tan Training (0J7) a� iaiag Plan. Employer Date Ealnan menc harries iancmeencative Data Trainee Date Authorized Sionature for Reimbursement Requests: Typea or Printed Name Signature Date Typea or Printed Name 1gnature Date Typea or Printed Name 1lgnature Date CH= COPT: JTPd 1112 - TEIS.RJ corn E!81GTL$ 1nMs PARTICIPAHP Ir 21-97-5006 (REV. 8-93) 060821 ON-THE-JOB TRAINING FLAN DEFINITIONS AGREEMENT NUMBER: The purpose of the agreement number is to identify each employer on an OJT contract for the fiscal year. TOTAL TRAINING HOURS: The total number of hours allowed for the participant to be trained by the employer as stated on the contract. TOTAL FUNDS ALLOCATED: Fifty percent of the funds reimbursed to the employer based on the wage being paid to the participant. STARTING/ENDING DATE: Scheduled starting and ending dates of the participants training as stated on the OJT contract. JOB TITLE/DOT: Position title that the participant is to be trained in. DOT (Dictionary of Occupational titles) is the numeric title for the position assigned by the case manger. TOTAL NUMBER OF PARTICIPANTS TO BE TRAINED: The total number of individuals to be trained by the employer for the assigned position tile on the contract. COMPANY NAME: Name of the company that will be providing the training. TRAINEE NAME: Name of participant receiving the training. SOCIAL SECURITY NUMBER: Participants Social Security Number/Identification number. BRIEF JOB DESCRIPTION: Includes the days and hours the participant will work. And a summarization of duties performed. JOB DUTIES: A description of each individual job duty and what it involves during the training process. HOURS: The total number of hours allocated in each individual job duty to train the participant. i.e. : Take the number of days is will take to train the participant and multiply total by the hours participant works each day. Example: (filing: ' DAYS X 8 HOURS ' 2° HOURS TOTAL) , THEN TOTAL WILL ' HOURS ALLOCATED FOR TRAINING. SPECIAL TRAINING ITEMS TOOLS CLOTHING AND COST: Money allocated for special training items. 96©923 ON THE JOB TRAINING PLAN AGREEMENT NUMBER: COMPANY NAME: ?3003 Employment Services of Feld County TOTAL TRAINING HOURS: 'TRAINEE NAME: 1040 Tracy L . -homeson TOTAL FUNDSALLOCATED: ,SOCIAL SECURITY NUMBER: ,0.d of !!/aoe 2.3 - 56-7700 STARTING DATE: --uaust 25 , _ :93 ENDING DATE: fecemoer ^ . 1993 JOB TITLE: Community Service Worr.er DOT: /1951670/0 TOTAL NO. OF PARTICIPANTS TO BE TRAINED: Tl E BRIEF JOB DESCRIPTION: M- F 2 - 5 om, perform data entry , emoioyer follow-uo , job match , applicant file search , calls applicants , line entries , reviews job orders , referrals JOB DUTIES: - ' TIME HRS nata Entrv- innut 4rh ciders . ; ine entries , referrals ! ?to« ?2Th Job Patch - for employers and clients ( searches into the ! I `v • .ai) computer for jobs or applicants ) Calls- line entries , referrals , reviews , calls apolicant5`9 u l•5 17 Follow uo - reviews orders , contact employers , decided :.T when a second search is appropriate , line entries The above training will be provided by:NAME: Marie Gallegos TITLE: Referral R Placement Sunervisor SPECIALIZED TRAINING ITEMS: N / 4 ICOST: N/A (classes. books. [union) SPECIAL TOOLS/CLOTHING NEEDED: N/A COST: N/A Case.M ger s Signature Date c>< �t- 0vl-tp.e r�5/9 Emp)oyer s Sig[PnuiK2G��n_ Date 'rticioant's Surname-In-At , 714 iA C, tutu cc' i-Jcia-t White copy .17-PA File 21-93-5010 (Rev. 8-93) Yellow copy: Employer 9601921 Pink copy Client ATTACHMENT 13 OST EMPLOYER ASSESSMENT EMPLOYER: STREET ADDRESS: MAILING ADDRESS: TELEPHONE: NO. OF FULL-TIME EMPLOYEES NORMAL WORK HOURS JOB TITLE FOR TRAINING POSITION NO. OF POSITIONS REQUESTED PROPOSED STARTING WAGE PROPOSED STARTING DATE: YES NO 4 TYPE OF BUSINESS Corporation :artnersnip Nonprofit Organization An Individual Ownership Public Agency Other Relocated from another area? If YES, from where and what dates did you relocate? Expanding business from a different area? Was either expansion within a 120 days? Is this a new position of the company? Is this an entry level position? Do you have a person zn mind for training? Has he/she worked for you before? If YES, list name and reiationsnip. Do you have a Collective Barcaininc Agreement of Union Contract? Is Your company' involved in a strike, walkout, or lockout? Is this a seasonal lob? Will you hire the trainee full-time after the completion of the traininc? Do you have written complaint or grievance procedures? Have you laid off any employees in this type of position in the last year? If YES, please explain. Have you or do you plan to reduce the hours of any full-time or part-time employees as a result of this contract? If YES, please explain. 960921 PLEASE READ CAREITILY Please read ana follow these instructions carefully. Accuracy and neatness will expeaite the processing of your reimbursement. Box 1. Enter your business name and mailing address. Box 2. Enter the first day and the last day of the month you are requesting reimbursement for. Box 3 . Enter the month you are requesting reimbursement for. Enter the amount of hours worked on a given day with the correspondence day on the calendar. In the right column under the total amount of hours for each week (any given 7 day period) and total ail the weeks hours and enter on monthly total hours line. Submit no later than the 5th of the followine montn. . Box V. Enter ail the OJT Basic Elements. job title. employee name. total hours worked, rate per hourtmonth, total wage and the amount to be reimbursed. If there are any corrections, make the change and initial that you made the change. Be sure to sign in the section for Contractor's Signature. This is needed to be able to reimburse you. Also read the statements above and below your signature. Jo not write in the area 'To be completed by Human Resources ' . The last copy (goldenrod) is for your records. Your cooperation in this matter will be greatly appreciated. 960921 JOB ORDER WORKSHEET THE PURPOSE OF THE JOB WORK SHEET IS TO: A. SHARE THE JOB INFORMATION WITH STAFF AND OTHER UNITS. B. TO INFORM STAFF THAT AN EMPLOYER HAS A JOB OPENING AND THE EMPLOYER IS WILLING TO TRAIN. C. THE REFERRAL AND PLACEMENT UNIT WILL KEEP A COPY OF THE JOB ORDER WORKSHEET IN THE EMPLOYER'S NOTEBOOK. THE REFERRAL AND PLACEMENT UNIT WILL ENTER THE DATA TO TAKE CREDIT FOR THE PLACEMENT WHEN THE EMPLOYER VALIDATES THAT THE OJT CONTRACT WAS COMPLETED. 960221 • 0.:.:. ::::VSST L :r.9ICE _p: -0: _- .racy Division of Human Resources i 1. Contractor's Name am Address 2. Billing Period ...0 Fiscal Department .351 North :7:h Avenue Bag:. a^^A. Box i805 amding Dace reeler. Colorano 80632 :031 353-3816 .. Tine report for the moats of Not to Sneed 40 hams : 12 2 4 ( 5 I 6 I 7I9; 9 I :0 • lac Week Total. flours 2nd Week Total Hours :2 I I :4 1 :5 I 16 I :7 I :8 I .9 I 20 I I I 3rd Week Total Home 4th Weak Total Hours 22 -. 24 I 25 I 26 I :7 I za I 29 I 30 31 I I I I I I 5th Weak Total Hours STE. .BMIT NO LATER TEAR TEE STn_ OF TEE NEir MOVIE Monthly Total Sours O.J.T. BASIC ="2.2 TS :oh Title Employee Namaul Total tours I Rate Per Total 15. Amount co oe Reimbursed ':priced I ?,urii onth Vase I 50% of Total Waco I I I I To Be Comoletea ov human Resources : Certify that a:. federal. State. and loaf cares and 1. Task Order 2. invoice 3. JTPA 'asurance payments nave bun/rill be made for the Number Number I Program preceding period. am amounts claimed in this invoice I:onstituca authorized payments in accordance with the I :ontracc. 4. Total Estimate* 5. Total Funds Balance, of Fund I Reimbursed to Date Fund 7. Tatal Contract I8. Total Contract Hours ' 9. Remaining Authorized Hours i Reimbursed co Dace i Contract Horns Contractor's Au:nor:zec Signature Dace Reimbursement is 'cased on total hours wormed as per the Statement of Work contained in the 0.J.T. Contract. No rein -somatic will be made for sick leave, holidays, :ac. .n time. or over-time hours (40 hours in any one Authorized Signature Data week • ':site Copy: County Pink Copy: Accounting Department !allow Copy: Technician Goldenrod Cotys Coatrattar :1-91-5011 95VS �1 AGREEMENT MODIFICATION/OBLIGATION FORM Employer Name Task Or_er it Modification u Employee Name Effective Date INCREASED DECREASED DEOBLIGATED S Hours S Hours S Hours Reasons for Changes Except as hereby notified, all terms and conditions of said contract remain unchanged. Employment Service Representative Employer Fiscal Officer Date White Copy: Fiscal Yellow Copy: Employer Pink File: OJT File 9613921 JOB ORDER YORE DATE: TIME: FED IDO: JOB ORDER TAKER: FEDERAL CONTRACTOR: STATE IDO: HAVE YOU LISTED WITH OTHER JSC: YES: NO: EMPLOYER: ADDRESS: CONTACT PERSON: PHONE NUMBER: TYPE OF COMPANY: SIC CODE: JOB TITLE: DOT: EXPERIENCE: EDUCATION: MINIMUM AGE: NUMBER OF OPENINGS: 4 OF REFERRALS: DAYS: HOURS: TOTAL HOURS: SHIFT REQUIRED: FULLTIME: PARTTL"!E: TEMPORARY: SPOT JOB: SALARY: PAY PERIOD: WEEKLY: MONTHLY: OTHER: RIVERS LIC. TYPE: MVR: TRANSPORTATION: AVY LIFTING: AMOUNT: EQUIPMENT AND TOOLS USED: SPECIAL SKILLS: JOB DUTIES: 'V TO APPLY: DIRECTIONS: flg^1 21-93-5048 (Rev.6-93) Attarhnent 1c WELD COUNTY EMPLOYMENT SERVICES JOB TRAINING PARTNERSHIP ACT OBJECTIVE ASSESSMENT SECTION I: PERSONAL DATA Name: I Social Security Number: Address: City/Zip: Phone Number: Message Phone Number. • Age: ( Name of Person at Message Phone: Sex: Eligibility: Employment Status: Target Groin) iJOBS only): Other Agencies: Contact Person: Phone Number: Length of Residence of Colorado: Qualifies for In-State Tuition: I Qualifies for In-District Tuition: sr;CTION 2: WORK EXPERIENCE SUMMARY Job Title: Employer: From: To: Wage: I Reason for Leaving: Job Title: Employer From: To: Wage: I Reason for Leaving: • Job Title: I Employer: From: To: Wage: I Reason for Leaving: SECTION 3: JOB EXPERIENCE SUMMARY Principal Occupation: Number of months/years experience: Number of jobs during the past 5 years: List reasons for leaving these jobs: List job skills learned from work(include skills with tools and equipment): 1 960821 SECTION 4: EDUCATION List prior education and skills obtained: SECTION 5: TESTED READING AND MATH SKILLS Hiehest Grade Completed: I Test Used: I Date Tested: Grade Level - Reading: I Grade Level - Lang.: I Grade Level - Math: SECTION 6: BARRIERS TO EMPLOI 3IENT. Please consider each of the folloning and any other employment barriers the participant might be experiencing. A = Adult I = In School Youth O = out of School Youth BARRIERS YES I NO WHY IS THIS A BARRIER? Below Grade Level (I) � a ,,,‘ Run-away Youth (JO) I � � . Basic Skills Deficient (AIOI Preenant or Parenting (IO) Sociai/Family Situation (0) School Dropout (AO) I ay ��y: Homeless (AIOI I r`'sf' P ate., .:? > &3 ; Offender (AIO) Single Parent (A) �„ y rm< ` rye. At Risk of Dropping Out (I) I '�` ' AFDC Recipient (A) µ (A.10)Person with a Disability Displaced HomemakerI Obsolete Skills/DLW Phvsical/Health Limitation transportation Child Care 2 960821 Displaced Homemaker Youth Out of School I Limited Vocational Skills II Limited Work History , 4i: A �,, Limited Pre-empiovment Skills .; �� r • Career Planning Labor Market Information Resume Applications IIII Interviews Personal Problems Legal Problems 'IousineiFoodiClothing Poor Hygiene Chemically Dependent - Self or Family Limited English Speaking Ability Other: specify: COMMENTS: SECTION 7: COMPETENCY PRE-EMPLOYMENT/WORK MATURITY Can fill out application well Needs Training _ Has a good resume Needs Training Can interview for jobs well Needs Training Knows what jobs are are available and where to look for work Needs Training BASIC SKILLS JOB SPECIFIC D 3 96©921. 3;7 ryorr.yrR ,_rte_ _ , YES I NO 1` I Repeat Employers ■ Adherence to contract tro isio ns ■ Adequate financial systems t I ICermination■ Employment rate at - I z ■ Employment rate at _ weeks I ■ Employee turnover rate I ■ Safety and health considerations I la Adequate training ■ Adeauate supervision ■ Adequate traininc materials and equipment ■ Adequate time and attendance reporting II it Adeauate payroll systems it Adequate trainee "counseling'' history I 1 �•!P it Adeauate adherence to training outline ( it Disproportionate share of workforce I ■ Adequate response to monitori=q I I I II II I _ 960921 • SECTION 8: HOME SITUATION Spouse at home? Children at home? How many? Parents at home? Others in the home? I How do family and friends feel about the participant learning ne'.v skills aria working? How will the participants family help himiher enter the labor force or get through training? Do any family members have problems that might keep the participant from doing well? What are they? Other Comments: SECTION 9: PARTICIPANT'S ABILITY TO ALTER HIS/HER SITUATION IN ORDER TO TRAIN FOR AND KEEP A BETTER JOB How would ajob improve hisiher situation? tow much income is needed in order :o support the family sufficiently? Be sure to consider household expenses. child care. and other living expenses. S per hourrmonth/year What difficulties might occur by obtaining employment? (i.e.. work schedule. day care. wages) Will participant move to another area for a better job? Will participant commute for a better job? Where? Where? Other Comments: • What is the participant prepared to do to get through with program and obtain employment? SECTION 10: SUPPORTIVE SERVICE NEEDS What supportive services are needed for the individual to participate in training? SECTION 11: LABOR MARKET INFORMATION ,oes the labor market information support careeritraining choice? What sources were utilized to obtain labor market information? 960821 4 • SECTION 12: OTHER AGENCIES That types of assistance does the participant already receive. and what can be obtained from other programs to help =anicicant through job training? AGENCY TYPE OF ASSISTANCE NOW HAS APPLIED RECEIVING RECEIVED FOR SECTION 13: TEST RESULTS AND SUMMARY What is the chosen traininweducationai field? (Should be realistic) Math/Reading needs to be improved for this area: CON0VER OCCUPATIONAL AREA: YES NO Interest Test Given: Date: Aptitude Test Given: Date: Other Test(s) Given: Date: TEST RESULTS SUMMARY: Summarize your assessment of the panicipant's test results and how they relate to the expressed interest. (Test scores should be included in tile.) • • • What are the math and reading levels required for chosen field? Reading Math Does the participant indicate interest in non-traditional employment? Yes No Please Describe. Will employment following training provide self sufficiency for client/family? Explain: Jes the participant's interest and aptitude information obtained from objective assessment support successful completion of training and obtainment of the desired employment goal? 5 960821 SECTION 14: FINANCIAL RESOURCES Grants and Loans Are you currently :n default of a previous student loan: Yes No Have you applied for federal financial aid? Yes No How do you plan to support yourself and your family during training? Please be specific. Explain how our program would assist you in achieving your education career goals. Results of Financial Aid Awards Per Quarter/Semester Cost of Training Per Quarter/Semester TYPE OF FINANCIAL AID S ACCEPTED COSTS FOR: $ AMOUNT. Tuition/Fees Books Supplies Other: TOTAL $ - I TOTAL $ TOTAL S AMOUNT OF FINANCIAL AID ACCEPTED I $ TOTAL S AMOUNT OF COST OF TRAINING I S TOTALS AMOUNT FINANCIAL AID REMAINING I S Total Living Allowance Per Quarter/Semester Monthly Quarter/Semester TOTAL MONTHLY INCOME I $ $ TOTAL MONTHLY EXPENSES p $ $ AMOUNT REMAINING (+1-) Total Need Quarter/Semester Total Financial Aid Remaining I $ .mount of Living Allowance Remaining (+1-) I $ Total Remaining/Total Need $ 6 960821 • BUDGET SUMMARY - Estimate monthly costs where Zaniicabie. LIVING EXPENSES S MONTHLY COST RenuMortgase Payment Estimated Utility Cost(Gas ana Electric) Estimated Telephone Bill Estimated Grocer).* Bill Car Payment Car Needs(Gas.Oil. Maintenance of Vehicle) Car Insurance Payment Health Insurance Payment • Life Insurance Payment Child Care Payment Clothing Costs Outstanding Debts Aiscellaneous.specify: TOTAL MONTHLY EXPENSES S SOURCES OF MONTHLY INCOME S AMOUNT Wages(Your Own) Wages(Other Family Members; Unemployment Insurance Public Assistance.specify: Child Support Payments Food Stamps Other.specify: TOTAL MONTHLY INCOME S • 980821 7 • SECTION 15: CERTIFICATION The answers and statements in this assessment have been reviewed with me and are complete to the best of my knowledge and belief. Failure to provide accurate information may result in the termination or denial of services through the program. I am aware that this information is subject to review and verification and that I may be required to provide additional documentation to support this information. Signature Date SECTION 16: COMMENTS REGARDING APPROVAL OR NON-APPROVAL OF TRAINING Items Reviewed for Training Recommendation: Financial Aid _ Budget Summary _ Newspaper Ads Employer Forms Local Job Orders Supply Demand Report • Approved or Denied: Approval of Training Approval Denied JUSTIFICATION OF APPROVAL OR DENIAL • • Signature of Committee Member Date 8 960@21 ) Tnitiai Plan INDIVIDUAL SERVICE STRATE, Attachment 2: ) Revised Plan :ate Revised THIS PLAN IS TO BE DEVELOPED IN CONJUNCTION WITH INFORMATION FROM THE OBJECTIVE ASSESSMENT.. Name Social Security Number Address: Telephone: DOB: I City: Message: Age: ( ) JOBS JOBS JOBS Vax Numbers ( ) JTPA IIA ( ) NV 1. ( ) JTPA ITC ( ) NE State ID Number: ( ) OS ( ) IS ( ) EV 2. ( ) EDWAA 50% ( ) UP Target Group: ( ) EDWAA 1C% 3. ( ) JTPA 5% CWEP Participation Hours: Family Composition: (name and age) Additional Information: ( ) yes ( ) no Commute How Far ( ) yes ( ) no Bilingual ( ) yes ( ) no Relocate Where ( ) yes ( ) no Typing WPM_ ( ) yes ( ) no Transportation Type ( ) yes ( ) no Word Processing Type ( ) yes ( ) no Shift Work ( ) yes ( ) no Auto Insurance Verified yes no • ( ) yes ( ) no Part Time Work Only ( ) yes ( ) no Valid Driver's License Type 1 4 BARRIERS TO REACHING EMPLOYMENT GOAL: (Check all those that apply) A = Adult I = In-School Youth O = Out of School Youth Educational Barriers: (Hard To Serve Categories) ( ) Below Grade Level I ( ) Basic Skills Deficient AIO ( ) School Dropout AO ( ) At Risk of Dropping Out I Other Barriers: ( ) Obsolete Skills/DLW ( ) Physical/Health Limitations ( ) Transportation ( ) Child Care ( ) Limited Vocational Skills ( ) Limited Work History ( ) Personal Problems ( ) Housing/Food/Clothing ( ) Legal Problems Limited English Speaking Ability ( ) Default Student Loans Limited Pre-Employment Skills: ( ) Career Planning ( ) Labor Market Information ( ) Resume ( ) Job Applications ( ) Interviewing Skills ( ) Other sn_t_al Plan I Revised Plan Date: C?! ...it als: ::ame Soots_ Security Number Desires Employment Goal: (s:: id be realistic and attainaoiei EMPLOYMENT AND TRAINING NEEDS: ( ) filch School Diploma ) GED ( ) Pacific Institute ( ) Remediation ( ) career Exploration ( ) Community Work Experience Program (CWEP) ( ) Job Seeking Skills ( ) Work Experience/Work Supc_ementation ( ) Job Skills Training ( ) On-the-Job Training ( ) Job Search Assistance ) Limited Internship COMPETENCY NEEDS: ( ) Pre-Employment/Work Maturity ( ) Employment Applicati:n ( ) Resume ( ) Interview Skills ( ) Labor Market Information ( ) Work Maturity Skills ( ) Other ( ) Basic Skills (Specify needs ! ( ) Job Specific Skills Training Outline for Participation: List employment and training needs in the order that they will be addressed. 1. 4. 2. 3. 6. Supportive Service Needs: Which of the following supportive services does the participant need in order to participate in training and to achieve the stated employment goal? ( ) child care ( ) gas vouchers S weekly ( ) bus passes ( ) eye glasses ( ) clothing for training/wort ( ) tuition ( ) books/supplies ( ) tools ( ) other Services Needed by Other Family Members: (Indicate Timeframes) Start Estimated End 2 960921 ( ) _..itial Plan ( ) Revised Plan ate: CM Initials: Name Social Security I Numoer Requirement for Self-Sufficiency: ( Please consider cay care costs, etc. ) What hourly/monthly rate of cay _s needed to become self-sufficient? Non-Traditional Employment: ( ) yes ( ) no Has non-traditional employment been discussed? ( ) yes ( ) no Is the individual interested in non-traditional employment? Comments: Student Loan Repayment, Financial Aid, and Pell Grants: ( ) yes ( ) no ( ) na Has loan repayment for education been discussed? Comments: ( ) yes ( ) no If individual clans to attend post secondary schooling, has financial aid. including pall grants, been applied for? If no, why? tabor Market Information: Specify results obtained from this information. • Referrals to Other Resources/Agencies: ( ) yes ( ) no To overcome any barriers to employment, does the individual need to be referred to another resource or agency? If yes, complete the following. Barrier: Referred To: Phone R: Contact Person: Date of Referral: • • 960921 i ) _r.itial Plan Illfff' ) Revised PlanCate: Partic't-nt _..___ais: C..2 Initials: Name Social Security Number Training Need as Identified in Outline: i Training Objective: Services to be Provided to Achieve Training Objective Start Estimated End 1. 2. 3. Other Agency Services%Resources to be Provided Start Estimated End 1. 2. Participant Activities to Achieve Objective I Schedule Start Estimated End 1. 2. 3. Rational for activities and services selected. Progress Evaluated: Progress Evaluated: Date: Comments: Date: Comments: C2f' 73 Name Socia_ Security Number , have discussed and developed this Individua Service Strategy with my case manager. : am willing to maze every effort to follow through o acnieving my goals withi❑ the agreed upon time frames. Revisions of this plan can be mutuall made to meet my needs. : realize that planned services are subject to funds availability. T remain a participant in good standing, : agree to dc the following: 1. Maintain contact •.pith my case manager _ per month or as instructed. 2. Maintain regular attendance in accordance with this oian. 3. Provide progress reports, attendance reports, and grades as required. i understand and agree with this service strategy. am responsible for learning and using th¢ skills offered in training. Participant Signature Date Case Manager Signature Date Other Agency Signature Date 5 960821 Attachment 21 PLANNED PARTICIPATION AND TERMINATION SUMMARY ADULT - 1ST QUARTER 2ND QUARTER 3RD QUARTER 4TH QUARTER 1. TOTAL PARTICIPANTS 42 63 85 98 2. NEW 12 32 50 68 3. CARRY IN 30 N/A N/A N/A 4. TOTAL TERMINATIONS 17 34 49 66 5. NEUTRAL TERMINATIONS 2 4 6 8 6. FOLLOW-UP-ESTIMATE N/A N/A N/A 36 7. WELFARE FOLLOW-UP ESTIMATE N/A N/A N/A 18 8. TOTAL PERFORMANCE STANDARDS TERMINATIONS 16 28 40 58 8a. ENTERED UNSUBSIDIZED EMPLOYMENT 13 22 31 45 8a1. TRAINING RELATED 5 8 11 16 8a2. NON-TRAD FOR WOMEN 1 2 3 4 8a2i.TRAINING RELATED 0 1 1 2 8a3 ATTAINED ENHANCEMENT 3 8 12 15 8b ATTAINED ENHANCEMENT 2 3 4 5 8b1.ATTAINED COMPETENCY ENHANCEMENT 3 7 10 13 8b2. COMPLETED MAJOR LEVEL OF EDUCATION 2 5 8 10 8b3. ENTERED NON-TITLE II TRAINING — — — — 8c. ALL OTHER TERMINATIONS 2 4 6 8 9. CARRY OUT N/A N/A N/A 30 PLANNED PROGRAM ACTIVITIES -ADULT 1ST QUARTER 2ND QUARTER 3RD QUARTER 4TH QUARTER 10. BASIC SKILLS TRAINING 5 11 16 21 10a GED OR EQUIVALENT 4 8 11 13 11. OCCUPATIONAL SKILLS TRAINING 10 19 29 41 11a.PAID OCCUPATIONAL TRAINING W/VVE - - - - 12. OJT 2 6 9 13 13. WORK EXPERIENCE 3 5 8 10 14. NON-TRAD TRAINING 1 4 7 9 15. JOB SEARCH 3 5 8 10 9609.^1 Attachment 22 Page 1 PLANNED PARTICIPATION AND TERMINATION SUMMARY . OUT-OF-SCHOOL YOUTH 1ST QUARTER I 2ND QUARTER 3RD QUARTER 4TH QUARTER 1. TOTAL PARTICIPANTS 16 22 26 30 / 2. NEW 2 8 12 16 3. CARRY IN 14 N/A N/A N/A 4. TOTAL TERMINATIONS 4 13 19 24 5. TOTAL NEUTRAL TERMINATIONS 1 1 2 3 6. TOTAL PERFORMANCE , STANDARDS TERMINATIONS 3 12 17 21 6a. ENTERED UNSUBSIDIZED EMPLOYMENT 2 4 8 12 6a1. TRAINING RELATED 0 1 2 3 6a2. NON-TRAD FOR WOMEN 0 1 1 2 6a2i.TRAINING RELATED 0 0 1 1 ' 6a3 ATTAINED ENHANCEMENT 1 1 2 3 6b ATTAINED ENHANCEMENT 2 3 4 5 6b1.ATTAINED COMPETENCY ENHANCEMENT 1 1 2 3 6b2. RETURNED TO SCHOOL 1 2 3 4 6b3. REMAINED IN SCHOOL 1 2 3 4 6b4. COMPLETED MAJOR LEVEL OF EDUCATION 1 2 3 4 6b5. ENTERED NON-TIRE II TRAINING — _ — — — 6c. ALL OTHER TERMINATIONS 1 2 3 4 7. CARRY OUT N/A I N/A N/A 6 PLANNED PROGRAM ACTIVITIES -OUT-OF-SCHOOL YOUTH 1ST QUARTER 2ND QUARTER 3RD QUARTER 4TH QUARTER 8. BASIC SKILLS TRAINING 3 5 7 8 8a. GED OR EQUIVALENT 2 4 5 6 9. OCCUPATIONAL SKILLS TRAINING 3 5 7 8 9a.PAID OCCUPATIONAL TRAINING WNVE 0 0 0 0 10. OJT 0 0 0 0 11. WORK EXPERIENCE 0 0 0 0 12. LIMITED INTERNSHIP 0 0 0 0 13. COOPERATIVE EDUCATION 0 0 0 0 14. NON-TRAD TRAINING 0 0 0 0 15. JOB SEARCH 0 0 0 0 96O4921 Attachment 22 Page 2 PLANNED PARTICIPATION AND TERMINATION SUMMARY IN-SCHOOL YOUTH - 1ST QUARTER 2ND QUARTER 3RD QUARTER 4TH QUARTER j 1. TOTAL PARTICIPANTS 0 0 0 0 2 NEW 0 0 0 0 3. CARRY IN 0 N/A N/A N/A 4 4. TOTAL TERMINATIONS 0 0 0 0 5. TOTAL NEUTRAL TERMINATIONS 0 0 0 0 6. TOTAL PERFORMANCE STANDARDS TERMINATIONS 0 0 0 0 6a. ENTERED UNSUBSIDIZED EMPLOYMENT 0 0 0 0 6a1. TRAINING RELATED 0 0 - 0 0 6a2. NON-TRAD FOR WOMEN 0 0 0 0 6a2i.TRAINING RELATED 0 0 0 0 6a3 ATTAINED ENHANCEMENT 0 0 0 0 6b ATTAINED ENHANCEMENT 0 0 0 0 6b1.ATTAINED COMPETENCY ENHANCEMENT 0 0 0 0 6b2. RETURNED TO SCHOOL 0 0 0 0 6b3. REMAINED IN SCHOOL 0 0 0 0 6b4. COMPLETED MAJOR LEVEL OF EDUCATION 0 0 0 0 6b5. ENTERED NON-TITLE II TRAINING 0 0 0 0 6c. ALL OTHER TERMINATIONS 0 0 0 0 7. CARRY OUT N/A WA N/A 0 PLANNED PROGRAM ACTIVITIES - IN-SCHOOL YOUTH 1ST QUARTER 2ND QUARTER 3RD QUARTER 4TH QUARTER 8. BASIC SKILLS TRAINING 0 0 0 0 Ba. GED OR EQUIVALENT 0 0 0 0 9. OCCUPATIONAL SKILLS TRAINING 0 0 0 0 9a.PAID OCCUPATIONAL TRAINING W/WE 0 0 0 0 10. OJT 0 0 0 0 11. WORK EXPERIENCE 0 0 0 0 12. LIMITED INTERNSHIP 0 0 0 0 13. COOPERATIVE EDUCATION 0 0 0 0 14. NON-TRAD TRAINING 0 0 0 0 15. JOB SEARCH 0 0 0 0 *it MEMORAnDU W IlD . Board of Weld County Commissioners roBoard KieldPyar.Coun fhCommissonio Date nay 6, 1996 COLORADO From HaltPr J S Pckman. Executive Director Subject' dnh Training Partnership Act ( 1TPA) , Job Training Plan PY 1996-1997 Enclosed for Board approval is the Job Training Partnership Act's (JTPA's) Job Training Plan (JTP) for the Weld County Service Delivery Area (SDA). The JTP covers the program years of 1996 and 1997 and presents an in-depth view of the direction the Weld County employment and training programs will follow over the next two years. The SDA will be provided $216,214.00 to provide employment and training services during the time period of July 1, 1996 through June 30, 1997. The Private Industry Council has selected target populations in order to reach the individuals who are most in need. The target populations for Weld County will be: 1. Adult/Youth Welfare Recipient (single parent and two-parent heads of households) 2. Adult/Youth High School Drop-Out or Potential Drop-Out 3. Individuals with Disabilities 4. Food Stamp Recipients Due to the local need to improve the participant's qualifications for entry level jobs within the local labor market, the major efforts in training will be in the following areas: 1. On-the-Job Training 2. Work Experience 3. Vocational - Job Site 4. Vocational - Institution 5. Classroom Training for Basic Education 6. Job Placement Enhancement Training 7. Youth Competency Program 8. Assessment If you have any questions regarding the attached Job Training Plan, please contact me. 960821 Hello