HomeMy WebLinkAbout970341.tiffRESOLUTION
RE: APPROVE EXPENDITURE AUTHORIZATION FOR JTPA SUMMER YOUTH
EMPLOYMENT AND TRAINING PROGRAM PLAN TO 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 an Expenditure Authorization for JTPA
Summer Youth Employment and Training Program Plan between the County of Weld, State of
Colorado, by and through the Board of County Commissioners of Weld County, on behalf of the
Department of Human Services and the Governor's Job Training Office, commencing April 1,
1997, and ending June 30, 1999, with further terms and conditions being as stated in said
authorization, and
WHEREAS, after review, the Board deems it advisable to approve said authorization, 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 Expenditure Authorization for JTPA Summer Youth
Employment and Training Program Plan between the County of Weld, State of Colorado, by
and through the Board of County Commissioners of Weld County, on behalf of the Department
of Human Services 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 authorization.
The above and foregoing Resolution was, on motion duly made and seconded, adopted
by the following vote on the 24th day of February, A.D., 1997.
epu . the Board
APPROVSD AtTOtORM:
anty Att rney
BOARD OF COUNTY COMMISSIONERS
WELD OUNTY,COLQRADO
George" . Baxter, Chair
stance L. Harbert, Pro-Tem
G
Dale K. Hall
�//,`tld "-.i /\i Sir
i Barbara J. Kirkmeyer
�� iA 4
W. H. Webster
970341
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EXPENDITURE AUTHORIZATION
Signature Page
Y crx\
Service Delivery Area
Name: Weld County
Address: P.O. Box 1805
City/State/Zip: Greeley, Colorado 80632
Program Proiect
Name: Summer Youth Employment and Training Program VAX#:
Period of
Performance: From April 1. 1997 To June 30. 1999
Ref. Code
The foregoing Expenditure Authorization has been reviewed and approved by the following parties and will
be incorporated into the GJTO/SDA Master Contract as an attachment. This signature page, when duly
signed, authorizes the grant of funds by GJTO for the program/projects identified herein.
f
(
'EO Sigriature (above) Date
George E. Baxter Chairperson
Name and Title(Typed above)
PIC Chair Sig
Willie Morton
Name and Title (Typed above)
'rector Signature (above)
Linda L. Perez
Name and Title (Typed above)
Date
a Loki Si -1
Chairperson
4-y7
Date
Director
Jon Humair, Exec. Dir
Colo Dept of Labor & Emp.
Date
BY
Name (Typed)
State Controller Deleaate
APPROVALS:
STATE CONTROLLER
LIFFOR
Weld County
Summer Youth Employment and Training Program Plan
PY 96
SUMMER 1997
970341
Weld County
Summer Youth Employment and Training Program Plan
PY' 96
Submitted by: Linda Perez
Director
Weld County Service Delivery Area
P.O. Box 1805
Greeley, Colorado 80632
(303) 353-3800 ext. 3363
970341
Weld County Summer Youth Employment and Training Plan Page 1
1. Executive Summary
A. Grant Recipient
The Board of Weld County Commissioners will be the grant recipient of the funds from the
State.
Entity to Administer the Summer Youth Employment and Training Program (SYETP)
The Weld County Service Delivery Area (SDA) will administer the Summer Youth
Employment and Training Program.
C. Procurement Process for Subcontracting
The Weld County SDA does not subcontract services for the summer program.
D. Start and End Dates for Activities
Outreach
Eligibility Determination
Orientation
Assessment
Work Experience
Remediation/Academic Enrichment/
Employability Skills Enhancement
*(The thirteen school districts in Weld
activity start dates would be May 20,
April 1997 through June 1997
April 1997 through July 1997
May 1997 through June 1997
May 1997 through July 1997
*May 1997 through September 1997
*May 1997 through September 1997
County have different school schedules. The earliest
1997)
E. Executive Summary
The Executive Summary is included as Attachment 1.
2. PY'96 Summer Youth Employment and Training Program Goals and Obiectives
A. Focus and Impact of the Program
The focus of the SYETP program and its anticipated impact is to provide for work experience
and academic enrichment components for each youth participant which encourage them to
remain in school or return to school. It is estimated that 80% of the youth will fall into this
category.
B. SYETP Goals and Obiectives
The goals and objectives for the SYETP are:
1). to have 85% of the total number of in -school youth return to school in the Fall of
1997 as measured by a follow-up survey which is conducted with schools and youth;
2). to have 90% of the youth participating in the remediation and academic enrichment
components enhance their academic performance, including their reading and
mathematics comprehension, as measured by attainment of school credit,
completion of grade level in the learning lab, or successful completion of other
classes, as determined by pre- and post -testing and reports from
remediation/enrichment component instructors;
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Weld County Summer Youth Employment and Training Plan Page 2
3). to have 90% of the youth participating in the work experience component enhance
their level of employability skills as measured by a Youth Participation Questionnaire
and a Work Site Questionnaire. The Questionnaires include the youth's evaluation
of the benefits received from participation in the areas of remediation, academic
enrichment, employability skills enhancement, and work experience;
4). to increase the coordination efforts with local youth serving agencies to provide
services to youth in need by conducting orientations for three agency personal, cross
referral as appropriate, and arranging for outreach/recruitment sites at thirteen
school districts and two agencies;
5). to have 80% of the youth participating in the program in any of the activities increase
their citizenship skills as measured by an evaluation of the youth, instructors, and
site supervisors and by using attendance, work attitudes, completion of assigned
tasks, etc.
3. Program Activities/Services to be Provided
SYETP Program Activities and Services
A. Objective Assessment
Each youth participant will receive an objective assessment which determines their basic
skills and supportive service needs. Information will also be obtained regarding past work
experiences with the Summer Youth Employment and Training Program and the
interest/preference of the youth which will be used to determine job assignments in the
program.
Assessment of reading and math skills will be completed by one or more of the following
methods:
Adult Basic Learning Assessment
Job Corp Reading Test
Results of the Comprehensive Testing Basic Skills
A statement from the school identifying the youth's grade level and the school's
assessment of benefits from remediation activities if statement and assessment are
within the last 12 months
District Objective Test
Other tests or methods the schools use to determine the grade level of youth in math
and reading if those tests are within the last 12 months
Aims Community College testing for GED in English, reading, and math for high
school dropouts
For those youth who have graduated from high school, the final report card will be
requested. If they have obtained reading and math credit, further assessment will
not be needed
The primary tool that Weld County SDA will use, will be the Adult Basic Learning
Assessment.
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Weld County Summer Youth Employment and Training Plan Page 3
B. Individual Service Strategy
Each participant will have an Individual Service Strategy (ISS) which will indicate selected
training components and any supportive service needs identified through the objective
assessment. Each participant will have an ISS included in their client file. If a youth is either
transferred or co -enrolled in Title II -C, or is planned to be enrolled in Title II -C, their Title II -C
ISS will be updated to show the rationale for enrollment in SYETP and a copy of the updated
ISS will be placed in the II -B client file. ISS's will address goals for employment and
education, services to be received under Title II -C, and will describe how the SYETP will
assist the youth in overcoming barriers to employment, and in setting and reaching goals.
The Individual Service Strategy which is planned for use in the Summer Youth Program is
included as Attachment 2.
C. Basic Education/Academic Enrichment
1). Assessment and Plan of Action to Improve Skills in Deficiency Areas
Each youth will be assessed through one of the means discussed in section 3.A.
The assessment results will become part of the permanent record. It is estimated
that 100% or 100 youth will participate in a remedial or enrichment activities.
The SYETP staff will be responsible for pre -testing to determine areas that may need
to be addressed with the youth through remedial or enrichment activities. These
areas will then be addressed through either computer -assisted instruction, teacher
directed instruction, or both. Youth not in need of remediation will receive academic
enrichment or employability skills enhancement.
The remedial and enrichment activities have been designed to be flexible and
individualized. The assisted instruction through the computer learning lab and
general instruction, includes pre- and post -testing to determine the level of the skills
the youth needs to master the remedial or enrichment activities.
The youth who attend summer school or are pursuing a GED, will be attending
classes to up -grade their deficiency areas, or obtain school credit.
2). Participants and Locations
The Weld County SDA will have various approaches to deliver remedial and
enrichment activities. These approaches are as follows:
Youth who Test Two Grade Levels Below
Youth that test two or more grade levels below their actual school level, will be
required to attend remedial classes in conjunction with their summer work
experience, except those youth who live in the rural areas where transportation is
not available. It is not anticipated that many rural youth will need remediation as
their academic achievement is normally standard. Handicap youth, including youth
with learning disabilities, will be reviewed on an individual basis to determine if
remediation is appropriate. Exemptions will be documented in the youth's file.
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Weld County Summer Youth Employment and Training Plan Page 4
Youth who Test at or Above Grade Level
Youth who test at or above grade level will be encouraged to take advantage of the
options available for enrichment activities to increase their operational levels in
English or math, or to explore new academic areas that they have not previously
been involved in.
(a). Remediation and enrichment classes will occur at Employment Services of
Weld County, 1551 North 17th Avenue, Greeley.
The learning lab, which utilizes computerized -instruction through the Invest
Learning System, will be used to supplement teacher -directed instruction in
math and English. Approximately 60 youth will participate at the lab.
The lab will be available 5 days a week from June 1, 1997 through August
30, 1997, to youth who participate in lab remediation activities. Youth will
be encouraged to participate for a minimum of 20 hours during the summer.
An out -station computer lab located at Island Grove Apartments, in Greeley
will also be used to deliver computerized instruction through the Invest
Learning System. This will supplement teacher -directed instruction in math
and English.
(b). Youth who are not in school and who do not have a GED or high school
diploma will be encouraged to attend a GED program at Aims Community
College and attend GED classes at the Learning Lab. Approximately 2
youth will work toward a GED. Based on need, additional remediation or
enrichment activities may occur.
(c). Two separate classes will be offered at Aims Community College in Ft.
Lupton. A remedial education class will be offered to youth in the Ft. Lupton
area who are shown to be in need of remedial activities. An academic
enrichment class for youth at or above grade level will also be made
available. Approximately 10 youth will participate in the Ft. Lupton classes.
Classes will be arranged by Aims Community College and will be held 1 day
per week. Youth will receive instruction in either math, reading, or both.
General instruction, as well as individualized instruction methods, will be
used. Classroom pre- and post -testing will be initiated by the instructor to
determine how well the youth mastered the specific topic.
(d). School District 6 in Greeley, St. Vrain School District in Frederick, and
School District RE -8 in Ft. Lupton operate summer school programs. Youth
who participate in the SYETP and are designated by these School Districts
as in need of summer school will be required to attend the summer school
classes. The youth will receive academic credit for successful completion.
Approximately 6 youth will attend summer school.
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Weld County Summer Youth Employment and Training Plan Page 5
(e). Student/Teacher Ratio/Remediation or Enrichment Hours
It is anticipated that the student/teacher ratio will not exceed 15 to 1 for most
activities. However, School Districts and the Upward Bound Program
determine the student/teacher ratio for their programs. Each instructor
determines the delivery of their instruction, coordination with similar
programs in the community, and use of volunteers in the classroom.
Remediation and/or enrichment hours are based on the structure and
design of each component. School Districts, and GED hours are
determined by the responsible agency. Program availability and experience
help determine target hours for remediation and enrichment activities in the
learning lab and Aims Community College.
(f). Basic Skill Competency
For the PY '96 SYETP, a youth will be considered as having attained PIC
Basic Skills Competency if, through the intervention of JTPA or a
participating organization, the youth:
Attains a GED, or;
sr Attains a high school diploma, or;
Attains the required basic reading/English/math functional grade
level (as measured by a standardized test), or;
Attains a tenth grade functional reading/English/math functional
grade level (as measured by a standardized test), or;
Attains 2 or more functional grade level gains in assigned academic
competency areas.
3). School Credit
School credit will be provided through school districts for those youth who attend
summer school. School Districts determine the number of hours necessary to grant
school credit. Summer school is usually 8 weeks , 16 hours per week. Additionally
a few of the rural school districts award school credit for youth who participate in the
learning lab.
4). Average Cost Der Participant in Basic Education
The Weld County SDA will be using Summer Youth Employment and Training funds
to purchase services from instructors, pay tuition, provide supplies, etc. The real
cost for the remediation/academic enrichment activities is estimated at $13,450.00
for approximately 100 participants for an average of $134.50 cost per participant.
The costs for the remediation activities including incentives for the youth to
participate is estimated at $35,450.00 for approximately 100 participants for an
average of $354.50 per participant.
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Weld County Summer Youth Employment and Training Plan Page 6
D. Work Experience
1). Method Used for Selection
All SYETP participants shall be economically disadvantaged. By priority, the target
eligible population groups are:
• youth who are receiving welfare
• youth who are members of a household receiving welfare
• youth who are pregnant or parenting
• youth who are in school and plan to return to school
• youth who are dropouts
Work Experience Operations/Orientations
Youth who participate in work experience will be exposed to various occupations,
learn basic work skills, receive encouragement to continue their education, earn
money, and develop career goals and objectives. Work experience activities will
occur in public or private non-profit agencies. The type of work experience offered
to youth will include custodian, grounds maintenance, teacher aide, clerical,
reception, maintenance, library aide, etc.
The Weld County SDA requires that the youth's participation in the program
realistically reflect how a youth would be expected to behave in unsubsidized
employment. Therefore, there are strict requirements about reporting to work on
time, attendance, behavior at work, etc. To that end, orientations are geared
towards informing participants of their responsibilities while in the program and the
expectations and program goals of the Weld County SDA. Youth are informed that
if they do not participate according to the requirements, they will be terminated from
the Program. The Participant Orientation Handout is included as Attachment 3.
3). Selection of Work Sites and Job Site Supervisor Orientations
Work site applications are sent out during the outreach phase of the SYETP and
employers respond with information on the type of business and what positions are
available to youth. Work sites are evaluated on their appropriateness for youth
placement and on their ability to monitor and supervise youth placements.
Orientations for job site supervisors are conducted prior to placement of youth, and
items in the work site supervisors handbook are covered. Emphasis is placed on
supervisor responsibilities and job site safety. The Supervisor Orientation Handbook
is included as Attachment 4.
4). Work Sites for Youth with Special Needs
Youth with special needs will be assigned to work sites after it is deemed that the
work site can accommodate the youth's needs. Work site supervisors dealing with
youth with special needs will have a pre -award site visit, and matters concerning
supervision and job safety will be specifically addressed as they apply to each youth.
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Weld County Summer Youth Employment and Training Plan Page 7
5). Pre -Award Site Visits
Pre -award site visits will be performed and documented on all job sites participating
for the first time in the SYETP, as well as those work sites which had workers
compensation claims during the PY'95 SYETP.
6). Number of Participants Assigned to Work Experience
Work experience activities will be provided to approximately 100 youth ages 14-21.
The majority of the participants enrolled in work experience will work for
approximately 4-8 hours a day 3-5 days a week for a total of 24 hours a week for
approximately 8 weeks.
There will be some youth who will work between 4 and 8 hours a day, 5 days a week
and between 6 to 8 weeks for a total of 32 hours a week.
7). Participants in Work Experience Receiving Remediation or Academic Enrichment
It is anticipated that 100% or 100 youth who are involved in remediation or
enrichment will also be involved in work experience. Schedules will be arranged so
that the youth's requirements in both activities do not conflict. Work experience,
remediation, and enrichment will occur concurrently.
8). Competencies
The Weld County Competency Program may be utilized for participants in work
experience and basic skills remediation, if those individuals were co -enrolled in Title
II -C, at the beginning of SYETP, or it is anticipated that the youth will be enrolled in
Title II -C for the next program year. Included as Attachment 5 are the pre- and post -
assessment tool, which will be utilized, the job specific tool, and the time sheet
format to credit work maturity. Participants will be evaluated by the responsible Title
II -C technician prior to placement at a work site.
The competency gain and attainment standards will be the same as for Title II -C.
Pre-employment/Work Maturity will require a minimum of 100 hours on the job and
80% positive evaluations in work maturity areas. Job Specific competencies will
require successful attainment of identified job specific skills. The cost for co -enrolled
youth will be paid only out of Title II -B funds.
9). Incentives for Work Experience Competency
Weld County SDA will not provide incentives to youth who achieve competency in
pre -employment or work maturity competency areas.
10). Average Cost per Participant in Work Experience
The majority of the participants will work approximately 24-32 hours a week at $4.75
per hour for approximately 8 weeks. The youth will earn on an average, $114.00-
$152.00 per week or $912.00- $1,216.00 over the course of the 8 weeks.
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Weld County Summer Youth Employment and Training Plan Page 8
E. Incentives to Motivate Youth to Participate in Remediation
The Weld County Private Industry Council Youth Activities Committee determined that youth
should be encouraged to develop skills which are deemed important to employers and have
importance to an individuals success in school. Based upon this recommendation, youth will
be evaluated by their work site supervisor and educational component instructor on their
overall performance in both their work and remedial/enrichment activities as follows; youth
will be evaluated on attitude, attendance, growth (grade gain in math and reading levels, or
growth in the job), participation in required activities, completion of work, and work ethic.
Based upon their overall performance in the above listed areas, as evaluated by the work and
educational sites, youth would be eligible to receive incentives at the end of the program.
The evaluation's of the work site and the educational site would be added together for each
of the evaluated areas and averaged to determine overall performance. The incentives are
tiered and are based upon the youth's demonstrated overall performance. The incentives
which can be earned and the criteria for each are as follows; Not acceptable $0
(demonstrates these traits 60% or less of the time), Moderate $75 (demonstrates these traits
70% of the time), High $100 (demonstrates these traits 80% of the time), and Exceptional
$200 (demonstrates these traits 90% or more of the time).
F. Supportive Services
Participants enrolled in the Program will receive assistance from this activity if it is necessary
to receive these services to successfully participate in the summer program.
Generally, supportive services will provide the transportation, equipment, materials, uniforms,
safety shoes, safety glasses, textbooks, child care, etc., needed for youth to participate in the
SYETP activities identified in this section. The supportive services monies may also be used
to provide the youth with the equipment, materials, and/or tools needed to secure and
maintain a full-time permanent position. It is anticipated that approximately $200.00 in
supportive services dollars will be used for work -related equipment, child care, or materials
for youth participating in the Program. No bulk purchases will be made for participants
according to the state procurement policies.
G. Other Activities
The Weld County SDA has addressed the Individual Service Strategy which include
employability assessment and employment counseling under section 3.B. Job referral and
job placement activities will be made available to those youth who have completed school or
are not returning to school. These activities will be coordinated with the Job Service function
of Employment Services. There are no additional costs associated with these activities.
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Weld County Summer Youth Employment and Training Plan Page 9
There will be a variety of classroom lectures, workshops, seminars, etc. offered to those
youth who do not attend remediation or other basic skills classes as part of their
academic/employment enrichment activities. Youth will be encouraged to attend these
employment oriented classroom activities as a part of the youth's employment.
The pre -employment classes will be in the areas of career and vocation exploration, job
search assistance, job seeking/holding skills training, work attitude and behavior, decision
making skills, goal setting, and labor market information.
It is anticipated that approximately 20 youth will participate in pre -employment classes and
will receive $15.00 for each of the 6 classes they successfully complete. The total cost for
the incentive is $1,800.00, with the average cost of $90.00 per participant.
H. Planned Participant and Termination Summary
The Planned Participant and Termination Summary is included as Attachment 5.
Coordination
A. Coordination with Other Appropriate Education Systems
The Learning Lab and the Josten Learning System located at Employment Services of Weld
County will be used for remediation/academic enrichment activities unless noted otherwise
in paragraph 3(C).
Coordination with Aims Community College will take place for individuals pursuing GED and
those in need of remedial education in math and reading, as well as with local school districts
for individuals selected to attend summer school.
B. Coordination with Agencies
1). Local Educational Agencies
The Weld County SDA coordinates activities with the 13 school districts in Weld
County. The areas include: work experience sites, outreach, recruitment,
assessments, and remedial or enrichment activities as appropriate. The local
educational agencies will assist in determining which youth should participate in the
remediation activity. It is anticipated that the priority will be youth who need
academic credit for graduation requirements or who are at least one grade level
behind in math or reading. If the Weld County SDA selects youth for remediation,
priority will be given to those youth whose assessments indicate that they would
benefit from some remediation activity. The assessment factors include low grades,
low test scores, etc. Youth who do not have a GED will be encouraged to enter a
GED program at Aims Community College in Greeley.
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Weld County Summer Youth Employment and Training Plan Page 10
2). Youth Serving Agencies
The Weld County SDA implements extensive coordination between the SYETP and
other youth serving agencies during the summer. The Juvenile Court system
provides outreach and referrals to the Summer Youth Program, and their eligible
youth are encouraged to participate in the SYETP by the Juvenile Courts system
staff. Other youth serving agencies, such as drug and alcohol prevention/treatment
centers, may participate as a work site, as an outreach tool, or will provide services
to youth as needed.
5. Nontraditional Employment for Women (NEW)
The Weld County SDA has established goals in the 1996 Job Training Plan for the training and
placement of women in non-traditional employment and apprenticeships. To further the placement
of women in non-traditional settings, Weld County will include efforts to increase the awareness and
placement of Summer Youth Program females participants.
Efforts to Increase Training and Placement
Summer Youth staff will expand the assessment of female participants to determine interests
in non-traditional employment placements. The intent of this assessment process will be to:
1). increase the number of work placements of female participants in non-traditional
jobs;
2). provide participants with information about non-traditional jobs, and non-traditional
job training programs for future consideration;
3). determine and provide supportive services that will assist the female participants in
their placement and retention in non-traditional jobs.
Goals for Placement
The goal for the Weld County SDA will be to have 9% or 4 female participants placed in non-
traditional work experience. The occupations for placement will be grounds keepers,
landscape specialists, and maintenance workers. Weld County does not anticipate any new
non-traditional work sites for the summer of 1997.
6. Program Monitoring
A. Basic Education
Each educational site will be monitored by the designated Summer Youth counselor once
during the SYETP, if the component is less than four weeks, and twice during the program,
if the duration of the component is four weeks or more. A monitoring tool will be used to
evaluate time and attendance procedures, instructional material, pre- and post-test
procedures, competency attainment procedures, and if the goals of the Basic Education
component are being met. The monitoring tool includes an evaluation by the participant.
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Weld County Summer Youth Employment and Training Plan Page 11
Work Experience
Each work site will be formally monitored at least once during the SYETP. The designated
Summer Youth counselor will conduct this monitoring as well as a bi-weekly informal
monitoring. The formal monitoring will be completed and placed in the youth's file within the
1st month of placement. New sites will be formally monitored within 2 weeks of placement
of a youth to ensure the requirements of time and attendance, appropriate work, and safety
concerns are understood.
Formal monitoring tools will be used which evaluate compliance with applicable laws and
regulations including minor labor laws, compliance with GJTO policy and Weld County SDA
plans, completion of required documents including time and attendance sheets, and the
effectiveness in meeting the goals of the Work Experience component.
The monitoring tool includes an evaluation by the participant. The monitoring tools are
included as Attachment 6.
The Program Coordinator will select two sites from each Summer Youth counselor and
conduct a formal review which will check compliance issues, paperwork, time and attendance
procedures and the effectiveness of the component. Testing and data entry procedures will
be monitored bi-weekly.
The Weld County Employment Services' Fiscal Officer will monitor and evaluate payroll
procedures at least once during the Program.
Corrective action will be taken immediately on compliance or safety issues. If the issue can
not be immediately corrected, the work experience will be suspended until corrective action
is taken. Generally, corrective actions on deficiencies will be made on the spot. Follow-up
visits will be made in 1 week and formal monitoring tools will be completed and placed in the
participant file. The designated Summer Youth counselor will be responsible for oversight
and follow-up. SYETP participants will complete a Participant Evaluation at the end of the
Program.
7. Assurances
A. All SYETP participants shall be economically disadvantaged youth, determined eligible for
free meals under the National School Lunch Act or participating in a compensatory education
program under Chapter I. Documentation will be maintained in the participant record file.
All work sites must adhere to the Child Labor Laws.
C. A two page summary report of the PY'96 SYETP will be submitted to the appropriate entity
by November 30, 1997, which shall include:
1). A description of activities offered during the Summer Youth Employment and
Training Program;
2). Characteristics of participants; and
3). The extent to which the activities met the objectives set forth in the Summer Youth
Employment and Training Plan.
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Weld County Summer Youth Employment and Training Plan Page 12
4). Not less than 65% of the total number of Title II -C who concurrently enrolled
participants shall have one or more barriers to employment.
8. Financial Management Procedures
A. Allocation
See attached Budget Information Summaries located as Attachment 7.
B. Budget Information Summaries
The budget information summary for the time period of 04/01/97 through 06/30/99 is located
as Attachment 7. The Quarterly Expenditure Form is included as Attachment 8.
C. Cost Categories
Cost categories are budgeted in accordance with JTPA Letter #93-03-F1
Administration costs will not exceed 15% of the total budget and will follow allowable costs
outlined in JTPA letter #93-03-F1.
Training and supportive service costs will include work experience with all applicable
deductions, classroom training and remediation, transportation and all allowable costs
associated with this cost category and program.
The Weld County SDA does not plan to purchase property with the current allocation.
D. Transfer of Funds
At this time, Weld County does not plan to transfer funds to the Title II -C program as allowed
in §256.
E. Other
Weld SDA's carry out for the '95 SYETP at 10/1/96 was $41,977.47.
The Weld County Human Resources Department overall agency cost allocation plan has
been submitted to GJTO.
Weld SDA's PY 96 SYETP will follow Program Guidelines letter #93-02-AD1 and #93-10-F4
for procurement and property management.
Weld County does not expect to generate income from any activities. If any income is
generated Weld County SDA assures it will adhere to PGL 93-04-F3.
9. MIS Procedures
All SYETP participants will be tested utilizing one of the tools discussed in section 3.A.
Weld County will adhere to entering the pre- and post-test data elements in the MIS system.
Participants not enrolled in remediation will not be post -tested.
970341
Attachment 1
EXECUTIVE SUMMARY
I. Service Delivery Area: Employment Services of Weld County
II. Funds available for 1996 Summer Program:
Total Title II -B $227,633.00
Other Funds $ 41,977.47 (PY 95 SYETP Carry -in Funds)
III. Participants:
New Participants
II -C Co -enrolled Participants
Total Participants
Cost per participant
IV. Brief Description of Program Design:
98
2
100
$2,696.10
The focus of Weld County's SYETP and its anticipated impact is to provide for work experience and
academic enrichment components for each youth participant which encourages them to remain in
school or to return to school.
Weld County plans to serve 100 youth in work experience components for approximately 8 weeks
at 24-32 hours per week. Youth will receive $4.75 an hour for their work activity. The youth will also
be placed in either remedial education or academic enrichment activities during their participation.
Weld County has structured its remedial and enrichment activities to be flexible and individualized and
each youth will be encouraged to participate in these activities a minimum of 2 hours per week.
Incentives for participation and performance will be paid to the participants.
Each youth participant will assessed to determine their basic skills and supportive service needs.
Information regarding past experiences with the Summer Youth Employment and Training Program
and the interest\preference of the youth will be used to determine job assignments in the program.
970341
Attachment 2
WELD COUNTY EMPLOYMENT SERVICES
SUMMER YOUTH INDIVIDUAL SERVICE STRATEGY
VAX 11
Initial
Revised (Date
Technician:
Technician Phone Number:
NAME
SSN
STREET ADDRESS
BIRTHDATE
SCHOOL ATTENDING
LAST GRADE COMPLETED
ABLE TEST SCORES
Reading
Math
Date Tested:
One of the goals of the SYETP is to assist youth in
attaining the necessary reading and math skills needed
to become successful in future education and
employment. If participation in an education
component is deemed necessary by your technician,
attendance in that program is required to maintain
your employment in the summer program.
EDUCATIONAL GOAL
EMPLOYMENT GOAL
Educational Component
Computer Lab (ES)
Computer Lab (Roosevelt)
YOU
Upward Bound
Other:
Start Date & Schedule
Est End
Anticipated School Status (Fall 1993)
( ) Return
( ) Attend
( ) Attend
( ) Other:
to School
Vo-Tech School
College
Employment and Training Needs
( ) Work Experience Start
( ) Job Specific Skills
( ) Pre -employment Skills
Class Date/Location
Supportive Service Needs
( ) Child Care
( ) Safety Equipment
( ) Other:
I agree to take part in the above mentioned activities during the SYETP. I
understand that if I need to be absent from work or class for any reason, I will
call my supervisor or instructor ahead of time. I will give my best effort to
my job and to my classes.
Participant Signature
21-94-5065 (Rev. 3-94)
Date Technician Signature
41
SUMMER YOUTH
EMPLOYMENT AND
TRAZNZNG PROGRAM
PARTICIPANT HANDBOOK
EMPLOYMENT SERVICES OF WELD COUNTY
1551 NORTH 17th AVE.
P.O. BOX 1805
GREELEY, COLORADO 80632
97034
'UDC.
COLORADO
DEPARTMENT OF HUMAN RESOURCES
EMPLOYMENT SERVICES OF WELD COUNTY
WELCOME TO THE WELD COUNTY YOUTH EMPLOYMENT
AND TRAINING PROGRAM
1551 NORTH 17TH AVENUE
P.O. BOX 1805
GREELEY. COLORADO 80632
APPLICANT (3 031 353 3815
EMPLOYER (30 31 353 3800
The purpose of the Youth Employment and Training Program is to provide you with
an opportunity to learn good work habits, gain experience, obtain a better
understanding of the work world, and develop basic skills competency. Your job
can be fun and rewarding, but it is up to you to make the best of it.
This handbook will inform you of employment policies and procedures, which are
sometimes referred to as terms and conditions. It will also provide some general
employment information that you may find useful in your employment future. It
is important that you read this handbook carefully and keep it handy throughout
your participation in this program so that you understand what is expected of you
and what your employee rights are.
We look forward to working with you.
Sincerely,
Ted Long
Special Programs Cooi•dt'nator
Linda Perez
Director
Employment Services
970341
WELD COUNTY'S YOUTH EMPLOYMENT AND TRAINING PROGRAM
YOUTH PARTICIPANT'S HANDBOOK
Welcome Letter to the Youth Participant
Important Reference Information About My Job 1
Employment Information for Weld County Youth
Employment and Training Program Participants 2
Youth Employment Technician 2
Youth Employee Classification 2
Memorandum of Agreement 2
Worksite Agreement Changes (Modification to Memorandum of Agreement) 2.4
Sample Memorandum of Agreement 3
Wages 4
Sign In/Out - Timekeeping Logs - Evaluations 4
Payroll Procedures 4,6
Sample Modification to Memorandum of Agreement 5
Sample Sign In/Out Sheet 7
Sample Monthly Time Keeping Log 8
Payroll Schedule 9
Worker's Compensation 10
Social Security 10
Other Fringe Benefits 11
Compensatory Time 11
Overtime 11
Reimbursable Expenses 11
Excused Absences 11,12
Vacation 12
Other Leave 12
Child Labor Laws 13,14
Terminations 14
Problems/Grievances in the Workplace 14
Complaint Procedures 15
Evaluations 15
Classes 15
Sample Complaint Procedures Form 16
Sample Individual with Disability Discrimination Complaint Procedures Form . 17
Sample Class Schedule 18
Summer Job Checklist 19
Other Employment Information
Resume Basics 20
Sample Resume P1
Job Application Pointers 22
Sample of a General Employment Application 23.24
Your Appearance at the Interview 25
19 Points to edge out Competition 26
Psyching up for the Interview 27
Job Interview Questions 28
Interviewing "Tough" Questions 29
Review These Tips for Good Interviewing Skills 30
How to Keep a Job 31
970341
IMPORTANT REFERENCE INFORMATION ABOUT MY JOB
My Worksite Supervisor's Name is:
Worksite Name:
Department:
Address:
Telephone Number:
YOU MUST CALL YOUR SUPERVISOR:
- when you are going to be late to work
- when you are going to be absent from work
- any other time that he or she asks you to
My Youth Employment Technician's Name is:
Agency Name: Employment Services of Weld County
Address: 1551 North 17th Avenue
P.O. Box 1805
Greeley, Colorado 80632
Telephone: 353-3815
YOU MUST CALL YOUR YOUTH EMPLOYMENT TECHNICIAN
- when you are having any problem on the job that
you can't solve on your own
- when problems come up with your paychecks or your
time cards
MOST IMPORTANT TO REMEMBER:
For any problem you have you should first talk to your worksite supervisor. If you
think your worksite supervisor is causing the problem and you can't talk to him or her
about it. talk to your Youth Employment Technician. No problem is too big or too
small.
Your Youth Employment Technician is here to help you make your job a good one.
Youth Participant Handbook -1-
970341
Employment Information for Weld County Youth Employment
and Training Program Participants
I. General
A. Youth Employment Technician
During the Youth Employment Program, there will be a Youth Employment
Technician assigned to provide assistance to you and the Worksite
Supervisor with any problems that may occur. The Youth Employment
Technician will also be responsible for collecting the Timekeeping Logs,
distributing payroll checks, providing Labor Market information, and the
monitoring of worksites.
B. Youth Employee Classification
You will be classified as a temporary, part-time hourly paid employee of
the Weld County Division of Human Resources' Employment Services only
during the term of this agreement. Temporary, part-time employees of the
Youth Employment Program are entitled to a portion of the Division of
Human Resources' fringe benefits. These benefits include Workers'
Compensation and Social Security. You will be be employed for a limited
period of time as specified in the Memorandum of Agreement.
C. Memorandum of Agreement
The Memorandum of Agreement is a written contract between the worksite
facility, Employment Services of Weld County and you, that states the
following:
1. The effective starting and ending dates that you will be employed at
a worksite.
2. The hourly pay rate you will receive.
3. The job title.
4. The worksite's name. address and the supervisor's name, title and
telephone number.
5. Your work schedule.
6. Your job duties.
D. Worksite Agreement Chances: Modification to the Youth Employment and
Training Program Memorandum of Agreement
1. The original Memorandum of Agreement must be adjusted (modified) for
the following reasons:
a. A change in employment must be specified including new dates of
employment, work times or job title/duties.
b. A change in the worksite supervisor.
%Youth Participant Handbook -2-
970341
t plerrt and Training Ceara
NneraMdm of Aereaens
nvWtrT snuras or WED r..TT 17711CTIVX DUX Ca COSMIC?
Vole County Division of Lana Aaemnsa
P.O. Sot 1505
15515. 17th Avenue
Greeley. Colorado 60612
(303) 151-3025
Fret / /
Into Day Tatr
Three /
Nata Day Year
Purpose: The fount. duration. tern and moaitioes of an agrement of aeniamm Sea LO Nast Facility, Molars, and
- Moloymens smites of weld County are rtmalisaM to provide employment for .ligihls participsnts.
modifications This Agnes may to modified at any time with tae written consent 01 all porter.
wage Itst nt: The employe will be paid per mous so smog sin cm Job traiaiag partareaip Mt name mod repolstfaes
during tae tad of this Agreemaet. subject to the taro and condition described in the annefinancial agimamat. TM employee small
be classified as a temporary egleyes of tao Employment Services of Wald County duriag the tam of this Agnomen.
Source of Funding: The nurse of funding for payment by Impleymsnt Services of weld County to the enplane moan me tas Jen Salting
Partastssip Act Progrm tuna. The tarn of thin premmt is subject to the availahiilty of tends.
Job Title: The E mplaye will be Coming
Work station
days per week
Pram To
(opacity days)
Placoant facility - (tla)
Address
City Mute
sons Souls Or DOIC)CQr in WUXI
Zip Tae O pleyen will be attOndiag classes
days par week
Work station Address (if different) (specify days)
Fro To
Alternate Work 5115 (in Case of had Writer) (time,
Tanis M IRS OF Cana rn WIC:
Direct Supervisor•, mar Title Statommt of Work:(traiaina outline of job duties)
-.lepton! Mummer
ma plreneet Facility, Employee. and Employment Services of Weld County mutually agree to participate in the Wort Cperiaaoe
Training Program in strict ecmrcana with the tare and conditions mania specified. Further, the parties mutually understand,
agree. and acenawladge receipt of all egreeeet exhibits.
Mnployso: Plano= Facility:
Ian
Plasm Facility Authorised Aopn00etatrv.
Aadrar Title
City
Statm Zip
M Plat Facility
Employs Signature Date
White Copy: File
Yellow ropy: Placement Facility
Pinks Lploya
Youth Participant Handbook Page 3
E
Designs aigetars
Employment Mnfrml Of Weld County
E
Data
9703.41
2. The Youth Employment Technician should be notified immediately when
any change at the worksite occurs. Permission to change the
Memorandum of Agreement must be approved by the Employment Services
of Weld County's Special Programs Coordinator before the change takes
place.
E. Wages
1. The Youth Employment Program of the Employment Services of Weld
County agrees to pay the specified hourly wage, which is minimum
wage, as specified in the Memorandum of Agreement.
2. The Youth Employment Program will not provide for salary or merit
increases during the term of this riFeement. The hourly wage will be
minimum wage and will only be adjusted in accordance with federal and
state regulations.
3. You will only be paid for those hours worked. Excused absences will
not be paid and cannot be substituted or made-up at another time.
4. Payment of the bonus for classroom activity will depend upon
successful completion of the requirements of the ONE component that
you are enrolled into. This bonus will be given,i? appropriate, at
the end of the Youth Employment and Training Program.
The Youth Employment Program will pay you for working at the worksite
up to approximately twenty-four (24) hours per week as specified in
the Memorandum of Agreement.
F. Sign In/Out - Timekeeping Logs - Evaluations
1. You must sign in at the beginning and sign out at the end of the work
period. You must write down only the actual hours worked. (Lunch
break must not be included.)
2. You will not be paid in advance for hours not worked. Timekeeping
Logs will be maintained weekly from Monday through Friday by the
Youth Employment Technician, Worksite Supervisor and you.
3. At the end of every second pay period, your Worksite Supervisor and
you must sign the Timekeeping Log and verify the hours that you
worked. The Worksite Supervisor is not authorized to sign these
forms for the you.
4. At the end of each month, the worksite supervisor will evaluate your
performance and review it with you. Copies will be given to the
Youth Employment Technician, the Worksite Supervisor, and you.
6. Payroll Procedures
1. Paychecks will be distributed to you by the Youth Employment
Technician at a previously designated place and according to a
paycheck schedule. (See Page 9)
q
Youth Participant Handbook -4-
970341
EMPLOYMENT SERVICES OF VELD COUNTY
ICDIFICATIDN TO THE YOUTH EMPLOYMENT AND TRAINING PROGRAM
MEMORAIDUI OF AGREEMENT
Instructions:
1) Only the Employment Services of Weld County's Special Programs Coordinator may authorize Youth Employment
Technicians to grant changes to the Memorandum of Agreement. The Coordinator will not authorize overtime
or compensatory time. Permission to grant changes to the Kemorandum of Aoreemant must be in -hand prior
to the youth employee being allowed to start these changes.
2) In emergency situations, changes to the Memorandum of Agreement may be authorized verbally; however, written
' -authorization must follow.
3) Each request for a change to the Memorandum of Agreement shall be approved/denied based on that instance only.
Approval/denial of any request does not apply to subsequent requests.
41 Complete the following sections(s) that applies and submit it to the Coordinator. The form will be returned to
the Youth Employment Technician, and distributed as listed at the bottom of the page.
Youth Employee Name: EFFECTIVE DATE OF MODIFIED CONTRACT
From / /
176717,-- aayy� ear
JOB TITLE: The Youth Employee will be working
Work days per week
Station
(specify oays)
from to
placement Facility (time)
TOTAL HOURS OF EMPLOYMENT PER WEEK:
Address
City State Zip
ork Station Address (lf different)
STATEMENT OF WORK: (Outline of job duties)
A.
B.
Alternate Work Site (In ease of adverse weather)
C. _
Direct Supervisor's Name title D. _
E. _
Telephone Number
Extend Contract Through
Month aay eras
Special Programs Coordinator
Approved:
Denied:
I understand that this does not constitute overtime or a request for compensatory time. This request is to adjust the
Memorandum of Agreement for the sections completed above.
Youth Employee
Date youth Employment Technician
Placement Facility Designee Date
llhite Copy: Youth File Yellow Copy: Youth Participant
Youth Participant Handbook -5-
Date
Pink Copy: Placement Facility
970341
2. Paychecks will be given to you if you have the proper identification,
such as one of the following:
a. Driver's License
b. School Picture Identification Card
c. An Authorized Picture Identification Card
d. Signature Card Authorized by the Youth Employment Program
3. Social Security cards are not acceptable forms of identification.
4. Paychecks will NOT be given out early. You will need to plan ahead
and budget your money for vacations, emergencies. etc.
5. Paychecks will be issued on the day outlined on page 9 of this
handbook. Please do not telephone your Youth Employment Technician
for this information.—Tf so, you will be referred to the payroll
schedule in your handbook.
Youth Participant Handbook -6-
970341
PAYROLL TIME SHEET
NAME:
SOCIAL SECURITY NUMBER:
PAY PERIOD FROM:
TECHNICIAN:
TO:
PROGRAM:
PER HOUR:
Sun
Mon
Tues
Wed
Thurs
Fri
Sat
Hours
Hours
Hours
Hours
Hours
Hours
Hours
Sun
Mon
Tues
Wed
Thurs
Fri
Sat
Hours
Hours
Hours
Hours
Hours
Hours
Hours
Sun
Mon
Tues
Wed
Thurs
Fri
Sat
Hours
Hours
Hours
Hours
Hours
Hours
Hours
Performance Evaluation
Dresses Appropriately
Gets Along With Others
Shows Up On Time
Attends As Scheduled
Displays Positive Attitude
Follows Instructions
Completes Assigned Tasks
"I hereby certify the hours worked
are correctly reported."
Employment Technician Signature
5 = 100% Of Time
4 = 90%
3 = 80%
2 = 70%
1 = 60%
Total Hours:
"I hereby certify the hours worked "I hereby certify the hours
are correctly reported." worked are correctly reported."
Employee Signature Worksite Supervisor Signature
NOTE: ALL SIGNATURES MUST BE PRESENT OR PAYROLL WILL NOT BE PROCESSED
Youth Participant Handbook -7-
970341
SUMMER YOUTH EMPLOYMENT PAYROLL SCHEDULE
Pay Period
Start/End
04-16-97 - 04-30-97
05-01-97 - 05-15-97
05-16-97 - 05-31-97
06-01-97 - 06-15-97
06-16-97 - 06-30-97
07-01-97 - 07-15-97
07-16-97 - 07-31-97
08-01-97 - 08-15-97
08-16-97 -08-31-97
09-01-97 - 09-15-97
09-16-97 - 09-30-97
Date to Mail/Submit
To Employment Services
04-30-97
05-15-97
05-31-97
06-15-97
06-30-97
07-15-97
07-31-97
08-15-97
08-31-97
09-15-97
09-30-97
Pay
Distributed
05-15-97
05-30-97
06-13-97
06-30-97
07-15-97
07-31-97
08-15-97
08-29-97
09-15-97
09-30-97
10-15-97
* All Summer Youth payroll checks will be mailed to the youths residence with the exception of one
day which will be selected.
NOTE:
Youth will be required to pick their check up for one pay period during the summer. Youth will be
randomly selected and will be notified of the date by their Summer Youth Technician. The youth will
need a photo I.D. in order to receive that check.
Youth Participant Handbook Page 8
970341
Law s
Rules
Gnideline s
Tins
-9-
970341
H. Worker's Compensation
1. You are covered by Worker's Compensation through the Youth Employment
Program. Important guidelines for the Worksite Supervisor and you
are:
a. All injuries that occur during working hours and while on the job
at the worksite must be reported immeoiately to the Worksite
Supervisor.
b. All injuries must be reported on the day that the injury occurs.
2. The Worksite Supervisor and you must follow the procedures described
below:
a. If an injury (regardless of how minor) occurs during work hours,
you must report the injury to the Worksite Supervisor immediately.
The Employment Technician should be contacted only if the
Worksite Supervisor is not available.
b. The Worksite Supervisor will then immediately telephone the Youth
Employment Technician at 353-3815 to report the injury. If the
Youth Employment Technician is not available, the Special
Programs Coordinator should be contacted at 353-3815.
c. After the Worksite Supervisor notifies the Youth Employment
Technician, you will be advised as to further procedures.
d. If you refuse medical attention, you need to state in writing
that you declined medical attention. You need to sign and date
this statement and give it to the Worksite Supervisor, who will
then give it to the Youth Employment Technician.
e. The Worksite Supervisor will participate with Employment Services
on further investigative procedures concerning a Worker's Compen-
sation claim.
3. A Worker's Compensation claim may be denied if you go to a private
physician. The only exception will be if the injury is severe enough
to require the use of an ambulance. In such a case, you will be
taken to the nearest medical facility. Payment will be not be paid
for any Chiropractic services.
4. Before you are allowed to return to work, a written release is
required from the physician stating that you can return to work.
5. Failure to follow these established procedures and policies may
result in your claim and resulting medical expenses being denied.
Also, if it is determined through staff investigation by Employment
Services of Weld County and Weld County Personnel that you fraudulently
claimed an injury or illness under Workers' Compensation, you will be
immediately terminated from your employment.
I. Social Security
The Youth Employment Program will provide Social Security benefits for
you.
'Youth Participant Handbook -10-
970341
J. Other Fringe Benefits
The Youth Employment Program will not provide the following fringe
benefits or payment for such benefits for you.
1. Health Insurance
2. Holidays or Holiday Pay
3. Sick Leave or Sick Pay
4. Life Insurance
5. Vacation Pay
K. Compensatory Time
The Youth Employment Program will not provide compensatory time or
payment of such to you. The Worksite (Placement Facility) will not
require you to work for more than the designated total hours of
employment per week as described in the Memorandum of Agreement. The
Worksite Supervisor cannot authorize you to substitute or make-up time
while participating in the program. Any changes to the work schedule
must have written approval from the Weld County Employment Services'
Special Programs Coordinator.
L. Overtime
The Youth Employment Program will not provide overtime hours or payment
of such hours to you. The Worksite (Placement Facility) will not require
you to work overtime.
M. Reimbursable Expenses
The Youth Employment Program will not provide reimbursement to you for
mileage, parking fees, lodging, or other expenses associated with the
program. The Worksite (Placement Facility) will not require you to
participate in duties which result in the aforementioned expenses.
N. Excused Absences:
1. Sick Leave
You are provided two (2) unpaid sick days during the Youth Employment
Program. These sick days may be for a scheduled doctor's appointment
of which the Worksite Supervisor must be notified 48 hours in
advance, or an emergency sick day of which the Worksite Supervisor
must be notified prior to or at the report time for work (no later
than a half hour after work begins on the day the absence occurs.)
The Worksite Supervisor must notify the Youth Employment Technician
of the absence on the day it occurs.
One additional day for sick leave will be allowed only if you have a
serious illness or a member of your immediate family has a serious
illness and requires your assistance. Failure to follow these
procedures will result in immediate termination.
Immediate family includes; your husband or wife, son or daughter,
father, mother, brothers, sisters, father-in-law, mother-in-law
brother-in-law, sister-in-law, grandmother or grandfather.
. Youth Participant Handbook -11-
970311
Example of Excused Absence: If you or an immediate family member.
who requires your assistance. is sick for three (3) consecutive days.
you must obtain a physician's excuse for the days missed. You must
notify your Worksite Supervisor prior to or at the report time for
work that day (no later than one-half hour after work begins on the
day the absence occurs). Failure to follow these procedures will
result in immediate termination. No substitution or make-up of time
will be allowed.
Another Example of Excused Absence: If you are sick one (1) day. and
later within the Youth Employment Program. are sick (serious illness)
two (2) days in a row with a physician's excuse. the sick times will
be excused. No substitutions or make-up of time will be allowed.
2. Court Absence
During the Youth Employment Program. you will be allowed a total of
one (1) court day. The court appearance must have the prior approval
of the Youth Employment Technician. No substitution or make-up of
time will be allowed.
3. Emergency Absence
During the Youth Employment Program. you will be allowed a total of
one (1) emergency day.
The Youth Employment Technician may provide emergency leave for major
transportation problems (applies only to those Youth Employees living
outside the Greeley Bus System), child care problems (applies only for
single parents). eviction from housing, or to attend the funeral of a
member of your immediate family.
Approval must be obtained from the Youth Employment Technician. This
must be done prior to or at the report time for work that day (no
later than one-half hour after work begins on the day the absence
occurs.)
Depending on travel involved. you may be granted by the Youth
Employment Techniccian, two (2) additional days leave without pay to
attend the funeral of a member of your immediate family. No substi-
tution or make-up time is allowed.
0. Vacation
You must notify your Worksite Supervisor of plans to take off from
work for vacation purposes. This must be done at LEAST one (1) week
before your vacation begins. Failure to follow this procedure can
result in termination from the Youth Employment and Training Program.
P. Other Leave
You will not be provided any other type of leave except as described
under the Excused Leave. If you request leave, the Youth Employment
Technician-ETI-BiliWidiately informed by you.
,Youth Participant Handbook -12-
970341
II. Child Labor Laws
A. The Worksite (Placement Facility) Supervisor and you agree to observe all applicable
Child Labor Laws.
The following information is commonly asked about Child Labor provisions:
1. HOURS - TIME STANDARDS - 14 AND 15 YEAR OLDS MAY NOT WORK:
a. Before 7:00 a.m. or after 7:00 p.m. during the school year.
b. More than 3 hours a day on school days.
c. More than 18 hours a week in school weeks.
d. More than 8 hours a day on non -school days.
2. OCCUPATIONS PERMITTED FOR 14 AND 15 YEAR OLDS:
a. Office and clerical work (including operation of office machines)
b. Cashiering.
c. Errand and delivery work by foot, bicycle, and public transportation.
d. Clean-up work, including the use of vacuum cleaners and floor waxers,
and the maintenance of grounds, but not including the use of power -
driven mowers or cutters.
e. Kitchen work, excluding electric knives, slicers, etc.
f. Work in connection with cars and trucks, if confined to the following:
1. Dispensing gasoline and oil.
2. Car cleaning, washing and polishing.
g. Cleaning vegetables and fruits, wrapping, sealing, labeling, weighing,
pricing, and stocking goods.
3. OCCUPATIONS NOT PERMITTED FOR 14 AND 15 YEAR OLDS:
a. Operation or tending of hoisting apparatus or any power -drive
machinery. This includes power mowers, electric hedge trimmers, ant
power driven snow removers. Youth aged 14 and 15 must not operate thi:
equipment in their job.
b. Occupations in connection with: transportation, warehousing, storage,
construction, and manufacturing.
c. Occupations in retail, food service or garden establishments. Worl
performed in or about boiler or engine rooms; work in connection wits
maintenance or repair of the establishment, machines or equipment;
outside window washing that involves working from window sills and al:
work requiring the use of ladders, scaffolds or their substitutes.
loading and unloading goods to and from trucks or conveyors. Ali
occupations in warehouses except office and clerical work.
4. OCCUPATIONS NOT PERMITTED FOR 16 AND 17 YEAR OLDS:
a. Motor vehicle driving. Exceptions: Incidental and occupations]
driving if the child holds a State license valid for the type of
driving involved in the job performed and the vehicle is equipped witt
a seat belt or similar device for the driver and each helper. Motor
vehicle will mean automobile, truck, truck -tractor, trailer, semi-
trailer, or motorcycle.
b. ANY WORK FROM LADDERS, SCAFFOLDS OR EQUIPMENT EXCEEDING 10 FEET I1
HEIGHT
Youth Participant Handbook -13-
970341
c. Power -driven woodworking machines.
d. Exposure to radioactive substances.
e. Power -driven hoisting apparatus.
f. Power -driven circular saws, band saws, and guillotine shears.
g. Wrecking, demolition (including buildings).
h. Roofing operations. This term will mean all work performed in
connection with the application of weatherproofing materials and
substances (such as tar, pitch, asphalt prepared paper, tile, slate,
metal, or wood) to roofs of buildings or other structures. This term
also includes all work performed in connection with installation of
roofs and alterations, additions, maintenance and repair, including
painting and coating of existing roof.
i. Excavation operations.
B. Should a Worksite (Placement Facility) be found in violation of the Child Labor Law,
it will be subject to immediate review. The removal of Youth Employees from the
Worksite (Placement Facility) may result. Further, noncompliance with Child Labor
Laws can result in severe civil and criminal penalties.
III. Terminations
A. Termination from the Youth Employment Program may happen for any of the following
reasons:
1. Excused absences are exceeded;
2. Excessive tardiness or unexcused absences;
3. Not participating in the job duties outlined in the Memorandum of Agreement;
4. Failing to show or call in late or taking an unauthorized day of leave;
5. Refusing to attend an interview after being referred to an unsubsidized job;
6. Fighting, stealing, using drugs or alcohol.
Consequences: 1st time - Counseling Form
2nd time - Termination
B. Immediate Termination may happen for the following reasons:
1. Falsifying information on the Timekeeping Log or other forms;
2. Failing to follow the correct sick leave or vacation procedures;
3. Non-attendance of required classroom activities, or improper classroom
behavior.
IV. Problems/Grievance in the Workplace
If problems arise, you are encouraged to resolve these issues with your supervisor. If
you are unable to find a solution, contact your Youth Employment Technician. Your Youth
Employment Technician will help you to work out the problem and should be notified of any
other problems that may arise.
Youth Participant Handbook -14-
970341
V. Complaint Procedures
You will receive a copy of the JOB TRAINING PARTNERSHIP ACT COMPLAINT
PROCEDURES and JOB TRAINING PARTNERSHIP ACT DISABILITY DISCRIMINATIOK
COMPLAINT PROCEDURES which gives the correct procedures to follow for
violation of the rules and regulations of the Job Training Partnership Act or
a violation based on discrimination because of a disability. You will read
these procedures and they will be verbally explained to you. You will then
need to sign these forms.
VI. Evaluations
During the summer, your worksite supervisor will evaluate your job performance.
This means your supervisor will look at what you do and don't do on your job.
He or she will write down how well you do your job. If you do not understand
your assignment, do not hesitate to ask questions. This is an important part
of doing a good job. These are the things your supervisor will be looking at:
A. Your Work Performance
1. Do you do the work you are assigned?
2. Do you finish the work you are assigned?
3. Do you come to work on time?
4. Do you always come to work?
B. Your Work Attitude
1. Are you dependable?
2. Do you accept instructions from your supervisor?
3. Do you do things on your own without being told?
4. Do you ask your supervisor for additional work when you have finished
a job?
A "Yes" answer to all the above questions is very important in making any.
job a good experience. You should try to be dependable, to get
along, and to take initiative on your job, even when it seems hard to
do so. If you don't know what is expected of you, or are unsure
about something, ASK someone.
VII. Classes
You will be encouraged to attend classes. A schedule will be provided.
These classes will be held so that they will not interfere with your work
schedule.
Youth Participant Handbook -15-
970341
Youth Participant Handbook
Job Trsinina Partnership Act Complaint Procedures
Weld County Division of Hunan Resources
P.O. Box 1805; 1551 North 17th Avenue
Greeley, Col 80632
(303) 353-3815
This procedure shall be followed for complaints involving the Job Training Partnership Act, based upon a complaint
alleging a violation of the rules and regulations of the Job Training Partnership Act, but does not allege a
violation based upon discrimination. Discrimination complaints other then those involving individuals with
disabilities should be referred to the Office of Civil Rights, U.S. Department of Labor.
A problem may be raised with the Department Heed of the program involved at any time. The Department Need will make
-every attempt to resolve the problem. The person raising the problem will be advised of the procedures to follow if
the person cants to file a complaint.
The Complainant will follow the following procedures in the filing of a complaints
Stop 1. The Complainant will file the complaint in writing. The Ecual Employment Opportunities/Affirmative Action
(EEO/AA) Officer will assist the Complaintant in completing the form "Notice of Formal Complaint." The
filing of a JTPA complaint shall be mode within one (1) year of the alleged occurrence. except those
alleging fraud or criminal activity. The EEO/M Officer will offer a written decision setting forth the
findings of fact and give the reasons for the decision within ten (10) calendar days of the formal
complaint. The EEO/M Officer will provide this written decision to the Complainant, the Department Head.
and the Personnel Fearing Officer.
Step 2. Upon receipt of this decision, the Complainant may appeal the decision to the Personnel Hearing Officer
within five (5) calendar days after the receipt of the decision by the EEO/AA Officer. The complaint shall
be sant to the attention of the Personnel Fearing Officer. The Personnel Nearing Officer will conduct a
hearing to review the complaint. The Personnel Nearing Officer will review the complete case filed prior to
the hearing.
The Personnel Fearing Officer will:
a.
b.
c.
d.
e.
f.
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 conductao; and
state the stipulated issues to be heard.
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.
Conduct the hearing in accordance with the attached procedures.
Question witnesses and parties.
Consider and evaluate the facts, evidence, and arguments to determine credibility.
Render a decision.
The Personnel !haring Officer will give a written decision setting forth findings of fact and give the
reasons for the decision to the Complainant, the Department Need, and the EEO/M Officer. The written
decision will be presented within fifteen (15) calendar days of the date the Complainant filed his or her
appeal of the decision of the EEO/AA Officer.
Step 3. The Complainant may appeal the decision of the Personnel Nearing Officer to the Board of County
Canniest within ten (10) calendar days. The Personnel Nearing Officer, the EEO/AA Officer, the
Personnel Director, and the legal advisor shall present the case to the Board for review. The Board may
reverse, sustain, or modify the Personnel Hearing Officer's decision.
The Board of County Commissioner's written decision will be returned to the Complainant within sixty (60)
days of receipt of a written formal complaint by the EEO/AA Officer in Step 1.
All parties shall be notified of the Board's decision within five (5) calendar days after the review is
completed.
Step 4. The Complainant may appeal the decision of the Board of County Coraissi
of receipt of the decision to the Governor of the State of Colorado for
Officer shall notify the Complainant, in writing, of the appeal process
governor's decision is final.
NOTE: The identity of all persons who have furnished information relating to
obtaining of facts. shall remain in confidence to the extant possible,
of the issues.
within ten (10) calendar days
an independent review. The EEO/AA
and the address for appeals. The
a complaint or assisting in the
consistent with a fair determination
The discrimination Complainants shall be advised of their rights to file their complaints with any other
appropriate Federal. State, and local Civil Rights agencies.
I have read the above and also had the Job Training Partnership Act Complaint Procedures throughly explained
to me.
Signature of Applicant au
Signature of Witness Date
-16-
970341
Job Training Partnership Act
Discrimination Complaint Proceoures Tor Tnoividuals with Disabilities
Weld County Division of Human Resources
P.O. lox 1805; 1551 North 17th Avenue
Greeley, Colorado 8002.
(303) 353-3815
This procedure shall be followed for complaints involving the Job Training Partnership Act, based upon a complaint
which alleges that a person was discriminated against because of disabilities.
A disability discrimination complaint may be raised to the Department Head of the program involved at any tfme. The
Department Head will make every attempt to resolve the problem. The person raising the problem will be advised of
-tin procedures to follow if the person wants to file a complaint.
The Complainant will follow the following procedures in the filing of a complaint:
'Step 1. The Complainant will file the complaint in writing. The Equal Employment Opportunities/Affirmative Action
(EEO/AA) Officer will assist the Complainant in completing the form "Notice of Formal Complaint." The
filing of a JTPA disability discriminatory complaint shall be made within one -hundred eighty (180) calendar
days of the alleged occurrence; unless the time for filing has been extended by the Assistant Secretary of
the United States Department of Labor. The EEO/M Officer will inform the Colorado Governor's Job Training
Office of the formal filing of the disability discrimination complaint. The complaint shall immediately be
sent to the attention of the Personnel Hearing Officer by the EEO/AA Officer.
Step 2. The Personnel Hearing Officer must conduct a hearing to review the disability discrimination complaint
within thirty (30) days of its filing. The Personnel Hearing Officer will review the complete case filed
prior to the hearing.
The Personnel Hearing Officer will:
a. Direct parties to appear at the hearing; provide notice of the date, time, and place of the hearing at
least five (5) calendar days prior to the hearing; state the manner in which it will be conducted; and
state the stipulated issues to be heard.
b. Advise all parties that they are able to be represented by counsel or the representative of their
choice; and advise all parties that they have the opportunity to bring witnesses end 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 .111 give a written recommended decision setting forth findings of fact and
give the reasons for the decision to the Complainant, the Department Head, and the EEO/AA Officer. The
written recommended decision must be presented within forty-five (45) calendar days of the date the
Complainant filed his or her disability discrimination complaint with the EEO/AA Officer. The EEO/AA
Officer must then mail the recommended decision to the Governor of the State of Colorado, and,such mailing
must be postmarked no later than the forty-fifth (45th) day after the filing of the complaint. ;•;
Step 3. The Governor of the State of Colorado will issue a decision and return a copy of the decision to the
Complainant within sixty (60) days of the date that the Complainant filed his or her disability
discrimination complaint with the EEO/AA Officer. The Governor's decision will be in writing and will be
sent via certified mail to the Complainant and to the Department Head, the EEO/AA Officer, and the Personnel
Hearing Officer.
Step 4. The Complainant may appeal the decision of the Governor of the State of Colorado to the Assistant Secretary
of the United States Department of Labor within thirty (30) calendar days of the date of the Governor's
decision. The EEO/AA Officer shall notify the Complainant, in writing, of the appeal process and the
address for appeals.
NOTE: The identity of all persons who have furnished information relating to a complaint or assisting in the
obtaining of facts shall remain in confidence, to the extent possible, consistent with a fair determination
of the issues.
Tie disability discrimination Complainants shall be advised of their rights to file their complaints with
any other appropriate Federal, State. and local Civil Rights agencies.
I have read the above and also had the Job Training Partnership Act Disability Discrimination Complaint
Procedures thoroughly explained to me.
ignature of Applicant
Signature of Witness
nits Copy: File
ate
Yellow Copy: Applicant
Youth Participant Handbook -17-
970341
INCENTIVES AND BONUSES
The goal of the Summer Youth Employment and Training Program is to encourage participants to develop
skills which are deemed important to employers and which also have an importance to the individuals
success in school. Based upon this established goal, participants in the Summer Youth program will be
evaluated by their work site supervisor and their educational component instructor on their overall
performance in both their work and educational activities. Participants will be evaluated in the following
areas:
Attitude
Attendance
Growth (growth on the job as well as grade level gain in reading and math)
Participation in required activities
Completion of work
Work ethic
Based upon overall combined evaluations, as rated by the work and educational sites, participants would
be eligible to receive an incentive at the end of the program. Evaluations from both the work site and the
educational site will be added together for each of the evaluated areas and averaged to determine overall
performance. Incentives are tiered and based upon demonstrated overall performance. The incentives
which can be earned and the criteria for each are as follows:
Rated Level
Rating Criteria
Incentive Award Level
Not Acceptable
Demonstrates the rated traits
69% or less of the time
$0
Moderate
Demonstrates the rated traits
70-79% of the time
$75
High
Demonstrates the rated traits
80-89% of the time
$100
Exceptional
Demonstrates the rated traits
90% or more of the time
$200
Note: Incentive award payments will not be made until after the October 15, 1997 pay period.
Youth Participant Handbook Page 18
970341
Summer Job Checklist
Make sure you know who your immediate worksite supervisor is. That person is
to advise you. Do not hesitate to ask him/her for answers to the following
questions:
o Am I suitably dressed for the job? If not. how should I dress?
o Where are the restrooms?
' Is there an employee lunch room?
o What are the rules on smoking in the workplace?
• If my immediate supervisor is gone. who is my worksite supervisor?
o Where do I report when it rains? (only for those who work outside)
Youth Participant Handbook -19-
970341
OTHER EMPLOYMENT INFORMATION
Resume Basics
RESUME WRITING AND ITS PURPOSE
Many youth are turned off just by the word resume. A resume is simply an
information sheet which tells about your work and school experience. A resume
consists of:
- Personal information - name. address and telephone number
Education
Work experience and history (remember to include volunteer work. too.)
Special interests or hobbies
References
RESUME/PERSONAL DATA SHEET: This is to assist you in completing applications
and can be left with employers to remind them of your qualifications.
REFERENCES: You should have at least three personal references - people who
know your character and your work. An excellent way to make your references
work for you is to have them write letters of recommendation.
-Youth Participant Handbook -20-
970341
SAMPLE RESUME
Geoffrey Smith
34 Toponga Blvd.
Cotopaxi. Colorado 80222
Tet (412) 564-5322
• OCCUPATIONAL GOAL
Automotive mechanic
EDUCATION
Toponga High School —Graduated June, 1986. Courses included
Mechanical Drawing I & II
Electricity Shop
Understanding Internal Combustion Engines
Automotive Shop
EXTRACURRICULAR ACTIVITIES
Intramural .Football
Track Team
HOBBIES
Model Building
Photography
WORK EXPERIENCE
Summer 1984 - Wllmore Department Store
471 Hooper Blvd.
Cotopaxi
STOCK BOY
Summer 1983 - Elmer's Crosstown Service Station
4371 Broadview Way
Cotopaxi
GAS PUMPER
REFERENCES
Will be furnished upon request
Youth Participant Handbook -21-
970341
JOB
APPLICATION
"POINTERS"
Remember, when filling out a job application
you are selling yourself. You ore the product and
even a fine product can be poorly displayed
poorly packaged and remain on the self To better
sell yourself on application, use the following
suggestions
1. Read over the entire application before you
begin writing! This helps eliminate errors and gives
you an overview of what is asked for on the
application.
2. Fill out the application In ink, or use a type-
writer. Never use a pencil or mix ink colors —stick to
blue or block.
3. Some employers will allow you to complete
the application at home. If you do take It with you.
be prompt In returning your completed applica-
tion. Don't have someone else deliver your
application for you. Return tt personally, and when
you do. be prepared for a possible on -the -spot
interview.
Youth Participant Handbook -22-
4. Answer every question that applies to you. It a
question does not apply. use "N/A" which means
not applicable. If a section of the application does
not apply to you, using one "N/A" in the first ques-
tion of that section will get your point across. Don't
overuse N/A but don't leave any important ques-
tions unanswered, either.
5. You can do a better job of completing your
application by first writing your answers out on a
blank sheet of paper or an extra applicatton form.
Be sure to ask or call someone if you don't under-
stand a question on the form.
6. Spell correctly. If you don't know how to spell a
word, use another one that means the same thing.
Your resume can help when spelling names and
words you are not sure of.
7. When asked "job preference" or "position
applied for' do not answer "anything" no matter
how desperate you may be. An employer may feel
you are unsure of yourself or your goals. Be as
specific as you can about the type of work you
want It you have two choices, write them both. If
you are willing to start "at the bottom" answer
"entry-level job."
it. Be as neat as possible. Avoid erasures. and If
you have to erase. do it very neatly so it won't be
the first thing the employer will notice on your
application form.
9. Before you use people as references, ask their
permission. Be prepared to give information
about at least three references on the Job opplica-
lion . You will need to know their complete name,
address and occupation. Incomplete reference
Information has sent applications to the top ... of
the rejection pica
10. Double-check your application before gMng
it to the employer. It you have taken tt home, have
someone you know check It over.
11. Try to always leave your application wt h the
person who does the hiring. Ask when they will be
making their decision and/or when you may call
or come in for an Interview.
970 341
SAMPLE OF A GENERAL
EMPLOYMENT APPLICATION
NAME tlut Ant. sae MYNA MYNA W WWWW
AMR
MS /MRS.
NO. & STREET. R.D_ OR POST OFFICE BOX NUMBER . j EIRTNOATE
SOCIAL SECURITY NUMBER
CITY
STATE
ZIP CODE
TELEPHONE NUMBER
HOME
BUSINESS
EDUCATION
Mal Gems commNoal a 7 I /
AND TRAINING
I to Ii 1T / 13 to H N / If II H PO
EDUCAnONICoala
NAPE ANO LOCATION ICty E Stills OF LAST HIGH SCHOOL ATTENDED
GRADUATE+ —TES -MO
DATES ATTENDED GED
CERTIFICATE NUMBER
M FRO
I TO I
ISSUED BY
NAYS a LOCATION OF COLLEGE OR UNIVERSITY
II WWII., w AN J moms
LII rye nos new
fHw woe HlM aaeaa tan• aA wit!
OATES
I CREDITS COMPLETED
MAJOR
MINOR
Wm! Of
OF
DEGREE .
MO. a
TEAR OF
DEDREE
fROYl f0
I
EEY.
MRS
OTR
MRS.
I
I
II
II
OTHER SCHOOLS OR TRAINING /Train racNlenat. Aunaa fags w ammotiL GIVE NAME AND LOCATION OF EACH SCHOOL DATES ATTENDED.
SULIECTS STUDIED. CERTIFICATES. ANO ANT OTHER PERTINENT DATA.
SPECIAL OUALIFICATIONS AND SKILLS !Lama. Saws nnn SWAMI. Patents at ~Neu PMancaln Puane Saaaatna: Protnaelat a Scantee Satan
rrp.q r SnerYalY SaneWI. Awn Mw Fese.Mw Fauna Lantana lec)
IA'IKn A►Ttren•1 Snaat tI Male SDKs a NHInMI
VETERAN
DATES OF MILITARY SERVICE — FROM TO BRANCH
Points w.II net W SOS and Scorn will not Da SOIUSIBO until proper Mfllleatlon ts SuemltlW.
DO YOU HAVE A CURRENT COLORADO DRIVERS LICENSE?
YES ENO DATE ISSUED
(GiYt nWnaer Inv WEEI
IMPORTANT INSTRUCTIONS FOR COMPLETING WORK HISTORY
This seer velar M owner of d wnsMte. Aeeautlaw IBaKB10 err Sanitation Nil to tawpp Art TVS Min wait Yvan MOODIRg tIt1FSnR eRI.
aanwr. save sissy los is an r lararaa MIS arrwq tiny w —n Or limn Ale LW aattl ononetort or a Sea pa To ,Ys. 11 tAS MwltwawlR
w what Mw nanY ono saws i. soomm s an lasso at Ilia alt ES Y ILIgertealtit M tans aM atYsw m the Satanlq Mass OD ON
SLOSIVIO B FIStS OW R
Youth Participant Handbook
'OVER)
-23-
970341
PREVIOUS EMPLOYER
TELEPHONE
COMPLETE ADDRESS
YOUR TITLE
DUTIES
REASON FOR LEAVING OR SEEKING OTHER EMPLOYMENT.
PREVIOUS EMPLOYER
FROM
TO
MO. DAY TR.
O. DAT TR
LAST MONTHLY PAY I
as. PER WEEK
SUPERVISOR
SUPERVISORS TITLE
NO. E TITLES OF EMPLOYEES YOU
SUPERVISED
TELEPHONE
COMPLETE ADDRESS
YOUR TITLE
DUTIES
REASON FOR LEAVING OR SEEKING OTHER EMPLOYMENT.
PREVIOUS EMPLOYER
FROM
TO.
MO. DAY TR.
MO. DAY
TA.
LAST MONTHLY PAY I
Nit PER WEEK
SUPERVISOR
SUPERVISOR'S TITLE
NO. E TITLES OF EMPLOYEES YOu
SUPERVISED
TELEPHONE
COMPUTE ADDRESS
TOUR TITLE
DUTIES
REASON FOR LEAVING OR SEEKING OTHER EMPLOYMENT
FROM
TO
/ /
MO. DAY YR
/ /
MO. DAY YR.
LAST MONTHLY FAY S
HRS.►EA WEEK
SUPERVISOR
SUPERVISORS TITLE
NO. E TITLES OF EMPLOYEES YOU
SUPERVISED
CHECK WHAT TYPE OF EMPLOYMENT YOU WILL ACCEPT:
O HALL 02•PULL TIME O 3 -TEMPORARY O HART TIME
O S -SHIFT WORK 0 fNIOHT WORK 0 7 -SEASONAL
REFERENCES LW WM Mr DS S It
MS S ate RMIYIIIF DO
IM MOM II S w wow turn Mlww AIisMr M Ts ass M /PIn1IOIW KM W
cuMATAIAYM
Isy
M PsrIPR
Is MS IIRRMF M FS.. .I OIP0 IRON men
FULL NAME
ERFPI.
BUSINESS On OCCUPATION
PRESENT BUSINESS OR HOME ADDRESS I(MaTeter. C.N. time. IMP
CERTIFICATION
I CERTIFY THAT ALL Of THE STATEMENTS VIDE IN THIS APPLICATION ARE
TRUL COMPLETE AND CORRECT TO THE REST OF MY KNOWLEDGE AND
RELIEF. AND ARE MADE IN GOOD FAITH.
SIGN IN INK
SIGNATURE
DATE
Youth Participant Handbook
-24-
970341
YOUR APPEARANCE AT
THE INTERVIEW
A near coosaronoe is a must If you impress me interviewer with your neat aapeorance and good
grooming. it may mean a job offer. Looking as it you have given no thought to your appearance will
not help you get the job. Don't ovsrareu as for a parry or arsu too casually in cut-offs and T-shirts.
Dress for me intsmnew as you would wooer to dress for the job. For example, if you wire applying for a
job as a delivery person. you wouldn't wear a suit You would wear a sports shirt and slacks if you an a
malt or a blouse and skirt or slacks if you on a female.
THIS IS WHAT YOU WANT. THIS IS HOW YOU GET 'THERE
APPROPRIATE DRESS Dress for ms job you an applying for ...
... No hart loons, or T-shirt
... Check buttons. Sippers
... Dress simply and In good toss - no Toast
... Clean. wrinkle -free clothes
▪ Pollshsd shoes
... Clothes in good repair
GOOD GROOMING
▪ Hair clean ono nearly camped
... No sunglasses
... No body odor
... Brushed tooth
... Clean shaven for males
... Makeup not overdone for females
... Clean nails and hands
... No gum chewing
GOOD POSTURE
DorYt slouch
... Sit straight In chair
POSITIVE ATTITUDE
... Pleasant expression
... Alert
Interested
Remember Employers feel that people who take pride In themselves and their appearance often
fake pride in their worn
Youth Participant Handbook
-25-
970,7A1
1. You have more skills than
you think Your natural abilftiea
know how, talent AND special
training are all skills. The trick Is to
realize what your skills are anti
how to express them
2. Only a small fraction of job
openings are advertised. News-
paper want ads are only one
place where jobs ore advertised.
and one of the many places to
look for jobs. Most jobs are found
by personally contacting em-
ployers
3. Jobs do not necessarily go
to the best qualified people. In-
stead they go to the best quali-
fied applicant That is, people
with the basic qualifications for
the jobs who know how to get
hired So. aim at becoming a
qualified applicant — someone
who does a great job of present-
ing his qualifications to an em-
ployer.
4. Take credit for your work
experience, even if you have
never been employed in a busi-
ness Odd jobs. babysitting,
chores and volunteer work are
all examples of work experience
that you should talk up In an
Interview and write up on a job
application.
5. Look for seasonal jobs
early. You will beat the crowd
and impress a would-be employ-
er by being savvy enough to start
looking ahead of the competi-
tion.
6. Write a resume before you
start filling out job applications
everywhere in town. Your resume
will impress employers and make
filling out applications *osier
and faster.
7. Fill out an application form
completely by answering all the
questions Leaving information
off an application makes em-
ployers think you are not serious
about working for them.
Youth Participant Handbook
19 Points
To Edge Out
the
Competition
8. Be persistent! By occasion-
ally checking with an employer
after completing an application
you con increase your chances
of a job otter.
9. When starting a job. your
first responsibility is to get to work
on time. Your most Important
work trait to an employer Is
dependability.
10. The way you look counts.
Butthis doesn't mean you have to
run out and rent a tux or buy a
new dress or be great looking...
tt does mean that whatever you
do wear should be clean and
pressed. and you should look
well -scrubbed too. Brush your
hair and give yourself a last
minute straightening out before
an interview.
11. A handshake should be a
happy medium between limp
and bruising. Practice itt Don't
worry about sweaty plams Every-
one Is nervous H's okay.
12. An Interview Is not an
interrogation. It is a converso-
• fort Speak up. Don't mumble or
mutter under your breath, and
don't give one -word answers
either.
-26-
13. Be enthusiastic and Inter-
ested in the job... ask auesttons
If you show a willingness to do
more than your share. you're
sure to get your shore of job
offers.
14. Mention school and lei-
sure octtvities. It helps the job
Interview get underway and will
help the interviewer get to know
You
15. if your grades are fair to
good. say so. You don't have to
be an "A" student to Impress an
employer. If your attendance
record Is good. say so. Most
employers are more interested
in your school attendance than
your grades.
16. If you don't decide and
say what you want you are likely
to end up somewhere else. Let-
ting others make decisions for
you often will result in an un-
happy job or career choice.
Employers know this and are
looking for people who have
directions The people around
you (parents friends. and teach-
ers) con help, but you are the
person who is in control of get-
ting hired.
1 7. Mention your future plans
If appropriate. For instance. If you
are looking for work experience
because you think the job you
are seeking may tie In to future
career plans say so. Most em-
ployers will look on that as proof
that you have thought about their
job and are ready to work at it
18. Know about the job Nave
an Idea of what it entails so that
you can say why you want it and
why you'd be good at it
19. Look your interviewer
squarely in the nose. Most people
will tell you to look him/her In the
eye. but that's nearly impossible.
Look at the bridge of their nose.
and they'll think you ore looking in
their eyeswhich is close enough.
970 341
PSYCHING UP FOR THE
INTERVIEW
Psyching up means to get in the best frame of mind for the Interview.
Nervousness fear. apprehension are all natural when you have interviews scheduled. but those re-
sponses do not add to the impression the interviewer forms of you. You want to project seti-
contidence, competence. and preparation. And the best way to be prepared Is ... to prepare.
The following are several techniques for psyching up:
• took good. You don't need the additional worry that you are dressed incorrectly or uncomfort-
abtK When you look good. you feel confident
• Talk about the Interview. Your personal support system is important here. Talking about your ner-
vousness will help to relieve it. The support you wens from friends or family will do wonders for
your sell -confidence
• lid your worries Writing the three toughest questions in advance allows you to rehearse
the answers.
• Decide on a "trigger" for relaxation. If you get tense and knotted. It Is Important to rein Every
time the interviewer mentions your resume, for example. look at your body. If you are cramped or
slouching, adjust your posture. Sit back. Breathe deeply.
• Mow sufficient travel time. You don't need the anxiety of being late. Allow even more time If you
• feel unprepared. The extra time will allow you to read some of the company* materials prior to
the interview. Request some material from the secretory and review tt
• Nothing is better than being thoroughly prepared. Convince yourself that you are the ideal
applicant and the employer will get the message.
REMEMBER ..
• Job hunting can be an exciting
learning experience a lot of good
Information on future career possi-
bilities can come out of this process.
You can also learn how companies
operate and do business
AND ABOVE ALL .. .
• Don't get discouraged a good
positive attttude plus youthful energy,
and a showing of willingness to
loam and to work are all in your
favor.
THINK POSITIVE!
- Youth Participant Handbook
-27-
970341
JOB INTERVIEW QUESTIONS
Be prepared to ask some questions of your own during on interview. By asking questions and
making comments. employers will be Impressed with your interest In and feel for the job. Don't
monopolise the interviewer's time with your questions but at the some time, don't sit there aria
not ask anything. When you leave an interview, make sure you have a good understanding of the
job and its benefits to you. Here are some questions you can ask:
DO ASK:
1. What are the responsibilities on the job?
2. What qualifications are you looking for in this job?
3. What type of person are you looking for in this position?
Where would I work?
5. What type of work would I be doing?
6. Who would I be working with?
7. Are there any special clothes or tools required for this job?
B. What chance is there for advancement ... Increase in responsibilities and benefits?
9. What are the hinge benefits?
10. If I am hiredwhen would I start?
11. Do you offer a training program?
DON'T ASK:
Here ore o few questions we recommend not to ask in the first Interview. You can find out the
answer to these your first day of work.
1. When do I get a raise?
2 How long do I get for lunch?
3. How many breaks ore there in a doll
4. How soon do I get a vacation?
These questions make it seem like you are only interested in what you will be getting — which
won't be the job if that's the impreulon the employer gets.
TALKING ABOUT WAGES
Walt for the interviewer to talk about wages. If he/she doesn't, bring it up at the end of the inter-
view by asking. "How much does this job pay?" If the interviewer asks about salary, don't say,
'Whatever you wont to pay me." A better answer Is. "I would like to start at the going wage of
someone with my qualifications and experience," or give a salary range (5135-S150 per week) or
an hourly range ($3.35.53.50 an hour) or what you would accept as a starting wage.
CLOSING THE INTERVIEW
• You should try to close this interview with a positive statement like, "Thank you Mr./Mrs./
Ma for the time you have spent with me. I feel I can work well for you, and I
hope you will consider me when you hire."
Always thank the interviewer, receptionist or secretary) It Is a way of being courteous and a
good way for them to remember you. -28-
970341
INTERVIEWING "TOUGH"
QUESTIONS
The following questions are frequently asked by interviewers Answer them for practice
honestly.
1. What can you tell me about yourself (don't write, just think about your answer)?
2 How do you spend your spare time?
3. What are your most valuable skills?
l What is your major weakness?
5. What are your future plans?
6. Do you enjoy school? Why or why not?
7. Which class(es) do you like best?
Why?
8. Which class(es) do you like least?
Why?
9. What school activities have you participated in?
10. What did you do in school that would help you on this job?
11. What work experience have you had?
12 Why did you leave your last job?
13. What have you learned from some of the previous Jobs you've held?
14. What types of people do you enjoy working with?
15. What have you done that shows your willingness to work?
16. What position are you most interested in?
Why do you think you can do this job?
17. Why do you want to do this type of work?
18. Why do you want to work here?
19. What to you know about us?
20. What Is your Idea of a good worker?
21. Do you think the customer should come first?
WhWJ
22. How long do you expect to work?
23. What to you want to know about us?
Youth Participant Handbook _29-
970341
REVIEW THESE TIPS FOR
GOOD INTERVIEWING SKILLS
Rt1ew these points often ... TheYB be your friend when needed.
I. Be on time.
2. Dress property and neatly, a good appearance is important
3. Try to tat and be at east Talk freely and nafuraly.
4 Be honest forthright and frank.
5. Be pleasant friendly, courteous and tactful
6. Be confident but not conceited
7. Act and be mentally alert
B. Show enthusiasm
9. Be a good listener.
10. Stress the strong points of your character and abilities
11. Express willingness to work hard.
12. Display an active interest in both the company and the job.
13 Indicate that you get along well with people.
14 Demonstrate knowledge of the job you're seeking
15. Indicate interest in long range opportunity.
l6. Remain flexible and open minded.
17. Do not smoke unless you are given permission.
18. Express your interest or lack of It at the end of the interview.
19. Ask for the job! Don't just wait until It Is offered
20. Consider sending a "thank you" note even if you're not hired
Youth Participant Handbook -30-
970341
HOW TO KEEP A JOB
Your first day on the job and all of the days
thereafter require you to use many of the
same skills and traits you have used to get
t• he job — dependability, initiative. organza=
. lion. honesty, and getting along with people.
i+6re are a few more things to keep in mind
• after you ore employed.
• When starting a job, your first responsibility
is to get to work on time every day. You have
agreed to be there and your employer is
depending on you. Remember to your
employer, time is money.
• Your first job is the first rung on the ladder
to your career goal You can expect to run
errands. empty garbage, chase after left-
handed monkey wrenches. keys to locks. In
short, you will probably be doing the jobs no
one else will want to do. If you do these jobs
to the best of your ability, you will move up
the company ladder more quickly.
• In starting a new job, your first day may be
difficult You have to learn both the general
.routine and what is expected of you. Few
people may have time to help you or talk
long with you.
• From your first day on, listen carefully to
instructions. and ask questions if you don't
understand.
• Expect to work by the rules. Employers
depend on you to do your job — if you don't
you could be fired. There are very few
employers who are as tolerant as schools.
• Your attitude is the biggest single factor
which affects your job performance.
4
• saving a positive work attitude means know-
ing that meaningful work has dignity, that the
' simple tasks are all important to the total job,
and completing your assigned work is a
source of pride.
Youth Participant Handbook -31-
• Learn to take criticism in stride. Everyone
makes mistakes ifs natural when starting out
When you have made a mistake, don't try to
hide It Instead. admit you don't know every-
thing and try to do better next time.
• Be polite and show your sense of humor.
Work is easier when everyone is pleasant and
cooperative.
• Show some initiativel Don't always watt to
be asked to do something. Demonstrate your
willingness to do a good job by asking for
additional work or doing what needs to be
done.
• For a days pay, an employer deserves a
good days work This means completing all
the assigned tasks even the unpleasant ones.
• If you think your job is boring, first be cer-
tain you have done all of your assigned work
look around for other things to do and do it
• Employers will appreciate a complete job.
Always complete one task before going on to
another.
• Learn company policies that affect you
and your job.
• You are there first and foremost to get the
job done, not to win friends or influence
fellow employees.
• In getting the Job done. a vital thing to
remember is that your work may be interrupted
by customers or the boss
• Try to be good in your work. This means
continually putting forth your best effort.
Don't forger that the employer or company is
there to sell a product and to make money.
They will want you if they see that you will
assist them in making a profit. .
970241
Employment & Training Program
YVORKSITE SUPERVISOR HANDBOOK.
Employment Services of Weld County
1551 North 17th Avenue
P.O. Box 1805
Greeley Colorado 80632
970241
WIDc.
titctit
COLORADO
Dear Worksite Supervisor:
DEPARTMENT OF HUMAN RESOURCES
EMPLOYMENT SERVICES OF WELD COUNTY
1551 NORTH 17TH AVENUE
P.O. BOX 1805
GREELEY, COLORADO 80832
APPLICANT (303) 353-3815
EMPLOYER (303) 353-3800
Congratulations on your decision to join us in providing meaningful work
experience and quality supervision as part of the Youth Employment and Training
Program.
This will be the youth's first real job in many cases and your assistance in
shaping their work habits and values cannot be underestimated.
The goals and objectives of the Youth Employment and Training Program are to:
* provide incentive through work experience for the youth to remain in or
return to school;
* provide work experience and other related employment activities in order
to expose youth to the world of work, develop good work habits, set
direction for formulating career goals, and improve their employability
skills;
* provide youth with the opportunity to enhance their basic educational
skills through a combination of remediation activities or academic
enrichment;
* improve their employability skills through classroom activities geared
towards employment and employment seeking development; and
* provide a positive transition between subsidized and unsubsidized
employment for the youth who do not return to school.
Thank you for investing your time and interest in our youth.
Ted Long
Special Programs Coordinator
i•eHen„c,
nda L. Perez
Director
Employment Services of Weld County
970341
WELD COUNTY'S YOUTH EMPLOYMENT AND TRAINING PROGRAM
WORKSITE SUPERVISOR'S HANDBOOK
Important Reference Information 1
Employment Information for Weld County Youth Employment
and Training Program Worksite Supervisors 2
Youth Employment Technician 2
Youth Employee Classification 2
Memorandum of Agreement (MOA) 2
Worksite Agreement Changes (Modification to MOA) 2,4
Sample Memorandum of Agreement 3
Wages 4
Payroll Time Sheets - Evaluations 4
Payroll Procedures 6
Sample Modification to Memorandum of Agreement 5
Evaluation 6,7,8
Sample Payroll Time Sheet 9
Payroll Schedule 10
Workers' Compensation 12
Social Security 13
Other Fringe Benefits 13
Compensatory Time 13
Overtime 13
Reimbursable Expenses 13
Excused Absences 14,15
Vacation 15
Other Leave 15
Child Labor Laws 15,16,17
Terminations 17,18
Non -Financial Agreement 18
Sample Non -Financial Agreement 19-22
General Responsibilities of a Supervisor 23
Checklist for New Youth Employment and Training Program 24
Orientating Youth 25
Training Youth 25,26
Job Instruction Training 26,27
Helpful Tips in Understanding Youth Participants 28
970 941
IMPORTANT REFERENCE INFORMATION
Your Youth Employment Technician is:
Your Youth Employment Technician's telephone number is 353-3800.
NOTIFY YOUR YOUTH EMPLOYMENT TECHNICIAN IF:
A Youth Employment and Training Program youth is injured or involved in an
accident.
- A Youth Employment and Training Program youth is absent.
A participant reports that a check is lost, stolen, inaccurate or
misplaced.
- A termination of the participant's employment appears warranted.
- You or anyone at your agency has any complaints or problems with Youth
Employment and Training Program participants.
- You have any specific questions about your worksite agreement,
participants, operating or payroll procedures, or require technical
assistance.
Worksite Supervisor Handbook -1-
970341
Employment Information for Weld County Youth Employment
and Training Program Worksite Supervisor
I. General
A. Youth Employment Technician
During the Youth Employment Program, there will be a Youth
Employment Technician assigned to the Youth Employee and the
Worksite Supervisor. He/She will assist both the Youth Employee and
the Worksite Supervisor with any problems that may occur. The Youth
Employment Technician will also be responsible for collecting the
Timekeeping Logs, distributing payroll checks, providing Labor
Market Information, and the monitoring of worksites.
B. Youth Employee Classification
The Youth Employee will be classified as a temporary, part-time
hourly paid employee of the Weld County Division of Human Resources'
Employment Services only during the term of this agreement.
Temporary, part-time employees of the Youth Employment Program are
entitled to a portion of the Division of Human Resources' fringe
benefits. These benefits include Workers' Compensation and Social
Security. The Youth Employee will be employed for a limited period
of time as specified in the Memorandum of Agreement.
C. Memorandum of Agreement
The Memorandum of Agreement is a written contract between the
worksite facility, the youth employee, and Employment Services of
Weld County, that states the following:
1. The effective starting and ending dates that the youth
employee will be employed at the worksite.
2. The hourly pay rate that the youth will receive.
3. The job title.
4. The worksite's name, address and the supervisor's name, title,
and telephone number.
5. The youth employee's work schedule.
6. The youth employee's job duties.
D. Worksite Agreement Changes: Modification to the Youth Employment and
Training Program Memorandum of Agreement.
1. The original Memorandum of Agreement must be adjusted
(modified) for the following reasons:
Worksite Supervisor Handbook -2-
970341
Reployamet and Training Program
Manned= of Agreement
EIPLOYMEWT SERVICES Of WELD MOSTT a.raTIVR DATE Of CaratICT
Weld County Division of Sumas Resources
P.O. Ion 1805
1551 S. 17th Avenue
Greeley, Colorado 80632
(303) 353-3815
From:
Ca Day Yen
Thros / /
Month Day Yen
purpose: The amount, duration, teams and conditions of an avant of services between the Planment Facility, Employes. and
Yst,loymt Services of Weld County are established to provide employment for eligible participants.
Modifications; This Agreement soy be modifies at any ties with the written orient of all parties.
Wan atateaant: The employes will be paid par hour according to the Job Training Partnership Art rules and regulations
during the term of this Agreement, subject to the terns and conditions described in the nun-flaannial egret. The impinyee shall
be classified as a tnspnrary employes of the Imploymnt Services of Weld County during the tea of this Agreement.
Santee of Funding: The source of funding for payment by Lployemet Services of Weld County to the employee shall be the Job 2ra n'ng
Partnsrsnlp Act Program funds. The tea of this egrensent is subject to the availability of funds.
Job Title: The Employee will be working
Work Station
days per week _
Free To
(specify days)
Plangent Facility (came)
TOPAZ iQiBS OF DQLODeeT PER WW:
Address
City State
Zip The Employes will be attending classes
days per week _
Work Station Address (if different) (specify days)
From To
Alternate work Site (in Case of bad weather) (time)
TOTAL ECU= OF CLAMS PER WEER:
Direct Supervisor's Roes
Title
Telephone Number
Statement of Work,(training outline of job duties)
A.
E.
C.
D.
R.
The Placement Facility, Employee, and Employment Services of Weld County mutually agree to participate in the Work Experience
Training Program in strict accordance with the tern end conditions herein specified. Further, the parties actually understand.
agree, and acknowledge receipt of all monument exhibits.
Employee: Placement Facility:
Sane Placement Facility Authorised Representative
Address Title
City
state zip
X Platen Facility
Employes Signature Date
Obits Copy: Pile
Tallow Copy: Placement Facility
Pink: Rryloyee
x
Designee Signature
Employamet Services Of Weld County
X
Date
Worksite Supervisor Handbook -3- 9/0041
a. A change in employment must be specified including new
dates of employment, work time, or job title/duties.
b. A change in the worksite supervisor.
2. The Youth Employment Technician must be notified immediately
when any change at the worksite occurs. Permission to change
work schedules must be approved by the Employment Services of
Weld County's Special Programs Coordinator before the change
takes place.
E. Wages
1. The Youth Employment Program of the Employment Services of
Weld County agrees to pay the Youth Employee the specified
hourly wage, which is minimum wage as specified in the
Memorandum of Agreement.
2. The Youth Employment Program will not provide the Youth
Employee for salary or merit increases during the term of this
Agreement. The hourly wage will be minimum wage and will only
be adjusted in accordance with federal and state regulations.
3. The Youth Employee will be paid only for those hours worked.
Excused absences will not be paid and cannot be substituted or
made-up at another time.
4. Payment of the bonus for classroom activity will be dependent
upon successful completion of the requirements of the ONE
component that the youth is enrolled into. This bonus will be
given, if appropriate, at the end of the Youth Employment and
Training Program.
5. The Youth Employment Program will pay the Youth Employee for
working at the worksite up to approximately thirty-two (32)
hours per week, as specified in the Memorandum of Agreement.
F. Payroll Time Sheets - Evaluations
1. The Youth Employee must sign in at the beginning and sign out
at the end of the work period. The Youth Employee will write
down only the actual hours worked. (Lunch break will not be
included.)
2. The Youth Employee will not be paid in advance for hours not
worked. Time sheets will be maintained daily from Monday
through Friday by the Youth Employee and the Worksite
Supervisor.
3. At the end of every second pay period, the Youth Employee and
the Worksite Supervisor must sign the Payroll Time Sheet
verifying the hours which the youth worked. The Worksite
Supervisor is not authorized to sign these forms for the Youth
Employee.
Worksite Supervisor Handbook -4-
970341
EMPLOYMENT SERVICES OF WELD COUNTY
MODIFICATION TO THE YOUTH EMPLOYMENT AND TRAINING PROGRAM
MEMORANDUM OF AGREEMENT
Imetrmctione: -
T) Only the Employment Services of Weld County's Special Programs Coordinator may authorize Youth Employment
Technicians to grant changes to the Memoranda of Agreement. The Coordinator will not authorise overtime
or compensatory time. Permission to grant changes to the Aenwrandun of Agreement must be unhand prior
to the youth employee being allowed to start these changes.
2) in emerqpnot situations. changes to the Memorandum of Agreement my be authorized verbally; however. written
outWorisati—on must follow.
S) Each request for a change to the Memoranda of Agreement shall be approved/denied based an that instance only.
Approval/denial of any request does not apply to subsequent requests.
•) Complete tie following sections(s) that applies and submit it to the Coordinator. The form will be returned to
the Youth Employment Technician. and distributed as listed at the bottom of the page.
Youth Employee Names AFFECTIVE DATE OF MODIFIED CONTRACT
From nr+ / aye eT ar
JOS TITLE: The Youth Employee will be working
days per meek _
Work Station
from
(specify days)
to
Placement facility (time)
TOTAL IO PS OF EMPLOYMENT PER WEER(:
Address
City State Zip
STATDNEHT OF WORK: (Outline of job duties)
York btation Address (If different) A.
S. _
Alternate Nark bite (In case or adverse weather)
C.
Direct Supervisor's Nave Title 0.
E.
telephone Number
Extend Contract Through
oA ntll aS y eear
Special Programs Coordinator
Approved:
Denied:
T understand that this does not constitute overtime or a request for compensatory time. This request is to adjust the
Memoranda of Agreement for the sections completed above.
Youth Employee Date Youth Employment Technician Date
Placement facility Designee Date
White Copy: Youth File Yellow Copy: Youth Participant Pink Copy: Placement Facility
Worksite Supervisor Handbook -5-
970 341
4. At the end of each pay period, the worksite supervisor will
evaluate the Youth Employee's performance and review it with
him/her. Copies will go to the Youth Employment Technician,
Youth Employee, and the Worksite Supervisor.
G. Payroll Procedures
1. Paychecks will be mailed to the Youth Employee by the Youth
Employment Technician in accordance with the payroll schedule.
(See page 10)
2. For the one pay period that youth are required to pick up
their check, paychecks will not be given to a youth who does
not have proper identification, which would need to be one of
the following:
a. Driver's License
b. School Picture Identification Card
c. An Authorized Picture Identification Card
d. Signature Card authorized by the Summer Youth Employment
Program
3. Social Security cards are not acceptable forms of
identification.
H. Evaluations
1. Evaluating Participant's Performance
You are expected to observe and evaluate the competence,
behavior, and performance of each participant you supervise.
Youth want to know what is expected of them, how well they are
meeting these expectations, and how they can improve. You can
satisfy these needs by adequate performance evaluations.
Youth are sensitive to criticism, so emphasis should be on
positive reinforcement. Try to avoid focusing attention on
incorrect elements in the participant's performance. If
necessary repeat the job instruction training cycle. Set
high, but attainable standards, and praise improvement.
2. Performance evaluations can help you to:
a. Let the participants know what is expected and how well
these expectations are being met.
b. Plan the work better by being able to estimate what
participants can accomplish.
c. Determine training needs.
d. Identify participants who need more information.
Worksite Supervisor Handbook -6-
970341
3. Performance evaluation can help youth by:
a. Letting them know how they are doing and how they can do
better.
b. Assuring them that good performance is recognized.
c. Showing them that you are interested in helping them.
4. Six Basic Steps in Conducting a Performance Evaluation
It is important that evaluations be systematic and planned so
that it helps both you and the Youth Employment and Training
Program participants. The six basic steps are as follows:
a. Step 1: Determine how well you expect each participant
to do the assigned tasks. Performance requirements
describe the expected behavior and the quantity,
quality, timeliness, and manner of performance.
Note your expectations in writing. However, clearly
described oral instructions are better for youth. The
pertinent elements of performance are behavior,
competencies, and work product.
1. Behavior includes: willingness to work, follows
instructions, punctuality and attendance,
cooperation, acceptance of responsibility, and
response to supervision.
2. Competencies include those work maturity skills
that are listed in the appropriate competency
evaluation forms provided by the Youth Employment
Technician.
3. Work Product is the actual work produced by the
youth, whether it is a service for someone, or a
product such as a repaired bench. The measures
for a work product are both quantity and quality.
Discuss your performance standard for this step
with your Youth Employment Technician.
b. Step 2: Discuss the performance requirements with the
youth. During assignment and demonstration of the
tasks, the work standards should be discussed with each
youth. It is important that youth accept the standards
as fair and appropriate. While it is desirable to
adjust standards to each youth's capabilities, beware of
using greatly different standards for each youth.
Worksite Supervisor Handbook -7-
9703 41
c. Step 3: Evaluate youth performance and work maturity.
In your daily contact with the youth, observe their
performance and make written notes to help you recall
what has happened. Good and poor behavior or
commendable and weak performance call for action on your
part.
d. Step 4: Evaluate youth performance and work maturity.
During this work experience, the goal will be to assist
the participant to achieve competency in work maturity
skills. The supervisor's evaluation is most important
in measuring the progress that the youth is making
towards this goal.
e. Step 5: Discuss the evaluation with each youth.
Performance should be discussed with each youth at least
every two weeks to provide timely feedback and
appropriate reinforcement. As far as possible:
1. Pick a place and time where you can be alone with
the youth with no interruptions.
2. Keep an eye on your target - improving behavior
and performance and helping to achieve work
maturity skills - not pinpointing poor
performance.
3. Build on strengths, not weaknesses; praise
whenever appropriate.
4. Encourage questions and interest in improving
performance.
5. Listen for problems, difficulties and
suggestions.
6. Don't argue about standards and level of
performance or make embarrassing comparisons.
7. Encourage attempts to improve performance.
f. Step 6: Take appropriate action. Evaluating
performance is only useful to determine action to bring
about improvement. Some such actions are:
1. Assist the youth in carrying out a self-
improvement program.
2. Provide guidance, counseling, training and
encouragement.
3. Change the youth's assignment.
4. Restructure duties and tasks to improve
opportunities for development.
5. Recognize and reward high level performance.
Worksite Supervisor Handbook -8-
97034^1
PAYROLL TIME SHEET
NAME:
SOCIAL SECURITY NUMBER:
PAY PERIOD FROM:
TECHNICIAN:
TO:
PROGRAM:
PER HOUR:
Sun
Mon
Tues
Wed
Thurs
Fri
—I
Sat
Hours
Hours
Hours
Hours
Hours
Hours
Hours
Sun
Mon
Tues
Wed
Thurs
Fri
Sat
Hours
Hours
Hours
Hours
Hours
Hours
Hours
Sun
Mon
Tues
Wed
Thurs
Fri
Sat
Hours
Hours
Hours
Hours
Hours
Hours
Hours
Performance Evaluation
Dresses Appropriately
Gets Along With Others
Shows Up On Time
Attends As Scheduled
Displays Positive Attitude
Follows Instructions
Completes Assigned Tasks
"I hereby certify the hours worked
are correctly reported."
Employment Technician Signature
5 = 100% Of Time
4 = 90%
3 = 80%
2 = 70%
1 = 60%
Total Hours:
"I hereby certify the hours worked "I hereby certify the hours
are correctly reported." worked are correctly reported."
Employee Signature Worksite Supervisor Signature
NOTE: ALL SIGNATURES MUST BE PRESENT OR PAYROLL WILL NOT BE PROCESSED
Worksite Supervisor Handbook -9-
970241
SUMMER YOUTH EMPLOYMENT PAYROLL SCHEDULE
Pay Period
Start/End
04-16-97 - 04-30-97
05-01-97 - 05-15-97
05-16-97 - 05-31-97
06-01-97 - 06-15-97
06-16-97 - 06-30-97
07-01-97 - 07-15-97
07-16-97 -07-31-97
08-01-97 - 08-15-97
08-16-97 - 08-31-97
09-01-97 - 09-15-97
09-16-97 - 09-30-97
Date to Mail/Submit
To Employment Services
04-30-97
05-15-97
05-31-97
06-15-97
06-30-97
07-15-97
07-31-97
08-15-97
08-31-97
09-15-97
09-30-97
Pay
Distributed
05-15-97
05-30-97
06-13-97
06-30-97
07-15-97
07-31-97
08-15-97
08-29-97
09-15-97
09-30-97
10-15-97
All summer youth payroll checks will be mailed to the youths residence with the exception of one
day which will be selected.
NOTE:
Youth will be required to pick their check up for one pay period during the summer. Youth will be
randomly selected and will be notified of the date by their Summer Youth Technician. The youth will
need a photo I.D. in order to receive that check.
Work Site Supervisor Handbook Page 10
970341
L aw s
Ru 1 e s
GniCIO linEll s
'rips
Worksite Supervisor Handbook -11-
lri 2��\ "41
✓ f tt
I. Worker's Compensation
1. All Youth Employees are covered by Worker's Compensation
through the Youth Employment Program. Important guidelines
for the Youth Employee and the Worksite Supervisor are:
a. All injuries that occur during working hours and while
on the job at the worksite must be reported immediately
to the Worksite Supervisor.
b. All injuries must be reported on the day that the injury
occurs.
2. The Youth Employee and the Worksite Supervisor must follow the
procedures described below:
a. If an injury (regardless of how minor) occurs during
work hours, the Youth Employee is directed to report
that injury to the Worksite Supervisor on the day it
occurs. The Youth Employment Technician should be
contacted only if the Worksite Supervisor is not
available.
b. The Worksite Supervisor will then immediately call the
Youth Employment Technician at 353-3800 to report the
injury. If the Youth Employment Technician is not
available, the Special Programs Coordinator should be
contacted at 353-3800.
c. After the. Worksite Supervisor notifies the Youth
Employment Technician, the Youth Employee will be
advised as to further procedures.
d. If the youth refuses medical attention, he/she needs to
state in writing that he/she declined medical attention.
The youth needs to sign and date this statement and give
it to the Worksite Supervisor, who will then give it to
the Youth Employment Technician.
e. The Worksite Supervisor agrees to participate with
Employment Services on further investigative procedures
concerning a Worker's Compensation claim.
3. A Worker's Compensation claim may be denied if the Youth
Employee goes to a private physician. The only exception will
be if the injury is severe enough to be considered life
threatening and require the use of an ambulance. In such a
case, the Youth Employee will be taken to the nearest medical
facility. Payment will not be paid for any Chiropractic
services.
4. Before the Youth Employee is allowed to return to work, a
written release is required from the physician stating the
Youth Employee can return to work.
Worksite Supervisor Handbook -12-
970341
5. Failure to follow these established procedures and policies
may result in the Youth Employee's claim and resulting medical
expenses being denied. Also, if it is determined through
staff investigation by Employment Services of Weld County and
Weld County Personnel that the Youth Employee has fraudulently
claimed an injury or illness under Worker's Compensation, the
Youth Employee will be immediately terminated.
J. Social Security
The Youth Employment Program will provide Social Security benefits
for the Youth Employee.
K. Other Fringe Benefits
The Youth Employment Program does not provide the following fringe
benefits or payment for such benefits for the Youth Employee:
1. Health Insurance
2. Holidays or Holiday Pay
3. Sick Leave or Sick Pay
4. Life Insurance
5. Vacation Pay
L. Compensatory Time
The Youth Employment Program will not provide compensatory time or
payment of such to the Youth Employee. The Worksite (Placement
Facility) will not require the Youth Employee to work for more than
the designated total hours of employment per week as described in
the Memorandum of Agreement. The Worksite Supervisor cannot
authorize the youth to substitute or make-up time while
participating in the program. Any changes to the work schedule must
have written approval from the Employment Services of Weld County's
Special Programs Coordinator.
M. Overtime
The Youth Employment Program will not provide overtime hours or
payment of such hours to the Youth Employee. The Worksite
(Placement Facility) will not require the Youth Employee to work
overtime
N. Reimbursable Expenses
The Youth Employment Program will not provide reimbursement to the
Youth Employee for mileage, parking fees, lodging, or other expenses
associated with the program. The Worksite (Placement Facility) will
not require the Youth Employee to participate in duties which result
in the aforementioned expenses.
Worksite Supervisor Handbook -13-
970841
0. Excused Absences
1. Sick Leave
The Youth Employee is provided two (2) unpaid sick days during
the Youth Employment Program. These sick days may be for a
scheduled doctor's appointment which the Worksite Supervisor
must be notified 48 hours in advance or an emergency sick day
which the Worksite Supervisor must be notified prior to or at
the Youth Employee's report time for work (no later than a
half hour after work begins on the day the absence occurs).
The Worksite Supervisor must notify the Youth Employment
Technician of the absence on the day it occurs.
One additional day for sick will be allowed only if the Youth
Employee or a member of the Youth Employee's immediate family
has a serious illness and requires the assistance of the Youth
Employee. Failure to follow these procedures will result in
immediate termination.
Immediate family includes: a Youth Employee's husband or
wife, son or daughter, father, mother, brothers, sisters,
father-in-law, mother-in-law, brother-in-law, sister-in-law,
grandmother or grandfather.
Example of Excused Absence: If the Youth Employee or an
immediate family member is sick for three (3) consecutive
days, the Youth Employee must obtain a physician's excuse for
the days missed. The Youth Employee must notify his/her
Worksite Supervisor prior to, or at the report time for work
that day (no later than a half hour after work begins on the
day the absence occurs). Failure to follow these procedures
will result in immediate termination. No substitution or
make-up time will be allowed.
Another Example of Excused Absence: If the Youth Employee is
sick one (1) day and later within the Youth Employment Program
is sick (serious illness) two (2) days in a row with a
physician's excuse, the sick times will be excused. No
substitutions or make-up time will be allowed.
2. Court Absence
During the Youth Employment Program, the Youth Employee will
be allotted a total of one (1) court day. The court
appearance must have the prior approval of the Youth
Employment Technician. No substitution or make-up time will
be allowed.
Worksite Supervisor Handbook -14-
970341
3. Emergency Absence
During the Youth Employment Program, the Youth employee will
be allowed a total of one (1) emergency day.
The Youth Employment Technician may provide emergency leave
for major transportation problems (applies only to those Youth
Employees living outside the Greeley Bus System), child care
problems (applies only for single parents), eviction from
housing, or to attend the funeral of a member of the Youth
Employee's immediate family.
Approval must be obtained from the Youth Employment
Technician. This must be done prior to or at the report time
for work that day (no later than a half hour after work begins
on the day the absence occurs).
Depending on travel involved, the Youth Employee may be
granted by the Youth Employment Technician, two (2) additional
days leave without pay to attend the funeral of a member of
the Youth Employee's immediate family. No substitutions or
make-up time will be allowed.
P. Vacation
The Youth Employee must notify the Worksite Supervisor of plans to
take time off from work for vacation purposes. This must be done at
LEAST one (1) week before the youth employee's vacation begins.
Failure to follow this procedure can result in termination from the
Youth Employment and Training Program. The Worksite Supervisor
needs to immediately inform the Youth Employment Technician if this
violation occurs.
Q. Other Leave
The Youth Employee will not be provided any other type of leave
except as described under the Excused Leave. If a Youth Employee
requests leave, the Youth Employment Technician must be immediately
informed by the Worksite Supervisor.
II. Child Labor Laws
A. The Worksite (Placement Facility) Supervisor and the Youth Employee
agree to observe all applicable current Child Labor Laws.
The following information is commonly asked about Child Labor
provisions:
1. HOURS - TIME STANDARDS - 14 AND 15 YEAR OLDS MAY NOT WORK:
a. Before 7:00 a.m. or after 7:00 p.m. during the school
year.
Worksite Supervisor Handbook -15-
970341
b. More than 3 hours a day on school days.
c. More than 18 hours a week in school weeks.
d. More than 8 hours a day on non -school days.
2. OCCUPATIONS PERMITTED FOR 14 AND 15 YEAR OLDS:
a. Office and clerical work (including operation of office
machines)
b. Cashiering.
c. Errand and delivery work by foot, bicycle, and public
transportation.
d. Clean-up work, including the use of vacuum cleaners and
floor waxers, and the maintenance of grounds, but not
including the use of power -driven mowers or cutters.
e. Kitchen work, excluding electric knives, slicers, etc.
f. Work in connection with cars and trucks, if confined to
the following:
g.
1. Dispensing gasoline and oil.
2. Car cleaning, washing and polishing.
Cleaning vegetables and fruits, wrapping, sealing,
labeling, weighing, pricing, and stocking goods.
3. OCCUPATIONS NOT PERMITTED FOR 14 AND 15 YEAR OLDS:
a. Operation or tending of hoisting apparatus or any power -
driven machinery. This includes power mowers, electric
hedge trimmers, and power driven snow removers. Youth
aged 14 and 15 must not operate this equipment in their
i212.
b. Occupations in connection with: transportation,
warehousing, storage, construction, and manufacturing.
c. Occupations in retail, food service or garden
establishments. Work performed in or about boiler or
engine rooms; work in connection with maintenance or
repair of the establishment, machines or equipment;
outside window washing that involves working from window
sills and all work requiring the use of ladders,
scaffolds or their substitutes; loading and unloading
goods to and from trucks or conveyors. All occupations
in warehouses except office and clerical work.
Worksite Supervisor Handbook -16-
970341
4. OCCUPATIONS NOT PERMITTED FOR 16 AND 17 YEAR OLDS:
a. Motor vehicle driving. Exceptions: Incidental and
occupational driving if the child holds a State license
valid for the type of driving involved in the job
performed and the vehicle is equipped with a seat belt
or similar device for the driver and each helper. Motor
vehicle will mean automobile, truck, truck -tractor,
trailer, semi -trailer, or motorcycle.
b. ANY WORK FROM LADDERS, SCAFFOLDS OR EQUIPMENT EXCEEDING
10 FEET IN HEIGHT
c. Power -driven woodworking machines.
d. Exposure to radioactive substances.
e. Power -driven hoisting apparatus.
f. Power -driven circular saws, band saws, and guillotine
shears.
g. Wrecking, demolition (including buildings).
h. Roofing operations. This term will mean all work
performed in connection with the application of
weatherproofing materials and substances (such as tar,
pitch, asphalt prepared paper, tile, slate, metal, or
wood) to roofs of buildings or other structures. This
term also includes all work performed in connection with
installation of roofs and alterations, additions,
maintenance and repair, including painting and coating
of existing roof.
i. Excavation operations.
B. Should a Worksite (Placement Facility) be found in violation of the
Child Labor Law, it will be subject to immediate review. The
removal of Youth Employees from the Worksite (Placement Facility)
may result. Further, noncompliance with Child Labor Laws can result
in severe civil and criminal penalties.
III. Terminations
A. Termination from the Youth Employment Program may happen for any of
the following reasons:
1. Excused absences are exceeded;
2. Excessive tardiness or unexcused absences;
Worksite Supervisor Handbook -17-
970311
3. Not participating in the job duties outlined in the Memorandum
of Agreement;
4. Failing to show or call in late or taking an unauthorized day
of leave;
5. Refusing to attend an interview after being referred to an
unsubsidized job;
6. Fighting, stealing, using drugs or alcohol.
Consequences:
1st time - Counseling Form
2nd time - Termination
B. Immediate Termination will result for the following reasons:
1. Falsifying information on the time sheet or other forms.
2. Failing to follow the correct sick leave or vacation
procedures.
3. Non-attendance of required classroom activities, or improper
classroom behavior.
IV. Non -Financial Agreement
The Youth Employment and Training Program's Non -Financial Agreement is a
contract between the Worksite (Placement Facility) and the Weld County
Division of Human Resources' Employment Services of Weld County. It
contains:
A. The Worksite (Placement Facility) Responsibilities
B. The Employment Services Responsibilities
C. Assurances
D. Modification and Termination Policies
Worksite Supervisor Handbook -18-
9"10'_3
Employment and Training Program
Non -Financial Agreement
Agency Name
This Agreement is made this day of , 199
by and between the Weld County Division of Human Resources
Employment Services of Weld County, hereinafter referred to as
"Employment Services", and the public or private non-profit agency
entering into this Agreement by signature, hereinafter referred to
as "Agency".
WITNESSETH
WHEREAS, Employment Services conducts the Employment and
Training Program for eligible applicants; and
WHEREAS, Employment Services provides activities for the
eligible applicants under the Employment and Training Program, that
can be defined as employment and training activities; and
WHEREAS, the Agency desires to participate with Employment
Services in the Employment and Training Program as a worksite
and/or instructional training facility for the participants; and
WHEREAS, the Agency and Employment Services desire to work
together for the express purpose of providing work experience
and/or instructional training for the participant.
NOW THEREFORE, in consideration of the implementation of these
goals, the parties hereby agree to the following:
A. Agency Responsibilities:
1. Provide a productive worksite and appropriate period of
time for work experience participants so the employee may
develop positive work habits and gain work experience.
2. Furnish all equipment and materials as deemed reasonably
necessary by the Agency and Employment Services to ensure
the continuing accomplishment of the program objectives.
3. Provide liability insurance coverage on the employee.
Anyone who is on a special work program is assigned to
work under a company's name and, therefore, must be
covered under the company's liability insurance policy.
4. Accept only the number of employees who can be utilized
productively.
5. Not to replace regular full-time or part-time employees
with employees under the Employment and Training Program.
6. Provide competent supervision, including adequate
training, when the job requires the use of equipment
and/or procedures which are unfamiliar to the employee.
7. Abide by all pertinent Department of Labor Laws
(Occupational Health and Safety (ORSA], Davis Bacon
Act Child Labor Laws, etc.) The Agency agrees to
contact the Special Programs Coordinator of the
Employment and Training Program if any questions arise
concerning specific tools or the Child Labor Laws.
White: Case Manager Page 1 of 4 Yellow: Worksite
Worksite Supervisor Handbook -19- �� ., ��
Youth Employment and Training Program
Non -Financial Agreement
vehicles. The Agency agrees to contact the Special Programs
Coordinator for the Youth Employment and Training Program if any
questions arise concerning specific tools or the Child Labor Laws.
8. Report to the Youth Employment Technician the days and hours which
the Youth Employee has worked. The Youth Employment Technician
will contact the Agency on the last day of the pay period to obtain
the hours the youth worked for the Agency during that time period.
The Agency agrees to maintain daily time sheets which will be made
available to Employment Services or State staff for monitoring
purposes. The pay period dates are specified on the Youth Payroll
Schedule which is added hereto as Attachment A and is hereby made a
part of this Agreement.
9. Grant the Youth Employee time off, for those hours deemed necessary
and appropriate by Employment Services, for labor market
information activities, monitoring activities, testing, counseling,
etc.
10. Treat all Youth Employees in the same manner as other employees of
the Agency, relative to such issues as safety and job performance.
11. Immediately contact the Youth Employment Technician regarding any
difficulties the Agency may have concerning Youth Employee's
performance, absence or tardiness, and Workers' Compensation
accidents.
12. Follow the process outlined in regard to Workers' Compensation:
a. If an injury (regardless of how minor) occurs during work
hours, the Youth Employee must report his/her injury to the
Agency the day that it occurs. The Agency should immediately
contact the Youth Employment Technician or the Special Programs
Coordinator, if the Youth Employment Technician is not available.
b. The Youth Employment Technician shall inform the Agency of the
specific procedures to follow. If the youth refuses medical
attention, he/she needs to state in writing that he/she declined
medical attention. The youth needs to sign and date this
statement and give it to the Agency, who will then give it to
the Youth Employment Technician.
c. The Agency agrees to participate with Employment Services on
further investigative report procedures concerning a Workers'
Compensation claim.
13. Assure that all the Agency's worksites will abide by written
policies.
14. Not to substitute or allow the Youth Employee to make up time for
time missed from work. The Agency agrees to report to Employment
Services any changes in work hours, work site, supervisor, etc.
15. Participate in any follow-up, monitoring, and evaluation procedures
conducted or endorsed by Employment Services.
21-92-5034
Worksite Supervisor Handbook
Page 2 of 4
-20-
970341
Youth Employment and Training Program
Non -Financial Agreement
16. Inform Employment Services when any worksite supervisor plans to
be on vacation, sick leave, etc., and outline the alternative
arrangements for supervision of the Youth Employee.
17. Not to do any of the following:
a. promote or deter union organizing
b. charge fees to the participants under this Agreement
c. involve the participant in sectarian activities
d. involve the participant in lobbying activities
e. accept any kickbacks
f. have any conflict of interest under this Agreement, including
nepotism
g. violate maintenance of effort
B. Employment Services Responsibilities:
1. Provide the Agency with an orientation session outlining the
specific procedures and polices the Agency will need to follow as a
worksite.
2. Provide the Agency with a copy of the general Memorandum of Agreement,
provided to Youth Employees. This document must be signed by the
supervisor and youth the day the youth starts to work.
3. Refer, if available, the agreed upon number of Youth Employees to
the Agency for work experience.
4. Pay minimum wage for the hours of work completed by the Youth
Employee.
5. Provide Workers' Compensation coverage for all Youth Employees who
are participating in the work experience portion of the Youth
Employment and Training Program.
6. Handle all check disbursements to the Youth Employee.
7. Dismiss for cause, those Youth Employees who: are not participating
in the job duties outlined by the Agency in the Memorandum of
Agreement, which is signed by the Youth Employee; fail to show or
call in ff late or take an unauthorized day of leave, according to
the procedures outlined in the Worksite Supervisor's Handbook.
The Youth Employment and Training Program has the sole authority to
dismiss a participant, within the guidelines of his/her Memorandum
of Agreement and the Worksite Supervisor's Handbook, as a work
experience participant.
8. Monitor attendance in conjunction with the Agency.
9. Assist the Agency, upon the Agency's request, in resolving
any possible disputes with the Youth Employee.
10. Provide labor market information and other class -type activities
for the Youth Employee.
21-92-5034 Page 3 of 4
Worksite Supervisor Handbook -21-
970341
Youth Employment and Training Program
Non -Financial Agreement
C. Assurances:
1. The Agency agrees that it is an independent contractor and that its
officers and employees do not become employees of Weld County, and
therefore are not entitled to any employee benefits as Weld County
employees as a result of the execution of this Agreement.
2. Weld County. The Board of County Commissioners of Weld County. and
its officers and employees shall not be held liable for injuries or
damages caused by any negligent acts or omissions of the Agency, or
its employees, volunteers, or agents, while performing Agency
duties as described in this Agreement. The Agency shall indemnify.
defend, and hold harmless Weld County. the Board of County
Commissioners of Weld County, and its officers and employees for
any loss occasioned as a result of the performance of this
Agreement by the Agency. its employees, volunteers, and agents.
3. The Agency understands that monitoring and evaluation of the
performance of this Agreement shall be conducted by the Employment
Services and the results provided to the Weld County Private
Industry Council and the Board of County Commissioners of Weld
County.
4. The Agency assures that it will comply with Title VI of the Civil
Rights Act of 1986 and that no person shall, on the grounds of
race, creed, color, sex, or national origin, be excluded from
participation in, be denied the benefits of. or be otherwise
subjected to discrimination under this approved Agreement.
D. Modification:
This Agreement may be modified at any time by a written amendment
signed by both parties.
E. Termination:
This Agreement may be terminated at any time by either party giving
written notice.
IN WITNESS WHEREOF, the parties hereto have duly executed this
Agreement as of the day, month, and year first above written.
Weld County Division of Human Resources' Agency
Employment Services of Weld County
Youth Employment Technician Agency Representative
21-92-5034 Page 4 of 4
Worksite Supervisor Handbook -22-
970341
GENERAL RESPONSIBILITIES OF A SUPERVISOR
In general, a supervisor's job includes many varied tasks. Some of these, and
how they might relate to your Youth Employment and Training participants include
the following:
CLARIFYING the relationship to the youth employee's job with the activities of
the other employees in the agency.
IMPLEMENTING the terms of the worksite agreement.
ORIENTATING the youth to the overall worksite activities, the work to be
performed, and the expected behavior.
ON-THE-JOB TRAINING to help the youth gain skills and develop desirable work
behavior.
ASSIGNING youth tasks in line with their interests, capabilities, and growth
patterns.
PLANNING AND SCHEDULING work so that the worksite objectives will be achieved
including weekly work plans.
ORGANIZING the youth's tasks and materials so that coordination and cooperation
can be achieved.
DIRECTING the youth so that they understand what is to be done and can do it.
MOTIVATING youth toward good work behavior and performance.
COMMUNICATING with both the youth at your worksite and others who have impact
upon them by listening and keeping all persons appropriately informed.
SERVING AS A ROLE MODEL since youth will try to emulate an adult they look up to,
particularly a work supervisor.
COUNSELING youth with respect to career objectives and other program related
matters.
CHECKING AND CERTIFYING youth's time and attendance records.
EVALUATING youth's behavior and performance and providing feedback to the youth.
REPORTING to the Youth Employment Technician about problems and questions as
required.
SOLVING work problems that arise.
Worksite Supervisor Handbook -23-
970341
CHECKLIST FOR NEW YOUTH EMPLOYMENT AND TRAINING PROGRAM EMPLOYEE ORIENTATION
Provide employee with a copy of his/her description, and make sure he/she
understands it.
Explain the work of the unit.
Explain the organization and functions of the unit.
Tell the new employee where and to whom he/she reports.
report in bad weather, if it is a different location.
Explain the work area layout.
Show him/her elevators, restrooms, water fountain, emergency exits, etc.
Discuss eating facilities, parking, etc.
Introduce the new employee to other
the positions and duties of each.
Explain safety regulations; location
in case of fire, accident, or other
Explain hours of work, punctuality,
Explain types of leave, including:
made; person to telephone if sick.
Discuss lunch and rest breaks, if any.
supervisors and co-workers. Indicate
Also where to
of firefighting equipment, what to do
emergencies.
good attendance.
when and to whom requests should be
Explain use of telephone: local and long distance calls; personal calls,
courtesy.
Explain other rules and regulations
appointments, etc.)
Identify availability of help, if needed.
Provide working aides (samples, forms, handbooks,
orientation materials, telephone book, etc.)
Explain how to get supplies, equipment, repairs, etc
property.
(apparel,
smoking, personal
manuals, procedures,
., and how to care for
Other items considered to be important for new employee orientation:
Worksite Supervisor Handbook -24-
970341
Orientating Youth
At first, the youth may feel out of place and not know how to behave. They may
be confused about what is expected of them. It is up to you to make sure that
they know and accept project objectives and rules. They must be informed of your
expectations and the specific work they are to perform.
Your orientation for youth should include:
- Introduction to you and other workers.
- Description of worksite activities and objectives and how they are to be
achieved, including a general description of the weekly work plan.
- Explanation of work rules and expected work behavior.
- Preparation for the specific job to be done, tasks and skills needed, how
these will be acquired, and relationships with other jobs.
- Description of your role as supervisor and counselor.
Discussion of what youth can expect to gain from the program.
Encourage and answer questions. If you don't know the answers, say so and find
out and give the right answers.
Training Youth
Training is a major part of a supervisor's job, particularly with young workers.
For these youth, learning skills and appropriate work behavior are primary
program objectives.
A successful trainer must:
- Know and be able to perform the task.
- Understand each youth's uncertainty and feelings about the task.
- Motivate the youth to try to perform the task well.
- Demonstrate and explain the elements of the task.
- Let the youth perform the task, observe the performance carefully and
provide positive reinforcement until the youth demonstrates competence.
Periodically evaluate performance and provide supportive feedback.
Instructing young workers, individually or in groups, requires preparation. This
is necessary even if you have a high degree of competence in the job.
Worksite Supervisor Handbook -25-
970341
To get ready:
- Have a timetable; know how much skill you expect the youth to acquire, by
when.
- Break down the job into specific tasks and each task into steps.
- Identify key steps which require a new skill or are essential for success.
Pick out key points, such as worker safety or cooperation with other
staff, which are particularly important for young workers.
- Review the performance of each element of the task so that it is clear in
your mind.
- Determine what materials, supplies and equipment are needed to perform the
task and make sure that everything is ready.
Check the workplace and arrange it just as you expect the youth to keep
it.
Job Instruction Training
The following five -step instructional plan has been used in industry and
government for more than 35 years to train millions of workers. If you
understand it and learn to use it effectively, you will have gained a life-long
skill.
STEP 1. Prepare the Youth Employment and Training Program Worker
Put the participant at ease. Describe the task and explain how it fits into the
total job. Find out what he or she knows about the task and motivate the
participant to learn to perform it well. Emphasize key points such as safety,
contacts with the public, required accuracy, and coordination with other workers.
STEP 2. Present the Task
Perform the task element by element. Tell the participant what you are going to
do and explain why. Show the youth how to perform the task, one element at a
time. Stress key points. If danger is present, describe it and show how to
avoid it. For example, if the youth will be expected to lift a heavy object,
describe the danger of back strain and demonstrate the correct way to lift.
Instruct clearly, completely, and patiently. Demonstrate no more than the youth
can master at one time. Repeat until the youth understands and is ready to
demonstrate.
STEP 3. Try Out Performance
Have the participant perform the task, explaining each key point to you as the
task is being performed. Carefully note the participant's explanation and
competency.
Worksite Supervisor Handbook -26-
970341
STEP 4. Reinforce Competency
Review the participant's performance, reinforcing appropriate behavior. Where
he or she did not show understanding or appropriate behavior, redemonstrate. Do
not focus on pointing out what was unsatisfactory performance. Repeat steps 3
and 4 until you are satisfied.
STEP 5. Follow Up
Assign the participant to the regular task. Check often at first, then less and
less frequently. Encourage questions.
Worksite Supervisor Handbook -27-
970"`11
HELPFUL TIPS IN UNDERSTANDING YOUTH PARTICIPANTS
The following list may be useful in helping you better understand and deal with
the youth participants. Of course, these general statements will not apply in
all areas, but are offered as information which has been learned from previous
Youth Employment Training Program experience.
- Many youth have had exposure only to low-level and low -paid jobs and may
react by resisting work experiences which have the same characteristics.
- For many this will be their first work experience. They may have
unrealistic ideas about work. Your opportunity will be to guide their
attitude and behavior development.
- Because this may be their first job experience, many will be testing their
abilities and discovering their vocational preferences for the first time.
It is important not to undervalue any useful work; it is important that
the youth understand the importance of their job and that by doing one job
well can lead to a better opportunity to move into a more demanding job.
- The work experience itself must be meaningful to the youth, thus enabling
an increase in the youth's feeling of self-worth.
- If the youth can understand the meaning and use of the tasks that they
perform, they will be more likely to develop a positive attitude toward
their work and it will help to create a better social climate in which the
youth can learn from the work experience.
- Be aware of the age differences among Youth Employment and Training
Program participants; an 18 year old is probably more skilled and
experienced than the 14 year old whose work experience is his/her first.
You will probably need to offer more guidance to the younger, first time
worker.
- All youth, regardless of age, should be allowed to try out different
tasks.
- Every work assignment should have responsibility and challenge if youth
are to develop good work habits.
- The work experience should be a collaborative effort between everyone at
the worksite: workers and supervisors, permanent and summer workers,
youth and adults.
Youth respond positively to skilled and competent supervision, skilled and
productive fellow workers, and to high work standards.
Rewarding achievement, expressing interest in a youth's performance and
providing encouragement are effective and positive supervisory techniques.
Ignoring or punishing poor work behavior and performance is not productive
or effective.
Introduce new work elements or provide work counseling if youth becomes
bored, indifferent, or dissatisfied. Notify your Youth Employment
Technician if there is a consistent attitude problem.
- When youth are well supervised, understand what they are doing. kept busy,
given the proper equipment, and allowed to use free time constructively
they will respond well.
Worksite Supervisor Handbook -28-
970341
Attachment 5
PLANNED PARTICIPATION AND TERMINATION SUMMARY
SUMMER YOUTH
YOUTH
SDA CODE
1. Total Participants
100
a. Transfer from IIC Out -of -School
2
b. Transfer from IIC In -School
0
2. Total Terminations
100
3. Enter Unsubsidized Employment
0
4. Return to Full-time School
80
5. Other SDA Termination
0
6. Transfer/Co-enroll IIC
0
a. In -School
0
b. Out -of -School
0
PLANNED PROGRAM ACTIVITIES
YOUTH
I. Work Experience (JA)
100
II. Limited Internship
0
III. Basic Skills (BA)/Academic Enrichment
100
IV. OJT (EA)
0
970341
Denerai Information:
Work Site Evaluation Form
Attachment 6
Pane 1
Attachment 6
Erhibit 1
:cork Site:
Direct Supervisor:
Report Date:
sate of Visit:
Note Changes in Comment Section: (Address, shifts, direct supervisor;
Has this work site experienced a Workers compensation Claim for the employee during the
month? Yes No Describe accident and action steps to correct:
1. Is the Direct Supervisor knowledgeable
of his/her responsibilities within the
Program?
2. Is the worksite agreement/contract
available?
3. Does it appear that there is sufficient
productive work for the employee?
4. Review the time keeping procedures for
the following:**
a. Is a daily record kept for each
participant's time and attendance?
b. Does the record appear reasonable
and accurate?
c. Are the time records signed by the
participant and worksite supervisor?
5. Necessary equipment and materials to
accomplish the work task provided.
6. Alternate arrangements available for
inclement weather.
7. Is the participant operating any
equipment? If so has the participant
been instructed in the safe operation
of the equipment and the required
safety equipment to be used?
8. Does the work site abide by the
applicable regulations, including
pon-displacement of regular workers,
non-discriminatory activities?
9. Are any of the worksite activities
recreational in nature?*”
Far Well
Below Below Meets Above Above Not.
Stand Stand Stand Stets Stets dame
• Comment on those areas rated below or far below
Comments:
standard
Note any major issues/concern:
Recommended action to improve the work site:
Employment Technician:
Comments/Review:
Special Programs Director:
Comer problems ere: time filled In for days not yet worked; time filled in for Participants absent; participees dolt
actually sign in when they arrive or sign out when they leave; all/many participants signing in/out et exactly the is time;
blank or incomplete time shoots/cords are pre -signed or precertifled; getting paid for lunch breaks. etc.
toe won: Recreational work eetivities should be scrutinized, This work activity is allowable only If the -individual
TI"
00
C
r•
0)
Attachment 6
Pane
REMEDIATION SITE MONITORING
Youth Technician
Completing Monitoring
Site
Address
Use the following questions as a guide to assess the -adequacy and quality or the
remediation site.
Number of youth assigned to this site
1. Review the time and attendance keeping procedures
for the following:
A. Is a daily record kept for each participant's
time and attendance?
Yes No
B. Does the record appear reasonable and accurate?
(Common problems are: time filled in for days not yet
attended; time filled in for participants absent;
participants don't actually sign in when they arrive or
sign out when they leave; all/many participants signing
in/out at exactly the same time; blank or incomplete
time sheets are pre -signed or pre -certified; getting
paid for lunch breaks, etc.)
C. Are the time and attendance records signed by
the participant and instructor?
2. Does the instructional material appear to be adequate
to meet the remediation needs of the participants?
3. Is there adequate instructional material for each
participant?
4. Does each participant have the needed supplies for
the class?
5. Is there a pre- and post-test procedure established
to evaluate course progress?
6. Has a pre-test been administered for each
participant, and have the scores been recorded by
the instructor?
7. Have instructional tasks been effectively assigned
so that each participant has continuous work 80%
of the time?
8. Does it appear that the goals of the Basic
Education component are being met?
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Yes No
9. Is there proper documentation for competency
attainment?
10. Is there adequate supervision of the youth
participants?
Identify specific deficiencies
NOTE: Corrective action must be taken immediately on compliance issues. If the
issue can not be immediately corrected, the remediation will be suspended until
corrective action is taken. If corrective action is taken and the deficiency is
corrected, a follow up visit and formal monitoring must be completed in 1 week
to ensure continued compliance.
Attachment 6
Page 3
PARTICIPANT MONITORING INTERVIEW
Youth Technician
Completing Interview
Youth Name
Address
Interview each youth assigned to the site. Use the following questions to
ascertain whether participants are being adequately oriented, properly supervised
and gainfully occupied in their SYETP activities.
1. Program Orientation. Did your supervisor/instructor
inform you about: (check as many as apply)
A. Work hours?
B. Lunch time?
C. Time and attendance policies?
D. Hourly pay?
E. Pay Dates?
F. What to do if you have a problem or a
complaint?
G. What to do if you are injured while at the
site?
2. Has the supervisor talked to you about job safety
and the requirement to use safety equipment?
3. Do you feel that you are asked to do any unsafe
tasks?
4. Do you understand your job duties?
5. Do you feel that you have enough equipment, tools
or materials for this activity?
6. Have you had any problems with your pay?
7. Do you have any problems regarding this activity?
Yes No
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8. What happens if you miss work, come in late or leave early?
make up time _ lose pay _ nothing _ don't know
Identify any areas of concern
NOTE: Compliance and safety issues must be investigated immediately and on the
spot corrective action taken. If the issue cannot be immediately corrected, the
activity will be suspended until corrective action is taken. If corrective
action is taken and deficiency is corrected, a follow up visit and formal
monitoring must be completed in 1 week to ensure compliance.
Attachment 7
SDA
BUDGET INFORMATION SUMMARY (BIS).
(Title II -B)
SDA: Employment Services of Weld County Title of Funds: II -B
Period of
Performance: From: April 1, 1997 To: June 30, 1999 Year of Funds: 1996
Reference Code: VAX #:
Original Allocation $ 227.633.00
Transfer Out (-) 0 TO:
Title
Adjusted Total $ 227,633.00
COST CATEGORY
TOTAL
PERCENT
Administration
$
34,144.95
15%
Code
Training and
Supportive Services
$
193,488.05
85%
Code
TOTAL
$
227,633.00
100%
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Attachment 8
PROJECTED QUARTERLY EXPENDITURE FORM
TITLE II -B
EXPENDITURES
1st Quarter
Projections
10-1-96 to 12-31-96
2nd Quarter
Projections
1-1-97 to 3-31-97
3rd Quarter
Projections
4-1-97 to 6-30-97
4th Quarter
Projections
6-30-97 to 9-30-97
TOTAL
ADMINISTRATION
$0
$3,605.36
$7,210.72
$25,237.51
$36,053.59
TRAINING AND
SUPPORTIVE
SERVICES
$0
$0
$49,852.98
$149,558.95
$199,411.93
TOTAL
$0
$3,605.36
$57,063.70
$174,796.46
$235,465.52
INSTRUCTIONS
This form is to be completed using projections of actual II -B expenditures during the period 10/1/96 through
9/30/97, regardless of year of funds. Exclude funds expected to be carried -out.
New Allocation
Carry -in
Sub Total
$227,633.00
$ 41,977.47
$269,610.47
Less Carry -out
(15% of new
allocation) $ 34,144.95
Amount Available $235,465.52
970341
tfrCf!ir
COLORADO
Ole
To
mEmORAnDUm
George E. Baxter, Chairperson
From
Date
Walter J. Speckman, Executive Director
February 20, 1997
Subjeet: Summer Youth Employment and Training Program
Enclosed for Board approval is the Weld County Job Training Partnership Act Summer Youth
Employment and Training Program Grant for the Program Year 1996.
The proposal requests $235,465.52, which includes Program Year 1996 funding of $227,633.00
and Program Year 1995 carry -in funding of $41,977.47. The grant is directed toward serving
economically disadvantaged youth between the ages of 14 and 21. The youth will be provided
with approximately 8 weeks of work experience in public and private non-profit agencies.
Youth will also participate in either basic skills remediation classes, academic enrichment
activities, or employability classes.
If you have any questions, please telephone me at 353-3800.
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