HomeMy WebLinkAbout950250.tiffRESOLUTION
RE: APPROVE EXPENDITURE AUT-HORIZATION REQUEST FORJTPA SUMMER YOUTH
EMPLOYMENT AND TRAINING PROGRAM- GRANT AND AUTHORIZE CHAIRMAN TO
SIGN
WHEREAS, the Board of County Commissioners of Weld County, Colorado, -pursuant to
Colorado statute and the Weld County Home -Rule Charter, is vested with the authority of
administering the -affairs of Weld County, Colorado, and
WHEREAS, the Board has been presented with an Expenditure -Authorization Request for
the Summer Youth Employment -and -Training ProgramPlan between -the -County of Weld, State
of Colorado,byand through the Board of County Commissioners of Weld County, on behalf of the
Weld County Human-ServicesDepartment, Employment Services, and the Governor'siob Training
Office, with terms andxonditions being as stated in said request, and
WHEREAS, after review, the Board deems it advisable to approve said request, -a-copy of
which is attached hereto and incorporated -herein by reference.
NOW, THEREFORE, BE IT RESOLVED by theloard of County Commissioners of Weld
County, Colorado, that -the Expenditure Authorization Request for the Summer Youth Employment
and Training Program Plan -between the County of Weld, Stateof Colorado, by and through the
Board of County Commissioners of Weld County, onbehalf of the Weld County Human Services
Department, Employment Services, and the Governor's Job Training Office be, and hereby is,
approved.
BE IT FURTHER RESOLVED by the Board that theChairman be,and-hereby is,authorized
to -sign said request.
The -above -and -foregoing Resolution was, on motion duly made and seconde-d,adopted by
theiollowing vote on the 22nd day of February, A.D., 1-9_95.
ATTEST:
Weld County Clerk to the Board
BY: (� •S®���ia�
Deputy Clerk tothe Board
APP D AS TO FORM: Ism
Constance
ConsL.-Harbert
ounty Attorney ( y�✓�� f 1/' 'f/�1 ',1
W. H. Wester
BOARD OF COUNTY COMMISSIONERS
WELD COUNTY, COLORADO
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arbar�i. Kirkmeyedd,�Pro-Tem ,
crier
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950250
HR0065
COLORADO
mEmoRAnDum
Dale Hall, Chairperson February 15, 1995
To Date
Walter J. Speckman, Executive Director
From
Summer Youth Employment and Training Program
Subject:
Enclosed for Board approval is the Weld County Job Training Partnership
Act Summer Youth Employment and Training Program Grant for the Program
Year 1994.
The proposal requests $342,284.82, which includes Program Year 1994
funding of $330,386.00 and Program Year 1993 carry -in funding of
$11,898.82. The grant is directed toward serving a minimum of 180
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.
G.
950250
ATTACHMENT E
EXPENCITURE AUTHORIZATION
Signature Page
Service Delivery Area
Name: Weld County
Address: P.O. Box 1805
City/State/Zip: Greeley, Colorado 80632
Program Project
Name: Summer Youth Employment and Training Program VAX*:
Ref. Code
Period of
Performance: From October 1, 1994 To June 30, 1997
The foregoing Expenditure Authorization has been reviewed and approved by the
following parties and will be incorporated into the Governor's Job Training
Office/Service Delivery Area Master Contract as an attachment. This signature
page, when duly signed, authorizes the grant of funds by GJTO for the
program/projects identified herein.
Dale Hall
Dat!J
,.c/
Chairperson
Name (Typed) Title
L4> vv Gte 7
PIC Cit Signature Date
Elly Natividad Chairperson
Name (Typed) Title
Linda L. Perez
Date
Director
Name (Typed) Title
GJTO Director Signature Date
Name (Typed) Title
(* This line to be completed by GJTO.)
Weld County
Summer Youth Employment and Training Program Plan
PT' 94
Submitted by:
Linda Perez
Director
Weld County Service Delivery Area
P.O. Box 1805
Greeley, Colorado 80632
(303) 353-3800 ext. 3363
Weld County Summer Youth Employment and Training Plan Page 1
1. Executive Summary
A. Grant Recipient
The Board of Weld County Commissioners will be the grant recipient
of the funds from the State.
B. Entity to Administer the Summer Youth Employment and Training
Program (SYETP)
The Weld County Service Delivery Area (SDA) will administer the
Summer Youth Employment and Training Program.
C. Procurement Process for Subcontracting
The Weld County SDA does not subcontract services for the summer
program.
D. Start and End Dates for Activities
Outreach
Eligibility Determination
Orientation
Assessment
Work Experience
Remediation/Academic Enrichment/
Employability Skills Enhancement
February 1995 through June
February 1995 through June
April 1995 through June
February 1995 through June
May 1995 through August
May 1995 through August
1995
1995
1995
1995
1995
1995
2. PY '94 Summer Youth Employment and Training Program Goals and Objectives
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 Objectives
The goals and objectives for the SYETP are:
1). to have 85% of the total number of in -school youth return to
school in the Fall of 1995 as measured by a follow-up survey
which is conducted with schools and youth;
2). to have 90% of the youth participating in the remediation and
academic enrichment components enhance their academic
performance, including their reading and mathematics
comprehension, as measured by attainment of school credit,
completion of grade level in the learning lab, or successful
completion of other classes, as determined by pre- and post -
testing and reports from remediation/enrichment component
instructors;
3). to have 90% of the youth participating in the work experience
component enhance their level of employability skills as
measured by a Youth Participation Questionnaire and a Work
Site Questionnaire. The Questionnaires include the youth's
evaluation of the benefits received from participation in the
areas of remediation, academic enrichment, employability
skills enhancement, and work experience;
Weld County Summer Youth Employment and Training Plan Page 2
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. Services/Program Activities to be Provided
SYETP Services and Program Activities
A. Objective Assessment
Each youth participant will receive an objective assessment which
determines their basic skills and supportive service needs.
Information will also be obtained regarding past work experiences
with the Summer Youth Employment and Training Program and the
interest/preference of the youth which will be used to determine job
assignments in the program.
Assessment of reading and math skills will be completed by one or
more of the following methods:
* Adult Basic Learning Assessment
* Job Corp Reading Test
* Results of the Comprehensive Testing Basic Skills
* A statement from the school identifying the youth's grade
level and the school's assessment of benefits from remediation
activities if statement and assessment are within the last 12
months
* District Objective Test
* Other tests or methods the schools use to determine the grade
level of youth in math and reading if those tests are within
the last 12 months
* Aims Community College testing for GED in English, reading,
and math for high school dropouts
* For those youth who have graduated from high school, the final
report card will be requested. If they have obtained reading
and math credit, further assessment will not be needed
The primary tool that Weld County SDA will use, will be the Adult
Basic Learning Assessment.
B. Individual Service Strategy
Each participant will have an Individual Service Strategy (-ISS)
which will indicate selected training components and any supportive
service needs identified through the objective assessment. Each
participant will have an ISS included in their client file. If a
youth is either transferred or co -enrolled in Title II -A or II -C, or
is planned to be enrolled in Title II -C, their Title II -A or II -C
ISS will be updated to show the rationale for enrollment in SYETP
and a copy of the updated ISS will be placed in the II -B client
file. ISS's will address goals for employment and education,
services to be received under Title II -A or II -C, and will describe
how the SYETP will assist the youth in overcoming barriers to
employment, and in setting and reaching goals.
Weld County Summer Youth Employment and Training Plan -Page 3
The Individual Service Strategy which is planned for use in the
Summer Youth Program is included as Attachment 1.
C. Basic Education/Academic Enrichment
1). Assessment and Plan of Action to Improve Skills in Deficiency
Areas
Each youth will be assessed through one of the means discussed
in section 3.A. The assessment results will become part of
the permanent record. It is estimated that 95% or 171 youth
will participate in a remedial or enrichment activity.
The SYETP staff will be responsible for pre -testing to
determine areas that may need to be addressed with the youth
through remedial or enrichment activities. These areas will
then be addressed through either computer -assisted
instruction, teacher directed instruction, or both. Youth not
in need of remediation will receive academic enrichment or
-employability skills enhancement.
The 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, participate in Upward
Bound, or are pursuing a GED, will be attending classes to up-
grade their deficiency areas, or obtain school credit.
2). Participants and Locations
The Weld County SDA will have various approaches to deliver
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 xemediation is appropriate. Exemptions will be
-documented in the youth's file.
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.
Weld County Summer Youth Employment and Training Plan Page 4
The learning lab, which utilizes -computerized-
instruction through the Josten's Learning System will be
used to supplement teacher -directed instruction in math
and English. Approximately 80 youth will participate at
the lab.
The lab will be available from June 1, 1995 through
August 30, 1995, to youth who participate in lab
remediation activities. Youth will be encouraged to
participate for a minimum of 20 hours during the summer.
An out -station computer lab located at Roosevelt High
School, in Johnstown will also be used to deliver
computerized instruction through the Josten's Learning
System. This will supplement teacher -directed
instruction in math and -English. Approximately 25 youth
will participate in this lab.
(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 3 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 youthator above grade level will
also be made available. Approximately 15 youth will
participate in the Ft. Lupton classes.
Remedial classes will be 8 weeks in length and will be
held 1 day per week for 3 hours. Youth will receive
remediation in either math, reading, or both. General
instruction, as well as individualized instruction
methods, will be used. Classroom pre- and post -testing
will be initiated by the instructor to determine how
well the youth mastered the specific topic.
(d). School District 6 in Greeley, and St. Vrain School
District in Frederick, operate a summer school program.
Youth who participate in the SYETP and are designated by
these School Districts as in need of summer school will
be required to attend the summer school classes. The
youth will receive academic credit for successful
completion. -Approximately 3 youth will attend summer
school.
(e). There will -be 10 youth receiving remediation and/or
academic enrichment activities through the Upward Bound
Program located at Colorado State University in Ft.
Collins. These classes will be 6 weeks in length and
will be held 5 days per week for approximately 6 hours
a day.
Weld County Summer Youth Employment and Training Plan Page 5
(1)•
(g)•
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, CSU, 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.
School Credit
School credit will be provided through school districts
for those youth who attend summer school or the Upward
Bound Program. -School Districts determine the number of
hours necessary to grant school credit. Summer school
is usually 8 weeks , 16 hours per week. The Upward
Bound Program is 6 weeks in length and there are 6 hours
per week in math, 6 hours per week in reading or
English, and 1 hour per week in remediation when
required.
(h). Basic Skill Competency
For the PY '94 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:
(I) •
* Attains a GED, or;
* Attains a high school diploma, or;
* Attains the required basic reading/English/math
functional grade level (as measured by a
standardized test), or;
* Attains a tenth grade functional
reading/English/math functional grade level (as
measured by a standardized test), or;
* Attains 2 or more functional grade level gains in
assigned academic competency areas.
Average Cost per Participant in Basic Education
The Weld County SDA will be using Summer Youth
Employment and Training funds to purchase services from
instructors, pay tuition, provide supplies, etc. The
real cost for the remediation/academic enrichment
activities is estimated at $10,945.00 for approximately
171 -participants for an average of $64.0-0 cost per
participant.
Weld County Summer Youth Employment and Training Plan Page -6
The costs
incentives
$31,170.00
average of
for the remediation activities including
for the youth to participate is estimated at
for approximately 171 participants for an
$182.00 per participant.
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
• youth who are
• youth who are
• youth who are
• youth who are
receiving welfare
members of a household receiving welfare
pregnant or parenting
in school and plan to return to school
dropouts
2). Work Experience Operations/Orientations
Youth who participate in work -experience will be exposed to
various occupations, learn basic work skills, receive
encouragement to continue their education, -earn money, -and
develop career goals and objectives. Work experience
activities will occur in public or private non-profit
agencies. The type of work experience offered to youth will
include custodian, grounds maintenance, teacher aide,
clerical, s-eception, 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 mot participate according to the requirements, they
will be terminated from the Program. The Participant
Orientation Handout is included as Attachment 2.
3). Selection of Work Sites and Job Site Supervisor Orientations
Work site applications are sent out during the outreach phase
of the SYETP and employers respond with information on the
type of business and what positions are available to youth.
Work sites are evaluated on their appropriateness for youth
placement and on their ability to monitor and supervise youth
placements. Orientations for job -site supervisors are
conducted prior to placement of youth, and items in the work
site supervisors handbook are covered. Emphasis is placed on
supervisor responsibilities and job site safety. The
Supervisor Orientation Handbook is included as Attachment 3.
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.
Weld County Summer Youth -Employment and -Training Plan Page 7
). 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 493 SYETP.
6). Number of Participants Assigned to Work Experience
Work experience activities will be provided to approximately
180 youth ages 14-21.
The majority of the participants enrolled in work experience
will work for approximately 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.
7). Participants in Work Experience Receiving Remediation or
Academic Enrichment
The majority of
-enrichment will
Schedules will be
both activities
remediation, and
youth who are involved in remediation or
also be involved in work experience.
arranged so that the youth's requirements in
do not -conflict. Work experience,
enrichment will occur concurrently.
8). Competencies
The Weld County Competency Program may be utilized for
participants in work experience and basic skills remediation,
if those individuals were co -enrolled in Title II -A or II -C,
at the beginning of SYETP, or it is anticipated that the youth
will be enrolled in Title II -C for the next program year.
Included as -Attachment 4 are the pre- and post -assessment
tool, which will be utilized, the job specific tool, and the
time sheet format to credit work maturity. Participants will
be evaluated by the responsible Title II -A, II -C technician
prior to placement at a work site.
The competency gain and attainment standards will be the same
as for Title II -A and II -C. -Pre-employment/Work Maturity will
require a minimum of 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 $4.25 per hour for approximately 8 weeks. The
youth will earn on an average, $102.00-$136.00 per week or
$816.00- $1088.00 over the course of the 8 weeks.
Weld County Summer Youth Employment -and Training Plan Page 8
E. Incentives to Motivate Youth to Participate in Remediation
(1). _.earning Lab
Youth attending the learning labs will receive an incentive
for attendance as follows: youth who attend 10-19 hours will
receive $20; youth who attend 20-29 hours will receive $50;
and youth who attend 30 or -more hours will receive $75. Youth
who attend less than 10 hours will not receive an incentive
for attendance. In addition, youth will receive a bonus of
$25.00 for each grade gain in math and reading.
(2). GED
Youth who attain a GED during the summer will receive a
$250.00 bonus and will -be provided the opportunity for one
quarter's tuition for post secondary education.
(3).
Aims community College Classes
Youth will receive a $4.00 per hour incentive to attend
classes. Youth will receive a bonus based on grade attainment
as follows: youth who attain a grade of "C" will receive $25;
youth who attain a grade of "-B" will receive $50; and youth
who attain a grade of "A" will receive $100.
(4). School Districts Summer School
School districts' youth will receive -$25 for each grade "C",
$50 for each grade of "B", and 1100 for each grade of "A" for
required classes, not to exceed $200.00.
Upward Bound Project
Youth will receive an incentive of $100.00 per week for 6
weeks of attending classroom and associated activities.
Because they are not involved in work experience, these youth
receive a weekly bonus.
(5).
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
$1,500.00 in supportive services dollars will be used for work -
related equipment, child care, or materials for youth participating
in the Program. No bulk purchases will be made for participants
according to the state procurement policies.
Weld County Summer Youth Employment and Training Plan Page 9
G. Other Activities
The Weld County SDA has addressed the Individual Service Strategy
which include employability assessment and employment counseling
under -section 3.-B. Job referral and job placement activities will
be made available to those youth who have completed school or are
not returning to school. These activities will be coordinated with
the Job Service function of Employment Services. There are no
additional costs associated with these activities.
There will be a variety of classroom lectures, workshops, seminars,
etc. offered to those youth who do not attend remediation or other
basic skills classes as part of their academic/employment enrichment
activities. Youth will be encouraged to attend these employment
oriented classroom activities as a part of the youth's employment.
The pre -employment classes will be in the areas of career and
vocation exploration, job search assistance, job seeking/holding
skills training, work attitude and behavior, decision making skills,
goal setting, and labor market information. Approximately 15 youth
will be tested with the ACT Workkeys in tests in Writing/Listening
and Teamwork. Test results will be used to develop cirriculum and
job expectations to assist the youth in improving their scores to a
level needed by local employers.
It is anticipated that approximately 44 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 $3,960.00, with the average cost of $90.00 per
participant.
An additional activity which the Weld County SDA plans to operate is
a Youth Corp project. This project will place approximately 8 youth
in a work environment which will focus on a community project. The
youth will be involved in work experience as described in paragraph
3(D) as well as remedial/academic enrichment activities as described
in paragraph 3(C). Supervision will be provided by a Youth crew
leader and youth will receive training in team building, either
through a ropes course or other programs designed to develop team
attitudes.
H. Planned Participant and Termination Summary
The Planned -Participant and Termination Summary is included as
Attachment 5.
4. Coordination
A. Coordination with Other Appropriate Education Systems
The Learning Lab located at Employment Services of Weld County will
be used for remediation/academic enrichment activities unless noted
otherwise in paragraph 3(C).
B. Coordination with Agencies
1). local Educational Agencies
The Weld County SDA co-ordinates activities with the 13 -school
districts in Weld County. The areas include: work -experience
sites, outreach, recruitment, assessments, and remedial ar
Weld County Summer Youth Employment and Training Plan Page 10
enrichment activities as appropriate. The local educational
agencies will assist in determining which youth should
participate in the remediation activity. It is anticipated
that the priority will be youth who need academic credit for
graduation requirements or who are at least one grade level
behind in math or reading. If the Weld County SDA selects
youth for remediation, priority will be given to those youth
whose assessments indicate that they would benefit from some
remediation activity. -The assessment factors include low
grades, low test scores, etc. Youth who do not have a GED
will be encouraged to enter a GED program at Aims Community
College in Greeley.
2). Youth Serving Agencies
The Weld County SDA implements extensive coordination between
the SYETP and other youth serving agencies during the summer.
The Juvenile Court system provides outreach and referrals to
the Summer Youth Program, and their eligible youth are
encouraged to participate in the SYETP by the Juvenile Courts
system staff. Other youth serving agencies may participateas
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 1994 Job
Training Plan for the training and placement of women in non-
traditional employment and apprenticeships. To further the
placement of women in non-traditional settings, Weld County
will include efforts to increase the awareness and placement
of Summer Youth Program females participants.
A. Efforts to ancrease 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.
B. Goals for Placement
The goal for the Weld County SDA will be to -have 20% of all
female participants in non-traditional work experience.
b. 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
Weld County Summer Youth Employment and _Paining Plan Page 11
evaluate time and attendance procedures, instructional material,
pre- and post-test procedures, _competency attainment procedures, and
if the goals of the Basic Education component are being met. -The
monitoring tool includes an evaluation by the participant.
B. Work Experience
Each work site will be formally monitored at least once during the
SYETP. The designated Summer Youth counselor will conduct this
monitoring as well as a bi-weekly informal monitoring. The formal
monitoring will be completed and placed in the youth's file within
the 1st month of placement. New sites will be formally monitored
within 2 weeks of placement of a youth to ensure the requirements of
time and attendance, appropriate work, and safety concerns are
understood.
Formal monitoring tools will be used which evaluate compliance with
applicable laws and regulations including minor labor laws,
compliance with GJTO policy and Weld County SDA plans, completion of
required documents including time and attendance sheets, and the
effectiveness in meeting the goals of the Work Experience component.
The monitoring tool includes an evaluation by the participant. The
monitoring tools are included as Attachment 6.
The Program Coordinator will select two sites from each Summer Youth
counselor and _conduct a formal review which will check compliance
issues, paperwork, time and attendance procedures and the
effectiveness of the component. Testing and data entry procedures
will be monitored bi-weekly.
The Weld County Employment Services' Fiscal Officer will monitor and
evaluate payroll procedures at least once during the Program.
Corrective action will be taken immediately on compliance or safety
issues. If the issue can not be immediately corrected, the work
experience will be suspended until corrective action is taken.
Generally, corrective actions on deficiencies will be made on the
spot. Follow-up visits will be made in 1 week and formal monitoring
tools will be completed and placed in the participant tile. The
designated Summer Youth counselor will -be responsible for oversight
and follow-up. SYETP participants will complete a Participant
Evaluation at the end of the Program.
7. Assurances
A. All SYETP participants shall be economically disadvantaged, and that
status shall be documented in the participant record file.
B. All work -sites -must adhere to the -Child Labor Laws.
C. A two page summary report of the PY '94 SYETP will be submitted to
the -Governor's Job Training Office by November 30, 1995, which shall
include:
1). A description of activities conducted during the Summer Youth
Employment and _'raining 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.
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 So/01/94
through 06/30/-97 is located as Attachment 7.
C. Cost Categories
Cost categories are budgeted in accordance with JTPA Letter #93 -03-
-Administration costs will not exceed 15% of the total -budget and
will follow allowable costs outlined in JTPA letter #93 -03 -Fl.
Training and supportive service costs will include work experience
with all applicable deductions, classroom training and remediation,
transportation and all allowable costs associated with this cost
category and program.
The Weld County SDA does not plan to purchase property with the
current allocation.
D. Transfer of Funds
Weld County -does not plan to transfer funds to the Title II -C
program as allowed in §2-56.
E. Other
Weld SDA's carryout for the '93 SYETP at 10/1/-94 was $11,-898.82.
The Weld County Human -Resources Department overall agency cost
allocation plan has been submitted to CJTO.
Weld SDA's PY 94 SYETP will follow Program Guidelines letter #93-02-
AD1 and #93-10-T4 for prnrurement and property management.
Weld County does not expect to generate income from any activities.
F. Expenditure Authorization
The Expenditure Authorization (EA) cover sheet is included as
-Attachment 8.
The Title II -B SYET-P will become an EA to the PS '94 Master
Contract. Therefore, the -period of performance will end on June 30,
1997.
Weld County Summer Youth Employment and Training Plan Page 13
G. Plan Versu-s Actual
The Weld County SDA agrees that the Title II -B 1994 funding level
included in the SYETP Plan is an estimate. Upon receipt of the
actual funding allocations for this Program, the two budget
documents and the program description will be adjusted accordingly
and submitted to GJTO within 30 days of receipt. This revised
information will be signed by the PIC Chair and the SDA Director and
approved by the MJTO Director.
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 ramediation will not be
post —tested.
WELD COUNTY EMPLOYMENT SERVICES
SUMMER YOUTH INDIVIDUAL SERVICE STRATEGY
VAX #
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
attaining the necessary
to become successful in
employment. If participation
component is deemed necessary
attendance in that program is
your employment in the -summer
SYETP is to assist youth in
reading and math skills needed
future education and
in an education
by your technician,
required to maintain
program.
EDUCATIONAL GOAL
EMPLOYMENT GOAL
Educational Component
( )
( )
( )
( ) Upward Bound
( ) Dther:
Computer Lab (ES)
Computer lab (Roosevelt)
YOU
Start Date & Schedule
Est End
Anticipated School Status (Fall 1993)
( ) Return to School
( ) Attend Vo-Tech School
( ) Attend College
( ) Other:
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 Date
ATTACHMENT 2
SUMMER YOUTH
EMPLOYMENT AND
TRAINING PROGRAM
PARTICIPANT HANDBOOK
EMPLOYMENT SERVICES OF WELD COUNTY
1551 NORTH 17th AVE.
-P.O. BOX 1805
GREELEY, COLORADO 80632
DEPARTMENT OF HUMAN RESOURCES
EMPLOYMENT SERVICES OF WELD -COUNTY
1551 NORTH 17TH -AVENUE
P.O. BOX 1805
CREEL -Y. COLORADO 80632
COLORADO.
WELCOME TO THE -WILD COUNTY YOUTH INPLOYMENT
-AND -TRAINING PROGRAM
APPLICANT 13031 3533815
EMPLOYER (3031 3533800
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 tevelop 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 import -ant that you read this handbook carefully and keep it handy throughout
your participation in -this program sothatyou understand what is txpected of you
and what your employee rights are.
We look forward to working with you.
Sinneerellyy,
"Ted Long
Special -Programs Coo nator
Linda Perez
Director
Employment Services
WELD 'COUNTY'S YOUTH EMPLOYMENT AND TRAINING PROGRAM
YOUTH PARTICIPANT'S HANDBOOK
Welcome Letter to the Youth Participant
Important Reference Information -About My Job
Employment Information for Weld -County Youth
Employment and Training Program -Participants
Youth Employment Technician. » 2
Youth Employee Classification. , 2
Memorandum of -Agreement ' 2
Work -site Agreement Changes (Modification to Memorandum of Agreement). 2.-4
Sample Memorandum of Agreement . . 3
Wages - 4
Sign In/Out - Timekeep▪ ing togs - Eval• uations ' 4
�
Payroll Procedures 4.6
Sample Modification to Memorandum of A- g▪ reement. . . . , . -. . 5
Sample Sign In/Out Sheet ' 7
Sample Monthly Time Keeping log. . _.B
Payroll Schedule . 9
Worker's -Compensation. — - 10
Social Security. . . 10
Other Fringe Benefits. . . . 11
Compensatory Time 11
Overtime 11
Reimbursable Expenses. . . _ 11
Excused Absences _ _ 1142
Vacation .. . . ' 12
Other Leave. . , . I2
Child Labor Laws
-.13.14
'
Terminations . . 14
-. .
in the Workplace . 14
Complaint Procedures . 15
Evaluations 15
Classes - lb
Sample 'Complaint Procedures Form•• lb
Sample Individual -with Disability Discrimination Complaint Procedures Form 17
Sample 'Class Schedule. 18
Summer Job Checklist . . . ' _.19
Other Employment Information
Resume Basics _ _ 20
Sample Resume -. -. _ 21
Job Application Pointers. -. _.22
Sample of a General Employment Application . ' 23.24
'
Your Appearance -at the Interview 25
1-9 Points to edge nut Competition - - 26
Psyching up for the Interview - - 27
Job Interview Questions. . . 2-8
Interviewing "Tough" Questions29
Review These Tips for IGood Interviewing Skills
How to Keep a Job
1
3
3D
31
IMPORTANT REFERENCE INFORMATION ABOUT MY JOB
My Worksite Supervisor's Name is:
Worksite Name:
Department:
Address:
Telephone Number:
YOU MUST CALL YOUR SUPERVISOR:
when you are going to be Tate to work
when you are doing 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-
Employment Information for Weld Count louth 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. -'our work schedule.
6. lour 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. it 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-
loployrt sad 3raiataq florin
Miranda of Mrseme.t
DPP101 oorr -saRVIDis of WSW COUNTY _2171ETIVX Ga Cy Mar
veld County Division of torn Aaeaertas
P.O. Sox 1005
15511. 17th Avenue
Greeley, Colorado 40637
(303) 353-3015
Free / /
lath -Day rem
Three / /
meta Day Year
Purposes The amount. duration. urn and conditions of -an agnomens of services between tha bast Facility, Imployuo. and
Ioploymenc asrvicee of Weld County are mtabliabsd to provide employment for 0114151a participants.
Modifications: This Agreement nay be modified at any time with the written at of all parts s.
Wage Itstennt, The employee will be paid per hour according to the Job SYaaiaq Partearenip Act rale and regalatisea
during tee Tara of this Agreement. subject to tba tarn and omdstlmu denrlbsd in ens nom -financial *grossest. The employee small
be classified as a tgorary employe, of the Employment bawler of Weld County during the tarn of this 1,.msnt.
Source of Funding: The sauna of funding for payment by Lglayaent Services of Veld County to the seployme small be ens Jm Trenaeg
Psrthersoip Mt Program funds. The tern of this agreement is subject to the availability of Fonda.
Job Title: The Employes will be Working
Work Station
days par —at
►r_ To
(specify days)
Placement Facility Win)
Address
City State
-TOTAL IODL OF MICPUMEXT PER Cl
Zip ma Impleyee will bo attsediag tins
days per week
_Work Station Address (if different) (specify days)
Fro to
Alternate Work Sits (in case of bad weather) (time)
TOTAL MUDS OF CLAWS Pte: WEII:
Direct Supervisor's Same _Title 7tatanent of Works (training mtlits of job dstim)
:olepnone Number
A.
S.
C.
D.
S.
The Placement Facility, Employee, and Employment Services of Wad County mutually agree to participate in the Work Eaperieame
Training -Program in strict accordance with the term em conditions herein specified. Furthm, the puttee mutually undaretasd.
agree, and acknowledge recutpt of all agreement exhibits.
Irialse: Placement -Facility:
SW Pt*orm t -Facility Authorised Representative
Address Title
-City
x
Employee Signature data
State Sip
White Copy: File
Yellow Copy: Plat Facility
Pinks-Mpleyeo
Youth Participant Handbook Page 3
Plae_at Facility
x
Delman Si/nature
-bp1oyant asitiase Of Weld County
x
Data
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
L. The Youth Employment Program of the Employment Services of Veld
-County agrees to pay the specified tourly wage, which is minimum
wage, as specified in the Memorandum of Agreement.
2. The Youth Employment Program will not provide for salary er merit
Increases -during the term of this 'reement. 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. E-xcused 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 enroll-ed into. This bonus will be given,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 tf -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-vorked. 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 itwithyou. Copies will be given to the
Youth Employment Technician, the Worksite Supervisor, and you.
6. Payroll Procedures
1. Paychecks will be distributed to you by the Youth Employment
Technician at a previously designated place and according to a
paycheck schedule. (See page 9)
Youth Participant Handbook -4-
EMPLOYMENT SERVICES OF WELD SOINTY
MODIFICATION TO THE YOUTHADPLOYMDIT ANDTRAININGPROCRAM
MEMORANDUM OF AGREEMENT
Instructions:
1) Only the Employment -Services of -Weld County's Special Programs _Coordinator may authorize Youth -Employment
Technicians to grant changes to the Memorandum of Agreement. The Coordinator will Tot authorize overtime
or compensatorytime. Permission to grant changes to the Kemorandum of Agreement must be 1n -hand prior
to the youth -e ployeebetng allowed to start these changes.
2) In emergency situations, changes to the Memorandum of Agreement may ZAP authorized verbally; however, written
euthortzatfon 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.
i) 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 DATE1)F MODIFIED CONTRACT
From / /
o�� a -E y ear
JOB TITLE: The Youth Employee will be working
Work Station days per week
(specify Gays)
from to
Placement Facility (time)
address
City State Zip
lork3tation Address (if different)
Alternate Work Site iln case of adverse weather)
irect Supervisors Name _ ntle
Telephone -lumber
Extend'Contract Through
olon an y ear
3pectal Programs Coordinator
TOTAL HOURS OF EMPLOYMENT PER WEEK:
STATEMENT OF WORK: (Outline of job duties)
A.
8.
C.
E.
Approved:
Denied:
I understand that this does -not constitute overtime or a request -for -compensatory time. This request 1s to adjust the
Memorandum of Agreement for the sections completed above.
Youth Eaptoyee Date 'Youth Employment Technician Date
Placement Facility Designee Date
White Copy: Youth File
Yellow Copy: Youth Participant Pink Copy: placement facility
Youth Rarticipant-Handbook -5-
2. Paychecks will be given to you if you have the proper identification,
such as one of the following:
a. Driver's License
b. School Picture Identification Card
c. An Authorized Picture Identification Card
d. Signature Card Authorized by the Youth Employment Program
3. Social Security cards are not acceptable forms of identification.
4. Paychecks will NOT be given out early. You will need to plan ahead
and budget your money for vacations, emergencies, etc.
5. Paychecks will be issued on the day outlined on page 9 of this
handbook. Please do not telephone your Youth Employment Technician
for this information.Tf so, you will be referred to the payroll
schedule in your handbook.
Youth Participant Handbook -6-
PAYROLL TIME SHEET
NAME:
TECHNICIAN:
SOCIAL SECURITY NUMBER:
PAY PERIOD FROM: 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-
SUMMER YOUTH EMPLOYMENT PAYROLL SCHEDULE
Pay Period
Start/End
04-16-95 - 04-30-95
05-01-95 - 05-15-95
05-16-95 - 05-31-95
06-01-95 - 06-15-95
06-16-95 - 06-30-95
07-01-95 - 07-15-95
07-16-95 - 07-31-95
08-01-95 - 08-15-95
08-16-95 - 08-31-95
09-01-95 - 09-15-95
09-16-95 - 09-30-95
Date to Mail/Submit
To Employment Services
04-30-95
05-15-95
05-31-95
06-15-95
06-30-95
07-15-95
07-31-95
08-15-95
08-31-95
09-15-95
09-30-95
Pay
Distributed
05-15-95
05-31-95
06-15-95
06-30-95
07-14-95
07-31-95
08-15-95
08-31-95
09-15-95
09-29-95
10-13-95
* 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
Laws
Rates
Guide 1 i ne s
'rips
-9-
H. Worker's Compensation
1. You are covered by Worker's Compensation through the Youth Employment
Program. Important guidelines for the Worksite Supervisor and you
are:
a. All injuries that occur -during working hours and while on the job
at the worksite must be reported inmeoia tely 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 353-1815.
c. After the Worksite Supervisor notifies the Youth -Employment
Technici-an, 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 to not be paid
for any Chiropractic services.
4. Before you are allowed to return to work, a written release is
required from the physician stating that you can return to work.
5. Failure to follow these established procedures and policies may
result in your claim and resulting medical expenses being denied.
Also, if it is determined through staff investigation by Employment
Services of Weld County and Weld County Personnel that you fraudulently
claimed an injury or illness under Workers' Compensation, you will be
immediately terminated from your employment.
I. Social Security
The Youth Employment Program will provide Social Security benefits for
you.
Youth Participant Handbook -10-
J. Other Fringe Benefits
The Youth Employment Program will not -provide the following fringe
benefits or -payment for such benef for you.
1. -Health Insurance
2. Holidays -or Holiday Pay
3. Sick Leave or Sit* 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 rot
require you to -work for more than the designated total hours of
employment per week as described in the MemorandumofAgreement. 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-
txample 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 ma'or
transportation problems (applies only to those Youth Employees 1 v
outside the Greeley Bus System), child care problems (applies only for
single parents). eviction from housing, or to attend the funeral of a
member of your immediate family.
Approval must be obtained from the Youth Employment Technician. This
must be done prior to or at the report time,for work that day (no
later than one-half hour after work begins on the day the absence
occurs.)
Depending on travel involved, you may be granted by the Youth
Employment Technician, two (2) additional days leave without pay to
attend the funeral of a member of your immediate family. No substi-
tution or make-up time is allowed.
-0. Vacation
You must notify your Worksite Supervisor of plans to take off from
work for vacation purposes. This must be done at LEAST one (1) week
before your vacation begins. Failure to follow this procedure can
result in termination from the Youth Employment and Training Program.
-P. Other Leave
You will not be provided any other type of leave except as described
under the Excused Leave. If you request leave, the Youth Employment
Technician must tie inmediately informed by you.
-Youth Participant Handbook -12-
II. Child labor Laws
A. The-Worksite (Placement Facility) Supervisor and you agree to observe all applicable
Child Labor Laws.
The following information is commonly asked about Child Labor provisions:
1. HOURS - TIME STANDARDS - 14 AND 15 YEAR OLDS MAY NOT WORK:
a. Before 7:00 a.m. or after 7:1)0 -pan. 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 13 YEAR OLDS:
a. Office and clerical work (including operation of office machines)
b. Cashiering.
c. Errand and delivery work by loot, 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.
1. Work in connection with tars and trucks, if confined to the following:
1. Dispensing gasoline and oil.
2. Ear cleaning, washing and polishing.
g•
Cleaning vegetables and fruits, wrapping, sealing, labeling, weighing,
pricing, and stoc-king goods.
3. OCCUPATIONS NOT PERMITTED TOR 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 11. and 15 must -not operate _this
equipment in their job.
b. Occupations in connection -with: transportation, warehousing, storage,
construction, and manufacturing.
c. Occupations in retail, food service or garden establishments. Work
performed in or about boiler or engine -rooms; work in connection with
maintenance or repair of the establishment, machines or equipment;
outside -window washing that involves working from -window sills and all
work requiring the use of ladders, scaffolds or their substitutes;
loading and unloading goods to and from _trucks or conveyors. All
occupations in warehouses except office and clerical work.
4. OCCUPATIONS -NOT PERMITTED FOR 1-6 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 IF
HEIGHT
Youth Participant -Handbook -13-
c. Power -driven woodworking machines.
A. Exposure to radioactive substances.
e. Power -driven hoisting apparatus.
I. Power -driven circular saws, band saws, and guillotine shears.
Z. 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-
V. Complaint Procedures
You will receive a copy of the JOB TRAINING PARTNERSHIP ACT COMPLAINT
PROCEDURES and JOB TRAINING PARTNERSHIP ACT DISABILITY DISCRIMINATION'
COMPLAINT PROCEDURES which gives the correct procedures to follow for
violation of the rules and regulations of the Job Training Partnership Act or
a violation based on discrimination because of a disability. You will read
these procedures and they will be verbally explained to you. You will then
need to sign these forms.
VI. Evaluations
During the summer, your worksite supervisor will evaluate your job performance.
This means your supervisor will look at what you do and don't do on your job.
He or she will write down how well you do your job. If you do not understand
your assignment, do not hesitate to ask questions. This is an important part
of doing a good job. These are the things your supervisor will be looking at:
A. Your Work Performance
1. Do you do the work you are assigned?
2. Do you finish the work you are assigned?
3. Do you come to work on time?
4. Do you always come to work?
B. Your Work Attitude
1. Are you dependable?
2. Do you accept instructions from your supervisor?
3. Do you do things on your own without being told?
At. 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-
_cb Training partnershlo Act Complaint Procedures
-Weld County Division of Human Resources
P.O. Box 1805; 1551 North 17th Avenue
-Greeley,-Colorado 80632
(303) 353-3815
This procedure shall be followed for complaints involving the Job Training - Partnership Act, based upon a complaint
-alleging a violation of the rules and regulations of the Job Training Partnership Act. but does not allege a
violation based upon discrimination. Discrimination complaints other than those involving individuals with
disabilities should be referred to the Office of Civil Rights. U.S. Department of Labor.
-A problem may be raised with the Department Heed of the program involved at any time. The Department Head will make
-every attempt to resolve the problem. The person raising the problem will be advised of the procedures to follow if
the person wants to file I complaint.
The Complainant will follow the following procedures in the filing of a complaint:
Step 1. The Complainant will filo the complaint in writing. The Faual Employment Opportunities/Affirmative Action
(EEO/AA) Officer will assist the Complaintant in completing the form "Notice of Formal Complaint." The
-filing of a JTPA complaint shall be made within one (11 year of the alleged occurrence, except those
alleging fraud or criminal activity. The EEO/AA 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 Nearing Officer.
Step 2. Upon receipt of this decision. the Complainant may appeal the decision to the Personnel Hearing Officer
within five (5) calendar days after the receipt of the decision by the EEO/M Officer. The complaint shall
be sent to the attention of the Personnel Hearing Officer. The Personnel Hearing Officer will conduct a
hearing to review the complaint. The Personnel Hearing Officer will review the complete case filed prior to
the hearing.
The Personnel Hearing Officer will:
a. Direct parties to appear at the hearing; provide notice of the date, time, and place of the hearing at
least five (5) calendar days prior to the hearing; state the manner in which it will be conducted; and
state the stipulated issues to be heard.
b. Advise all parties that they are able to be represented by counsel or the representative of their
choice; and advise all parties that they have the opportunity to bring witnesses and documentary
-evidence.
C. Conduct the hearing in accordance with the attached procedures.
1, -Question witnesses and parties.
e. Consider and evaluate the facts, evidence, and arguments to determine credibility.
f. Render a decision.
The Personnel Hearing Officer will -Qive a written decision setting forth findings of fact and give the
reasons for the decision to the Complainant, the Department Head, and the EEO/AA Officer. 7M 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 Hearing Officer to the Board of County
-Commissioners-within ten (10) calendar days. The Personnel Hearing Officer, the EEO/AA Officer, the
-Personnel Director, and the legal advisor shall present the case to the -Board for review. THe Board may
-reverse, sustain, or modify the Personnel Hearing Officer's decision.
The Board of County Commissioner's written decision will le returned to the Complainant within sixty (60)
lays of receipt of a written formal complaint by the EEO/AA Officer in Step 1.
All parties shall be notified of the Board's decision within five (5) calendar days after the review is
completed.
step 4. The Complainant may appeal the decision of the Board of County Commissioners within ten (10) calendar days
of receipt of the decision to the Governor of the State of -Colorado for an independent review. The EEO/AA
Officer shall notify the Complainant, in writing, of the appeal process and the address for appeals. The
governor's decision is final.
NOTE: The identity of all persons who have furnished information relating to a complaint or assisting in the
obtaining of facts, shall remain in confidence to the extent possible, consistent with a fair determination
of the issues.
The discrimination Complainants shall be advised of their rights to file their complaintswith 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
Signature of Witness
Youth lartioipant Handbook
-16-
ate
ate
-op Trair. ro partnership Act
Discrimination Complaint -Procedures *or Tnd,viduals with Disabilities
Weld -County Division of Han Resources
P.O. Box 1805; 1551 North 17th -Avenue
Greeley,-Coloredo 80632
(303) 353 4815
This procedure shall to followed for complaints involving the Job Training Partnership Act. tared upon a _complaint
which alleges that a person was diserial nated against because of disabilities.
A disability discrimination tooplaint may be raised to the Department Head of the program involved at any time. The
Department Head will make every attempt to resolve the problem. The person raising the problem will be advised of
-the procedures ?.e -fol low tt the person wants to file a complaint.
The -Complainant will -follow _the -following procedures in the filing -of complaint:
-Step 1. The Complainant will file the complaint to writing. The Equal Employment-Opportunities/Affirmative Action
(EEO/AA) Dfficer will assist the Complainant in completing the form "Notice of Formal Complaint." The
-filing of a JTRA disability -discriminatory 'complaint shall be made =rithtn one -hundred eighty (180) calendar
days -of the alleged occurrence; unless the time for -filing has been extended by the Assistant Secretary of
the United States Department of Labor. The EEO/AA Officer will inform the Colorado Governor's Job Training
Office of the formal filing of the disability discrimination complaint. The complaint shall had(ately to
sent to The attention of the Personnel Hearing Officer Joy Oho E20/AA Officer.
-Step 2. The Personnel Hearing Dfficer must conduct a hearing to review the disability discrimination complaint
within thirty (30) days of its -filing. TM Personnel Hearing Officer -will review the complete case filed
prior to the hearing.
The Personnel Hearing Dfficer 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 - Gays prior -to the hearing; state the manner in which it will be conducted; and
state the stipulated issues to be heard.
b. Advise all -parties that they are able to be represented by counsel or the representative of their
choice; and advise all parties that they have the opportunity to bring witnesses and documentary
evidence.
c. Conduct -the hearing in accordance with the attached procedures.
d. Question witnesses and -parties.
e. Consider and evaluate the facts, evidence, and arguments -to =etermine _credibility.
f. Render a decision.
The Personnel -Hearing Officer gill give a -written remamended 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 (4-5) a alendar days of the date the
Complainant filed his or her disability discrimination 'complaint with The EEO/M Officer. The EE0/AA
Officer must then mail the recommended decision to the Governor _of the State of Colorado, end _such mailing
must be postmarked no later _than the -forty-fifth (45th) day after thefiling of the complaint. - ;•;
Step I. 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 thedata 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/MDffi_cer, and the Personnel
Nearing Dfficer.
Step*. The -Complainant may appeal the recision 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 dateofthe Governor's
decision. The EEO/M 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 -canal aint or assisting in the
obtaining of facts shall remain in confidence, to the extent possible, consistent smith a lair determination
of the issues.
TMAisability-discrimination-Complainants shell be advised of their rights to -file their complaints with
any other appropriate Federal, State. and local tivil Rights agencies.
I have read the above and also had the Job Training Partnership act Disability Discrimination Complaint
Procedures -thoroughly explained to a.
ai,nature or-Appl :cant
Signature -of Witness
White -Copy: File
ate
ate
Yellow -Copy: Applicant
Youth Partici:pant Handbook -17-
INCENTIVES AND BONUSES
LEARNING LABS
Incentives and bonuses for the learning labs are as follows:
* Attend less than 10 hours
* Attend 10 - 19 hours
* Attend 20 - 29 hours
* Attend 30 hours or more
$ 0
$ 20
$ 50
$ 75
A bonus of $ 25 will be paid for -each grade level gained in reading and math up
to a maximum of $200.
GED
Youth who attain a GED while participating in the Summer Youth Program will
receive a $250 bonus and the _opportunity for one quarter tuition for post
secondary-eeducation.
FORT LUPTON AIMS COMMUNITY COLLEGE CLASSES
Youth will receive $4 per hour incentive to attend scheduled classes and a bonus
based on the following:
* Grades below "C"
* Attainment of Grade "C-
* Attainment of Grade "B"
* Attainment of Grade "A"
SCHOOL DISTRICT SUMMER SCHOOL
$ 0
$ 25
$ 50
$100
Youth will receive the following bonuses for required classes:
• Grades below "C"
* Attainment of Grade "C"
* Attainment of Grade "B"
* Attainment of Grade "A"
$ 0
$ 25
$ 50
$100
Bonuses will not exceed $200.
UPWARD BOUND PROGRAM
Youth will receive an incentive of $100 per week for attending classroom and
associated activities.
Youth will only be paid for the number of weeks they participate in the Upward
Bound Program while a participant of the Summer Youth Program.
Youth Participant Handbook Page 18
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:
' -Am I suitably dressed for the job? If not. how should I dress?
' 4ihere are the restrooms?
' Is there an employee lunch room?
' What are the rules on smoking in the workplace?
' If my immediate supervisor is gone. who is my worksite supervisor?
° Where do I report when it rains? (only for those who work outside)
Youth Participant Handbook —19-
OTHER EMPLOYMENT INFORMATION
Resume Basics
RESUME WRITING AND ITS 'PURPOSE
Many youth are turned off just by the wort( 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 tATA SHEET: 'This is to assist you in completing applications
and tan 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 *vay to make your references
worst -for you is to have them write letters of recommendation.
Youth Participant -Handbook -20-
SAMPLE RESUME
Geoffrey Smith
34 Topanga _Blvd
Cotopaxi. Colorado 80222
Tet (412) 864-5322
• OCCUPATIONAL GOAL
Automotive mechanic
EDUCATION
Topango High School—Graduated,June.-1986. Courses included:
Mechanical Drawing i & II
ElectricilyShop
Understanding Internal Combustion Engines
Automotive Shop
EXTRACURRICULAR ACTIVITIES
Intramural Football
Track Team
HOBBIES
Model Building
Photography
WORK EXPERIENCE
Summer 1984 - WIlmore DepartmentSiore
471 Hooper Blvd.
Cotopaxi
STOCK BOY
Summer 1983 - Elmer's Crosstown Service Station
4371 Broadview Way
Cotopaxi
GAS PUMPER
REFERENCES
Wlllbe furnished upon -request
YouthParticipant Handbook -P1_
JOB
APPLICATION
"POINTERS"
Remember, when tilling out n job application
you are selling yourself. You are the product end
even a fine product can be poorly displayed
poorly packaged -and remain= theaelt To better
sell yourself on application, _use the following
suggestions
1. Read aver the entire application before you
begin writing!Thls-helps eliminateerrorsandgives
you an overview of what Is asked for on the
application.
Z Fill -out the application In Ink, or use a type-
writer. Never_useapencil-or mix ink colors —stick to
blue or black
3. Some employers will allow you to complete
theapplication at home. If you4o take it with you.
be prompt in returning your -completed applica-
tion. Don't have someone else deliver your
application for you Return it personally, and when
you :do. be prepared for a possible -on-the-spot
Interview.
Youth PartixOant Handbook -22-
4. Answer every question thatapplies to you. If a
question does not apply, use "N/A" -which means
notapplicable. If a sectional the application does
notapply to you _using one "N/A" In -the first ques-
tion of that section will get yo_urpointacross 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
applicaitonby first -writing your answersauton a
blank sheetaf paperer an extraapplicaiton form
Beiure to askcrzallaomeone if -you don't under-
stand a question on -the form
B. Spell correctly. If you don't know how to -spell -a
-worduseanotherone that -means the same thing.
Your resumecanttelp whenipelling-names and
words you ore not sure of.
7. -When asked "job preference" or "position
applied for" to notanswer "anything" no matter
howtesperate you may be. An employer may feel
you are _unsure of yourself or your goals. leas
specific as you can about the type of work you
want. If you -have two choices write them both. If
you are -willing -to start "at the bottom" answer
"entry-level job."
-S. Be as -neat as possible. Avoid erasures and if
you nave -to erase, to it very neatly so it won'tbe
the -first thing the employer -will notice on your
application form.
g. Before you use people as references, ask their
permission. Be prepared to give Information
about at least three references on the jobappifca-
tion . You will need to know theircomplete name,
address and occupation. Incomplete -reference
Information hos sentappiications to the top ...of
the rejection pile.
10. Double-check yourapplication before giving
it to the employer. If you have taken it home, have
someone you know check it over.
11. Trytoalways leave your application with -the
personwho does the hiring. Ask -when they will be
making theirdecision and/at-when you may call
or tome in for an interview.
SAMPLE OF A GENERAL
EMPLOYMENT APPLICATION
NAME Man Fan. MOM MwutarwNn a ormimmsl
AMR
MS /MRS.
NO.3 STREET. P.D.. OR PDST3DFFICEJOX NUMBER
SOCIAL SECURITY -NUMBER
SIRTNDATS
CITY
STATE
ZIPIODE
TELEPHONE NUMBER
HOME
BUSINESS
EDUCATION AND TRAINING
EDUCATION (Gras ism Graaf GYwaMNal it 7 I / 3 10 I 1 12 / 13 It IS is / 17 IS II 20
NAME AND LOCATION (City E Sum OF LAST HIGH SCHOOL ATTENDED
GRADUATE( "ES — NO
DATES ATTENDED GED
CERTIFICATE NUMBE R
FROM
I TO A
ISSUED By
NAME Si COCATON OFtOLLTOE OAJJNIVERSITY
DATES )CREDITS COMPLETED)
man
MINOR
TYPE Of
Of
DECREE
MO a
TEAR OF
JUDAEE
raw
TO
3EM. -0TR.
-HAS. HRS.
(it flu Mina NINave a own in Mn J-wenula
Giro
wow Yew non Deno w &n al
OTHER SCHOOLS OR TRAINING ITrba Vocals,... Armed Forcaa4w-dus rranL GIVE NAME ANDSOCATION OF EACH SCHOOL DATES ATTENDED. .
SUBJECTS STUDIED. CERTIFICATES. AND ANT OTHER PERTINENT DATA.
SPECIAL-OUALIFICATIONS AND SKILLS /Lc.nsn SLtltbnn Y.FMta
Type,. Snonn,0 Sant NOM% Aura SIN Faeswslwaa' Fair
Paso's, a snw,Mna hams:fo t FY,F Sn.ant: Professions orScan.MaSOnnya
EMI
(AIHea Aoorrrpnal Satyr if More Snail Sean
or Lantaatea
VETERAN
DATES OF MILITARY -SERVICE — FROM TO BRANCH
Points -will not Beadded and scorn will not OBBdlutted until -proper verification a Submilled.
DO YOU HAVE -A CURRENTCOLORADO DRIVERS LICENSE?
YES _ N0�.OATE ISSUED
(Give numde ands/ut!
IMPORTANT INSTRUCTIONS FOR -COMPLETING WORK HISTORY
This paoen mint be aO urawana O 'oiet► AOOOOt en Lean mutttdent Mkt me . will be roost LW Yap entire ~assort rt MOMS* PAW. INra
•Math, an Stile mea Lao lO0a M (Ray MINK ~Mg With Ma orNNal Of Me Oa Litt oath aemOpal a s Yoarala Ma To Marais VO a aladla•tMlt
w as an was urn OHMS aaanllMMII an raven sue* Old Meth a rYparla1fl4e thaw an SKS: a MP aetMant a alaNa Oe o
abaeun a lacer Mt A
Youth aarticipant Handbook
(OVER)
-23-
PREVIOUS EMPLOYER I TELEPHONE
FROM
SOMPLETE-AGGRESS
MO. DAY YR.
to / /
YOUR TITLE
LAO. DAY Ya.
L AST PAY
DUTIES
REASON FOR LEAVING OR SEEKING OTHER EMPLOYMENT.
-MONTHLY S
MSS. Rat WEEK
SUPERVISOM
SUPERVISORS TITLE
Norm= OF EMPLOYEES YOU
SUPERVISED
PREVIOUS EMPLOYER
TELEPHONE
FROM / /
COMPUTE ADDRESS
MO. OAT YR.
TO.
YOUR TITLE
MO. OAT YR.
LAST
DUTIES
REASON FOR LEAVING OR SEEKING OTHER EMPLOYMENT.
-MONTHLY PAY S
HRS. PER WEEK
SUPERVISOR
SUPERVISOR'S TITLE
NO.3 TITLES OF EMPLOYEES YOU
SUPERVISED
PREVIOUSIMPLOYEA
TELEPHONE
FROM / /
COMPLETE ADDRESS
MO. DAY rR.
TO / /
YOUR TITLE
-
MO. DAY TR.
DUTIES
REASON FOR LEAVING OR SEEKING OTHER EMPLOYMENT
LAST-MONTHLY-4AT S
HAS. PLR WEEK
SUPERVISOR
SUPERVISORS TITLE
NO. E TITLES OF EMPLOYEES YOU
SUPERVISED
CHECK WHAT TYPE OFEFAPLOYMENT YOU WILL -ACCEPT:
O TALL 02-FULL'nME 0 3 -TEMPORARY -0d#►ART TIME
0 }SHIFT WORK O FRIGHT WORK 0 TSEASONAL
REFERENCES
LW NM MPPIRI WSW IS
IMO S. NO PPuITKI -100
IIRI MIMn M TSPI MW e#P an de1YW AIKiAPm el you busing es pelnAOIW NM 10Y
RYrATMRIIN
nal MOM WWII M .uae,HOH kited IRairry
M Perri
WON not
NUN, NAME
PRESENT RULNESS OR HOME AnonESS IMaiwr.-SlrII. City. VIM. bin
SUSINESS on OCCUPATION
CERTIFICATION
I CERTIFY THAT ALL OF THE -STATEMENTS MADE IN THIS APPLICATION ARE
TRUE -COMPLETE AND CORRECT TO THE BEST OF MY KNOWLEDGE AND
BELIEF. ANO ARE -MADE IN GOOD FAITH.
SIGN IN INK
SIGNATURE
DATE
Youth Participant Handbook
-24-
YOUR APPEARANCE AT
THE INTERVIEW
A neat appearance is a must If you imoress the interviewer with your neat appearance and good
grooming, it may mean a job offer. Looking as it you nave given no thought to your appearance will
not help you get the job. Don't overaress as for a parry or dress too casually in cut-offs and T-shirts.
Dress for the interview as you would expect to dress for the job. For example. if you were opplying for a
job as a delivery person. you wouldn't wear a suit You would wear a sports shin and slacks it you are a
male, or a blouse and skirt or slacks if you ore a female.
THIS IS WHAT YOU WANT. THIS IS HOW YOU GET WERE.
APPROPRIATE DRESS Dress for the job you ore applying for .. .
... No hat- jeans. or T-shirt
... Check buttons. zippers
... Dress simply and In good taste • no tads,
... Clean, wrinkle -free clothes
... Polished shoes
. Clothes in good repair
GOOD GROOMING ... Hair clean and nearly camped
... No sunglasses
... No body odor
... Brushed teeth
... Clean shaven for males
... Makeup not overdone for females
... Clean nails and hands
... No gum chewing
GOOD POSTURE ... Don't slouch
Sit straight In chair
POSITIVE ATTITUDE ... Pleasant expression
... Interested
Remember Employers feel that people who take pride in themselves and their appearance often
take pride in their work
Youth Participant Handbook
-25-
1. You have more skills than
you think. Your natural abilities
know how, talent AND special
frothing ore all skills The trick is to
realize what your skills are and
how to express them.
2. Only a small fraction of job
openings are advertised. News-
- paper want ads are only one
ptace where jobs are advertised.
and one of the many places to
look for jobs. Most jobs are found
by personally contacting em -
players
3. Jobs do not necessarily go
to the best qualified people. In-
stead they go to the best quali-
fied applicants. 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 easier
and faster.
7. Fill out an application form
completely by answering all the
questions Leaving information
off on 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 persistenti By occasion-
ally checking with an employer
after completing an application
you con increase your chances
of a Job offer.
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.
But this doesn't mean you have to
run out and rent a tux or buy a
new dressor be great looking...
it 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 its Don't
worry about sweaty plams. Every-
one is nervous ti's okay.
12. An interview is not an
Interrogation. It Is a conversa-
tion 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 Questions.
If youshow a willingness to do
more than your short you're
sure to get your snare of job
offers
14. Mention school and lei-
sure activities 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) can 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 Me Job Have
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 theyll think you ore looking in
their eyes which is close enough
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-
sponse: do not add to the impression the interviewer forms of you You wont to protect self-
confidence. competence. and preparation. And the best way to be prepared Is ... to prepare
The following are several techniques for psyching up:
• Look good. You don't need the additional worry that you ore dressed incorrectly or uncomfort-
ably. When you look good. you feel confident
• Talk about the interview. Your personal support system is important here. Talking about your ner-
vousness will help to relieve it. The support you receive from friends or family will do wonders for
your self-confidence.
• List your worries. Writing the three toughest questions in advance allows you to rehearse
the answers.
• Decide on a "trigger' for relaxation. if you get tense and knotted. It Is Important to relax Every
time the interviewer mentions your resume. for example. look at your body. If you are cramped or
slouching, odiust 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 companys materials prior to
the interview. Request some material from the secretary and review it
• Nothing is better than being thoroughly prepared Convince yourself that you are the Ideal
applicant and the employer will get the message.
REMEMBER .. .
e 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 attitude plus youthful energy,
and a showing of willingness to
learn and to work are all In your
favor.
THINK POSITIVE!
. Youth Participant Handbook
_P7_
JOB INTERVIEW QUESTIONS
Be prepared to ask some questions of your own during an Interview. By asking questions and
making comments, employers will be impressed with your interest in and feel for the fob. Don't
monopolize the interviewer's time with your questions. but at the same lime, don't sit there and
not ask anything. When you leave on interview, make sure you have a good understanding otthe
job and its benefits to you. Here are some questions you can ask:
DO ASK:
1. What are the responsibilities on the job?
2. What qualifications are you looking for In this job?
3. What type of person are you looking for in this position?
4. Where would I work?
5. What type of work would I be doing?
6. Who would I be working with?
7. Are there any special clothes or toots required for this job?
B. What chance is there for advancement ... Increase in responsibilities and benefits?
9. What are the fringe benefits?
10. If I am hired, when would I start?
11. Do you otter a training program?
DON'T ASK:
-Here are a few questions we recommend not to ask in the first Interview. You can find out the
answer to these your first day of work.
1. When do I get a raise?
2. How long do I get for lunch?
3. How many breaks are there in a day?
-L How soon do I get a vacation?
These questions make it seem like you are only interested in what you will be getting — which
won't be the job if that's the impression the employer gets.
TALKING ABOUT WAGES
Waft 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 ($1354150 per week) or
an hourly range ($3.35.53.50 an hour) or what you would accept as a starting wage.
CLOSING THE INTERVIEW
- You should try to close this interview with a positive statement like, 'Thank you Mr./Mrs./
Ms. for the time you have spent with me. I feel I can work well for you, and I
hope you will consider me when you hire."
Always thank the Interviewer, receptionist or secretory, It Is a way of being courteous and a
good way for them to remember you. -28-
INTERVIEWING "TOUGH"
QUESTIONS
The following questions are frequently asked by interviewers. Answer them for practice
honestty.
1. What can you tell me about yourself (don't write, just think about your answer)?
2. How do you spend your spare time?
3. What are your most valuable skills?
4. What is your major weakness?
5. What are your future plans?
6. Do you enjoy school? Why or why not?
7. Which class(es) do you like best?
Why?
8. Which class(es) do you like least?
Why?
9. What school acttvtties 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?
M. What is your idea of a good worker?
21. Do you think the customer should come first?
32 How long do you expect to work?
23. What to you want to know about us?
Youth Participant Handbook —29-
REVIEW THESE TIPS FOR
GOOD INTERVIEWING SKILLS
Review these points often ... Theyll be your friend when needed.
1. Be on time.
2. Dreu property and neatly, a good appearance is Important
3. Try to relax and be at ease. Talk freely and naturally.
4. Be honest. forthright and frank
5. Be pleasant friendly, courteous. and tactful
6. Be confident but not conceited
7. Act and be mentally alert
8. Show enthusiasm.
9. Be a good listener.
W. 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.
id. Demonstrate knowledge of the job you're seeking.
15. Indicate interest in long range opportunity.
16. Remain flexible and open minded.
17. Do not smoke unless you are given permission.
18. Express your Interest or lack of It at the end of the interview.
19. Ask for the jobl Don't just wait until It Is offered.
M. Consider sending a "thank you" -note even If you're not hired.
Youth Participant Handbook —30-
HOW TO KEEP A JOB
Your first day on the job and all of the days
thereafter require you to use many of the
same skills and traits you have used to get
:The job — dependability, initiative. organza-
. lion. honesty, and getting along with people.
Here are a few more things to keep in mind
atter you are 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 otter 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.
Slaving 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.
• Learn to take criticism in stride. Everyone
makes mistakes ifs natural when starling 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 initiative! Don't always wait 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 day's 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. .
Youth Participant Handbook -31-
ATTACHMENT 3
Employment & Training Program
VORKSITE SUPERVISOR HANOBOOXU
Employment Services of Weld County
1551 North 17th Avenue
P.O. Box 1805
Greeley Colorado 80632
COLORADO
DEPARTMENT OF HUMAN RESOURCES
EMPLOYMENT SERVICES OF WELD COUNTY
1551 NORTH 17TH AVENUE
P.O. BOX 1805
GREELEY, COLORADO 80632
APPLICANT (303) 353-3815
EMPLOYER (303) 353-3800
"Dear Worksite Supervisor:
Congratulations on your decision to join us in providing meaningful work
experience and quality supervision as part of the Youth Employment and Training
program.
This will be the youth's first real job in many cases and your assistance in
shaping their work habits and values cannot be underestimated.
The goals and objectives of the Youth Employment and Training Program are to:
* provide incentive through work experience for the youth to remain in or
return to school;
* provide work experience and other related employment activities in order
to expose youth to the world of work, develop good work habits, set
direction for formulating career goals, and improve their employability
skills;
provide youth with the opportunity to enhance their basic educational
skills through a combination of remediation activities 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
nda L. Perez
Director
-Employment Services of Weld County
WELD COUNTY'S YOUTH EMPLOYMENT AND TRAINING PROGRAM
4'ORKSITE 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 73
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 InstructionTraining26,27
Helpful Tips in Understanding Youth -Participants 28
IMPORTANT -REFERENCE INFORMATION
Your Youth Employment Technician is:
Your Youth -Employment Technician's telephone number is 353-3800.
NOTIFY YOUR YOUTH EMPLOYMENT TECHNICIAN 1F:
- A Youth -Employment and Training Program youth is
accident.
injured or involved in an
- A Youth Employment and'fraining -Program youth is absent.
A iparticipant 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 Lave any specific questions about your .worksite agreement,
participants, -operating or payroll procedures, or require technical
assistance.
Worksite Supervisor Handbook
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 to 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
Esploymt and 3saining -Program.
Memorandum of Agreement
r@LOYKENT SEEVIas OF WELD COUNTY EFTwCTIVE DAIS or CCR1aaeT
Weld County Division ofilumen Resources
P.O. Box 1805
1551 N. 17th Avenue
-Greeley, Colorado r80632
(303) 353-3815
From / /
Month May Year
Thru: / /
Month Day Year
Purpose: The amount, duration, tens -and mnditiocs of an -agreement of -services between the Plait Facility, Employee, and
Employment Service. of Weld County are,aetablishsd So provide employment forJsligible participants.
Modifications: This Agreement ry be modifiedIt any time with -the written consent of all parties.
wags-stateesnt: The employes will be paid per hour according -to the Job Training Partnership Act -rules and regulations
during the term of this Agreement, subject to the term and conditions described in Sim non -financial agreement. The employee snail
be classi tied as -a temporary -employee of the Employment Services of weld County during the sere of YLis-Agrasemut.
Source of Funding: 7rhe source of funding for payrotSy3aployment Service. of Weld County to thespiay's shall be She Job Traialog
Partnership Act Program funds. The term of this agreement is -subject to the availabilitysf funds.
Job Title: The employee will be working
work Station
Placement Facility
Address
City State
days par -week
Troia 3o
(time)
TOTAL -EOM Or _EXPLOYNENT PER MX:
(specify bays)
Zip The Employe. will 3s attending classes
days per week _
work Station Address (if -different) (-specify days)
From To
Alternate work Site (in case of Sad -weather) (time)
TOTAL SOURS OF MASSES PER Win:
_Direct Supervisor's Name Title Statement of Work:(training outline of job duties)
Telephone Sumter
The Placement Facility, -Employee, and Employment Services of Weld County mutually agree to participate in the Work 3rparlance
Training Program in strict accordance -with the term amitonditions herein specified. -Further, the parties mutually understand.
agree, and-scknowledge receipt of all agremnt exhibits.
Employee: Placement Facility:
Name
Placement Facility -Authorized Representative
Address Title
City
State Zip
X Placement Facility
Employeesignature Date
whits Copy: File
Yellow Copy: Placmeent Facility
Pink: Employes
Worksite Suuervisor Handbook -3-
X
Designee Signature
mploymemt Services Of Weld County
X
Data
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 pierce.
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 Mill not provide the Youth
Employee for salary or merit increases during the term of this
Agreement. The hourly swage 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 cf 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 rat the beginning and sign out
at the and of the work period. The Youth Employee Mill write
down only the actual hours worked. (Lunch break will mot 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
EMPLOYMENT SERVICES -OF -WELD-COMITY
IODIFICATION -TO -THE YOUTH DcLOYMENT-AND TRAINING PROGRAM
MEMORANDUM OF-ACREDE1R
Instructions:
1) -Only tie Employment Services of Weld County's Special Programs Coordinatormaay authorize Youth Employment
Technicians to grant changes -to the Memorandum of Agreement. The Coordinator grill not authorize overtime
or caegensetory time. 1Permission to grant changes to the gsmorandue df Agreement must be in -hand prior
to the youth employee being allowed to start these changes. 2) In emergencv situations, changes to the -Memorandum of Agreement may be authorized verbally; however, written
authorization must follow.
3) Each request fora change to the Memorandum Of -Agreement shell be approved/denied based on that instance only.
-Approval/denial of any request does not apply to subsequent requests.
q) C mplete the following sections(s) that applies and submit it to She Coordinator. The form wt11 be returned to
the Youth Employment Technician, and distributed as listed et the bottom of the pogo.
Youth Taiga oyesalane: -EFFECTIVE DATE OF MODIFIED CONTRACT
F Monti any e4 ar
JOB TITLE: The Youth Employee will be working
days per ask
Work Station (specify days)
from to
PlaeementWae:lity
Address
-City State Zip
(time)
TOTAL FOURS OF EMPLOYMENT PER WEEK:
STATEMENT OF WORK: (Outline of job duties)
Uric -station -Address (If different) A.
B.
Alternate Work Site (In ease et edverse-weather)
C.
Direct Supervisors Name Title D.
E.
elephone Number
Extend Contract Through / /
o� Mh aye ear
Special Programs -Coordinator
Approved:
Denied:
I understand that this -does not constitute overtime or a request for compensatorytime. This request is to adjust the
Memorandum cf -Agreesent for the sections -completed above.
Tooth Employee Date Youth Employment Technician Date
laeaaent Facility assignee
White Copy: Youth File
Worksite Supervisor Handbook
ate
Yellow Copy: Youth Participant Pink Copy: 4'lsceaent Facility
-5-
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
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-
c. Step 3: Evaluate youth performance and work maturity.
In your daily contact with the youth, observe their
performanc-e and make written notes to help you recall
what -has happened. Good and poor behavior or
commendable and weak performance call for action an your
part.
d. Step 4: Evaluate youth performanceandwork 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 to 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
PAYROLL TIME SHEET
NAME:
TECHNICIAN:
SOCIAL SECURITY INUMBER: PROGRAM:
PAY PERIOD FROM:
TO:
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
"I hereby certify the hours worked
are correctly reported."
5 = 100% Of Time
4 = 90%
3 = 80%
2 = 70%
1 = 60%
Total _Hours:
"I hereby certify the hours
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-
SUMMER YOUTH EMPLOYMENT PAYROLL SCHEDULE
Fay Period
Start/End
04-16-95 - 04-30-95
05-01-95 - 05-15-95
05-16-95 - 05-31-95
06-01-95 - 06-15-95
06-16-95 - 06-30-95
07-01-95 - 07-15-95
07-16-95 - 07-31-95
08-01-95 - 08-15-95
08-16-95 - 08-31-95
09-01-95 - 09-15-95
09-16-95 - 09-30-95
Date to Mail/Submit
To Employment Services
04-30-95
05-15-95
05-31-95
06-15-95
06-30-95
D7-15-95
D7-31-95
D8-15-95
08-31-95
09-15-95
09-30-95
Pay
Distributed
D5-15-95
05-31-95
06-15-95
06-30-95
07-14-95
07-31-95
08-15-95
08-31-95
09-15-95
09-29-95
10-13-95
* 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.
Worksite Supervisor Handbook Page 10
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Worksite Supervisor Handbook -11-
I. Worker's Compensation
1. All Youth Employees are covered by Worker's Compensation
through the Youth Employment Program. Important guidelines
for the Youth Employee and the Worksite Supervisor are:
a. All injuries that occur during working hours and while
on the jobatthe 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
wor-k 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 Technici-an at 353-3800 to report the
injury. If the Youth Employment Technician is not
available, the Special Programs Coordinator should to
contacted at 353-3-800.
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 Late this statement and give
it to the Work -site 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 physici-an. 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 requited from the physician stating the
Youth Employee tan return to work.
Worksite Supervisor Handbook -12-
5. Failure to follow these established procedures and policies
may result in the Youth -Employee's cl-aim 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 Dr make-up time while
participating in the program. Any changes to the work schedule mint
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-
O. 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-
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 3mnediate family.
Approval must be obtained -from the Youth Employment
Technician. This must be alone 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 -rust 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-
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 anti 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 mf 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 mil.
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
job
b. Occupations in connection with: transportation,
warehousing, storage, construction, and manufacturing.
c. Occupations in retail, 'food service or garden
establishments. Work performed in or about boiler or
engine rooms; work in connection with maintenance or
repair of the establishment, -machines or equipment;
-outside window washing that involves working from window
sills and all work requiring the use Dof 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-
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 telt
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. Tower -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
weatherproofingmateriels 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 ran 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-
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:
Falsifying information on the time sheet or other :forms.
2. Failing to :Follow the correct sick leave or vacation
procedures.
3. Non-attendance of requited classroom activities, or improper
classroom behavior.
IV. Non -Financial Agreement
The Youth_Employment and Training Program's Non -Financial Agreement is a
contr-act between the Worksite (Placement Tacility) 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 -1-8-
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 [OHSA], -Davis Bacon
Act Child Zabor 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 Em=ployment 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 Chil-d Labor Laws.
8. Report to the Youth employment Technician the days and hours which
the south Employee -has worked. The Youth EEmployment 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 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 acti-Pities, testing, counseling,
ett.
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 E=mployment 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 -n 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 -av-ail-able.
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-
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
wor-ksite.
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 if late or take an unauthorized day of leave, according to
the procedures outlined in the Worksite Supervisor's Handbook.
The Youth Employment and Training Program has the sole authority to
dismiss a participant, -within the guidelines of his/her Memorandum
of Agreement and the-Worksite Supervisor's Handbook, as -a-work
experience participant.
8. Monitor attendance in conjunction with the Agency.
9. Assist the Agency, upon the Agency's request, in resolving
any possible disputes with the Youth Employee.
10. Provide labor market information and other class -type activities
for the Youth Employee.
21-92-5034 Page 3 of 4
Worksite Supervisor Handbook -21-
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-
GENERAL RESPONSIBILITI-ES 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-
CHECKLIST FOR NEW YOUTH EMPLOYMENT AND TRAINING PROGRAM EMPLOYEE ORIENTATION
Provide employee with a copy of his/her description, and make sure he/she
understands it.
Explain the work of the unit.
Explain the organization and functions of the unit.
Tell the new employee where and to whom he/she reports. Also where to
report in bad weather, if it is a different location.
Explain the work area layout.
Show him/her elevators, restrooms, water fountain, emergency exits, etc.
Discuss eating facilities, parking, etc.
Introduce the new employee to other supervisors and co-workers. Indicate
the positions and duties of each.
Explain safety regulations; location of firefighting equipment, what to do
in case of fire, accident, or other emergencies.
Explain hours of work, punctuality, good attendance.
Explain types of leave, including: when and
made; person to telephone if sick.
Discuss lunch and rest breaks, if any.
to whom requests should be
Explain use of telephone: local and long distance calls; personal calls,
courtesy.
Explain other rules and regulations (apparel,
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,
property.
smoking, personal
manuals, procedures,
repairs, etc., and how to care for
Other items considered to be important for new employee orientation:
Worksite Supervisor Handbook -24-
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
achieved, including a general description of the weekly work plan.
- Explanation
of work rules and expected work behavior.
are to be
- 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-
To get ready:
- Have a
when.
timetable; know how much skill you expect the youth to acquire, by
- 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-
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 gut 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-
.i ....\✓ L.. �.. _.. .... _ tai �...�
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-
ATTACHIISIT 4
Exhibit 1
Youth Name:
Pre-Emoloyment/eork-Maturity
Pre -Post Assessment Form
Social Security Number:
Raton; Number:
Conoetenev Statement: - Making C Decisions -
The Youth demonstrates the capability in making career recisions by attaining 85% on the following indicator.
determined by question and answer measurement procedures, and rating quality and quantity of responses.
Instructions
The youth should be scored on how well he/she performs these tasks related to making career decisions. Rater
should review the youth's responses, and objectively score performance. (1 -yes, 0 -No).
Indicators Score (1-01
Pre Post
I. Youth states two personal values important in relationsnip to work
2. Youth states two personal interests in relationship to work
3. Youth states tno skills/abilities applicable to specific occupations
4. Youth makes a career choice based on the indicators above
Points Possible 4
Total Points necessary 4
Proficiency (circle one): Yes No
Pre -Gate
Initial
Post Assessment Date
Initial
Total Points Earned
Comoetenev Statement, - Using Labor Market Information -
The youth demonstrates the capability to use labor market information by attaining 100% on the indicators as
determined by question and answer measurement procedures and rating quality and ruantity of responses.
Instructions
The youth should be scored on how well he/she performs these tasks related to labor market information. Rate
should review the youth's responses, and objectively score performance. (1 -Yes, 0 -No).
Indicator
1. Youth states two sources of information on employment opportunities
2. Youth are familiar with the processes of the local Job Service and can access
the state job bank.
3. Youth identifies two employers by name and major function, service, or
product who offer asployaemt in their chosen occupational area
Score (1-5)
Pre Post
Pre -Post Assessment Page 2
4. Youth identifies two major employers by name and major function, service,
product nno offer employment in the local area
5. Youth identifies two scnooL that train in their choset occupational area
Points Possible 5
Total Points Nee essary 5
Proficiency :circle one): Yes No
Pre -Date
Initial
Post Assessment Date
Initial
Total Points Earned
Competency Statement: --Preparing Resumes -
The youth demonstrates the capability of preparing a resume by attaining an 100% accuracy score on the
indicators as determined by product review measurement procedures and rating the quality and quantity of
resume.
Instructions
A presumptive need exists of the youth states that he/she never prepared a resume and continued rating does r
need to occur. A score of "0" should be recored for total points achieved and the Presumptive Need should be
marked yes.
If the youth has a resume, the following review should be performed. Raters should review the youth's resume
and objectively score performance. (1 -Yes, 0 -NO).
Indicators
1. Neatness. Resume is free from wrinkles, crossouts, and smudges
2. Organization. Words and numbers within the text are able to be clearly read
3. Spelling and grammar are free from
4. Completeness. All Items are present
5. Positive communication. Everything is put in the possible light
Score (1-51
Pre Post
Points Possible 5
Total Points Necessary 5
Proficiency (circle one): Yes No
Presumptive Need Yes No
Pre -Date
Initial
Post Assessment Date
Initial
Total Points Earned
Pre -Post Assessment Page 3
Comeetencv Statement: - Completing Applications -
The youth demonstrates the ability to fill out an application sheet by attaining a 100% accuracy score on •
indicators as aetermined by product review measurement procedures and rating the quality and quantity of
application and a question end answer measurement.
Instructions
The youth should be scored on now well he/she performs on application. Raters should review the applieati:
objective score performance (1 -Yes, 0 -No).
Indicators
1. Following directions. Information given corresponds to questions asked
2. Completeness. Line items are fully filled out
3. Responses are free fray errors in spelling, grammar, capitalization, and
punctuation
4. Application is neat. Free from wrinkles, crosscuts, and smudges
Score (1-5)
Pre Post
Points Possible 4
Total Points Necessary
Proficiency (circle one): Yes No
Pre -Date
Initial
Post A
Initial
meet Date
Total Points Earned
Competency Statement: - Interviewing -
The youth demonstrates the capability in interviews by attaining an 100% on the indicators as determined by
as determined by observation neasuramens procedures and rating quality and frequency of actions.
Instructions
The youth should be scored on how well he/she performs in the intake interview. Raters should w the y
actions and objectively score performance (1 -Yes, 0-Nol.
Indicators Score i1-51
Pre Post
1. Appearance. Clothes are clean, not wrinkled, and comparable with traditional
world of work dress
2. The youth states at least two specific reasons why he/she requires the program's
services, and indicates a commitment to take advantage of such help, without
probing by the interviewer
3. The youth asks at at least two questions related to the program for which he/she
is applying
Pre -:Post Assessment
Page 4
4. The youth speaks in an articulate and understandable fashion
5. Eye contact. Participant ooes not stare, out periodically looks interviewer the eye
Points Possible 5
Total Points Necessary 5
Proficiency (circle one): Yes No
Pre -Gate
Initial
Post Assessment Date
Initial
Total Points Earned
Competency Statements: - Work Maturity -
The following competencies have been identified for the Work Maturity Competency:
$6: The youth will demonstrate appropriate appearance oy attaining a 90% overall evaluation as measured by
supervisor. and staff observations and bi-montnly evaluations.
R7: The youth will demonstrate regular attendance at least 85% of the time as measured by supervisor and S.
observation and bi-monthly evaluations
i8: The youth will demonstrate being consistently punctual at least 85% of the time as measured by supervis,
and staff observation and bi-monthly evaluations
i9: The youth will demonstrate a positive attitude at least 85% of the time as measured by supervisor and s -
observation and bi-monthly evaluations.
#10: The youth will demonstrate good interpersonal relations at least 85% of the time as measured by superv-
and staff observation and bi-monthly evaluations.
f11: The Youth will demonstrate completed tasks effectively at least 85% of the time as measured by supervi.
and staff observation and monthly evaluations.
Instructions
Clock those indicators that are applicable. Presumptive need will be considered for g 1 assistance in a
work maturity competencies. Note or c,.—nte are necessary to explain and verify all indicators checks and .
used to establish the assumption of across the board need in job keeping capabilities.
Indicators
1. The youth has not worked full time for at least 90 calendar days with one employer,
excluding goverment -funded programs to be verified -material in youth records.
2. The youth does not provide a written reeoe•endation from • previous employer to
be verified by observation of events.
3. The youth has been fired from at least one job to be verified by material
in participant records.
Score
Pre -Post Assessment
Page 5
:cemented checks on two or more lines indicate that the youth is in need of overall assistance in all six
maturity areas. If at least two lines are not checked, then we following indicators would be reviewed.
1. Youth is late for intake appointment and or interview with out acceptable mane
and or has documented previous work, scnooi, or institutional record of tardiness with
the last year. (Competency a6 - Punctuality)
2. Youth fails to arrive for or remain at intake appointment and/or interview without
acceptable excuse, and/or has documented previous work, school, or institutional
record of poor attendance within the last year. (Competency e7 - Regular Attendance)
3. Youth behaves improperly or disruptively during interview process, and/or has
documented previous work, school, or institutional record of bad attitudes with
the last year. (rompetency • 8 - Positive Attitude)
4. Youth inappropriately for appointments, and/or has documented previous
norm, school, or institutions record of unacceptable appearance within the last
year. (Competency t9 • Appearance)
5. Youth acts, discourteously or uncooperatively during intake/interview process, and/or
has documented previous work, school, or institutional record of interpersonal
relations problems withing the last year. (Competency 910 - Interpersonal Relations)
6. Youth -exhibits inability to fulfill requirements or finish (either reel or simulated)
tasks during intake/interview process, and/or has documented previous work, school,
or institutional record of tasks ccepietion deficiencies within the last year.
(CompetencyIll - Completing Tasks Effectively)
If more than two indicators are checked, then the youth is in need of specific assistance in that work auto
competency area.
NOTES:
Instructions - Post Assessment
C000stency attainment in the work maturity comeetency
documented through participation in structured activites.
d. tw..a.rttrj
I certify that the above information is accurate and represents my rating of the participant's performance.
ill occur when an overall 80% evaluation has b
Rater's Signatures Dates
SPECIFIC TRAINING OUTLINE
OBJECTIVE/CRITERA LISTING
Social Security Number:
Participant Name:
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PRE -ASSESSMENT
Skilled
17
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CRITERIA
The participant will:
OBJECTIVES
IThe participant will be able to:
Exhibit 2
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EMPLOYER OR STAFF SIGNATURE:
w
has been discussed with me.
N
EMPLOYEE SIGNATURE:
21-89-4040
W
C▪ J
NAME:
PAYROLL TIME SHEET
TECHNICIAN:
Exhibit 3
SOCIAL SECURITY NUMBER:
PAY PERIOD FROM:
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
WHITE: FISCAL OFFICE YELLOW: CLIENT FILE PINK: EMPLOYEE COPY GOLDENROD: WORESITE COPY
PLANNED PARTICIPATION AND TERMINATION SUMMARY
SUMMER YOUTH
YOUTH
SDA CODE
1. Total Participants
180
a. Transfer from IIC Out -of -School
4
b. Transfer from IIC In -School
5
2. Total Terminations
180
3. Enter Unsubsidized Employment
2
4. Return to Full-time School
162
5. Other SDA Termination
6. Transfer/Co-enroll IIC
12
a. In -School
5
b. Out -of -School
7
PLANNED PROGRAM ACTIVITIES
YOUTH
I. Work Experience (JA)
180
II. Limited Internship (JB)
0
III. Basic Skills (BA)/Academic Enrichment
171
IV. OJT (EA)
0
pglw/wywty/wyetp 94
Attachment 6
Work Site Evaluation Form Exhibit 1
General Information:
:fork Site: Report Date:
Direct Supervisor: Cate 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
non -displacement of regular workers,
non-discriminatory activities?
9. Are any of the worksite activities
recreational in nature?***
Far
Below Below Meets Above
Stand
Stand Stand
Stand
Well
Above
Stand
Not
Observed
* 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:
*a Comm problems are: time filled in for days not yet worked; time filled in for participants absent; participants don't
actually sign in when they arrive or sign out when they leave; all/many participants signing in/out at exactly the same time;
blank or incomplete time sheets/cards are pre -signed or precertified; getting paid for lunch breaks, etc.
Ties NOTE: Recreational work activities should be scrutinized. This work activity is allowable only if the individual
participant(s) are supervising, training, instructing or leading non -participants in recreational activities.
Exhibit 2
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?
B. Does the record appear reasonable and accurate?
Yes No
(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?
_- L.: J
Exhibit 2
Yes No
9. Is there proper documentation for competency
attainment?
10. Is there adequate supervision of the youth
participants?
Identify specific deficiencies
NOTE: Corrective action must be taken immediately on compliance issues. If the
issue can not be immediately corrected, the remediation will be suspended until
corrective action is taken. If corrective action is taken and the deficiency is
corrected, a follow up visit and formal monitoring must be completed in 1 week
to ensure continued compliance.
Exhibit 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
8. What happens if you miss -work, come in late or leave early?
makeup 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.
P TTAC}11I
Exhibit 1
SDA
BUDGET INFORMATION SUMMARY (BIS)
(Title II -B)
SDA:Weld County SDA
Period of
Performance: From:
10-1-94po: 6-3-0-97
Title of Funds: II -J3
Year of Funds: PY 94
Reference Code: WE42B VAX #:
Original Allocation $ 330.38_6
Transfer Out (-) 0 To:
Titia
Adjusted Total $ 330,386
COST CATEGORY
TOTAL
PERCENT
Administration
$
49,5-57.90
15%
Code
Training and
_Supportive Services
$
280.828.10
85%
Code
TOTAL
$
330,38-6.00
10D%
pgle/eyecp/eyecp•ll
Exhibit2
PROJECTED QUARTERLY EXPENDITURE FORM
TITLE II -B
EXPENDITURES
1st Quarter
Projections
19-1 to12-31
2nd Quarter
Projections
1-1 to3-30
3rd Quarter
Projections
4-1 to6-30
4th Quarter
Projections
7-1 to 9-30
TOTAL
94 94
95 95
95 95
95 95
ADMINISTRATION
0
2410.,88
24,108.77
21,694.89
48,214.
TRAINING AND
SUPPORTIVE
SERVICES
5,808,49
12,225.62
122,256.19
104,222.08
244,512)
292,726.
TOTAL
5,808,49
14,636,50
146,364.96
125,916.97
INSTRUCTIONS
This form is to be completed using projections of actual II -B
expenditures during the period 10/1/94 through 9/30/95, regardless
of year of funds. Exclude funds expected to be carried -out
Carry In 11,898.82
Carry Out 49,557.90
54
8
2
RTTACHMENT 8
EXPENDITURE AUTHORIZATION
Signature Page
Service Delivery Area
Name: Weld County
Address: P.O. Box 1805
City/State/Zip: Greeley, Colorado 80632
Program Project
Name: Summer Youth Employment and Training Program VAX/:
Ref. Code
Period of
Performance: From October 1, 1994
To June 30, 1997
The foregoing Expenditure Authorization has been reviewed and approved by the
following parties and will be incorporated into the -Governor's Job Training
Office/Service Delivery Area'Master Contract as an attachment. This signature
page, when duly signed, authorizes the grant of funds by GJTO for the
program/projects identified herein.
LEO Signature
Dale Hall
Name (Typed) Title
Da€1)21g5
Chairperson
PIC CWair Signature
u.� 114- l
Elly t(tividad
Name (Typed)
L_SDA erector Signat re
Linda L. Perez
ame (Typed Title
Date
Chairperson
Title
Date
Director
Di a or ignat re
Dat
Name (Typed) Title
(* This line to be completed by GJTO.)
Hello