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Home My WebLink About980346.tiff RESOLUTION RE: APPROVE EXPENDITURE AUTHORIZATION FOR SUMMER YOUTH EMPLOYMENT AND TRAINING PROGRAM AND AUTHORIZE CHAIR TO SIGN WHEREAS, the Board of County Commissioners of Weld County, Colorado, pursuant to Colorado statute and the Weld County Home Rule Charter, is vested with the authority of administering the affairs of Weld County, Colorado, and WHEREAS, the Board has been presented with an Expenditure Authorization for Summer Youth Employment and Training Program between the County of Weld, State of Colorado, by and through the Board of County Commissioners of Weld County, on behalf of the Department of Human Services, said program commencing April 1, 1998, and ending June 30, 2000, with further terms and conditions being as stated in said authorization, and WHEREAS, after review, the Board deems it advisable to approve said authorization, a copy of which is attached hereto and incorporated herein by reference. NOW, THEREFORE, BE IT RESOLVED by the Board of County Commissioners of Weld County, Colorado, that the Expenditure Authorization for Summer Youth Employment and Training Program between the County of Weld, State of Colorado, by and through the Board of County Commissioners of Weld County, on behalf of the Department of Human Services be, and hereby is, approved. BE IT FURTHER RESOLVED by the Board that the Chair be, and hereby is, authorized to sign said authorization. The above and foregoing Resolution was, on motion duly made and seconded, adopted by the following vote on the 4th day of March, A.D., 1998. BOARD OF COUNTY COMMISSIONERS wN + WELD COUNTY, COLORADO ATTEST:, AL Y I/ ti `� 1/ /Qs y cc_e�.75 1 .�Zi tea/ �`'► Constance L. Harbert, Chair Weld C•��rity Clerk tath%�1 �1 �} �� ur �J ,��.��,+.�_ .-:) �i. W. H. ter, ro-Te BY: L//,�.. 1%f 1 ilw..4e �� - ii ."J� Deputy C 'Proard Georg . Baxter AP TO FORM: EXCUSED Dale K. Hall Barbara J. Kirkmeyer/ c 980346 HR0069 cc S ,s7' 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 April 1, 1998 To June 30, 2000 The foregoing Expenditure Authorization has been reviewed and approved by the following parties and will be incorporated into the CDLE/SDA Master Contract as an attachment. This signature page, when duly signed, authorizes the grant of funds by CDLE for the program/project identified herein. 17, r.."--- 4.6.4p4 U3 - oy -9? LEO Signature (above) Date Constance L. Harbert Chairperson Name and Title(Typed above) PIC Chair Signature (above) Date Willie Morton Chairperson Name and Title (Typed above) I iC: C27.45Z .0K, -e0c- _____ '?c-'A(sr P") S Director Signature (above) / Date Linda L. Perez Director Name and Title (Type bove) yzz ,, ... C LE Dirk for Si nature (above) Date Name and Title (Typed above) APPROVALS: ST�r L IFF0 FO W.W.HALL BY Name(Typed) ' State Controller Delegate Weld County Summer Youth Employment and Training Program Plan fiH qk , -' 1 0,441 i .,,, PY97 SUMMER 1998 98034' Weld County Summer Youth Employment and Training Program Plan PY' 97 Submitted by: Linda Perez Director Weld County Service Delivery Area P.O. Box 1805 Greeley, Colorado 80632 (303)353-3800 ext. 3363 980046 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) Employment Services of Weld County, the local Service Delivery Area (SDA) and One Stop Center(OSC), 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 April 1998 through June 1998 Eligibility Determination April 1998 through July 1998 Orientation March 1998 through June 1998 Assessment May 1998 through July 1998 Work Experience *May 1998 through September 1998 Remediation/Academic Enrichment/ Employability Skills Enhancement *May 1998 through September 1998 *(The thirteen school districts in Weld County have different school schedules. The earliest activity start dates would be May 28, 1997) E. Executive Summary The Executive Summary is included as Attachment 1. 2. PY '97 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 1998 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; 98024g Weld County Summer Youth Employment and Training Plan Page 2 3). to have 90%of the youth participating in the work experience component enhance their level of employability skills as measured by a Youth Participation Questionnaire and a Work Site Questionnaire. The Questionnaire's include the youth's evaluation of the benefits received from participation in the areas of remediation, academic enrichment, employability skills enhancement, and work experience; 4). to increase the coordination efforts with local youth serving agencies, such as local education agencies, law enforcement agencies, and drug and alcohol abuse prevention and treatment programs, and provide services to youth in need by conducting orientations for agency personal, cross referral as appropriate, and arranging for outreach/recruitment sites at thirteen school districts and youth serving 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 the PIC approved competencies which meet or exceed the SCANS Foundation Skills and which evaluate attendance, work attitudes, completion of assigned tasks, etc. 3. Program Activities/Services to be Provided SYETP Program Activities and Services A. Obiective 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. 98024S Weld County Summer Youth Employment and Training Plan Page 3 B. Individual Service Strateov Each participant will have an Individual Service Strategy (ISS)which will indicate selected training components and any supportive service needs identified through the objective assessment. Each participant will have an ISS included in their client file. If a youth is either transferred or co-enrolled in Title II-C, or is planned to be enrolled in Title II-C, their Title II-C ISS will be updated to show the rationale for enrollment in SYETP and a copy of the updated ISS will be placed in the II-B client file. ISS's will address goals for employment and education, services to be received under Title II-C, and will describe how the SYETP will assist the youth in overcoming barriers to employment, and in setting and reaching goals. The Individual Service Strategy which is planned for use in the Summer Youth Program is included as Attachment 2. C. Basic Education/Academic Enrichment 1). Assessment and Plan of Action to Improve Skills in Deficiency Areas Each youth will be assessed through one of the means discussed in section 3.A. The assessment results will become part of the permanent record. It is estimated that 100% or 100 youth will participate in a remedial or enrichment activities. The SYETP staff will be responsible for pre-testing to determine areas that may need to be addressed with the youth through remedial or enrichment activities. These areas will then be addressed through either computer-assisted instruction, teacher directed instruction, or both. Youth who test two or more grade levels below their actual grade level will be required to participate in remedial educational activities. Youth not in need of remediation will receive academic enrichment or employability skills enhancement. All youth will be provided pre-employment and work maturity skills training and be evaluated against the PIC approved competencies. The remedial and enrichment activities have been designed to be flexible and individualized. The assisted instruction through the computer learning lab and general instruction, includes pre-and post-testing to determine the level of the skills the youth needs to master the remedial or enrichment activities. The youth who attend summer school or are pursuing a GED, will be attending classes to up-grade their deficiency areas, or obtain school credit. 2). Participants and Locations The Weld County SDA will have various approaches to deliver remedial and enrichment activities. These approaches are as follows: Youth who Test Two Grade Levels Below Youth that test two or more grade levels below their actual school level, will be required to attend remedial classes in conjunction with their summer work experience, except those youth who live in the rural areas where transportation is not available. It is not anticipated that many rural youth will need remediation as their academic achievement is normally standard. Handicap youth, including youth 980248 Weld County Summer Youth Employment and Training Plan Page 4 with learning disabilities, will be reviewed on an individual basis to determine if remediation is appropriate. Exemptions will be documented in the youth's file. 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, or Aims Community College both of which are located in Greeley. The learning labs at Employment Services or Aims, which utilize computerized-instruction through the Invest Learning System or the Plato Learning System, will be used to supplement teacher-directed instruction in math and English. Approximately 67 youth will participate at the lab. The labs will be available 5 days a week from June 1, 1998 through August 30, 1998, to youth who participate in lab remediation activities. Youth will be encouraged to participate for a minimum of 20 hours during the summer. An out-station computer lab located at Island Grove Apartments, in Greeley will also be used to deliver computerized instruction through the Invest Learning System. This will supplement teacher-directed instruction in math and English. The Aims Community College Learning Lab is also available on the Internet for those youth who have access or can arrange access in their community. (b). Youth who are not in school and who do not have a GED or high school diploma will be encouraged to attend a GED program at Aims Community College and attend GED classes at the Learning Lab. Approximately 2 youth will work toward a GED or attend the High School Diploma Program at Aims Community College. Based on need, additional remediation or enrichment activities may occur. (c). Two separate classes will be offered at Aims Community College in Ft. Lupton. A remedial education class will be offered to youth in the Ft. Lupton area who are shown to be in need of remedial activities. An academic enrichment class for youth at or above grade level will also be made available. Approximately 15 youth will participate in the Ft. Lupton classes. Classes will be arranged by Aims Community College and will be held 1 day per week. Youth will receive instruction in either math, reading, or both. General instruction, as well as individualized instruction methods, will be used. Classroom pre- and post-testing will be initiated by the instructor to determine how well the youth mastered the specific topic. (d). School District 6 in Greeley, St. Vrain School District in Frederick, School District RE-8 in Ft. Lupton, and Windsor School District operate summer 980345 Weld County Summer Youth Employment and Training Plan Page 5 school programs. Youth who participate in the SYETP and are designated by these School Districts as in need of summer school will be required to attend the summer school classes. The youth will receive academic credit for successful completion. Approximately 6 youth will attend summer school. (e). Student/Teacher Ratio/Remediation or Enrichment Hours It is anticipated that the student/teacher ratio will not exceed 15 to 1 for most activities. However, School Districts determine the student/teacher ratio for their programs. Each instructor determines the delivery of their instruction, coordination with similar programs in the community, and use of volunteers in the classroom. Remediation and/or enrichment hours are based on the structure and design of each component. School Districts, and GED hours are determined by the responsible agency. Program availability and experience help determine target hours for remediation and enrichment activities in the learning lab and Aims Community College. (f). Basic Skill Competency For the PY '97 SYETP, a youth will be considered as having attained PIC Basic Skills Competency if, through the intervention of JTPA or a participating organization, the youth: * Attains a GED, or; * Attains a high school diploma, or; * Attains the required basic reading/English/math functional grade level (as measured by a standardized test), or; * Attains a tenth grade functional reading/English/math functional grade level (as measured by a standardized test), or; • Attains 2 or more functional grade level gains in assigned academic competency areas. 3). School Credit School credit will be provided through school districts for those youth who attend summer school. School Districts determine the number of hours necessary to grant school credit. Summer school is usually 8 weeks , 16 hours per week. Additionally a few of the rural school districts award school credit for youth who participate in the learning lab. 4). Average Cost 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$17,078.00 for approximately 130 participants for an average of$131.36 cost per participant. Incentives are not paid for involvement in remediation or enrichment activities. See Section 3 E for information on incentives. 98024S Weld County Summer Youth Employment and Training Plan Page 6 D. Work Experience 1). Method Used for Selection All SYETP participants shall be economically disadvantaged. By priority, the target eligible population groups are: • youth who are receiving welfare • youth who are members of a household receiving welfare • youth who are pregnant or parenting • youth who are in school and plan to return to school • youth who are dropouts 2). 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. 3). Work Experience Operations/ Participant Orientations Youth who participate in work experience will be exposed to various occupations, learn basic work skills, receive encouragement to continue their education, earn money, and develop career goals and objectives. Work experience activities will occur in public or private non-profit agencies. The type of work experience offered to youth will include custodian, grounds maintenance, teacher aide, clerical, reception, maintenance, library aide, etc. The Weld County SDA requires that the youth's participation in the program realistically reflect how a youth would be expected to behave in unsubsidized employment. Therefore, there are strict requirements about reporting to work on time, attendance, behavior at work, etc. To that end, orientations are geared towards informing participants of their responsibilities while in the program and the expectations and program goals of the Weld County SDA. Youth are informed that if they do not participate according to the requirements, they will be terminated from the Program. The Participant Orientation Handout is included as Attachment 4. 4). Work Sites for Youth with Special Needs Youth with special needs will be assigned to work sites after it is deemed that the work site can accommodate the youth's needs. Work site supervisors dealing with youth with special needs will have a pre-award site visit, and matters concerning supervision and job safety will be specifically addressed as they apply to each youth. 9802's Weld County Summer Youth Employment and Training Plan Page 7 5). Pre-Award Site Visits Pre-award site visits will be performed and documented on all job sites participating for the first time in the SYETP, as well as those work sites which had workers compensation claims during the PY'96 SYETP. 6). Number of Participants Assigned to Work Experience Work experience activities will be provided to approximately 130 youth ages 14-21. The majority of the participants enrolled in work experience will work for approximately 4-8 hours a day 3-5 days a week for a total of 24 hours a week for approximately 8 weeks. There will be some youth who will work between 4 and 8 hours a day, 5 days a week and between 6 to 8 weeks for a total of 32 hours a week. 7). Participants in Work Experience Receiving Remediation or Academic Enrichment It is anticipated that 100% or 130 youth who are involved in remediation or enrichment will also be involved in work experience. Schedules will be arranged so that the youth's requirements in both activities do not conflict. Work experience, remediation, and enrichment will occur concurrently. 8). Competencies The Weld County PIC Competency Program will be utilized for participants in work experience and basic skills remediation, if those individuals were co-enrolled in Title II-C, at the beginning of SYETP, or it is anticipated that the youth will be enrolled in Title II-C for the next program year. All youth will be evaluated regarding the SCANS Foundation Skills. Included as Attachment 5 are the pre-and post-assessment tool, which will be utilized, the job specific tool, and the time sheet format to credit work maturity. Participants will be evaluated by the responsible Title II-C technician prior to placement at a work site. The competency gain and attainment standards will be the same as for Title II-C. Pre-employment/Work Maturity will require a minimum of 100 hours on the job and 80% positive evaluations in work maturity areas. Job Specific competencies will require successful attainment of identified job specific skills. The cost for co-enrolled youth will be paid only out of Title II-B funds. Participants not co-enrolled in the Title II-C Program will be evaluated against the PIC Competency Program in both their work and educational activities. This evaluation will be the basis for determining incentives and bonuses. 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). Extensions of Participants Beyond the End of Program Date Participants in work experience activities will not be extended beyond the end date of the program. 98024.5 Weld County Summer Youth Employment and Training Plan Page 8 11). Average Cost per Participant in Work Experience The majority of the participants will work approximately 24-32 hours a week at$5.15 per hour for approximately 8 weeks. The youth will earn on an average, $123.60- $164.80 per week or$988.80-$1,318.40 over the course of the 8 weeks. E. Incentives to Motivate Youth to Participate in Remediation The Weld County Private Industry Council Youth Activities Committee determined that youth should be encouraged to develop skills which are deemed important to employers and have importance to an individuals success in school. Based upon this recommendation, youth will be evaluated by their work site supervisor and educational component instructor on their overall performance in both their work and remedial/enrichment activities as follows; youth will be evaluated on attributes which mirror the SCANS Foundation Skills such as attitude, attendance, growth (grade gain in math and reading levels, or growth in the job), participation in required activities, completion of work, teamwork, and work ethic. Based upon their overall performance in the above listed areas, as evaluated by the work and educational sites, youth would be eligible to receive incentives at the end of the program. The evaluation's of the work site and the educational site would be added together for each of the evaluated areas and averaged to determine overall performance. The incentives are tiered and are based upon the youth's demonstrated overall performance. The incentives which can be earned and the criteria for each are as follows; Below expectations $0 (demonstrates these traits less than 80% of the time), Meets Expectations $100 (demonstrates these traits 81 -90% of the time), and Exceeds Expectations $200 (demonstrates these traits 90-100% or more of the time). F. Supportive Services Participants enrolled in the Program will receive assistance from this activity if it is necessary to receive these services to successfully participate in the summer program. Generally, supportive services will provide the transportation, equipment, materials, uniforms, safety shoes, safety glasses,textbooks, child care, etc., needed for youth to participate in the SYETP activities identified in this section. The supportive services monies may also be used to provide the youth with the equipment, materials, and/or tools needed to secure and maintain a full-time permanent position. It is anticipated that approximately $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. Follow-up services will not be provided to II-B participants. G. Other Activities Weld County will evaluate all participants against the Weld County PIC's competencies which meet or exceed the SCANS Foundation Skills. These Competencies are included as Attachment 6. As addressed in section 3 E, youth incentives and bonuses will linked with this evaluation. The work and educational activities will each focus on teaching and reinforcing these skills. 980: 4k8 Weld County Summer Youth Employment and Training Plan Page 9 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. As with the other activities, these classes will focus and reinforce the PIC Competencies and SCANS Foundation Skills. Youth will be encouraged to attend these employment oriented classroom activities as a part of the youth's employment. The pre-employment classes will be in the areas of career and vocation exploration, job search assistance, job seeking/holding skills training, work attitude and behavior, decision making skills, goal setting, and labor market information. It is anticipated that approximately 37 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 $3,330.00, with the average cost of $90.00 per participant. It is not anticipated that any youth co-enrolled in the Title II-C Program will be involved in these activities. If so, costs will be charged to the Title II-C Program. H. Planned Participant and Termination Summary The Planned Participant and Termination Summary is included as Attachment 7. 4. Coordination A. Coordination with Other Appropriate Education Systems The Learning Lab and the Josten Learning System located at Employment Services of Weld County will be used for remediation/academic enrichment activities unless noted otherwise in paragraph 3(C). Coordination with Aims Community College will take place for individuals pursuing GED and those in need of remedial education in math and reading, as well as with local school districts for individuals selected to attend summer school. B. Coordination with Agencies 1). Local Educational Agencies The Weld County SDA coordinates activities with the 13 school districts in Weld County. The areas include: work experience sites, outreach, recruitment, assessments, and remedial or enrichment activities as appropriate. The local educational agencies will assist in determining which youth should participate in the remediation activity. It is anticipated that the priority will be youth who need academic credit for graduation requirements or who are at least one grade level behind in math or reading. If the Weld County SDA selects youth for remediation, priority will be given to those youth whose assessments indicate that they would benefit from some remediation activity. The assessment factors include low grades, low test scores, etc. Youth who do not have a GED will be encouraged to enter a GED program at Aims Community College in Greeley. 980246 Weld County Summer Youth Employment and Training Plan Page 10 2). Youth Serving Agencies The Weld County SDA implements extensive coordination between the SYETP and other youth serving agencies during the summer. The Juvenile Court system provides outreach and referrals to the Summer Youth Program, and their eligible youth are encouraged to participate in the SYETP by the Juvenile Courts system staff. Other youth serving agencies, such as drug and alcohol prevention/treatment centers, and community service agencies which serve youth may participate as a work site, as an outreach tool, or will provide services to youth as needed. Weld County also will coordinate activities and services with the Governor's Summer Job Hunt Program, and the local School to Career Partnership. Employment Services operates the Summer Job Hunt Program and will refer youth not eligible for the SYETP. Additionally youth seeking services under the Summer Job Hunt Program will be evaluated for their potential eligibility for the SYETP and referred when appropriate. Employment Services is a member of the local School to Career Partnership and is represented on the Executive Committee. Activities for participants will be coordinated with STC when appropriate. It is worthy to note that the PIC Competencies which will be utilized are the same as those adopted by the local STC Partnership. 5. Nontraditional Employment for Women (NEW) The Weld County SDA has established goals in the 1996 Job Training Plan for the training and placement of women in non-traditional employment and apprenticeships. To further the placement of women in non-traditional settings, Weld County will include efforts to increase the awareness and placement of Summer Youth Program females participants. A. Efforts to Increase Training and Placement Summer Youth staff will expand the assessment of female participants to determine interests in non-traditional employment placements. The intent of this assessment process will be to: 1). increase the number of work placements of female participants in non-traditional jobs; 2). provide participants with information about non-traditional jobs, and non-traditional job training programs for future consideration; 3). determine and provide supportive services that will assist the female participants in their placement and retention in non-traditional jobs. B. Goals for Placement The goal for the Weld County SDA will be to have 9%or 6 female participants placed in non- traditional work experience. The occupations for placement will be grounds keepers, landscape specialists, and maintenance workers, DOT codes are 406.684.010,406.687.010, and 899.684.046 respectively. Weld County does not anticipate any new non-traditional work sites for the summer of 1998. 980346 Weld County Summer Youth Employment and Training Plan Page 11 6. Program Monitoring A. Basic Education Each educational site will be monitored by the designated Summer Youth counselor once during the SYETP, if the component is less than four weeks, and twice during the program, if the duration of the component is four weeks or more. A monitoring tool will be used to evaluate time and attendance procedures, instructional material, pre- and post-test procedures, competency attainment procedures, and if the goals of the Basic Education component are being met. The monitoring tool includes an evaluation by the participant. B. Work Experience Each work site will be formally monitored at least once during the SYETP. The designated Summer Youth counselor will conduct this monitoring as well as a bi-weekly informal monitoring. The formal monitoring will be completed and placed in the youth's file within the 1st month of placement. New sites will be formally monitored within 2 weeks of placement of a youth to ensure the requirements of time and attendance, appropriate work, and safety concerns are understood. Formal monitoring tools will be used which evaluate compliance with applicable laws and regulations including minor labor laws, compliance with CDLE 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 8. The Program Coordinator will select two sites from each Summer Youth counselor and conduct a formal review which will check compliance issues, paperwork, time and attendance procedures and the effectiveness of the component. Testing and data entry procedures will be monitored bi-weekly. The Weld County Employment Services' Fiscal Officer will monitor and evaluate payroll procedures at least once during the Program. Corrective action will be taken immediately on compliance or safety issues. If the issue can not be immediately corrected, the work experience will be suspended until corrective action is taken. Generally, corrective actions on deficiencies will be made on the spot. Follow-up visits will be made in 1 week and formal monitoring tools will be completed and placed in the participant file. The designated Summer Youth counselor will be responsible for oversight and follow-up. SYETP participants will complete a Participant Evaluation at the end of the Program. 7. Assurances A. All SYETP participants shall be economically disadvantaged youth, determined eligible for free meals under the National School Lunch Act or participating in a compensatory education program under Chapter I. Documentation will be maintained in the participant record file. B. All work sites must adhere to the Child Labor Laws. 980348 Weld County Summer Youth Employment and Training Plan Page 12 C. A two page summary report of the PY '97 SYETP will be submitted to the Colorado Department of Labor and Employment, Employment and Training Programs by November 30, 1998, which shall include: 1). A description of activities offered during the Summer Youth Employment and Training Program; 2). Characteristics of participants; and 3). The extent to which the activities met the objectives set forth in the Summer Youth Employment and Training Plan. 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 9. B. Budget Information Summaries The budget information summary for the time period of 04/01/98 through 06/30/00 is located as Attachment 9. The Quarterly Expenditure Form is included as Attachment 10. C. Cost Categories Cost categories are budgeted in accordance with JTPA Letter#93-03-F1. Administration costs will not exceed 15% of the total budget and will follow allowable costs outlined in JTPA letter#93-03-F1. Wages from Work Experience will be charged to the Training Cost Category and will include FICA taxes and all other applicable deductions. Training will also include supportive service costs, 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. At this time, Weld County does not plan to transfer funds to the Title II-C program as allowed in §256. D. Other Weld SDA's PY 97 SYETP will follow Program Guidance Letters (PGL) #93-02-AD1 and #94-11-AD1 for procurement and#93-10-F4 for property management. Weld County does not expect to generate income from any activities. If any income is generated Weld County SDA assures it will adhere to PGL 93-04-F3. 98034y€ Weld County Summer Youth Employment and Training Plan Page 13 9. MIS Procedures All SYETP participants will be tested utilizing one of the tools discussed in section 3.A. Weld County will adhere to entering the pre- and post-test data elements in the MIS system. Participants not enrolled in remediation will not be post-tested. 980a 1S Attachment 1 EXECUTIVE SUMMARY Service Delivery Area: Employment Services of Weld County II. Funds available for 1997 Summer Program: Total Title II-B $333,650.00 (Includes Carrv-in of$79.190.23) Include carry-in Other Funds $ 0 III. Participants: New Participants 127 II-C Co-enrolled Participants 3 Total Participants 130 Cost per participant $2.568.00 IV. Brief Description of Program Design: The focus of Weld County's SYETP and its anticipated impact is to provide for work experience and academic enrichment components for each youth participant which encourages them to remain in school or to return to school. Weld County plans to serve 100 youth in work experience components for approximately 8 weeks at 24-32 hours per week. Youth will receive$5.15 an hour for their work activity. The youth will also be placed in either remedial education or academic enrichment activities during their participation. Weld County has structured its remedial and enrichment activities to be flexible and individualized and each youth will be encouraged to participate in these activities a minimum of 2 hours per week. Incentives for participation and performance will be paid to the participants. Each youth participant will assessed to determine their basic skills and supportive service needs. Information regarding past experiences with the Summer Youth Employment and Training Program and the interest\preference of the youth will be used to determine job assignments in the program. 98O345 WELD COUNTY EMPLOYMENT SERVICES ATTACHMENT 2 SUMMER YOUTH INDIVIDUAL SERVICE STRATEGY VAX # Initial Technician: Revised (Date ) Technician Phone Number: NAME SSN STREET ADDRESS BIRTHDATE SCHOOL ATTENDING LAST GRADE COMPLETED ABLE TEST SCORES One of the goals of the SYETP is to assist youth in attaining the necessary reading and math skills needed Reading to become successful in future education and employment. If participation in an education Math component is deemed necessary by your technician, attendance in that program is required to maintain Date Tested: your employment in the summer program. EDUCATIONAL GOAL EMPLOYMENT GOAL Educational Component Anticipated School Status (Fall 1993) ( ) Computer Lab (ES) ( ) Return to School ( ) Computer Lab (Roosevelt) ( ) Attend Vo-Tech School ( ) YOU ( ) Attend College ( ) Upward Bound ( ) Other: ( ) Other: Start Date & Schedule Est End Employment and Training Needs Supportive Service Needs ( ) Work Experience Start ( ) Child Care ( ) Job Specific Skills ( ) Safety Equipment ( ) Pre-employment Skills ( ) Other: Class Date/Location I agree to take part in the above mentioned activities during the SYETP. I understand that if I need to be absent from work or class for any reason, I will call my supervisor or instructor ahead of time. I will give my best effort to my job and to my classes. Participant Signature Date Technician Signature Date 21-94-5065 (Rev. 3-94) 980;74. A C-Chrnertt 3. a A NA E: , y0, 11 . L01 1 %..., • ! . ,. we , Li . , Employment an + Training Program r� BFfir i. WORK SITE SUPERVISOR HANDBOOK Employment Se ices of Weld County 1 1551 Nort. 17th Avenue P.O. ox 1805 Greeley, C lorado 80632 E 080346 4 . fito I illit"-- DEPARTMENT OF HUMAN RESOURCES EMPLOYMENT SERVICES OF WELD COUNTY 1551 NORTH 17TH AVENUE I P.O.BOX 1805 C. GREELEY COLORADO 1805 APPLICANT(303)353-3815 COLORADO 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. Si rely, Ted Long nda L. Perez Special Programs Coordinator Director Employment Services of Weld County 980 ,46 WELD COUNTY'S YOUTH EMPLOYMENT AND TRAINING PROGRAM WORKSITE SUPERVISOR'S HANDBOOK Important Reference Information 1 Employment Information for Weld County Youth Employment and Training Program Worksite Supervisors 2 Youth Employment Technician 2 Youth Employee Classification 2 Memorandum of Agreement (MOA) 2 Worksite Agreement Changes (Modification to MOA) 2,4 Sample Memorandum of Agreement 3 Wages 4 Payroll Time Sheets - Evaluations 4 Payroll Procedures 6 Sample Modification to Memorandum of Agreement 5 Evaluation 6, 7,8 Sample Payroll Time Sheet 9 Payroll Schedule 10 Workers' Compensation 12 Social Security 13 Other Fringe Benefits 13 Compensatory Time 13 Overtime 13 Reimbursable Expenses 13 Excused Absences 14,15 Vacation 15 Other Leave 15 Child Labor Laws 15,16,17 Terminations 17,18 Non-Financial Agreement 18 Sample Non-Financial Agreement 19-22 General Responsibilities of a Supervisor 23 Checklist for New Youth Employment and Training Program 24 Orientating Youth 25 Training Youth 25,26 Job Instruction Training 26,27 Helpful Tips in Understanding Youth Participants 28 980346 IMPORTANT REFERENCE INFORMATION Your Youth Employment Technician is: Your Youth Employment Technician's telephone number is 353-3800. NOTIFY YOUR YOUTH EMPLOYMENT TECHNICIAN IF: A Youth Employment and Training Program youth is injured or involved in an accident. - A Youth Employment and Training Program youth is absent. A participant reports that a check is lost, stolen, inaccurate or misplaced. - A termination of the participant's employment appears warranted. - You or anyone at your agency has any complaints or problems with Youth Employment and Training Program participants. You have any specific questions about your worksite agreement, participants, operating or payroll procedures, or require technical assistance. Worksite Supervisor Handbook -1- 980 345 Employment Information for Weld County Youth Employment and Training Program Worksite Supervisor I. General A. Youth Employment Technician During the Youth Employment Program, there will be a Youth Employment Technician assigned to the Youth Employee and the Worksite Supervisor. He/She will assist both the Youth Employee and the Worksite Supervisor with any problems that may occur. The Youth Employment Technician will also be responsible for collecting the Timekeeping Logs, distributing payroll checks, providing Labor Market Information, and the monitoring of worksites. B. Youth Employee Classification The Youth Employee will be classified as a temporary, part-time hourly paid employee of the Weld County Division of Human Resources' Employment Services only during the term of this agreement. Temporary, part-time employees of the Youth Employment Program are entitled to a portion of the Division of Human Resources' fringe benefits. These benefits include Workers' Compensation and Social Security. The Youth Employee will be employed for a limited period of time as specified in the Memorandum of Agreement. C. Memorandum of Agreement The Memorandum of Agreement is a written contract between the worksite facility, the youth employee, and Employment Services of Weld County, that states the following: 1. The effective starting and ending dates that the youth employee will be employed at the worksite. 2. The hourly pay rate that the youth will receive. 3. The job title. 4. The worksite's name, address and the supervisor's name, title, and telephone number. 5. The youth employee's work schedule. 6. The youth employee's job duties. D. Worksite Agreement Changes: Modification to the Youth Employment and Training Program Memorandum of Agreement. 1. The original Memorandum of Agreement must be adjusted (modified) for the following reasons: Worksite Supervisor Handbook -2- 98034E eaployment and Traiainq Program Meemraaev Of Agreememt zmpu nee: srvt C0 DF WILD COURTS IDTa sp`n DATE OF COmnACT veld County Division of Ban Aaaauter Fray / / P.O. So: LS GS Manta Oq rear 1331 R. 17t3 Avenue Greeley. Colorsao 60632 Throe / / :303) 331-0613 Month Day Tear Purpose: The amount. duration. tarns and condition@ of an agreement of services between tie Placement Facility, Employee. and 2Ahloymeot Service of Weld County are setanlisaed to provide employment for eligible participants. Modifications: This Agreement say be aedifLed at say time with the Kitten consent of all parties. Wage statement: The employee will ha paid per hour anserdiaq to tam Jon Training Partnership Act roles and rnguatima during the tars of this Agreement. Sonjedt tO sae tares and condition described in the mem-financial egret. The employee small be classified as a temporary employee of the imploynnt Service. of Weld County during the tern of this Agreement. Source of SunOlna: The source of funding for payment by Saploymest Services of Weld County to the employee shall be the Job training Partnerenip Act Program funds. The term Of this agreement is subject to the availability of Sunda. Job Title: The Employee will be working days per went (Specify days) work Station From To Placement Facility (ties) TCRAL SOURS OF POtCSNINS PER Wes: Address City State Zip The Reployee will be attending classes days par weak Work Station Mdress (if different) (specify days) Fran To Alternate sort Sits in Casa of bad rescuer) (time) TUTAL SOURS OF CLAWS PS WSx: Direct supervisor'. Same Title Statement of vork:(traininq outline of job duties) A. Talepnene honer 3. C. D. E. The Placement Facility, Employee, and Siployeemt garottes of Weld County mutually epee to participate in the Work impatience Training Program in strict accordance with the tarns and conditions herein specified. Further, the parties mutually understand, agree, and acknowledge receipt of all agreement exhibits. Employee: Placement Facility, lame Placement Facility AutaariZed Representative Address Title City state Zip x Plainalent Facility Employee signature Date x Designee Signature Date White Copy: File Yellow Copy: Placement Facility employment ssrvieem Of Weld county Pink: employes Worksite Supervisor Handbook -3 980346 - a. A change in employment must be specified including new dates of employment, work time, or job title/duties. b. A change in the worksite supervisor. 2. The Youth Employment Technician must be notified immediately when any change at the worksite occurs. Permission to change work schedules must be approved by the Employment Services of Weld County's Special Programs Coordinator before the change takes place. E. Wages 1. The Youth Employment Program of the Employment Services of Weld County agrees to pay the Youth Employee the specified hourly wage, which is minimum wage as specified in the Memorandum of Agreement. 2. The Youth Employment Program will not provide the Youth Employee for salary or merit increases during the term of this Agreement. The hourly wage will be minimum wage and will only be adjusted in accordance with federal and state regulations. 3. The Youth Employee will be paid only for those hours worked. Excused absences will not be paid and cannot be substituted or made-up at another time. 4. Payment of the bonus for classroom activity will be dependent upon successful completion of the requirements of the ONE component that the youth is enrolled into. This bonus will be given, if appropriate, at the end of the Youth Employment and Training Program. 5. The Youth Employment Program will pay the Youth Employee for working at the worksite up to approximately thirty-two (32) hours per week, as specified in the Memorandum of Agreement. F. Payroll Time Sheets- Evaluations 1. The Youth Employee must sign in at the beginning and sign out at the end of the work period. The Youth Employee will write down only the actual hours worked. (Lunch break will not be included.) 2. The Youth Employee will not be paid in advance for hours not worked. Time sheets will be maintained daily from Monday through Friday by the Youth Employee and the Worksite Supervisor. 3. At the end of every second pay period, the Youth Employee and the Worksite Supervisor must sign the Payroll Time Sheet verifying the hours which the youth worked. The Worksite Supervisor is not authorized to sign these forms for the Youth Employee. Worksite Supervisor Handbook -4- 980346 EMPLOYMENT SERVICES OF VELD COINTY MODIFICATION TO THE TOOTH EMPLOYMENT AND TRAINING PROGRAM MEIORAMDIN OF AOIEDENT Instructions: 1) Only the Employment Services of Weld County's Special Programs Coordinator may authorize Youth Employment Technicians to grant changes to the Memorandum of Agreement. The Coordinator will not authorize overtime or compensatory time. Permission to grant changes to the ITemorandue of Agreement must be in-hand prior to the youth employee being allowed to start these changes. • 2) In emergenev situations, changes to the Memorandum of Agreement may be authorized verbally; however, written . authorization must follem. ]) Each request for a change to the Memorandum of Agreement shall be approved/denied based en that instance only. • Approval/denial of any request does not apply to subsequent requests. 1) Complete the feller n/1 sections(s) that applies and submit it to the Coordinator. The form will be returned to the Youth Employment Technician, and distributed as listed at the bottom of the page. Youth Employee Name: EFFECTIVE DATE OF MODIFIED CONTRACT From t i aye ssar JOB TITLE: The Youth Employee will be working Workdays per meek Station (specify days) from to Placement Facility (time) TOTAL MUMS OF EMPLOYMENT PER WEEK: Morels City State Zip STATEMENT OF WORK: (Outline of job duties) Bork Station Aggress Of different) A. B. Alternate Work Site (In case of adverse weather) C. Direct Supervisor's Mace Title D. lelepn um one number E. Extend Contract Through oontn� aye eP ar Approved: Special Programs Coorainator Denied: I understand that this does not constitute overtime or a request for compensatory time. This request is to adjust th: Memorandum of Agreement for the sections completed above. Touch Employee Date Touts Employment Technician Date b'lacenent Facility Designee Data White Copy: Youth File Yellow Copy: Youth Participant Pink Copy: Placement Facility Worksite Supervisor Handbook _5- 980346 4. At the end of each pay period, the worksite supervisor will evaluate the Youth Employee's performance and review it with him/her. Copies will go to the Youth Employment Technician, Youth Employee, and the Worksite Supervisor. G. Payroll Procedures 1. Paychecks will be mailed to the Youth Employee by the Youth Employment Technician in accordance with the payroll schedule. (See page 10) 2. For the one pay period that youth are required to pick up their check, paychecks will not be given to a youth who does not have proper identification, which would need to be one of the following: a. Driver's License b. School Picture Identification Card c. An Authorized Picture Identification Card d. Signature Card authorized by the Summer Youth Employment Program 3. Social Security cards are not acceptable forms of identification. H. Evaluations 1. Evaluating Participant's Performance You are expected to observe and evaluate the competence, behavior, and performance of each participant you supervise. Youth want to know what is expected of them, how well they are meeting these expectations, and how they can improve. You can satisfy these needs by adequate performance evaluations. Youth are sensitive to criticism, so emphasis should be on positive reinforcement. Try to avoid focusing attention on incorrect elements in the participant's performance. If necessary repeat the job instruction training cycle. Set high, but attainable standards, and praise improvement. 2. Performance evaluations can help you to: a. Let the participants know what is expected and how well these expectations are being met. b. Plan the work better by being able to estimate what participants can accomplish. c. Determine training needs. d. Identify participants who need more information. Worksite Supervisor Handbook -6- 98Zi3 45 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- 980 46 c. Step 3: Evaluate youth performance and work maturity. In your daily contact with the youth, observe their performance and make written notes to help you recall what has happened. Good and poor behavior or commendable and weak performance call for action on your part. d. Step 4: Evaluate youth performance and work maturity. During this work experience, the goal will be to assist the participant to achieve competency in work maturity skills. The supervisor's evaluation is most important in measuring the progress that the youth is making towards this goal. e. Step 5: Discuss the evaluation with each youth. Performance should be discussed with each youth at least every two weeks to provide timely feedback and appropriate reinforcement. As far as possible: 1. Pick a place and time where you can be alone with the youth with no interruptions. 2. Keep an eye on your target - improving behavior and performance and helping to achieve work maturity skills - not pinpointing poor performance. 3. Build on strengths, not weaknesses; praise whenever appropriate. 4. Encourage questions and interest in improving performance. 5. Listen for problems, difficulties and suggestions. 6. Don't argue about standards and level of performance or make embarrassing comparisons. 7. Encourage attempts to improve performance. f. Step 6: Take appropriate action. Evaluating performance is only useful to determine action to bring about improvement. Some such actions are: 1. Assist the youth in carrying out a self- improvement program. 2. Provide guidance, counseling, training and encouragement. 3. Change the youth's assignment. 4. Restructure duties and tasks to improve opportunities for development. 5. Recognize and reward high level performance. Worksite Supervisor Handbook -8- 9803 46 PAYROLL TIME SHEET NAME: TECHNICIAN: SOCIAL SECURITY NUMBER: 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 5 = 100% Of Time Attends As Scheduled 4 = 90% Displays Positive Attitude 3 = 80% Follows Instructions 2 = 70% Completes Assigned Tasks 1 = 60% "I hereby certify the hours worked are correctly reported. " Total Hours : Employment Technician Signature "I hereby certify the hours worked "I hereby certify the hours are correctly reported. " worked are correctly reported. " • Employee Signature Worksite Supervisor Signature NOTE : ALL SIGNATURES MUST BE PRESENT OR PAYROLL WILL NOT BE PROCESSED Worksite Supervisor Handbook -9- 980346 SUMMER YOUTH EMPLOYMENT PAYROLL SCHEDULE Pay Period Date to Mail/Submit Pay Start/End To Employment Services Distributed 04-16-97 -04-30-97 04-30-97 05-15-97 05-01-97 -05-15-97 05-15-97 05-30-97 05-16-97 -05-31-97 05-31-97 06-13-97 06-01-97 -06-15-97 06-15-97 06-30-97 06-16-97 -06-30-97 06-30-97 07-15-97 07-01-97 -07-15-97 07-15-97 07-31-97 07-16-97 -07-31-97 07-31-97 08-15-97 08-01-97 -08-15-97 08-15-97 08-29-97 08-16-97 -08-31-97 08-31-97 09-15-97 09-01-97 -09-15-97 09-15-97 09-30-97 09-16-97 -09-30-97 09-30-97 10-15-97 * All summer youth payroll checks will be mailed to the youths residence with the exception of one day which will be selected. NOTE: Youth will be required to pick their check up for one pay period during the summer. Youth will be randomly selected and will be notified of the date by their Summer Youth Technician. The youth will need a photo I.D. in order to receive that check. Work Site Supervisor Handbook Page 10 980346 Laws Ru 1 e s Gu i d e l i n e s Tips Worksite Supervisor Handbook -11- 980,24c I. Worker's Compensation 1. All Youth Employees are covered by Worker's Compensation through the Youth Employment Program. Important guidelines for the Youth Employee and the Worksite Supervisor are: a. All injuries that occur during working hours and while on the job at the worksite must be reported immediately to the Worksite Supervisor. b. All injuries must be reported on the day that the injury occurs. 2. The Youth Employee and the Worksite Supervisor must follow the procedures described below: a. If an injury (regardless of how minor) occurs during work hours, the Youth Employee is directed to report that injury to the Worksite Supervisor on the day it occurs. The Youth Employment Technician should be contacted only if the Worksite Supervisor is not available. b. The Worksite Supervisor will then immediately call the Youth Employment Technician at 353-3800 to report the injury. If the Youth Employment Technician is not available, the Special Programs Coordinator should be contacted at 353-3800. c. After the Worksite Supervisor notifies the Youth Employment Technician, the Youth Employee will be advised as to further procedures. d. If the youth refuses medical attention, he/she needs to state in writing that he/she declined medical attention. The youth needs to sign and date this statement and give it to the Worksite Supervisor, who will then give it to the Youth Employment Technician. e. The Worksite Supervisor agrees to participate with Employment Services on further investigative procedures concerning a Worker's Compensation claim. 3. A Worker's Compensation claim may be denied if the Youth Employee goes to a private physician. The only exception will be if the injury is severe enough to be considered life threatening and require the use of an ambulance. In such a case, the Youth Employee will be taken to the nearest medical facility. Payment will not be paid for any Chiropractic services. 4. Before the Youth Employee is allowed to return to work, a written release is required from the physician stating the Youth Employee can return to work. Worksite Supervisor Handbook -12- 98024g 5. Failure to follow these established procedures and policies may result in the Youth Employee's claim and resulting medical expenses being denied. Also, if it is determined through staff investigation by Employment Services of Weld County and Weld County Personnel that the Youth Employee has fraudulently claimed an injury or illness under Worker's Compensation, the Youth Employee will be immediately terminated. J. Social Security The Youth Employment Program will provide Social Security benefits for the Youth Employee. K. Other Fringe Benefits The Youth Employment Program does not provide the following fringe benefits or payment for such benefits for the Youth Employee: 1. Health Insurance 2. Holidays or Holiday Pay 3. Sick Leave or Sick Pay 4. Life Insurance 5. Vacation Pay L. Compensatory Time The Youth Employment Program will not provide compensatory time or payment of such to the Youth Employee. The Worksite (Placement Facility) will not require the Youth Employee to work for more than the designated total hours of employment per week as described in the Memorandum of Agreement. The Worksite Supervisor cannot authorize the youth to substitute or make-up time while participating in the program. Any changes to the work schedule must have written approval from the Employment Services of Weld County's Special Programs Coordinator. M. Overtime The Youth Employment Program will not provide overtime hours or payment of such hours to the Youth Employee. The Worksite (Placement Facility) will not require the Youth Employee to work overtime. N. Reimbursable Expenses The Youth Employment Program will not provide reimbursement to the Youth Employee for mileage, parking fees, lodging, or other expenses associated with the program. The Worksite (Placement Facility) will not require the Youth Employee to participate in duties which result in the aforementioned expenses. Worksite Supervisor Handbook -13- 980346 0. Excused Absences 1. Sick Leave The Youth Employee is provided two (2) unpaid sick days during the Youth Employment Program. These sick days may be for a scheduled doctor's appointment which the Worksite Supervisor must be notified 48 hours in advance or an emergency sick day which the Worksite Supervisor must be notified prior to or at the Youth Employee's report time for work (no later than a half hour after work begins on the day the absence occurs) . The Worksite Supervisor must notify the Youth Employment Technician of the absence on the day it occurs. One additional day for sick will be allowed only if the Youth Employee or a member of the Youth Employee's immediate family has a serious illness and requires the assistance of the Youth Employee. Failure to follow these procedures will result in immediate termination. Immediate family includes: a Youth Employee's husband or wife, son or daughter, father, mother, brothers, sisters, father-in-law, mother-in-law, brother-in-law, sister-in-law, grandmother or grandfather. Example of Excused Absence: If the Youth Employee or an immediate family member is sick for three (3) consecutive days, the Youth Employee must obtain a physician's excuse for the days missed. The Youth Employee must notify his/her Worksite Supervisor prior to, or at the report time for work that day (no later than a half hour after work begins on the day the absence occurs) . Failure to follow these procedures will result in immediate termination. No substitution or make-up time will be allowed. Another Example of Excused Absence: If the Youth Employee is sick one (1) day and later within the Youth Employment Program is sick (serious illness) two (2) days in a row with a physician's excuse, the sick times will be excused. No substitutions or make-up time will be allowed. 2. Court Absence During the Youth Employment Program, the Youth Employee will be allotted a total of one (1) court day. The court appearance must have the prior approval of the Youth Employment Technician. No substitution or make-up time will be allowed. Worksite Supervisor Handbook -14- 980 345 3. Emergency Absence During the Youth Employment Program, the Youth employee will be allowed a total of one (1) emergency day. The Youth Employment Technician may provide emergency leave for major transportation problems (applies only to those Youth Employees living outside the Greeley Bus System) , child care problems (applies only for single parents) , eviction from housing, or to attend the funeral of a member of the Youth Employee's immediate family. Approval must be obtained from the Youth Employment Technician. This must be done prior to or at the report time for work that day (no later than a half hour after work begins on the day the absence occurs) . Depending on travel involved, the Youth Employee may be granted by the Youth Employment Technician, two (2) additional days leave without pay to attend the funeral of a member of the Youth Employee's immediate family. No substitutions or make-up time will be allowed. P. Vacation The Youth Employee must notify the Worksite Supervisor of plans to take time off from work for vacation purposes. This must be done at LEAST one (1) week before the youth employee's vacation begins. Failure to follow this procedure can result in termination from the Youth Employment and Training Program. The Worksite Supervisor needs to immediately inform the Youth Employment Technician if this violation occurs. Q. Other Leave The Youth Employee will not be provided any other type of leave except as described under the Excused Leave. If a Youth Employee requests leave, the Youth Employment Technician must be immediately informed by the Worksite Supervisor. II. Child Labor Laws A. The Worksite (Placement Facility) Supervisor and the Youth Employee agree to observe all applicable current Child Labor Laws. The following information is commonly asked about Child Labor provisions: 1. HOURS - TIME STANDARDS - 14 AND 15 YEAR OLDS MAY NOT WORK: a. Before 7:00 a.m. or after 7:00 p.m. during the school year. Worksite Supervisor Handbook -15- 980346 b. More than 3 hours a day on school days. c. More than 18 hours a week in school weeks. d. More than 8 hours a day on non-school days. 2. OCCUPATIONS PERMITTED FOR 14 AND 15 YEAR OLDS: a. Office and clerical work (including operation of office machines) b. Cashiering. c. Errand and delivery work by foot, bicycle, and public transportation. d. Clean-up work, including the use of vacuum cleaners and floor waxers, and the maintenance of grounds, but not including the use of power-driven mowers or cutters. e. Kitchen work, excluding electric knives, slicers, etc. f. Work in connection with cars and trucks, if confined to the following: 1. Dispensing gasoline and oil. 2. Car cleaning, washing and polishing. g. Cleaning vegetables and fruits, wrapping, sealing, labeling, weighing, pricing, and stocking goods. 3. OCCUPATIONS NOT PERMITTED FOR 14 AND 15 YEAR OLDS: a. Operation or tending of hoisting apparatus or any power- 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 of ladders, scaffolds or their substitutes; loading and unloading goods to and from trucks or conveyors. All occupations in warehouses except office and clerical work. Worksite Supervisor Handbook -16- 980345 4. OCCUPATIONS NOT PERMITTED FOR 16 AND 17 YEAR OLDS: a. Motor vehicle driving. Exceptions.: Incidental and occupational driving if the child holds a State license valid for the type of driving involved in the job performed and the vehicle is equipped with a seat belt or similar device for the driver and each helper. Motor vehicle will mean automobile, truck, truck-tractor, trailer, semi-trailer, or motorcycle. b. ANY WORK FROM LADDERS, SCAFFOLDS OR EQUIPMENT EXCEEDING 10 FEET IN HEIGHT c. Power-driven woodworking machines. d. Exposure to radioactive substances. e. Power-driven hoisting apparatus. f. Power-driven circular saws, band saws, and guillotine shears. g. Wrecking, demolition (including buildings) . h. Roofing operations. This term will mean all work performed in connection with the application of weatherproofing materials and substances (such as tar, pitch, asphalt prepared paper, tile, slate, metal, or wood) to roofs of buildings or other structures. This term also includes all work performed in connection with installation of roofs and alterations, additions, maintenance and repair, including painting and coating of existing roof. i. Excavation operations. B. Should a Worksite (Placement Facility) be found in violation of the Child Labor Law, it will be subject to immediate review. The removal of Youth Employees from the Worksite (Placement Facility) may result. Further, noncompliance with Child Labor Laws can result in severe civil and criminal penalties. III. Terminations A. Termination from the Youth Employment Program may happen for any of the following reasons: 1. Excused absences are exceeded; 2. Excessive tardiness or unexcused absences; Worksite Supervisor Handbook -17- 980345 3. Not participating in the job duties outlined in the Memorandum of Agreement; 4. Failing to show or call in late or taking an unauthorized day of leave; 5. Refusing to attend an interview after being referred to an unsubsidized job; 6. Fighting, stealing, using drugs or alcohol. Consequences: 1st time - Counseling Form 2nd time - Termination B. Immediate Termination will result for the following reasons: 1. Falsifying information on the time sheet or other forms. 2. Failing to follow the correct sick leave or vacation procedures. 3. Non-attendance of required classroom activities, or improper classroom behavior. IV. Non-Financial Agreement The Youth Employment and Training Program's Non-Financial Agreement is a contract between the Worksite (Placement Facility) and the Weld County Division of Human Resources' Employment Services of Weld County. It contains: A. The Worksite (Placement Facility) Responsibilities B. The Employment Services Responsibilities C. Assurances D. Modification and Termination Policies Worksite Supervisor Handbook -18- 980 346 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 Labor Laws, etc. ) The Agency agrees to contact the Special Programs Coordinator of the Employment and Training Program if any questions arisQf1.:,. ' concerning specific tools or the Child Labor Laws. p�fj White: Case Manager Page 1 of 4 Yellow: Worksite Worksite Supervisor Handbook -19- Youth Employment and Training Program Non-Financial Agreement vehicles. The Agency agrees to contact the Special Programs Coordinator for the Youth Employment and Training Program if any questions arise concerning specific tools or the Child Labor Laws. 8. Report to the Youth Employment Technician the days and hours which the Youth Employee has worked. The Youth Employment Technician will contact the Agency on the last day of the pay period to obtain the hours the youth worked for the Agency during that time period. The Agency agrees to maintain daily time sheets which will be made available to Employment Services or State staff for monitoring purposes. The pay period dates are specified on the Youth Payroll Schedule which is added hereto as Attachment A and is hereby made a part of this Agreement. 9. Grant the Youth Employee time off, for those hours deemed necessary and appropriate by Employment Services, for labor market information activities, monitoring activities, testing, counseling, etc. 10. Treat all Youth Employees in the same manner as other employees of the Agency, relative to such issues as safety and job performance. 11. Immediately contact the Youth Employment Technician regarding any difficulties the Agency may have concerning Youth Employee's performance, absence or tardiness, and Workers' Compensation accidents. 12. Follow the process outlined in regard to Workers' Compensation: a. If an injury (regardless of how minor) occurs during work hours, the Youth Employee must report his/her injury to the Agency the day that it occurs. The Agency should immediately contact the Youth Employment Technician or the Special Programs Coordinator, if the Youth Employment Technician is not available. b. The Youth Employment Technician shall inform the Agency of the specific procedures to follow. If the youth refuses medical attention, he/she needs to state in writing that he/she declined medical attention. The youth needs to sign and date this statement and give it to the Agency, who will then give it to the Youth Employment Technician. c. The Agency agrees to participate with Employment Services on further investigative report procedures concerning a Workers' Compensation claim. 13. Assure that all the Agency's worksites will abide by written policies. 14. Not to substitute or allow the Youth Employee to make up time for time missed from work. The Agency agrees to report to Employment Services any changes in work hours, work site, supervisor. etc. 15. Participate in any follow-up. monitoring, and evaluation procedures conducted or endorsed by Employment Services. 21-92-5034 Page 2 of 4 980346 Worksite Supervisor Handbook -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 worksite. 2. Provide the Agency with a copy of the general Memorandum of Agreement, provided to Youth Employees. This document must be signed by the supervisor and youth the day the youth starts to work. 3. Refer, if available, the agreed upon number of Youth Employees to the Agency for work experience. 4. Pay minimum wage for the hours of work completed by the Youth Employee. 5. Provide Workers' Compensation coverage for all Youth Employees who are participating in the work experience portion of the Youth Employment and Training Program. 6. Handle all check disbursements to the Youth Employee. 7. Dismiss for cause, those Youth Employees who: are not participating in the job duties outlined by the Agency in the Memorandum of AAgreement, which is signed by the Youth Employee; fail to show or call in ff late or take an unauthorized day of leave, according to the procedures outlined in the Worksite Supervisor's Handbook. The Youth Employment and Training Program has the sole authority to dismiss a participant, within the guidelines of his/her Memorandum of Agreement and the Worksite Supervisor's Handbook, as a work experience participant. 8. Monitor attendance in conjunction with the Agency. 9. Assist the Agency, upon the Agency's request. in resolving any possible disputes with the Youth Employee. 10. Provide labor market information and other class-type activities for the Youth Employee. 21-92-5034 Page 3 of 4 98031,5 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- 98024 GENERAL RESPONSIBILITIES OF A SUPERVISOR In general, a supervisor's job includes many varied tasks. Some of these, and how they might relate to your Youth Employment and Training participants include the following: CLARIFYING the relationship to the youth employee's job with the activities of the other employees in the agency. IMPLEMENTING the terms of the worksite agreement. ORIENTATING the youth to the overall worksite activities, the work to be performed, and the expected behavior. ON-THE-JOB TRAINING to help the youth gain skills and develop desirable work behavior. ASSIGNING youth tasks in line with their interests, capabilities, and growth patterns. PLANNING AND SCHEDULING work so that the worksite objectives will be achieved including weekly work plans. ORGANIZING the youth's tasks and materials so that coordination and cooperation can be achieved. DIRECTING the youth so that they understand what is to be done and can do it. MOTIVATING youth toward good work behavior and performance. COMMUNICATING with both the youth at your worksite and others who have impact upon them by listening and keeping all persons appropriately informed. SERVING AS A ROLE MODEL since youth will try to emulate an adult they look up to, particularly a work supervisor. COUNSELING youth with respect to career objectives and other program related matters. CHECKING AND CERTIFYING youth's time and attendance records. EVALUATING youth's behavior and performance and providing feedback to the youth. REPORTING to the Youth Employment Technician about problems and questions as required. SOLVING work problems that arise. Worksite Supervisor Handbook -23- 3803 6 CHECKLIST FOR NEW YOUTH EMPLOYMENT AND TRAINING PROGRAM EMPLOYEE ORIENTATION _ Provide employee with a copy of his/her description, and make sure he/she understands it. Explain the work of the unit. Explain the organization and functions of the unit. _ Tell the new employee where and to whom he/she reports. Also where to report in bad weather, if it is a different location. Explain the work area layout. Show him/her elevators, restrooms, water fountain, emergency exits, etc. Discuss eating facilities, parking, etc. _ Introduce the new employee to other supervisors and co-workers. Indicate the positions and duties of each. _ Explain safety regulations; location of firefighting equipment, what to do in case of fire, accident, or other emergencies. Explain hours of work, punctuality, good attendance. _ Explain types of leave, including: when and to whom requests should be made; person to telephone if sick. Discuss lunch and rest breaks, if any. Explain use of telephone: local and long distance calls; personal calls, courtesy. _ Explain other rules and regulations (apparel, smoking, personal appointments, etc.) Identify availability of help, if needed. _ Provide working aides (samples, forms, handbooks, manuals, procedures, orientation materials, telephone book, etc.) Explain how to get supplies, equipment, repairs, etc. , and how to care for property. Other items considered to be important for new employee orientation: Worksite Supervisor Handbook -24- 980e 45 Orientating Youth At first, the youth may feel out of place and not know how to behave. They may be confused about what is expected of them. It is up to you to make sure that they know and accept project objectives and rules. They must be informed of your expectations and the specific work they are to perform. Your orientation for youth should include: - Introduction to you and other workers. Description of worksite activities and objectives and how they are to be achieved, including a general description of the weekly work plan. - Explanation of work rules and expected work behavior. Preparation for the specific job to be done, tasks and skills needed, how these will be acquired, and relationships with other jobs. - Description of your role as supervisor and counselor. - Discussion of what youth can expect to gain from the program. Encourage and answer questions. If you don't know the answers, say so and find out and give the right answers. Training Youth Training is a major part of a supervisor's job, particularly with young workers. For these youth, learning skills and appropriate work behavior are primary program objectives. A successful trainer must: Know and be able to perform the task. - Understand each youth's uncertainty and feelings about the task. Motivate the youth to try to perform the task well. - Demonstrate and explain the elements of the task. - Let the youth perform the task, observe the performance carefully and provide positive reinforcement until the youth demonstrates competence. - Periodically evaluate performance and provide supportive feedback. Instructing young workers, individually or in groups, requires preparation. This is necessary even if you have a high degree of competence in the job. Worksite Supervisor Handbook -25- 980 ,-g To get ready: Have a timetable: know how much skill you expect the youth to acquire, by when. - Break down the job into specific tasks and each task into steps. - Identify key steps which require a new skill or are essential for success. Pick out key points, such as worker safety or cooperation with other staff, which are particularly important for young workers. Review the performance of each element of the task so that it is clear in your mind. Determine what materials, supplies and equipment are needed to perform the task and make sure that everything is ready. - Check the workplace and arrange it just as you expect the youth to keep it. Job Instruction Training The following five-step instructional plan has been used in industry and government for more than 35 years to train millions of workers. If you understand it and learn to use it effectively, you will have gained a life-long skill. STEP 1. Prepare the Youth Employment and Training Program Worker Put the participant at ease. Describe the task and explain how it fits into the total job. Find out what he or she knows about the task and motivate the participant to learn to perform it well. Emphasize key points such as safety, contacts with the public, required accuracy, and coordination with other workers. STEP 2. Present the Task Perform the task element by element. Tell the participant what you are going to do and explain why. Show the youth how to perform the task, one element at a time. Stress key points. If danger is present, describe it and show how to avoid it. For example, if the youth will be expected to lift a heavy object, describe the danger of back strain and demonstrate the correct way to lift. Instruct clearly, completely, and patiently. Demonstrate no more than the youth can master at one time. Repeat until the youth understands and is ready to demonstrate. STEP 3. Try Out Performance Have the participant perform the task, explaining each key point to you as the task is being performed. Carefully note the participant's explanation and competency. Worksite Supervisor Handbook -26- S801A� STEP 4. Reinforce Competency Review the participant's performance, reinforcing appropriate behavior. Where he or she did not show understanding or appropriate behavior, redemonstrate. Do not focus on pointing out what was unsatisfactory performance. Repeat steps 3 and 4 until you are satisfied. STEP 5. Follow Up Assign the participant to the regular task. Check often at first, then less and less frequently. Encourage questions. Worksite Supervisor Handbook -27- 400a;.)q ti HELPFUL TIPS IN UNDERSTANDING YOUTH PARTICIPANTS The following list may be useful in helping you better understand and deal with the youth participants. Of course, these general statements will not apply in all areas, but are offered as information which has been learned from previous Youth Employment Training Program experience. - Many youth have had exposure only to low-level and low-paid jobs and may react by resisting work experiences which have the same characteristics. - For many this will be their first work experience. They may have unrealistic ideas about work. Your opportunity will be to guide their attitude and behavior development. Because this may be their first job experience, many will be testing their abilities and discovering their vocational preferences for the first time. - It is important not to undervalue any useful work; it is important that the youth understand the importance of their job and that by doing one job well can lead to a better opportunity to move into a more demanding job. The work experience itself must be meaningful to the youth, thus enabling an increase in the youth's feeling of self-worth. - If the youth can understand the meaning and use of the tasks that they perform, they will be more likely to develop a positive attitude toward their work and it will help to create a better social climate in which the youth can learn from the work experience. - Be aware of the age differences among Youth Employment and Training Program participants; an 18 year old is probably more skilled and experienced than the 14 year old whose work experience is his/her first. You will probably need to offer more guidance to the younger, first time worker. All youth, regardless of age, should be allowed to try out different tasks. Every work assignment should have responsibility and challenge if youth are to develop good work habits. - The work experience should be a collaborative effort between everyone at the worksite: workers and supervisors, permanent and summer workers, youth and adults. - Youth respond positively to skilled and competent supervision, skilled and productive fellow workers, and to high work standards. - Rewarding achievement, expressing interest in a youth's performance and providing encouragement are effective and positive supervisory techniques. Ignoring or punishing poor work behavior and performance is not productive or effective. - Introduce new work elements or provide work counseling if youth becomes bored, indifferent, or dissatisfied. Notify your Youth Employment Technician if there is a consistent attitude problem. - When youth are well supervised, understand what they are doing, kept busy, given the proper equipment, and allowed to use free time constructively they will respond well. Worksite Supervisor Handbook -28- 9802 1.. • A -1'4cchrne_v t C) • siwroxe In . 11111 JtIIIIIII. • A GOO 180014 I4IIItII .1 %5��' fi l l . .f ..i. S... Mf 1.•.55' 000 60110 5 ., 5::0f} SUMMER YOUTH ... .... • EMPLOYMENT AND TRAINING PROGRAM • PARTICIPANT HANDBOOK EMPLOYMENT SERVICES OF WELD COUNTY 1551 NORTH 17th AVE. P.O. BOX 1805 GREELEY, COLORADO 80632 9802,16 r :ta 1, � _- � DEPARTMENT OF HUMAN RESOURCES + EMPLOYMENT SERVICES OF WELD COUNTY 1551 NORTH 17TH AVENUE PO.BOX 1805 GREELEY.COLORAD080832 • lige • • APPLICANT(303)353-3815 • EMPLOYER 1303;353.3800 COLORADO WELCOME TO THE WELD COUNTY YOUTH EMPLOYMENT AND TRAINING PROGRAM The purpose of the Youth Employment and Training Program is to provide you with an opportunity to learn good work habits, gain experience, obtain a better understanding of the work world, and develop basic skills competency. Your job can be fun and rewarding, but it is up to you to make the best of it. This handbook will inform you of employment policies and procedures , which are sometimes referred to as terms and conditions. It will also provide some general employment information that you may find useful in your employment future. It is important that you read this handbook carefully and keep it handy throughout your participation in this program so that you understand what is expected of you and what your employee rights are. We look forward to working with you. Sincerely, Ted Long Linda Perez Special Programs Coo'?dtnator Director Employment Services 98O2 413 WELD COUNTY'S YOUTH EMPLOYMENT AND TRAINING PROGRAM YOUTH PARTICIPANT'S HANDBOOK Welcome Letter to the Youth Participant - Important Reference Information About My Job 1 Employment Information for Weld County Youth Employment and Training Program Participants 2 . Youth Employment Technician 2 Youth Employee Classification 2 Memorandum of Agreement - Worksite Agreement Changes (Modification to Memorandum of Agreement) 2,4 'Sample Memorandum of Agreement 3 Wages 4 Sign In/Out - Timekeeping Logs - Evaluations 4 Payroll Procedures 4,6 Sample Modification to Memorandum of Agreement 5 Sample Sign In/Out Sheet 7 Sample Monthly Time Keeping Log 8 Payroll Schedule 9 Worker's Compensation 10 Social Security 10 Other Fringe Benefits 11 Compensatory Time 11 Overtime 11 Reimbursable Expenses 11 Excused Absences 11,12 Vacation 12 Other Leave 12 Child Labor Laws 13,14 Terminations 14 Problems/Grievances in the Workplace 14 Complaint Procedures 15 Evaluations 15 Classes • 15 • Sample Complaint Procedures Form 16 Sample Individual with Disability Discrimination Complaint Procedures Form 17 Sample Class Schedule 18 Summer Job Checklist 19 Other Employment Information Resume Basics 20 Sample Resume P1 Job Application Pointers 22 Sample of a General Employment Application 23.P4 Your Appearance at the Interview 25 19 Points to edge out Competition 26 Psyching up for the Interview 27 Job Interview Questions 28 Interviewing "Tough" Questions 29 Review These Tips for Good Interviewing Skills 30 How to Keep a Job 31 • 980345 IMPORTANT REFERENCE INFORMATION ABOUT MY JOB My Worksite Supervisor's Name is: Worksite Name: - Department: Address: Telephone Number: YOU MUST CALL YOUR SUPERVISOR: - when you are going to be late to work - when you are going to be absent from work - any other time that he or she asks you to My Youth Employment Technician's Name is: Agency Name: Employment Services of Weld County Address: 1551 North 17th Avenue P.O. Box 1805 Greeley, Colorado 80632 Telephone: 353-3815 YOU MUST CALL YOUR YOUTH EMPLOYMENT TECHNICIAN - when you are having any problem on the job that you can't solve on your own - when problems come up with your paychecks or your time cards MOST IMPORTANT TO REMEMBER: For any problem you have you should first talk to your worksite supervisor. If you think your worksite supervisor is causing the problem and you can't talk to him or her about it. talk to your Youth Employment Technician. No problem is too big or too - small. Your Youth Employment Technician is here to help you make your job a good one. Youth Participant Handbook -1- ` 2F 0345 Employment Information for Weld Coun$y Youth Employment and Training Program Participants ' I. General A. Youth Employment Technician . During the Youth Employment Program, there will be a Youth Employment • Technician assigned to provide assistance to you and the Worksite Supervisor with any problems that may occur. The Youth Employment Technician will also be responsible for collecting the Timekeeping Logs. distributing payroll checks. providing Labor Market information, and the monitoring of worksites. B. Youth Employee Classification You will be classified as a temporary. part-time hourly paid employee of the Weld County Division of Human Resources' Employment Services only during the term of this agreement. Temporary, part-time employees of the Youth Employment Program are entitled to a portion of the Division of Human Resources' fringe benefits. These benefits include Workers' Compensation and Social Security. You will be be employed for a limited period of time as specified in the Memorandum of Agreement. C. Memorandum of Agreement The Memorandum of Agreement is a written contract between the worksite facility. Employment Services of Weld County and you, that states the following: 1. The effective starting and ending dates that you will be employed at a worksite. 2. The hourly pay rate you will receive. 3. The job title. 4. The worksite's name. adaress and the supervisor's name, title and telephone number. 5. Your work schedule. 6. Your 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: a. A change in employment must be specified including new dates of employment. work times or Job title/duties. b. A change in the worksite supervisor. %Youth Participant Handbook -2- cc 98034:7 t.pleyme.t and tn4aiag hares Memoranda of Agreement 1J41GDODtt /tnn]C23 CO vnn fat,n MtpTlti DATT C+ Orr vela County Division of lenaa a scathe Fees / / P.O. mot 1103 1311 X. 17th Mena leak Day Tenn Greeley. Colorado Ian That / / (307) 3574113 kith Day Tres Purpose! The asset, duration. terms sad enaaitiots Of en agreement Of services bor aen the plan Facility, imployes, mad trgleyeent Services of Weld Ceuaty are mataollsaad to prwids ampleyant for eligible portielpsata. awifiwtioaar This Agnew my ae Wined at may ties with the written swat et all parties. rage /tattmentr The =playa will ha paid per bar scoorang to the Job trafaiag Partnership Act Was ass regalattaa during WI tarn of this Agreed. subject to the taw end endstiena described la the am..f_aaa-lal mgreaaest. the employee wall be classified as a tYgorary wane of ho Yµeyeent Services of Weld County Suring the tea of this Agreemet. Source of fading: The wows of funding for payment by Sitpleyeent Services of Wald Chatty to the Ware elan he the Jan Tnalalag fmrtearwip Act Fregrw funds. TM tare of Ulm agreement is subject to the ovaa/Wilty Of tads. Jab Title: The agloyee will be actin days per vest (apscah days( wort Station Fran To Placement Facility (tine( TODL SCUPS 07 Deland) PDt wa: Ahdttsa • City flats tip The Lplayse will O attesting claw days par wW Work Station Address (IC different( (specify aye( from To Altarna a wort site lin Caro Of sae weethec( (time( SOIL ECM' Of Grin 1D( Weis Dirct Supervisor's meme Title atatar nt of vortt(trainiag wtlime of jab duties) A. :elapaone mutter S. C. D. X. The Plasmas facility, Employee, and taleyeat Service of Veld County mutually agree to participate la t. Wort ttpenres Training Program is strict aeananw with tarn tares end conditions (emit specified. further, the parties mutually undantaad, agree, and acknowledge receipt of all agrat etalbl s. to r - Plae as Facility( Same Plswneat facility Authorised Aepna ntatrve Andreae Title City state tip E I'- •at faculty Tapley.. stratum Date E l Designees Signature' Date Whits Copy. file .^n Tallow Copy: flac�t Facility QCy®e.:,'¢S t;leyeent Sarandon Of Wald Coati Platt bpleyan i Youth Participant Handbook Page 3 2. The Youth Employment Technician should be notified Immediately when any change at the worksite occurs. Permission to change the Memorandum of Agreement must be approved by the Employment Services of Weld County's Special Programs Coordinator before the change takes place. E. Wages 1. The Youth Employment Program of the Employment Services of Weld County agrees to pay the specified hourly wage, which is minimum - • wage, as specified in the Memorandum of Agreement. 2. The Youth Employment Program will not provide for salary or merit increases during the term of thiseement. The hourly wage will be minimum wage and will only be adjusted in accordance with federal and state regulations. 3. You will only be paid for those hours worked. Excused absences will not be paid and cannot be substituted or made-up at another time. 4. Payment of the bonus for classroom activity will depend upon successful completion of the requirements of the ONE component that you are enrolled into. This bonus will be given,T# appropriate, at the end of the Youth Employment and Training Program. The Youth Employment Program will pay you for working at the worksite up to approximately twenty-four (24) hours per week as specified in the Memorandum of Agreement. F. Sign In/Out - Timekeeping Logs - Evaluations 1. You must sign in at the beginning and sign out at the end of the work period. You must write down only the actual hours worked. (Lunch break must not be included.) 2. You will not be paid in advance for hours not worked. Timekeeping Logs will be maintained weekly from Monday through Friday by the Youth Employment Technician, Worksite Supervisor and you. 3. At the end of every second pay period, your Worksite Supervisor and you must sign the Timekeeping Log and verify the hours that you worked. The Worksite Supervisor is not authorized to sign these forms for the you. 4. At the end of each month, the worksite supervisor will evaluate your performance and review it with you. Copies will be given to the Youth Employment Technician, the Worksite Supervisor, and you. 6. Payroll Procedures 1. Paychecks will be distributed to you by the Youth Employment Technician at a previously designated place and according to a paycheck schedule. (See Page 9) Youth Participant Handbook -4- 9S0 a5 EMPLOYMENT SERVICES Of VELD COUNTY MODIFICATION TO THE YOUTH DPLOYMENT AND TRAINING PROGRAM iEM3RMDLM 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 Meewrandun of Agreement. The Coordinator will not authorize overtime or compensatory time. Permission to grant changes to the Memorandum of Agreement must be to-hand prior to the youth employee being allowed to start these changes. 2) In emergency situations. changes to the Memoranda of Agreement may be authorized verbally; however, written • -authorization must follow. 3) Each request for a change to the Memorandum of Agreement shall be approved/denied based on that instance only. Approval/denial of any request does not apply to subsequent requests. 4) Complete the following sections(s) that applies and submit it to the Coordinator. The form will be returned to the Youth Employment Technician, and distributed as listed at the bottom of the page. Youth Fmpioyee Name: EFFECTIVE DATE OF MODIFIED CONTRACT From / / o - any e4 it JOB TITLE: The Youth Employes will be working days per week Work Station (specify Gaya) from to Placement Facility (time) TOTAL HOURS OF EMPLOYMENT PER WEEK: Address City State Zip STATEMENT OF WORK: (Outline of job duties) Bork Station Address (If different) A. B. Alternate ►ork site (In case of adverse weather) C. Direct Supervisor's Name litle 0. Telephone Number E. Extend Contract Through Month aD y� a4 ar Approved: Special Programs Coordinator Denied: I understand that this does not constitute overtime or a request for compensatory time. This request is to adjust the Memorandum of Agreement for the sections completed above. 'Youth Employee Date Touth Employment Technician Date • Placement Facility Designee Date White Copy: Youth File Yellow Copy: Youth Participant Pink Copy: Placement Facility Youth Participant Handbook -5- 9805 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- • 9SO 4si PAYROLL TIME SHEET NAME: TECHNICIAN: SOCIAL SECURITY NUMBER: 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 5 = 100% Of Time Attends As Scheduled 4 = 90% Displays Positive Attitude 3 = 80% Follows Instructions 2 = 70% Completes Assigned Tasks 1 = 60% "I hereby certify the hours worked are correctly reported. " Total Hours : Employment Technician Signature "I hereby certify the hours worked "I hereby certify the hours are correctly reported. " worked are correctly reported. " 980fMS 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 Date to Mail/Submit Pay Start/End To Employment Services Distributed 04-16-97-04-30-97 04-30-97 05-15-97 05-01-97-05-15-97 05-15-97 05-30-97 05-16-97 -05-31-97 05-31-97 06-13-97 06-01-97 -06-15-97 06-15-97 06-30-97 06-16-97 -06-30-97 06-30-97 07-15-97 07-01-97 -07-15-97 07-15-97 07-31-97 07-16-97 -07-31-97 07-31-97 08-15-97 08-01-97 -08-15-97 08-15-97 08-29-97 08-16-97 -08-31-97 08-31-97 09-15-97 09-01-97 -09-15-97 09-15-97 09-30-97 09-16-97 -09-30-97 09-30-97 10-15-97 * All Summer Youth payroll checks will be mailed to the youths residence with the exception of one day which will be selected. NOTE: Youth will be required to pick their check up for one pay period during the summer. Youth will be randomly selected and will be notified of the date by their Summer Youth Technician. The youth will need a photo I.D. in order to receive that check. Youth Participant Handbook Page 8 980346 flaws Ru 1 e s Guideline Tip s -9- Q80 5 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 immediately 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. Theoyment Technician should be contacted only if the Worksite Supervisor is not available. b. The Worksite Supervisor will then immediately telephone the Youth Employment Technician at 353-3815 to report the injury. If the Youth Employment Technician is not available, the Special Programs Coordinator should be contacted at 353-3815. c. After the Worksite Supervisor notifies the Youth Employment Technician, you will be advised as to further procedures. d. If you refuse medical attention, you need to state in writing that you declined medical attention. You need to sign and date this statement and give it to the Worksite Supervisor, who will then give it to the Youth Employment Technician. e. The Worksite Supervisor will participate with Employment Services on further investigative procedures concerning a Worker's Compen- sation claim. 3. A Worker's Compensation claim may be denied if you go to a private physician. The only exception will be if the injury is severe enough to require the use of an ambulance. In such a case, you will be taken to the nearest medical facility. Payment will be not be paid for any Chiropractic services. • 4. Before you are allowed to return to work, a written release is required from the physician stating that you can return to work. 5. Failure to follow these established procedures and policies may result in your claim and resulting medical expenses being denied. Also, if it is determined through staff investigation by Employment Services of Weld County and Weld County Personnel that you fraudulently claimed an injury or illness under Workers' Compensation, you will be immediately terminated from your employment. I. Social Security The Youth Employment Program will provide Social Security benefits for you. 'Youth Participant Handbook -10- 28O2 J. Other Fringe Benefits The Youth Employment Program will not provide the following fringe benefits or payment for such benefits for you. 1. Health Insurance 2. Holidays or Holiday Pay 3. Sick Leave or Sick Pay 4. Life Insurance 5. Vacation Pay K. Compensatory Time The Youth Employment Program will not provide compensatory time or payment of such to you. The Worksite (Placement Facility) will not require you to work for more than the designated total hours of employment per week as described in the Memorandum of Agreement. The Worksite Supervisor cannot authorize you to substitute or make-up time while participating in the program. Any changes to the work schedule must have written approval from the Weld County Employment Services' Special Programs Coordinator. L. Overtime The Youth Employment Program will not provide overtime hours or payment of such hours to you. The Worksite (Placement Facility) will not require you to work overtime. M. Reimbursable Expenses The Youth Employment Program will not provide reimbursement to you for mileage, parking fees, lodging , or other expenses associated with the program. The Worksite (Placement Facility) will not require you to participate in duties which result in the aforementioned expenses. N. Excused Absences: 1. Sick Leave You are provided two (2) unpaid sick days during the Youth Employment Program. These sick days may be for a scheduled doctor's appointment of which the Worksite Supervisor must be notified 48 hours in advance, or an emergency sick day of which the Worksite Supervisor must be notified prior to or at the report time for work (no later than a half hour after work begins on the day the absence occurs.) The Worksite Supervisor must notify the Youth Employment Technician of the absence on the day it occurs. One additional day for sick leave will be allowed only if you have a serious illness or a member of your immediate family has a serious illness and requires your assistance. Failure to follow these procedures will result in immediate termination. Immediate family includes; your husband or wife, son or daughter, father, mother, brothers, sisters, father-in-law, mother-in-law brother-in-law, sister-in-law, grandmother or grandfather. Youth Participant Handbook -11- 980346 Example of Excused Absence: If you or an immediate family member. who requires your assistance. is sick for three (3) consecutive days. you must obtain a physician's excuse for the days missed. You must notify your Worksite Supervisor prior to or at the report time for work that day (no later than one-half hour after work begins on the day the absence occurs). Failure to follow these procedures will result in immediate termination. No substitution or make-up of time will be allowed. Another Example of Excused Absence: If you are sick one (1) day. and later within the Youth Employment Program. are sick (serious illness) two (2) days in a row with a physician's excuse. the sick times will be excused. No substitutions or make-up of time will be allowed. 2. Court Absence During the Youth Employment Program. you will be allowed a total of one (1) court day. The court appearance must have the prior approval of the Youth Employment Technician. No substitution or make-up of time will be allowed. 3. Emergency Absence During the Youth Employment Program. you will be allowed a total of one (1) emergency day. The Youth Employment Technician may provide emergency leave for ma4or transportation problems (applies only to those Youth Employees living outside the Greeley Bus System). child care problems (applies only for single parents) , eviction from housing, or to attend the funeral of a member of your immediate family. Approval must be obtained from the Youth Employment Technician. This must be done prior to or at the report time for work that day (no later than one-half hour after work begins on the day the absence occurs. ) Depending on travel involved. you may be granted by the Youth Employment Tech n cian. 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 MUTE 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 musiramediately informed by you. Youth Participant Handbook -12- 9802 6 II. Child Labor Laws A. The Worksite (Placement Facility) Supervisor and you agree to observe all applicable Child Labor Laws. The following information is commonly asked about Child Labor provisions: 1. HOURS - TIME STANDARDS - 14 AND 15 YEAR OLDS MAY NOT WORK: A. Before 7:00 a.m. or after 7:00 p.m. during the school year. b. More than 3 hours a day on school days. c. More than 18 hours a week in school weeks. d. More than B hours a day on non-school days. 2. OCCUPATIONS PERMITTED FOR 14 AND 15 YEAR OLDS: a. Office and clerical work (including operation of office machines) b. Cashiering. c. Errand and delivery work by foot, bicycle, and public transportation. d. Clean-up work, including the use of vacuum cleaners and floor waxers and the maintenance of grounds, but not including the use of power driven mowers or cutters. e. Kitchen work, excluding electric knives, slicers, etc. f. Work in connection with cars and trucks, if confined to the following 1. Dispensing gasoline and oil. 2. Car cleaning, washing and polishing. B. Cleaning vegetables and fruits, wrapping, sealing, labeling, weighing pricing, and stocking goods. 3. OCCUPATIONS NOT PERMITTED FOR 14 AND 15 YEAR OLDS: a. Operation or tending of hoisting apparatus or any power-drive machinery. This includes power mowers, electric hedge trimmers, am power driven snow removers. Youth aged 14 and 15 must not operate thi, equipment in their job. b. Occupations in connection with: transportation, warehousing, storage construction, and manufacturing. c. Occupations in retail, food service or garden establishments. Wor: performed in or about boiler or engine rooms; work in connection wit maintenance or repair of the establishment, machines or equipment outside window washing that involves working from window sills and al work requiring the use of ladders, scaffolds or their substitutes loading and unloading goods to and from trucks or conveyors. Al. occupations in warehouses except office and clerical work. 4. OCCUPATIONS NOT PERMITTED FOR 16 AND 17 YEAR OLDS: a. Motor vehicle driving. . Exceptions: Incidental and occupationa driving if the child holds a State license valid for the type o driving involved in the job performed and the vehicle is equipped wit a seat belt or similar device for the driver and each helper. Moto vehicle will mean automobile, truck, . truck-tractor. trailer, semi trailer, or motorcycle. b. ANY WORK FROM LADDERS, SCAFFOLDS OR EQUIPMENT EXCEEDING 10 FEET t HEIGHT 28Ot h46 Youth Participant Handbook -13- c. Power-driven woodworking machines. d. Exposure to radioactive substances. e. Power-driven hoisting apparatus. f. Power-driven circular saws, band saws, and guillotine shears. g. Wrecking, demolition (including buildings) . . - h. Roofing operations. This term will mean all work performed in connection with the application of weatherproofing materials and substances (such as tar, pitch, asphalt prepared paper, tile, slate. metal, or wood) to roofs of buildings or other structures. This tern 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 Youtt Employment Technician will help you to work out the problem and should be notified of an) other problems that may arise. 380.346 - Youth Participant Handbook -14- V. Complaint Procedures You will receive a copy of the JOB TRAINING PARTNERSHIP ACT COMPLAINT PROCEDURES and JOB TRAINING PARTNERSHIP ACT DISABILITY DISCRIMINATION COMPLAINT PROCEDURES which gives the correct procedures to follow for violation of the rules and regulations of the Job Training Partnership Act or a violation based on discrimination because of a disability. You will read these procedures and they will be verbally explained to you. You will then need to sign these forms. VI. Evaluations During the summer, your worksite supervisor will evaluate your job performance. This means your supervisor will look at what you do and don't do on your job. He or she will write down how well you do your job. If you do not understand your assignment, do not hesitate to ask questions. This is an important part of doing a good job. These are the things your supervisor will be looking at: A. Your Work Performance 1. Do you do the work you are assigned? 2. Do you finish the work you are assigned? 3. Do you come to work on time? 4. Do you always come to work? B. Your Work Attitude 1. Are you dependable? 2. Do you accept instructions from your supervisor? 3. Do you do things on your own without being told? 4. Do you ask your supervisor for additional work when you have finished a job? A 'Yes" answer to all the above questions is very important in making any . job a good experience. You should try to be dependable, to get along, and to take initiative on your job, even when 1t 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- 980,Nr Job Trainino Partnership Act Complaint Procedures Weld County Division of Nkwan Resources P.O. lox 1805; 1551 North 17th Avenue Greeley, Col 80632 (303) 353-3815 This procedure shall be followed for complaints involving the Job Training Partnership Act, based upon a complaint alleging a violation of the rules and regulations of the Job Training Partnership Act, but does not allege a violation based upon discrimination. Discrimination complaints other 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 Need of the program involved at any time. The Department Heed will make -every attempt to resolve the problem. The person raising the problem will be advised of the procedures to follow if the person wants to file a complaint. The Complainant will follow the following procedures in the filing of a cmplaints Stop 1. The Complainant will file the complaint in writing. The Laud Employment Opportunities/Affirmative Action (220/AA) Officer will assist the Coplaintant in completing the form "Notice of formal Complaint." The filing of a JTPA complaint shall be made within one (1) year of the alleged occurrence, except those alleging fraud or criminal activity. The EEO/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 CEO/AA Officer will provide this written decision to the Complainant, the Deportment dead, and the Personnel Nearing Officer. Step 2. Upon receipt of this decision, the Complainant say appeal the decision to the Personnel Nearing Officer within five (5) calendar days after the receipt of the decision by the EEO/AA Officer. The complaint shall be sent to the attention of the Personnel Nearing Officer. The Personnel Nearing Officer will conduct a hearing to review the complaint. The Personnel Hearing Officer will review the complete cams filed prior to the hearing. The Personnel Nearing Officer will: a. Direst parties to appear at the hearing; provide notice of the date, tin, and place of the hearing at least five (5) calendar days prior to the hearing; state the manner in which it will be conduction; 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 doice; and advise all parties that they have the opportunity to bring witnesses and documentary evidence. c. Conduct the hearing in accordance with the attached procedures. d. Question witnesses and parties. e. Consider and evaluate the facts, evidence, and arguments to determine credibility. f. Render a decision. The Personnel Nearing Officer will give a written decision setting forth findings of fact and give the reasons for the decision to the Complainant. the Department Need, and the EEO/AA Officer. The written •' - decision will be presented within fifteen (15) calendar days of the data the Complainant filed his or her appeal of the decision of the EEO/AA Officer. Step 3. The Complainant may appeal the decision of the Personnel Nearing Officer to the Board of County 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 Borg may reverse, sustain, or modify the Personnel Hearing Officer's decision. The Board of County Commissioner's written decision will be returned to the Complainant within sixty (60) days of receipt of a written formal complaint by the EEO/AA Officer in Step 1. All parties shall be notified of the Board's decision within five (5) calendar days after the review is completed. Stop ♦. 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 Offficer shall notify the Complainant, in writing, of the appeal process and the address for appeals. The governor's decision is final. NOTE: The identity of all persons who have furnished information relating to a complaint or assisting in the obtaining of facts, shall remain in confidence to the extent possible, consistent with a fair determination of the issues. The discrimination Complainants shall be advised of their rights to file their complaints with any other appropriate federal. State, and local Civil Rights agencies. t have read the above and also had the Job Training Partnership Act Complaint Procedures throughly explained to me. • • Signature of Applicant ate 9807'^5 tignature of Witness Date Youth Participant Handbook -16- Job Treinine Partnership Act Discrimination Complaint vroceoures for incivnduals with Disabilities Weld County Division of Human Resources P.O. Box 1110S; 1551 North 17th Avenue Greeley, Colorado 60632 (303) 353-3515 This procedure shall be followed for complaints involving the Job Training Partnership Act, based upon a complaint which alleges that a person was discriminated against because of disabilities. A disability discrimination complaint may be raised to the Department Head of the program involved at any time. The Department Head will make every attempt to resolve the problem. The person raising the problem will be advised of - -the procedures to follow if the person vents to file a complaint. _ The Complainant will folio. the following procedures in the filing of a complaint: Step 1. The Complainant will file the complaint in writing. The Equal Eapioyment Opportunities/Affirmative Action (EEO/AA) Officer will assist the Complainant in completing the form "Notice of Formal Complaint." The filing of a JTPA disability discriminatory complaint shall be made within one-hundred eighty (180) calendar days of the alleged occurrence; unless the tire for filing has been extended by the Assistant Secretary of the United States Department of Labor. The EEO/AA Officer will inform the Colorado Governor's Job Training Office of the formal filing of the disability discrimination complaint. The complaint shall immediately be sent to the attention of the Personnel Hearing Officer by the EEO/AA Officer. Step 2. The Personnel Hearing Officer must conduct a hearing to review the disability discrimination complaint within thirty (30) days of its filing. The p 1 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 witch it will be conducted; and state the stipulated issues to be heard. b. Advise all parties that they are able to be represented by counsel or the representative of their choice; and advise all parties that they have the opportunity to bring witnesses and documentary evidence. c. Conduct the hearing in accordance with the attached procedures. d. Question witnesses and parties. e. Consider and evaluate the facts, evidence, and arguments to determine credibility. f. Render a decision. The Personnel Hearing Officer will give a written reeoesended 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 rust be presented within forty-five (451 calendar days of the data the Complainant filed his or her disability discrimination complaint with the EEO/AA Officer. The EEO/AA - Officer must then mail the recommended decision to the Governor of the State of Colorado, and such sailing must be postmarked no later than the forty-fifth (45th) day after the filing of the complaint. Step 3. The Governor of the State of Colorado will issue a decision and return a copy of the decision to the Complainant within sixty (60) days of the date that the Complainant filed his or her disability discrimination complaint with the EEO/AA Officer. The Governor's decision will be in writing and will be sent via certified mail to the Complainant and to the Department Head, the EEO/AA Officer, and the Personnel Hearing Officer. Step 4. The Complainant may appeal the decision of the Governor of the State of Colorado to the Assistant Secretary of the United States Department of Labor within thirty (30) calendar days of the date of the Governor's decision. The EEO/AA Officer shall notify the Complainant, in writing, of the appeal process and the address for appeals. NOTE: Tie identity of ail persons who have furnished information relating to a complaint or assisting in the obtaining of facts shall remain in confidence, to the extent possible, consistent with a fair determination of the issues. Tie disability discrimination Coplainants shall be advised of their rights to file their complaints with any other appropriate Federal, State. and local Civil Rights agencies. I have read the above and also had the Job Training Partnership Act Disability Discrimination Complaint Procedures thoroughly explained to me. signature of Applicant ta Signature of Witness au nits Copy: File Yellow Copy: Applicant Youth Participant Handbook -17- 980346 INCENTIVES AND BONUSES The goal of the Summer Youth Employment and Training Program is to encourage participants to develop skills which are deemed important to employers and which also have an importance to the individuals success in school. Based upon this established goal, participants in the Summer Youth program will be evaluated by their work site supervisor and their educational component instructor on their overall performance in both their work and educational activities. Participants will be evaluated in the following areas: Attitude Attendance Growth (growth on the job as well as grade level gain in reading and math) Participation in required activities Completion of work Work ethic Based upon overall combined evaluations, as rated by the work and educational sites, participants would be eligible to receive an incentive at the end of the program. Evaluations from both the work site and the educational site will be added together for each of the evaluated areas and averaged to determine overall performance. Incentives are tiered and based upon demonstrated overall performance. The incentives which can be earned and the criteria for each are as follows: Rated Level Rating Criteria Incentive Award Level Not Acceptable Demonstrates the rated traits 69% or less of the time $0 Moderate Demonstrates the rated traits 70-79% of the time $75 High Demonstrates the rated traits 80-89%of the time $100 Exceptional Demonstrates the rated traits 90% or more of the time $200 Note: Incentive award payments will not be made until after the October 15, 1997 pay period. • Youth Participant Handbook Page 18 98O 4Cj • Summer Job Checklist • Make sure you know who your immediate worksite supervisor is. That person is to advise you. Do not hesitate to ask him/her for answers to the following Questions: o Am I suitably dressed for the job? If not. how should I dress? ° Where are the restrooms? o Is there an employee lunch room? o What are the rules on smoking in the workplace? o If my immediate supervisor is gone, who is my worksite supervisor? o Where do I report when it rains? (only for those who work outside) • _ Youth Participant Handbook -19- OTHER EMPLOYMENT INFORMATION • Resume Basics RESUME WRITING AND ITS PURPOSE Many youth are turned off just by the word resume. A resume is simply an information sheet which tells about your work and school experience. A resume consists of: - Personal information - name. address and telephone number - Education - Work experience and history (remember to include volunteer work, too. ) - Special interests or hobbies - References RESUME/PERSONAL DATA SHEET: This is to assist you in completing applications and can be left with employers to remind them of your qualifications. REFERENCES: You should have at least three personal references - people who know your character and your work. An excellent way to make your references work for you is to have them write letters of recommendation. -Youth Participant Handbook -20- SAMPLE RESUME Geoffrey Smith 34 Topango Blvd. Cotopaxi, Colorado 80222 Tet (412) 564.5322 -OCCUPATIONAL GOAL Automotive mechanic EDUCATION Topanga High School—Graduated June. 1986. Courses included Mechanical Drawing I & II Electricity Shop Understanding Internal Combustion Engines Automotive Shop EXTRACURRICULAR ACTIVITIES • Intramural•football Track Team • HOBBIES Model Building Photography WORK EXPERIENCE Summer 1984 • Wllmore Department Store 471 Hooper Blvd. Cotopaxi STOCK BOY Summer 1983 • Elmer's Crosstown Service Station 4371 Broadview Way • Cotopaxi GAS PUMPER REFERENCES Will be furnished upon request . 98Ola. Youth Participant Handbook _P1_ JOB - APPLICATION _ - "POINTERS" \ 4. Answer every question that applies to you.If a question does not apply, use "N/A" which means• not applicable.If a section of the application does +• r!s *-�. c, not apply to you, using one "N/A" In the first clues- . -�__- flan of that section will get your point across. Don't `3. overuse N/A but don't leave any important ques- r;F r -- tions unanswered, either. (r— • "�� 5. You can do a betterjob of completing r 1 -� •.v g your ;t: ` - application by first witting your answers out on a z y <•. \ i : :• ' I. blank sheet of paper or an extra applicotton form v�� s Be sure to ask or call someone if you don't under- -� . f stand a question on the form _T Y ` y_ , ; 6. Spell correctly. If you don't know how to spell a _ it, -• '- _ word use another one that means the same thing. • ai •:;.. Your resume can help when spelling names and ti' _if - • _ ��' words you are not sure of. •(� - I, 7. When asked rii ! "job preference" or "position applied for" do not answer "anything' no matter how desperate you may be.An employer may feel you are unsure of yourself or your goals. Se as specific as you can about the type of work you Remember, when filling out a job application want If you have two choices, write them both. If you are selling yourself. You are the product and you ore willing to start "at the bottom" answer even a fine product can be poorly displayed. "entry-level job." poorly packaged and remain on the self. To better sell yourself on application, use the following S. Be as neat as possible. Avoid erasures. and If suggestions: you have to erase, do it very neatly so tt won't be the first thing the employer will notice on your application form. 1. Read over the entire application before you 9. Before you use people as references, ask their begin writing! This helps eliminate errors and gives permission. Be prepared to give information you an overview of what Is asked for on the about at least three references on the job applica• application lion. You will need to know their complete name, 2.• Fill out the application In ink, or use a type- address and occupation Incomplete reference - wrtter.Never use a pencil or mix Ink colors—stick to Information has sent applications to the top ... of blue or black the rejection pile. 3. Some employers will allow you to complete 10. Double-check youi application before giving the application at home.If you do take ft with you s to the employee If you have token R home have be prompt in returning your completed applica• someone you know check It over. tion. Don't have someone else deliver your 11. Try to always leave your application watt the application for you. Return tt personally, and when person who does the hiring.Ask when they will be - you do. be prepared for a possible on-the-spot making their decision and/or when you may call Interview. or come in for an Interview. Youth Participant Handbook -22- 980 46 SAMPLE OF A GENERAL EMPLOYMENT APPLICATION • NAME(LAM Aont s.sn ww mewl t*Dora SOCIAL SECURITY NUMBER —MR. • MS./MRS. • NO.E STREET.R.D_OR POST OFFICE BOK NUMBER BIRTHOATE CITY STATE ZIP CODE TELEPHONE NUMBER HOME BUSINESS EDUCATION AND TRAINING EDUCATION(Coto Eel Bra.Ct11tw..l 0 I 1 If I 10 IA IS N I H IS D 10 NAYS ANG LOCATION iC ,A Sum OF LAST HIGH SCHOOL ATTENDED DATES ATTENDED t GED CERTIFICATE NUMBER Fnou I To I I ISEUED lY GRADUATE'. YES ND DATES ICREDITS COMPLETED I HARE[E LOCATION OP COLLEGE OR UNIVERSITY TYPE OF MO & Of T.r..eee .en M * anon simrrAA Mail IC Ott MAJORMINOR OF YEAR OF ♦as wrM Fee o we win Veal f I HRi I POS.POS. l OEGRt[ DEGREE • T I I I I I 1 III I I I I II I I I I I I OTHER SCHOOLS OR TRAINING t T,.aa Vicetwnt anwar Owen.a Bu.e.r.a GIVE NAME AND LOCATION Of EACH SCHOOL DATES ATTENDED. SUBJECTS STUDIED.CERTIFICATES.AND ANY OTHER PERTINENT DATA. SPECIAL QUALIFICATIONS ANO SKILLS(Loma Um*ewa elpe-Ppipt Ptwp t w.ws.&fr w.cawiA P1wK Sedan,PNM.ttlt t SctDls Sewn FFPm,Of$atu.AP Seat Isom Awn w f Win a FteEN1 Lt,ilMPK IIa (Arleen Awrwn.r Saar,A Men S.n.w N.MM' VETERAN DATES OF MILITARY SERVICE—FROM TO BRANCH Points will net be egad inc SEAM will not OE 00iuSIW until propwr YMIICSilon IS EubMIINO. 00 YOU NAVE A CURRENT COLORADO DRIVERS LICENSE? • YES—NO—DATE ISSUED N (Gin ntns end Mom/ IMPORTANT INSTRUCTIONS FOR COMPLETING WORK HISTORY TARS WOW Ha a mfllu w ON110I0ta AOOOOSBts I.eOq ELO PRONIIIINv.will to RIa.a lit TOP 1.tlre SR Her,eoWM.S Panty►More I tY.ISO°ANNA S UAL Im.Ina tees.arena was two WCAI t NO m Ua MCA Rrs,tebl SR•mwanum a T.....w.Iwo eeewswea • se Reel A.N.earne w sOOve wl.N.er1 on ono ow Ilia.I1R IDS Of r..aw.M~Se w Mee a M.e.rtww 0.NR •rail..R RIDS tat IL (OVER) Youth Participant Handbook -23- 35025 46 • 'I M LM EVIEWS ISPLOTER TELONE COI/PLUM AODRSLS PROM MO. D.r TA TO TOUR TITLE MO. DAT TR. DUTIES LAST MONTHLY TIT S NRE.PER WEEK • SUPERVISOR SYMRWSOR'S TITLE NO S TITLES OF EMPLOYEES YOU SUPERVISED • REASON TOR LEAVING OR SEEKING OTHER EMPLOYMENT• 1REVIO44 EMPLOYER I TSLEIMONE PROM COMPLETE AGGRESS MO. OAT TR. TO. TOUR TITLE MO. DAY TR. DUTIES LAST MONTHLY PAY S AWL PER WEEK SUPERVISOR S PtRVISOR'S TITLE NO.E TITLES OF EMPLOYEES YOU SUPERVISED REASON TOR LEAVING OR SEEKING OTHER EMPLOYMENT PREVIOUS EMPLOYER TELEPHONE TROIA / / COMPLETE ADDRESS MO. DAY YR TO / / TOW TITLE MO. DAY YR LAST MONTHLY PAY I DUTIES MRL PER WEEK SUPERVISOR SUPERVISORS TITLE NO.L TITLES OI EMPLOYEES YOU SIPERwsED REASON FOR LEAVING OR SEEKING OTHER EMPLOYMENT• CHECK WHAT TYPE OF EMPLOYMENT YOU WILL ACCEPT: 01-ALL 02-F1JLL TIME 03-TEMPORARY OH-PART TIME 0 ILSHIPT WORK 0 6/NGHT WORK 0 7•SEASONAL REFERENCES UM NM gas'RRR w MI MOOS M S. in S tuns Shore AIRHmPp M YRI/MRRMT-PIM►AMMW RWRNMIRRR wee N.seen we sewn 1'RN CS RRPITM Do N■IRRRM IIMwRR«—.IM.SRI one AR 1ST NU.IMAM 0RESENY BUSINESS OR HOME AGGRESS IM$IW I.SYPM.Cdr.Sw►.SRN SUSNESS Oft OCCUPATION el CERTIFICATION 1 CERTFY THAT ALL OF TWE STATEMENTS MADE IN THIS AIPLICATON ARE TRUL COMPLETE AND CORRECT TO THE BEST OF MY KNOWLEDGE AND BELIEF.AND ARE MADE IN GOOD FAITH. SIGN IN INK SIGNATURE 980346 DATE Youth Participant Handbook -24 • - YOUR APPEARANCE AT THE INTERVIEW A Mat appearance is a must If you impress me InteMswer with your Mat atpeorance and good grooming. it may mean a job offer. Looking as if you nave given no thought to your oapearance will not help you get the lob. Don't oyerareu as for a pony or drew too casually In cut-offs and T-shirts Dieu forme interview as you would expect to dress for the job.for example.it you were ap0Wing for a lob as a aellvery person you wouldn't wear a suit You would wear a sorts shut and slacks if you ore a • male. or a blouse and skirt or slacks if you ore a female. • THIS IS WHAT YOU WANT. THIS IS HOW YOU GET THERE APPROPRIATE DRESS Dress for the job you ore applying for. . . . . . No hots loon or T shirt • • . Check buttons. zippers . . . Dress simply one In good taste • no tacit . . . Oman wrinkle-free clothes . . . Polished shoes • . .. Clothes in good repair GOOD GROOMING . . . Hair clean ono neatly combed . . . No sunglasses . . . No bony odor . . . Brushed teeth . . . Clean :maven for males . . . Makeup not overdone for females • .. . Clean nails and hands .. . No gum chewing GOOD ►OSTURR ... Don't slouch ... Sit straight In chair • •• POSITIVE ATTITUDE ... Pleasant expression ...Alert • ... Interested Remember Employers feel that people who take pride In themselves and their appearance often • fake pride In their work Youth Participant Handbook _P5_ 980346 1. You have more skills than t 9 Points 13. Be enthusiastic and Mter- you think. Your natural abilities, cited in the job... ask Questions know how. talent. AND special If you show a willingness to do - _ training are all skills.The trick Is to more than your shore, you're realize what your skills are and sure to get your shore of job how to express them otters - 2. Only a small fraction of job To Edge 0 u t 14. Mention school and lei- openings are advertised. News- sure activities It helps the job paper want ads are only one Interview get underway and will • place where jobs are advertised, help the interviewer get to know and one of the many places to the • you. look for jobs Most jobs are found by personally contacting em- � 15.. If your grades are fair to players good say so. You don't have to be an 'A" student to Impress an 3. Jobs do not necessarily go employer. If your attendance to the best qualified people. In- Competition record Is good. say so. Most stead they go to the best quoli- employers ore more interested fled applicants. That is. people in your school attendance than with the basic Qualifications for your grades the jobs who know how to get hired. So. aim at becoming a 8. Be persistenti By occasion- 16. If you don't decide and qualified applicant— someone ally checking with an employer say what you wont you are likely who does a great job of present- after completing on application to end up somewhere else. Let- Mg his qualifications to on em- you can increase your chances ting others make decisions for player. of a job offer. you often will result In an un- happy job or career choice. 4. Take credit for your work 9. When starting a job. your Employers know this and are experience, even if you hove first responsibility is to get to work looking for people who have never been employed in a busi- on time. Your most Important directions. The people around -- Hess Odd Jobs babysitting, work haft to an employer is you (parents friends and teach- chores and volunteer work ore dependability. sirs) can help, but you are the all examples of work experience person who is in control of get- that you should talk up In an 10. The way you look counts Brig hired. Interview and wnte up on a job Butt's doesn't mean you have to application. run out and rent a tux or buy a 17. Mention your future plans new Cress or be great looking... If oppropnate.For instance.if you 5. Look for seasonal Jobs It does mean that whatever you ore looking for work experience early. You will beat the crowd do wear should be clean and because you think the job you and impress a would-be employ- pressed, and. you should look are seeking may tie In to future er by being savvy enough to start well-scrubbed too. Brush your career plans say so. Most em- . looking ahead of the competi- hair and give yourself a lost players will look on that as proof Bon. minute straightening out before that you hove thought about their an Interview. Job and are ready to work at It 6. Wrtte a resume before you start tilling out job applications 11. A handshake should be a 18. Know about the fob.Have everywhere in town.Your resume happy medium between limp an Idea of what it entails so that will Impress employers and make and bruising. Practice it! Don't you con say why you want It and •: filling out applications *osier worry about sweaty plams Every- why you'd be good at It and faster. one Is nervous Ifs okay. A N1 17. Look your Interviewer ♦ . RI out an application form 12. An Interview Is not on • squarely in the nose.Most people completely by answering all the . Interrogation. It is a converso- will tell you to look him/her in the questions Leaving Information : flon Speak up. Don't mumble or eye, but Chats nearly impossible. - off an application makes em- mutter under your breath. and Look at the bridge of their nose. .plovers think you ore not serious don't give one-word answers and theyll think you ore looking in about working for them either. their eyes which Is close enough. -Youth Participant Handbook -26- 980: 45 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 hove interviews scheduled but those re- Sponses do not add to the impression the interviewer forms of you. You want to protect sett- Confidence, competence, and preparation. And the best way to be prepared Is . .. to prepare. "The following are several techniques for psyching up: • look good.You don't need the additional worry that you are dressed Incorrectly or uncomfort- ably. When you look good. you feel confident. • Talk about the Interview.Your personal support system is important here.Talking about your ner- vousness will help to relieve it. The support you recerve from friends or family will do wonoen for your self-confidence. • list your worries. Witting the three toughest questions in advance allows you to rehearse the answers. • Decide on a-htgger" for r l atlon. If you get tense and knotted. It is important to relax Every time me interviewer mentions your resume.for example,look at your body.If you are cramped or • slouching. adjust your posture. Sit bock Breathe deeply, • Allow sufficient travel time.You don't need the anxiety of being late.Allow even more time if you " feel unprepared. The extra time will allow you to reod some of the company's materials pnor to • the interview. Request some matenol from the secretory and review it • Nothing is better than being thoroughly prepared Convince yourself that you are the Ideal applicant and the employer will get the message. REMEMBER . . . AND ABOVE AU. . . . • Job hunting can be an exciting • Don't get discouraged: a good learning experience: o lot of good posttive attitude plus youthful energy, Information on future career poss'- and a showing of willingness to bottles can come out of this process loam and to work are all In your You can also team how companies favor. • operate and do business. THINK POSITIVE! - Youth Participant Handbook -27- JOB INTERVIEW QUESTIONS Be prepared to ask some questions of your own during an Interview. By asking questions and making comments. employers will be Impressed with your Interest in and feel for the Jots Don't monopolize the interviewer's time with your questions. but at the same time don't sit there and not ask anything.When you leave an interview.make sure you have a good understanding of the - job and its benefits to you. Here are some questions you can ask: DO ASK: I. What are the responsibilities on the job? 2. What qualifications are you looking for In this job? 3. What type of person are you looking for In this position? 4. Where would I work? 5. What type of work would I be doing? 6. Who would I be working with? 7. Are there any special clothes or tools required for this job? 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 offer a training program? DON'T ASK: Here are a few questions we recommend not to ask in the first Interview. You can find out the answer to these your first day of work. 1. When do I get a raise? 2 How long do I get for lunch? 3. How many breaks are there in a day? 4. How soon do I get a vocation? • 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 - • Watt for the Interviewer to talk about wages.If he/she doesn't,bring It up at the end of the inter- • dew by asking. "How much does this Job payer if the Interviewer asks about salary, don't say, 'Whatever you want to pay me." A bitter answer S. "1 would like to start at the going wage of someone with my qualifications and experience."or give a salary range(5135.5150 per week)or an hourly range (53.35.53.50 on 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 con work well for you. and I hope you will consider me when you hire" a � 6 Always thank the Interviewer. receptionist or secretary, It Is a way of being courteous add' ' good way for them to remember you. - -28- INTERVIEWING "TOUGH" QUESTIONS the following questions are frequently asked by interviewers Answer them for practice honestly. 1. What can you tell me about yourself (don't write, just think about your answer)? 2 How do you spend your spare time? 3. What are your most valuable skills'? l What is your major weakness? & What are your future plans? 6. Do you enjoy school? Why or why not? 7. Which class(es) do you like best? Why? B. Which class(es) do you like least? Why? 9. What school activities have you participated In? 10. What did you do in school that would help you on this job? • 41. 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? 1t Why do you wont to work here? 19. What to you know about us? 20. What is your Idea of a good worker? a 21. Do you think the customer should come first? Why? 22 Mow long do you expect to work? 23. What to you want to know about us? 9bOi 49 Youth Participant Handbook -29- REVIEW THESE TIPS FOR GOOD INTERVIEWING SKILLS Review these points often . . . Theyll be your friend when needed 1. Be on ffine. 2. Dress property and neatly, a good appearance Is Important 3. Try to relax and be at ease. Talk freely and naturally. L Be honest forthright and frank. 5. Be pleasant friendly, courteous, and toctfuL 6. Be confident but not conceited. 7. Act and be mentally alert EL Show enthusiasm 9. Be a good listener. 10. Sheu the strong points of your character and abilities. 11. Express willingness to work hard. 12. Display an active interest In both the company and the Job. 13. Indicate that you get along well with people. 14. Demonstrate knowledge of the Job you're seeking. 15. Indicate interest In song range opportunity. 16. Remain flexible and open minded. 17. Do not smoke unless you are given permission. 18. Express your Interest or lack of It at the end of the interview. 19. Ask for the Job! Don't Just watt until It Is offered. 20. Consider sending a "thank you" note even If you're not hired. • • Youth Participant Handbook -30- 980346 • HOW TO KEEP A JOB • Your first day on the job and all of the days • Learn to take criticism In stride. Everyone thereafter require you to use many of the makes mistakes it's natural when starting out same skills and traits you have used to get When you have made a mistake. don't try to the job — dependability, initiative. organza- hide It Instead. admit you don't know every- . pion. honesty, and getting along with people. thing and try to do better next time. Nsire are a few more things to keep in mind • atter you are employed. • Be polite and show your sense of humor. Work Is easier when everyone Is pleasant and • When starting a job, your first responsibility cooperative. is to get to work on time every day. You have agreed to be there and your employer is depending on you. Remember to your • Show some initiative! Don't always wait to employer, time is money. be asked to do something. Demonstrate your willingness to do a good job by asking for additional work or doing what needs to be • Your first job is the first rung on the ladder done. to your career goal You can expect to run errands empty garbage, chase atter left- • For a dogs pay, an employer deserves a handed monkey wrenches, keys to locks in short, you will probably be doing the jobs no good days work. This means completing all one else will wont to do. If you do these jobs the assigned tasks even the unpleasant ones. to the best of your ability, you will move up the company ladder more quickly. • If you think your job Is boring, first be cer- tain you have.done all of your assigned work. • in starting a new job, your first day may be look around for other things to do and do it. difficult. You have to learn both the general .routine and what is expected of you. Few • Employers will appreciate a complete job. people may have time to help you or talk • Always complete one task before going on to long with you another. g g • From your first day on listen carefully to • Learn company policies that affect,you instructions, and ask questions if you don't and your job. understand. • Expect to work by the rules. Employers • You are there first and foremost to get the . depend on you to do your job — if you don't job done. not to win friends or influence you could be tired There are very few fellow employees employers who ore as tolerant as schools. • • In getting the job done, a vital thing to • Your attitude is the biggest single factor remember is that your work may be interrupted by customers or the boss. which affects your job performance. • Try to be good in your work. This means continually putting forth your best effort. •':laving a positive work attitude means know- ing that meaningful work has dignity, that the Don't forget that the employer or company is ' simple tasks are all Important to the total Job, there to sell a product and to make money. They will want you ifthey see that you will and completing your assigned work Is a assist them in making a ro tt source of pride. P f Youth Participant Handbook -31- 980346 • ATTACHMENT 5 Exhibit I Pre-i?.moioyment,Mort Maturity Pre-Pest Assessment Form Youth Name: Social Security Number: Retoro Number: Caneerency Statement: - Making Career Decisions - The Youth demonstrates the capaoility in marina career decisions ov attaining IS% on the following indicatar- determ,neo by question aria answer measurement procedures, and rating quality and quantity of respanes. Instructions The youth should be scored on how well he/she performs these tasks related to waking career decisions. Rabe should review the youth's reap , and objectively score performance. (I-yes, 0-No). Indicators Score (T-01 Pre Post 1. Youth states too oersonai values important in relationsnio to wore Z. Youth states trio personal interests in reiationsnio to were 3. Youth states too skills/abilities applicable to specific occupations 4. Youth makes a career choice eased on the indicators above Points Possible b Total Points Earned Total Points necessary 4 Proficiency (circle one): Yes No Pre-Date Post Assessment Date Initial Initial Competency 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 ana rating quality and quantity of responses. I nstructi ens The youth should be scored on how well he/she performs these tasks related to labor market information. Rats should review the youth's responses, and objectively score performance. (1-Yes, 0-No). Indicator Score (1-51 Pre Post 1. Youth states two sources of information on erloyment 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 oy name and major function, service, or product who offer employment in their atosen occupational area Pre-Post Assessment Page 1 4. Youth identifies two mayor employers oy name ano major function, service, product who offer enoloyment in the local area S. Youth identifies two senooL that train in their chosee occupational area Points Possible S Total Points Earned Total Points Necessary Proficiency (circle one): Yes No Pre-Data Post Assessment Date Initial Initial Competency Statement: - Preparing Resumes - . The youth demonstrates the caoaoility of preparing a resume oy 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 revered 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 Score 11-51 Pre Post 1. Neatness. Resume is free free: wrinkles, crosscuts, and smudges 2. Organization. Words and numbers within the text are able to be clearly read 3. Spelling and grammar are free from errors 4. Completeness. All items are p S. Positive communication. Everything is put in the possible light • Points Possible 5 Total Points Earned Total Points Necessary 5 Proficiency (circle ones Yes No Presumptive Need Yes No Pre-Date Post Assessment Date Initial Initial 380,7,6 Pre-Post Assessment Page 3 Ca'metenev Statement: - Completing Applications - The youth demonstrates the ability to f111 out an application sneet by attaining a 100% accuracy score en t indicators as determined by product review measurement proceoures and rating the quality and quantity of application and a question and answer measurement. Instructions The youth should be scorea on how well he/she performs on application. Raters should review the appiicatio: objective score performance (1-Yes, 0-No). Indicators Score (t-51 Pre Pest 1. Following directions. Information given corresponds to Questions asked 2. Completeness. Line items are fully filled out 3. Responses are free from errors in spelling, grammar, capitalization, and punctuation 4. Application is neat. Free fran wrinkles, crosscuts, ano smudges Points Possible 4 Total Points Earned Total Points Necessary 4 Proficiency (circle one): Yes No PreeDate Post Assessment Date Initial Initial Competency Statement: - Interviewing - The youth demonstrates the capability in interviews oy attaining an 100% on the indicators as determined by as determ:nea by observation measurement proceoures and rating quality and frequency of actions. Instructions The youth should be scored on how veil he/she performs in the intake interview. Raters should review the yr actions and objectively score performance (1-Yes, 0-No). • Indicators Score f1-5) Pro Post 1. App . Clothes are clean, not wrinkled, and comparaoie 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 fro questions related to the program for which he/she is applying .QQ"Cf1n4Qj Pre-Post Assessment Page 4 4. The youth soeaks in an articulate anc understandaole fashion 5. Eye contact. Participant does not stare, but periodically looks interviewer the eye Points Possible 5 Total Points Earned Total Points Necessary 5 Proficiency (circle one,: Yes No Preaeate Post Assessment Oats Initial Initial Competency Statements: - Work Maturity - The following competencies have Peen identified for the Work Maturity Competency: e6: The youth will demonstrate appropriate appearance by attaining a 90% II evaluation as measured by supervisor. and staff observations ana bi-monthly evaluations. 07: The youth will demonstrate regular attendance at least 85% of the time d by supervisor and stz observation and bi-menthly evaluations •8a The youth will demonstrate being consistently punctual at least 85% of the time as measured by supervisor and staff observation and bi-monthly evaluations i91 The youth will demonstrate a positive attitude at least 85% of the time as measured by supervisor and st: observation and bi-monthly evaluations. d10: The youth will demonstrate good interpersonal relations at least 85% of the time as measured by supervie and staff observation and bi-monthly evaluations. f11: The Youth will demonstrate completed tasks effectively at least 85% of the time as measured by supervise and staff observation and monthly evaluations. Instructions Check those indicators that are applicable. Presumptive need will be considered for general assistance in al' work maturity competencies. Note or COmaem:u are necessary to explain and verify all indicators cheeks and al used to establish the assumption of across the board need in job keeping-capabilities. Indicators Score 1. The youth has not worked full time for at least 90 calendar days with one employer, excluding goverment-funded programs to be verified,naterial in youth records. 2. The youth does not provide a written recommendation from a previous employer to be verified by observation of events. 3. The youth has been fired from at least one job to oe verified by material • in participant records. Pre-Pest Assessment Page 6 Commented cheeks on two or more lines indicate that the youth is in need of enroll assistance in all six ■ maturity areas. If at least two lines are not checked, then the following indicators would be review. 1. Youth is late for intake appointment and or interview with out acceptable excuse and or has documented previous work, school, or institutional record of tardiness with the last year. (Competency a6 - Punctuality) 2. Youth fails to arrive for or remain at intake appointment and/or interview without acceptable excuse, and/or has actuante* previous work, school, or institutional record of poor attendance within the last year. (Competency •7 - Regular Attendance) 3. Youth behaves improperly or disruptively during interview process, and/or has documented previous work, school, or institutional record of bad attitudes with the last year. (Competency e 8 - Positive Attitude) a. Youth d inappropriately for appointments, and/or has documented previous wort, school, or institutions record of unacceptaple appearance within the last year. (Competency e9 - Appearances 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 e10 - Interpersonal Relations) 6. Youth exhibits inability to fulfill reoutresaim or finish (either real or simulated) tasks during intake/interview process, and/or has documented previous work, school, or institutional record of tasks completion deficiencies within the last year. (Competency ell - Completing Tasks Effectively) If sore than two indicators are checked, then the youth is in need of specific assistance in that work mates competency area. NOTES: • Instructions - Pest Assessment Ca®eteney attainment in the wort maturity eowtency ill occur when an overall BO% evaluation has be• documented through participation in structured activites. . I certify that the above information is accurate and represents my rating of the participant's performance. Rater's Signature: Otte: • 980.^C a0,&OgG 0 { - j \ � g in 6 ID 2c. 0 a I Ch U' § r on - § , CO k / . \ E ! { jW \ ƒ 3 \ k t . 0. \ { \ / ! I ,� - 1 • I 4- 0Z - Q 44 \ \ } } j { f \ 2 , s } } /\ k 0 iv / § - z 2 gHg ` - / 0 / CU k E13WHOI, IV ATTACHMENT 5 PAYROLL TIME SHEET EXHIBIT 3 NAME : TECHNICIAN: SOCIAL SECURITY NUMBER: 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 5 = 100% Of Time Attends As Scheduled 4 = 90% Displays Positive Attitude 3 = 80% Follows Instructions 2 = 70% Completes Assigned Tasks 1 = 60% "I hereby certify the hours worked are correctly reported. " Total Hours : Employment Technician Signature "I hereby certify the hours worked "I hereby certify the hours are correctly reported. " worked are correctly reported. " Employee Signature Worksite Supervisor Signature NOTE: ALL SIGNATURES MUST BE PRESENT OR PAYROLL WILL NOT BE PROCESSED ■ETTE: FISCAL OPTICS YELLOW: CLIENT PILE PINK: EMPLOYEE ODPY GOLDENROD! WORESITE COPY V o cif- o I a e > e Z u. y HJ F U C ti v (6.1 Lrs. W G c C sm � 2 4 v e* 3 (AF SO W C ,°, s_ z d Co) Lz c Ws' F E V tg < vYiY c Z m A z ° °a z o � � � .. L S N 3 47 p� `^ .a Q y U CGrp — T z Z [.. V) V .-. H •Y x W F.. Z 47 O C y c v E dam- aFatF a� •°' t 'n C2 v 03 ; C a ec F Y 4 > = E F F c .. 0 ` O F 7 0 7 F C.J O.II '0 V• 1 G C...) 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O m a z Cl) . � d0 0 OCS 0 yv: FZ Z v x �' Cr z (4 F u d zcin C - o cs ci K h O u .'7 ee p p d O k OC 4 d ic _, F c. . i:C U Z c_ W 0 z cc >. ca F OLA yc U as o _ te CPI CA kd W Cl)t td elE Z V k. N CL - kJ k] I- 0 .▪x :1 LT- kJ 1-- } ka aa. m - fa o A cc S LT.Wes } .,.. G5 i in 2 v L. CS > z m - z!� e v � V gam Z °„ .a.L d' C,+ c U cr z yWP. � : d cn rjp ` Z•et 'a G pc;: w ON et S Ex _C Es k7Y � a cYZfF c_ k� L� C� La •2 v, v: � CC W W S Baca k. C) 112 CI) CC a F, c F Cl) W V: z < v' F O S f S. k7 Q a y p i d C v F CC Od '✓ CC Li. F Z C > 0 C4 E d c F � .." f W .4. F' F v' O F .ri } 1 ar cn -, Z cn {Ia7 W .. r Z v: Z a Z d V] {a7 Z L W. N ern = — z 0 v ,n E.. O O — O � 0m o. N F y W W c . Cl) � C .4 W at t W C (4 -= Z :. p cisW Attachment 7 PLANNED PARTICIPATION AND TERMINATION SUMMARY SUMMER YOUTH YOUTH SDA CODE 1. Total Participants 130 2. Total Terminations 130 3. Enter Unsubsidized Employment 0 4. Other SDA Termination 0 5. Transfer/Co-enroll IIC 0 PLANNED PROGRAM ACTIVITIES YOUTH I. Work Experience (JA) 130 II. Limited Internship(JB) 0 III. Basic Skills (BA)/Academic Enrichment 130 IV. Non-Trad Employment 6 V. OccupationalNocational Training 0 9804s ATTACHMENT 8 Work Site Evaluation Font PAGE 1 .eneraI, Information: :Fork Site: ?sport Date: Direct .Supervisor: :ate 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: • For Wll Seim Below Meets Abeee Absee (we- Sure surestand Stand Stand Stare Observed 1. Is the Direct Supervisor knowledgeable of his/her responsibilities within the I Program? 2. Is the worksite agreement/contract available? 7. Does it appear that there is sufficient I I productive work for the employee? 4. Review the time keeping procedures for the following:se a. Is a daily record kept for each 1 participant's time and attendance? b. Does the record appear reasonable i 1 I and accurate? c. Are the time records signed by the I I I participant.and worksite supervisor? 5. Necessary equipment and materials to accomplish the work task provided. 6. Alternate arrangements available for inclement- weather. 7. Is the participant operating any • equipment? If so has the participant been instructed in the safe operation of the equipment and the required safety equipment to be used? 8. Does the work site abide by the • applicable regulations. including non—displacement of regular workers. non—discriminatory activities? 9. Are any of the worksite activities recreational in nature?•• • Comment on those areas rated below or far below standard Comments: Note any major issues/concern: • Recommended action to improve the work site: Employment Technician: • Comments/Reviews Special Programs Director: 280 Canton problems ores thee filled in for days not yet worked; time filled In for participants absent; participate dm't actually sign in when they arrtn er sign Out when they leave; all/sag participants signing in/out at exactly the seee time; blank or incosptete tin sheets/tattle are pre-signed er preeertifled; Setting paid for lunch breaks, etc. ^` WeiE: leersetieel work activities should be scrutinized. This wort activity is slloweb/e only if the individual partieiessetsa are Supervising, treining, instructing er leading ran-artielpm:ts In recreetimml activities. ATTACHMENT 8 PAGE 2 REMEDIATION SITE MONITORING Youth Technician Site Completing Monitoring Address Use the following questions as a guide to assess the adequacy and quality or the remediation site. Number of youth assigned to this site 1. Review the time and attendance keeping procedures for the following: Yes No A. Is a daily record kept for each participant's time and attendance? B. Does the record appear reasonable and accurate? (Common problems are: time filled in for days not yet attended; time filled in for participants absent; - participants don't actually sign in when they arrive or sign out when they leave; all/many participants signing in/out at exactly the same time; blank or incomplete time sheets are pre-signed or pre-certified; getting paid for lunch breaks, etc. ) C. Are the time and attendance records signed by the participant and instructor? 2. Does the instructional material appear to be adequate to meet the remediation needs of the participants? 3. Is there adequate instructional material for each participant? 4. Does each participant have the needed supplies for the class? 5. Is there a pre- and post-test procedure established to evaluate course progress? 6. Has a pre-test been administered for each participant, and have the scores been recorded by the instructor? 7. Have instructional tasks been effectively assigned so that each participant has continuous work 802 of the time? 8. Does it appear that the goals of the Basic Education component are being met? �n - J e Lj , Yes No 9. Is there proper documentation for competency attainment? 10. Is there adequate supervision of the youth participants? Identify specific deficiencies NOTE: Corrective action must be taken immediately on compliance issues. If the issue can not be immediately corrected, the remediation will be suspended until corrective action is taken. If corrective action is taken and the deficiency is corrected, a follow up visit and formal monitoring must be completed in 1 week to ensure continued compliance. ATTACHMENT 8 PAGE 3 PARTICIPANT MONITORING INTERVIEW Youth Technician Youth Name Completing Interview 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. Yes No 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? 8. What happens if you miss work, come in late or leave early? make up time _ lose pay _ nothing _ don't know Identify any areas of concern . _._ NOTE: Compliance and safety issues must be investigated immediately and on the spot corrective action taken. If the issue cannot be immediately corrected, the activity will be suspended until corrective action is taken. If corrective action is taken and deficiency is corrected, a follow up visit and formal monitoring must be completed in 1 week to ensure compliance. Attachment 9 SDA BUDGET INFORMATION SUMMARY(BIS) (Title II-B) SDA: Employment Services of Weld County Title of Funds: II-B One Stop Center: Employment Services of Weld County Period of Performance: From: April 1. 1998 To: June 30. 2000 Year of Funds: PY 97 Reference Code: WE72B VAX#: Original Allocation $ 254,650.00 Transfer Out(-) 0 TO: Title Transfer In (-) 0 TO: Title Adjusted Total $ 254,650.00 COST CATEGORY TOTAL PERCENT Administration $ 38,197.00 15% Code Training and $ 216,453.00 85% Supportive Services Code TOTAL $ 254,650.00 100% 980045 Attachment 10 PROJECTED QUARTERLY EXPENDITURE FORM TITLE II-B EXPENDITURES 1st Quarter 2nd Quarter 3rd Quarter 4th Quarter TOTAL Projections Projections Projections Projections 10-1-97 to 12-31-97 1-1-98 to 3-31-98 4-1-98 to 6-30-98 6-30-98 to 9-30-98 ADMINISTRATION $5,601.00 $6,167.00 $11,939.00 $27,856.00 $51,563.00 TRAINING AND SUPPORTIVE SERVICES $5,190.00 $0 $59,722.00 $179,167.00 $244,079.00 TOTAL $10,791.00 $6,167.00 $71,661.00 $207,023.00 $295,642.00 INSTRUCTIONS This form is to be completed using projections of actual II-B expenditures during the period 10/1/97 through 9/30/98, regardless of year of funds. Exclude funds expected to be carried-out. ADMIN TRG/SS New Allocation $38,197.00 $216,453.00 Carry-in $19,096.00 $ 60,094.00 Less Carry-out ($5,730.00) ($32.468.00) Amount Available $51,563.00 $244,079.00 9. O146 mEmORAnDUl'Y1 �-n �� r � "lige To Constance L. Harbert, Chairperson 9T f February 26, 1998 CLIP COLORADO From Walter J. Speckman, Executive Director Subject Summer Youth Employment and Training Program Enclosed for Board approval is the Weld County Job Training Partnership Act Summer Youth Employment and Training Program Grant for the Program Year 1997. The proposal requests$333,840.23,which includes Program Year 1997 funding of$254,650.00 and Program Year 1996 carry-in funding of$79,190.23. The grant is directed toward serving economically disadvantaged youth between the ages of 14 and 21. The youth will be provided with approximately 8 weeks of work experience in public and private non-profit agencies. Youth will also participate in either basic skills remediation classes, academic enrichment activities,or employability classes. If you have any questions, please telephone me at 353-3800. 980346 Hello