HomeMy WebLinkAbout20210932.tiffRESOLUTION
RE: APPROVE 2021 ACTION ROUNDTABLE APPLICATION FOR YOUNG EMPLOYED
SUCCESSFUL (YES) PROJECT AND AUTHORIZE ELECTRONIC SUBMITTAL -
AMERICA'S PROMISE ALLIANCE
WHEREAS, the Board of County Commissioners of Weld County, Colorado, pursuant to
Colorado statute and the Weld County Home Rule Charter, is vested with the authority of
administering the affairs of Weld County, Colorado, and
WHEREAS, the Board has been presented with the 2021 Action Roundtable Application
for the Young Employed Successful (YES) Project from 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, to America's Promise Alliance, with further terms and conditions being as
stated in said application, and
WHEREAS, after review, the Board deems it advisable to approve said application, 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 2021 Action Roundtable Application for the Young Employed
Successful (YES) Project from 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, to
America's Promise Alliance, be, and hereby is, approved.
BE IT FURTHER RESOLVED by the Board that Karina Amaya, Department of Human
Services, be, and hereby is, authorized to submit said application electronically.
The above and foregoing Resolution was, on motion duly made and seconded, adopted
by the following vote on the 31st day of March, A.D., 2021.
BOARD OF COUNTY COMMISSIONERS
WELD COUNTY, COLORADO
ATTEST: da,f,„O
Weld County Clerk to the Board
BY:
Deputy Clerk to the Board
APPDAST
ounty A orney
Date of signature: GCE/o7/21
Steve M • eno, Chair
mes, Pro-
rryL.B!k
ike Freeman
Lori
CC: HSD
O4/07/2.1
2021-0932
HR0093
PRIVILEGED AND CONFIDENTIAL
MEMORANDUM
n+ract =O #(1591?'
DATE: March 26, 2021
TO: Board of County Commissioners — Pass -Around
FR: Jamie Ulrich, Director, Human Services
RE: 2021 Action Roundtable Application for The Young
Employed Successful (YES) Project
Please review and indicate if you would like a work session prior to placing this item on the Board's
agenda.
Request Board Approval of the Department's 2021 Action Roundtable Application for The
Young Employed Successful (YES) Project. The Department's Division of Employment
Services, Youth Programs, is requesting to submit an application for The Young Employed
Successful (YES) Project. The YES Project is an initiative of America's Promise Alliance. Its
purpose is to ensure that every young person seeking a job is able to secure one and be successful
in that job. Since 2019, The YES Project has convened and collaborated nationally with
organizations that support young people, as well as young people themselves, to explore what
helps a young person be successful in the workplace.
The YES Project will award six (6) grants, in the amount of $20,000 each, to organizations who
support young people as they transition into and continue forward in the workplace. If awarded,
the Department will be required to facilitate certain primary actions among its employer partners
and youth, including:
1) Securing public commitments from at least one employer partner to collaborate with
young people in co -designing strategies for improving belonging and satisfaction in the
workplace among young people of color.
2) Co -host a Virtual Action Roundtable conversation with a member of America's Promise
Alliance.
3) Facilitate a co -design process between employer and youth partners, including any
follow-up conversations that may be necessary.
4) Ensure the implementation of at least one co -designed strategy by an employer partner by
the end of the grant period.
This application is due Wednesday, March 31. Awards will be announced in April 2021, with
completion of the actions noted above by December 1, 2021. In addition to the actions noted, a
final report is required from each grantee.
Pass -Around Memorandum; March 26, 2021 — CMS 4598
Page 1
2021-0932
03/31
HRo093
PRIVILEGED AND CONFIDENTIAL
This application will be reviewed by Legal (G. Kalousek),
I do not recommend a Work Session. I recommend approval of this Application and authorize
the Department to submit the application per the online process.
Approve
Recommendation
Perry L. Buck
Mike Freeman
Scott K. James, Pro-Tem
Steve Moreno, Chair
Lori Saine
Schedule
Work Session
Other/Comments;
Pass -Around Memorandum; March 26, 2021— CMS 4598
Page 2
YES Project 2021 ART Application Page 1 of 11
The YES Project :2021 Action
Roundtable Application
Application closes March 31, 2021
The YES Project is calling for proposals for its 2021 Action
Roundtable cycle!
The YES Project, an initiative of America's Promise Alliance
(America's Promise), exists to ensure that every young person
seeking a job can find a job —and succeed once they get it. Since
2019, the YES (Young Employed Successful) Project
has convened and collaborated with national youth -
supporting organizations, corporations, research institutions, policy
groups, and young people to explore the conditions necessary for
young people to become ready for, connected to, and successful in
the workplace. These conversations resulted in the co -design of
the Ready Connected Supported Framework —a collectively -
developed vision that pinpoints what young people need
to thrive in the workplace. America's Promise and its partners
serve as the driving force behind a nationwide effort to improve
the lives and futures of America's youth. As an Alliance of
hundreds of nonprofits, businesses, community organizations, and
education entities, we spark and support collective action to
overcome the barriers that stand in the way of young people's
success.
Over the past year, the Center for Promise, the applied research
institute of America's Promise, connected with national youth -
supporting organizations to gain a deeper understanding of what
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YES Project 2021 ART Application Page 2 of 11
readiness , connectedness , and support mean to young people
amidst an ever- changing employment landscape .
We specifically sought out the perspectives of young people
who represent groups often excluded from policy conversations :
young people of color, those whose families have immigrated to
the United States in search of new opportunities , and young
people from economically disadvantaged and working - class
backgrounds . These perspectives are reflected in Finding a
Way Forward , a report outlining results from this quantitative
research , released in October 2020 . One major finding is that
young people do not view their work and life as separate from one
another. This means that success in the workplace requires a
multi - dimensional , whole - person approach . In other words , a
young person ' s identity matters . From their racial background to
their personal circumstances , it is important for young
people particularly young people of color to be able to bring all
of who they are to work. See theory of change below.
Action Round Table Theory of Change
Inputs Activities �`" Short-term Outcomes Long-term Outcome
Observable and sustainable change made to
identified collective vision policy, practices, or culture within workplace
and/or CBO
Action Clear and achievable action plan Increased youth capacity and skills (e.g.,
Roundtable and implementation strategy leadership, career skills, civic engagement) Other communities/
Capacity-build
conversations employers around the
ing grants to
(grantee, r country learn from and/or
communities
employers, and Increased capacity for cross-sector replicate efforts
Dataset for each site measuring
youth partners) collaboration between C80s, employers, and
(earnings
youth
Increased employer capacity to center voices
Case studies of progress of young people of color in racial equity
efforts
These findings have informed the YES Project' s 2021 Virtual Action
Roundtables and have helped shape an
actionable vision : Employers and young people of color
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YES Project 2021 ART Application Page 3 of 11
partnering to improve belonging and satisfaction in the
workplace.
The YES Project will issue six grants of $20,000 each (across three
installments) to co -host Virtual Action Roundtable conversations in
partnership with the YES Project focused on this vision.
WHO SHOULD APPLY: Grants will be issued to nonprofit
organizations who work to support young people in their journeys
to and through the world of work. Grants will be given to youth -
supporting organizations, intermediary organizations providing
workforce development training and/or connecting young people
to employment opportunities, and/or career services departments.
Applicants must have an existing relationship with employer
partner(s). Direct service providers and backbone organizations
with strong employer partner relationships are encouraged to
apply.
ESSENTIAL PARTNERS: Grantees will work with 1-3 employer
partners and 3 young people of color to co -design strategies to
create more inclusive workplaces. The role of the grantee and
essential partners is outlined in the section below:
• Employer partner(s) can range from small business to
corporations. Employer partners reflecting localized industries
of growth base on applicant's geographic area are
particularly encouraged to apply.
• Young people of color, for the purposes of this grant, include
individuals between 16-24 years old who identify as non-
white. Young people can be current participants or alumni of
grantee organization, former interns/employees of grantee's
employer partner, or current employee of employer partner. If
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a current employee, young person must feel comfortable in
providing feedback/co-creating with the employer.
WHAT (DELIVERABLES): Grantees will facilitate a set of primary
"Actions" among employer partners and young people: (1) secure
public commitments from at least one employer partner to
collaborate with young people in co -designing strategies for
improving belonging and satisfaction in the workplace among
young people of color, (2) co -host the Virtual Action Roundtable
conversation (3) facilitate co -design process between employer
and youth partners, including any follow-up conversations that
may be necessary, and (4) ensure the implementation of (at least
one) co -designed strategie(s) by employer partner(s) by the end of
the grant period. .
AMERICAS PROMISE ROLE: America's Promise/YES Project will
amplify employer commitments, co -facilitate the Action
Roundtable conversations, and continually partner with grantee
and partners to amplify the work being done by employers and
young people.
WHERE: Virtually via America's Promise Zoom Platform
WHEN:
• Grantees will be announced April 2021.
• Action Roundtables will be held between May 2021 - July
2021.
• Co -designed strategies (at least one) must be implemented
no later than December 1, 2021 and any strategies not
implemented by December 1, 2021 must be included in a
final report with a clear timeline identified for implementation.
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HOW: Each Virtual Action Roundtable will be co -facilitated by a
member of America's Promise Alliance and grantee. A sample run
of show can include but is not limited to:
• Welcome and outline of session aims
• Attendee introductions
• Ready Connected Supported Overview
• Co -design: Identifying opportunities to strengthen workplace
belonging and satisfaction
• Draft implementation timeline
• Next steps
DETAILS: The first installment of the award ($5,000) will be
dispersed following submission of an approved event plan and
budget by America's Promise. The second installment ($5,000) will
be dispersed upon completion of Virtual Action Roundtable and a
clear plan of engagement for young people and employer partner
(s) to implement strategies prior to December 1, 2021. The final
installment ($10,000) will be dispersed once employer partner(s)
implement at least one co -designed strategy no later than
December 1, 2021. Additionally, grantees will participate in several
YES Project activities, which include:
Youth Employment Town Hall — Grantee
and the participating young people will attend the YES Project's
virtual town hall, examining how race and identity inform
belonging and satisfaction in the workplace, ultimately
contributing to productivity and centered on concrete strategies
that employers/employees are taking in pursuit of those
goals. Tentatively scheduled for May 2021.
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Race, Identity, & Belonging in the Workplace Blog Series — Grantee
will nominate at least one young person to contribute written
content focused on providing tips to employers on how to improve
workplace culture for young talent of color.
Race, Identity, & Belonging in the Workplace Video Series —
Grantee will identify at least two young people to share short
video messages offering suggestions on how employers can
improve workplace culture, specifically focusing on race, identity
and/or belonging.
Webinars & Case Study — Grantees will attend two webinars (in
collaboration with GradNation and How Learning Happens)
and participate in an APA-produced case study.
Please also note, the YES Project does not fund:
(1) Organizations that do not have 501(c)(3) tax-exempt status
with the IRS
(2) Private Foundations
(3) Public charities with a non -private foundation status of
509(a)(3)
(4) Individuals
Organization Name *
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rg n ization Name
Employment Services of Weld County
t rgan ization ,f" ebsite
lawn. Ern : yy g ent Services ,..f Wald C e ntyo era
1/ here is your or anizati • n l cated ?
Greeley , Color !F
(ScirgarizatitortA YvAtr ing 4) n grant
Kari n .E .., maya
Email
k #4 rnaweldfv ® csm
Organizational Member ,;./orkin !, ri graft
Cecilia Moreno
Email
cgarcia-moreno(cweldgov.com
Phone Number
970-400-6763
ii' rimary Point of Contact
Karina Amaya
Describe your organization ' s mission and/or f•= oals? H .w "f oes your organization
actualize its missiom :2: nipsior goals ? (800 words)
The mission of Employment Services of Weld County ( ESWC) is : To keep the workforce
system responsive to employers , employees , and job seekers . The vision of
Employment Services of Weld County is to direct the efforts of ESWC to operate an
innovative , adaptive , and customer-driven workforce system that ensures : Customer
services are based upon individual needs and choices ; Services provided are
competitive and valuable ; Outcomes are measurable and results orientated ;
Responsiveness to changing labor market conditions , customer profiles , and program
regulations ; and Services are fiscally responsible .
Located in the north -central part of the state , Weld County is bordered on the north by
Wyoming and Nebraska and on the south by the Denver metropolitan
area . Covering 4 , 016 square miles , it is the third most extensive County in the state and
its estimated 2019 population of 322 , 431 makes it the ninth most populous of the 64
counties in Colorado . Weld County is also , and historically has been , a leader and
innovator in its governance structure and the development and operation of employment
and training programs .
Employment Services of Weld County assist job seekers with education and training to
become self-sufficient in the workforce . Through federal and state funding , as well as
discretionary funding such as this . Employment Services of Weld County creates
innovative and new programs . For example , the Youth Team has to provided a summer
employment program to youth throughout Weld County ages 14- 15 . This program has a
2Gen Approach and has been in place for 15 + years providing temporary employment
to eligible youth which helps them gain basic work ethic , work maturity , and employment
skills . In addition , these youth can attend weekly workshops where they learn
independent living skills which include financial literacy , healthy relationships , job
readiness , etc.
The purposes of the Summer Youth Employment Program are to Prevent youth and
families from entering the child welfare system ; Promote a continuum of educational
and community experiences through established work experience and educational
programs in the summer; Promote work ethics through a work-experience program for
youth 14 to 15-years-old that can benefit from those services to be delivered through
the Weld County Department of Human Services ; Support County Certified Foster Care
Parents and Adoptive Parents with summer activities for foster and adoptive children .
During Summer 2020 , 83 total youth were placed in various worksites throughout Weld
County . 48 . 19 % of the youth served were from various rural locations being non -
Greeley residents which include : Evans , Firestone , Ft Lupton , Frederick , Hudson ,
Johnstown , Lochbuie , Milliken , Severance , and Windsor. This was an increase of 18
youth served from 2019 despite the challenges of COVID- 19 .
WON io ysu stdieve r ;) cism impacts young people in the workpk.ice i;ind over the
course F f their careers within your c mmunity? (800 words)
Racial diversity is relatively low in Weld County , Colorado . The national average for an
area this size is 129 , 435 racially diverse people , while there are 113 , 920 in Weld
County . These numbers are explained best by the duality of Weld County between rural
and urban . Our largest city is Greeley with the City of Evans directly beside it, creating a
more diverse area compared to the rural smaller towns . It can be argued that the
impacts young people face in the workplace and over their careers in Weld County are
reflective of the same challenges faced by our State of Colorado and , to a larger extent,
the United States of America as a whole .
This impacts the economic benefits of the people who make more money as they have
more resources to contribute . Community Benefits are impacted when people can
maximize their potential equally and contribute to community changes . Families benefit
when they can maximize their potential and thus create a generational impact ! A sense
of belonging in the workplace increases productivity , creating a culture of belonging .
Upward mobility becomes impacted when people of color are staying and gaining
experience at their place of employment rather than leaving and starting over with entry-
level positions due to feelings of inadequate respect , lack of equitable opportunities for
promotion , and a sense of not belonging . Additionally , young people today continue to
increasingly look at a company ' s values and not just the pay or benefits . This
contributes to employers ' need for adoption of, and in some cases , hard introspective
reflection in what they are doing to address racial disparities in their own organizations .
Some disparities might be explained in the emphasis placed upon credentialling . We
have seen various apprenticeship programs placing less emphasis on a candidate ' s
credential and more emphasis being placed on one ' s work ethics , ability to work in a
team environment and learning capacities through projects and timelines . Weld County
sees this trend increasing in the future as a result of not only employers needing to
train , find and keep the best workforce they are possibly able to , but also to include in
that part of retention based on a future workforce that puts a premium in the values of
that employer.
( a ) How do you believe relationships and belonging can advance racial equity and
satisfaction for young people within the workplace and over the cours -- of their
careers ?
The need for young people of color to feel not only that they belong , but Also that their
presence on the team is valued and their voice at the table is both welcomed and
necessary , cannot be overstated . It is the responsibility of management to create a
workplace culture that is safe and inclusive . In this environment, young people of color
can build relationships with colleagues and take advantage of professional development
opportunities , both of which contribute to job satisfaction and subsequently retention . A
company' s continued commitment to equity .{ nd anti- racism can help deepen trust and
rapport with young employees of color, allowing the employee to feel encouraged about
exploring a long -term future in that field or with that company .
Hart Research Associates conducted a survey of over 1200 workers ages 17-24 to
determine how to improve the engagement and satisfaction of young workers . In the
Harvard Business Review' s highlight of findings , "working toward inclusion , not just
diversity" was a crucial component. One researcher indicated that the racial disparities
felt by young people in the workplace are manifested in how the employees see their
future . For example , the group that was least likely to see their job as a stepping stone to
a career were African American women , while the group most likely to see their job as a
stepping stone to a career were white men . Young people of color must have access to
upward mobility opportunities in a workspace that allows them to be themselves , with their
unique talents , gifts , and perspective .
( b) Does your oranization have an equity or anti -racism statement or policy ? If
so , pl se share below. If not, please describe if your organization has made,
or will make, a commitment to equity and/or anti - racism ( please attach any
formal statements or documents that you wish to add below) . (800 words)
In the Weld County Code , Section 3-2 - 10 . — Equal Employment Opportunity ( EEO) :
A. The County strives to attain complete compliance with all provisions of equal
employment opportunity laws . '' ecruiting , selection and advancement of
employees will be on the basis of their relative ability , knowledge , skills and other
relevant factors .
B . It is the intent of the County to :
a . Recruit , hire , train and promote persons in all job titles without regard to
race , religion , color, sex, age , national origin , disability , veteran status or
any other status or condition protected by applicable state law , except
where a bona fide occupational qualification applies .
b . Administer all personnel actions such as compensation , benefits ,
transfers , layoffs , return from layoff, County-sponsored training , education
and tuition assistance without regard to race , religion , color, sex , age,
national origin, disability, veteran status or any other status or condition protected
by applicable state law , except where a bona fide occupational
qualification applies .
c . An employee should contact the Director of Human Resources if the
employee has a suggestion , problem or complaint with regard to EEO .
d . Any applicant who applies for a job with the County and feels there may
have been illegal discrimination on the basis of race , color, religion , sex ,
national origin , belief, age or disability during the application/job selection
process may appeal this alleged discrimination in writing to the Director of
Human Resources . The Director of Human Resources will then investigate
the alleged discrimination .
How does your organization inc • rporate young eople5s v :'ices any $ perspectives
into your vvisrk and prom!, rammin0 ( 800 words)
The Weld County Workforce Development Board (WCWDB ) Youth Sub-Committee
incorporates young adult representatives to join the committee and provide insight into
youth -specific issues revolving around employment and training . Before the COVID
Pandemic , the Youth Committee made significant strides in youth representation with
seven ( 7 ) young people from all areas of Weld County contributing to the discussions
and providing insight that the committee had not previously considered without the
youth input . The Youth Committee continues to recruit young people seeking a
leadership role and wanting to share their voice and perspective . While recruiting young
people , the team seeks out individuals throughout Weld County including rural and
urban areas . The team also looks for young people that have experienced or are
experiencing difficulties and/or barriers . Recruiting a diverse group of young people
provides various voices , opinions , and perspectives to be represented .
In August 2019 , the Chafee Foster Care Independence Program (CFCIP) transitioned
from the Child Welfare Division of the Weld County Department of Human Services to
the Employment Services Division . This program provides independent living services
to youth age 14-23 currently in foster care or those who have aged out. The Chafee
team collaborates with the Rocky Mountain Children ' s Law Center and the variety of
programs and services they offer. One specific program called Project Foster Power is
an advocacy group for young people who are or were currently in foster care . Using
youth organizing principles , this group aims to harness power in numbers to create
change through organizing , advocacy , education , and leadership development . Project
Foster Power is the Colorado partner of Foster Youth in Action , a national network of 23
independent groups from across the country who believe in the power of foster youth
voice . This opportunity and access for our young people have led to increased access
to resources by voicing needs and concerns directly from the young people themselves .
What role . employer partners play in ytur ortanization ' s work and how &f its your
organization develop and manage rely=. tionships with employer partners ? ( 8u0 words)
Employment Services has a team of four Business Services Representatives that work
with area businesses to post job openings , customize hiring events , set up job fairs , and
provide business information and education . These Representatives attend Sector
Partnership , Chamber, Economic Development , and Aims Community College Advisory
meetings to grow and maintain relationships with business members .
Employers represent 51 % of the WCWDB composition . Industry representatives include
manufacturing , health care , construction , food services , and oil & gas , to name a few .
One of the primary functions of the board is to develop a local plan . The WCWDB , in
conjunction with Employment Services of Weld County staff, carries out an analysis of
economic conditions , the needed knowledge and skills for employment in the region ,
and the identification of education and training programs .
The board also leads efforts to engage with employers throughout Weld County ,
ensuring a diverse representation in not just WCWDB meetings , but other community
discussions . For example , through these linkages , the Youth Committee connected with
the Aims Surgical Technology program advisors and , as a result, were informed of the
current nationwide labor shortage in Sterile Processing Departments with limited talent
pipelines of individuals to meet future needs in this high demand occupation . In
collaboration with Aims Community College , the Youth Committee and Employment
Services of Weld County staff members coordinated and supported the creation of
a Sterile Processing Technician certification program which was not currently available
in Colorado ; Aims received State approval to launch this program and the first
cohort began in January 2017 .
An area that both Employment Services of Weld County staff and the WDB work on
regularly is career pathways . A pathway can help current and prospective employees
understand the path or paths they can take in their careers . A clearly defined career
path supports employers by creating a more employable workforce . Often , the path may
include work-based learning opportunities such as internships (work experience ) , job
shadowing , on -the-job training , or registered apprenticeships .
In what ways io you believe that a p , .r ership approach betweev� pro . rams ,
employers , an * y v_ i; n pre ;!> L t le thei sely _' s can more effectively a t v : nce racial equity
fir young .te1; ple in the ifiorkplace? (800 words)
It is the belief and opinion at Employment Services of Weld County that one ' s purpose
and belonging is a direct correlation with one ' s employment. Through the various
programs at Employment Services of Weld County , (a few described within this
document' s various questions ) , Employment Services provides opportunities for those
who generally meet program qualifications such as , under-employed , free or reduced
lunch , foster youth , TANF or Food Stamp recipients , or having a disability , to gain
access to training programs , education , and employment opportunities .
Many of our employment opportunities come in the form of work experiences provided
through relationships with employers who host our youth . Employment and training
program funds pay 100 % of the participant' s wages . Additionally , these funds pay for a
variety of education and training opportunities . It is through these avenues that the
trifecta of employers , our various programs at Employment Services of Weld County ,
and the youth themselves , provide opportunities to those most in need in our community
and directly to those who have historically been marginalized based on not only their
socio-economic background and experience but, also and blatantly because of their
race . It is this partnership of this trifecta that enables progress towards racial equity for
young people in our community ' s workplaces .
Here at Employment Services of Weld County , we aim to build on our programs by
gaining a stronger perspective from both employers and young people in future round
table discussions about racial equity .
H ..w dotes your organization plan to identify and engage employer ;:partners for this
0
pryJsteta ( 800 words)
Employment Services of Weld County has a long history of employer engagement that
over the years has developed into strong relationships that in times when we as an
agency take on new initiatives , the support of our employer partners tends to strongly
support those said initiatives such as the YES Project . Employment Services has
already begun reaching out to our employer partners specifically , The High Plains
Library District and the Immigrant & Refugee Center of Northern Colorado , who are both
contributing letters of support in our plans to move forward with the YES Project. With
these partners , we have already been a part of The Talent Equity Agenda and the
Stakeholder Equity Forum held on March 11th , 2021 .
The Talent Equity Agenda is published by the Colorado Workforce Development
Council (CWDC), a Governor-appointed, public-private partnership with the purpose to
advise, oversee, and integrate the work of the Colorado talent development network.
The CWDC 's vision is that every Colorado employer has access to a skilled workforce
and every Coloradan has the opportunity for meaningful employment, resulting in
individual and statewide economic prosperity. The full agenda can be viewed at
https : //cwdc. colorado . gov/talent-equity-agenda
Employment Services of Weld County will continue to collaboratively work with our
employer partners to make meaningful changes in how our community hires and retains
a racially diverse and talented workforce . From the Talent Equity Agenda , we know
where we are at as a community and where we want and need to endeavor to create a
more ideal workforce .
A part of the grant requires grantees to report back on the status of changes made by
employers to improve feelings of belonging and satisfaction among young
employees of can.. How do you plan to measure and track the success of the
implementation within and beyond the grant cycle? (800 words)
Employment Services of Weld County utilizes the Connecting Colorado Statewide Data
Management System to measure and track the success of our employment and training
program participants . Colorado residents can register on their own or with the support of
a staff member, self-attesting to demographic information , work history and skills ,
education level , as well as to identify barriers the individual may have . Through the YES
project , a dedicated staff member will track the youth ' s participation in the round tables ,
supportive services such as transportation funding to attend the events , and any
incentives Employment Services of Weld County may issue for their participation .
Can you detail any experience your organization , or members of your organization 's
staff have with facilitating panels, convenings , and/or roundtable conversations?
n
0<<f words)
Multiple staff at Employment Services and Workforce Development Board members
have facilitated panels , convenings , and roundtables . Employment Services supports
the Workforce Development Board and its subcommittees . Employment Services staff is
responsible for assisting with the facilitation of meeting discussions , providing program -
relevant information to attendees , and taking official meeting minutes .
Weld , in partnership with Larimer County , convene with business through several
means , but one tried and true practice is sector partnerships . The partnerships in the
Northern Colorado area are healthcare , manufacturing , and construction . While
business sets the agenda for their meetings and leads the conversation , public partners
to include education , economic development , and other stakeholders , implement the
interventions and solutions identified by the industry sector.
Workforce Development Board members lead many task groups and professional
development initiatives and can be called upon for guidance at any time .
Demonstrating commitment from employer partners is essential for grant
consideration . Please attach 1 —3 letters of support from different employer partners ,
outlining commitment to release a public statement following the Action Roundtable,
to collaborate with young people in co -designing efforts , and implement changes co-
designed with young people.
Please attach a timeline and project plan separately from how a 20k grant will
advance the organization 's work.
The following provides a project timeline and budget breakdown . Below is a detailed
timeline for each step of the process which will lead to implementation . Additionally ,
included is a detailed budget breakdown which shows a more in -depth description of
associated costs .
Project Timeline
• April — May 2021 : Employment Services of Weld County ( ESWC ) will begin
discussions with the Weld County Workforce Development Board (WCWDB)
Youth Sub-Committee to discuss the planning process . Employer partners and
young people of color will be recruited and solidified for action roundtables .
• May — July 2021 : ESWC and the Youth Sub-Committee will convene and host
action roundtables with employer partners and young people .
• July — September 2021 : ESWC and the Youth Sub-Committee along with the
employer partners and young people will finalize the co-designed strategies
determined from the action roundtables .
• September — November 2021 : All parties will be involved in the implementation of
at least one co-designed strategy .
• December 2021 : ESWC will create and submit a final report indicating outcomes
as well as any co-designed strategies that will be implemented at a future date .
Budget Breakdown
Marketing : $ 1 , 250 . 00
ESWC will use a portion of the award for the co-designed strategies campaign which
would include creation and distribution of marketing materials .
Participant Stipend : $9 , 000 . 00
ESWC would like to provide stipends to the young people for participation throughout
the process . This would include a gift card each time the young person attends and
participants in a roundtable or event.
Employer Partner Stipend : $ 9 , 000 . 00
A one-time stipend will be provided to the employers participating in virtual round tables
and follow up meetings for the successful implementation of the co-designed strategies .
Supportive Services : $ 250 . 00
Bus passes or gas vouchers to attend planning meetings focused on the
implementation of co-designed strategies .
Meals and/or Refreshments : $ 500 . 00
When in - person events and/or meetings take place , ESWC will provide food and
beverages to the young people and employer partners who attend .
In -Kind Contribution : (valued at $ 15 , 000 . 00)
ESWC will commit to providing the facilitation and oversight of the YES project including
personnel costs directly related to this initiative and indirect costs (overhead and
operations) .
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Library District
Administration 86 Support Services • 2650 W . 29th Street e Greeley , CO 30631.
Re : YES Project
Support Letter
Varch 29, 2021
Dear Granting Committee,
I ' m writing in support of ( ESWC) Employment Services of Weld County' s collaborative effort to implement the strategies
outlined in the YES Project . The High Plains Library District ( HPLD ) has partnered with ESWC on a variety of projects over
the years, but over the last year we have focused our efforts on addressing disparities, specifically those related to race
and immigration status . Our collective goal is to work toward a more equitable workforce landscape . The High Plains
Library District Board of Trustees approved a new Mission in 2020 and established that HPLD role is to Help Build
Community. We can only help build community if we work with and help to raise all in the community. Toward this
endeavor we have been working with ESWC and the Immigrant and Refugee Center of Northern Colorado to implement
several strategies to ensure that the voices of underrepresented community members are both welcomed and heard .
YES Project is an extension and enhancement of the work we have been partnering to develop . We are dedicated as a
region to move this work forward .
HPLD and ESWC are motivated to develop a workforce that is representative of our community . We are committed to
continue growing and providing learning opportunities on the impact of race, identity, and belonging in the workplace
on young people of color.
Furthermore, we are committed to preparing a public statement for review and approval by the High Plains Library
District 3oard of Trustees following the Action Roundtable . The statement will focus on collaborating with young people
in co-designing efforts, and implement changes co -designed with young people while encouraging other organizations
to do the same . Thank you for the opportunity to be part of this meaningful work that will result in positive outcomes
for both young people of color and the companies fortunate to employ them . If I can provide any additional information
regarding our support of the project, please feel free to reach out directly to me .
Sincerely,
,1 _.
,
Matthew Hortt PhD .
Executive Director
2650 W. 29t1 St, Greeley, CO 80631
970-506-8563
970-415-3668
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Farr Regional Library • Fort Lupton Public 84 School Library • Glenn A. Jones , 1VI . D . Memorial Library
Hudson Public Library • Kersey Library • Lincoln Park Library • Nantes Library • Northern Plains Public Library
Outreach • Platteville Public Library • Riverside Library &, Cultural Center
1 - 888- 86 1 - READ ( 73 3 ) • www. MyLibrary. us
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Immigrant &
Refugee Center
OF NORTHERN COLORADO
Re : YES Project
Support Letter
March 29 2021
To Whom It May Concern :
It is with great enthusiasm that I'm writing in support of (ESWC) Employment Services of
Weld County's collaborative effort to implement the strategies outlined in the YES Project.
The Immigrant and Refugee Center of Northern Colorado (IRC NoCo) has partnered with
ESWC for the last decade, but in the last year we have really focused our efforts on
addressing the disparities, specifically those related to race and immigration status, to
work toward a more equitable workforce landscape. We have implemented several
strategies to ensure that the voices of underrepresented community members are both
welcomed and heard. When reading about the intent and scope of work for the YES Project
with our partners at ESWC, there was resounding excitement about how this aligns with
our goals; we are dedicated to moving this work forward in our region.
IRC NoCo and ESWC are committed to the work of equity in all ways, and we are especially
motivated to continue growing and providing learning opportunities on the impact of race,
identity, and belonging in the workplace on young people of color. The perspectives
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represented in the Finding A Way Forward report resonate with what we hear and see
locally, and we (as both an employer and a partner organization to Employment Services
Weld County) earnestly desire to create spaces where young people of color can bring all
of who they are to work." Furthermore, we are committed to release a public statement
following the Action Roundtable, to collaborate with young people in co-designing efforts,
and implement changes co -designed with young people as outlined in the grant application.
Thank you for the opportunity to be part of this meaningful, long overdue work that will
undoubtedly result in positive outcomes for both young people of color and the companies
fortunate to employ them .
I
Best,
Lisa TR U Lor
Lisa Taylor
Executive Director
Lisa@ircnoco . org
(970) 371 -4500
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Immigrant & Refugee Center of Northern Colorado • 3001 8th Ave Suite 170, Evans, CO 80620 970 . 352 . 7323 •
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www.ircnoco . org
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