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HomeMy WebLinkAboutItem 15 - Workforce Innovation and Opportunity Act Formula Youth Funds for Program Year 26-27 Community Development Agency www.santa-ana.org/cd Item # 15 City of Santa Ana 20 Civic Center Plaza, Santa Ana, CA 92701 Staff Report June 16, 2026 TOPIC: Award Youth Agreements Funded with Federal Workforce Innovation and Opportunity Act Funds AGENDA TITLE Award $600,000 of Workforce Innovation and Opportunity Act Formula Youth Funds for Program Year 2026-2027 (Non-General Fund) RECOMMENDED ACTION Authorize the City Manager to execute agreements to award $600,000 in Workforce Innovation and Opportunity Act (WIOA) youth program funds for a one-year period beginning July 1, 2026, through June 30, 2027, contingent on the availability of WIOA funds for the 2026-2027 program year, with the following organizations (Core Agreement No. A-2026-XXX): 1. Orange County Children's Therapeutic Arts Center, in the amount of$200,000, to provide paid work experience, career counseling, job readiness and life skills training, mentoring, academic support, and industry-recognized certifications. 2. Working Wardrobes for a New Start, in the amount of$200,000, to provide career coaching, workforce readiness workshops, paid work experience, training in high-demand industries, and supportive services. 3. Taller San Jose Hope Builders, in the amount of $200,000, to provide career pathway training, industry-recognized certifications in healthcare, construction, and child development, employment readiness, job placement, and support services. GOVERNMENT CODE §84308 APPLIES: Yes DISCUSSION Under the Workforce Innovation and Opportunity Act (WIOA), the Santa Ana Workforce Development Board (WDB) is tasked with contracting qualified Youth Service Providers to offer WIOA-funded services to eligible at-risk youth in Santa Ana. With WDB approval, staff released two Requests for Proposals (RFPs) on November 4, 2022, and March 4, 2025. The first RFP resulted in one organization, the Orange County Therapeutic Arts Center, being deemed eligible to provide youth services through June 30, 2027, contingent on available funding and satisfactory performance. The second Award WIOA Youth Agreements June 16, 2026 Page 2 RFP in March 2025 created an additional pool of eligible organizations for a two-year procurement cycle from July 1, 2025, to June 30, 2027. While organizations are selected through multi-year procurement cycles, the City enters into WIOA-funded youth services agreements on a one-year basis due to annual federal funding allocations and budget appropriations. As a result, the current agreements for Program Year 2025-2026 will end on June 30, 2026, and staff recommends approval of new one-year agreements for Program Year 2026-2027. This approach allows the City to evaluate provider performance each year, ensure compliance with changing WIOA funding levels and program requirements, and maintain flexibility in managing youth services. On April 21, 2025, a review committee composed of three Workforce Development Board Youth Council members evaluated and scored the proposals based on the criteria outlined in the RFP. As a result of this process, all three organizations were deemed eligible for inclusion in the two-year procurement cycle ending June 30, 2027. The committee established the following rankings: Rank Organization 1 ] Working Wardrobes for a New Start 2 ]F StandUp for Kids 3 ]F Taller San Jose Hope Builders Staff recommends funding Working Wardrobes and Taller San Jose Hope Builders. StandUp for Kids, although currently funded for PY 2025-26, has requested not to be funded for PY 2026-27. On April 9, 2026, the Workforce Development Board Youth Council Committee approved the Youth Council recommendations to award $200,000 each to Orange County Children's Therapeutic Arts Center, Working Wardrobes for a New Start, and Taller San Jose Hope Builders to serve 20 youth each. Orange County Children's Therapeutic Art Center (OCCTAC), with more than 25 years of experience, has served over 70,000 youth in Santa Ana through culturally competent, trauma-informed programming. Each year, the organization supports approximately 7,000 youth, with targeted services for foster youth, youth with disabilities, high school dropouts, homeless youth, and youth on probation. OCCTAC has been a WIOA Youth provider since 2005. For Program Year 2026-2027, OCCTAC will continue providing a comprehensive WIOA youth employment program that covers 13 of the 14 WIOA-required elements. Services include: • Paid work experience in high-demand fields like education, technology, and the arts; Award WIOA Youth Agreements June 16, 2026 Page 3 • Career counseling, job readiness, and life skills training; • Literacy and numeracy tutoring for basic skills-deficient youth; • Supportive services such as mental health counseling, transportation, and academic advising; • Mentoring, leadership development, and preparation for post-secondary education. Participants will also gain access to industry-recognized certificates that boost their employability. Certification options include the Child Care Worker Certificate, Health Assistant/Aide Certificate, Customer Service and Administrative Office Support, and Digital Media and Technology Skills, such as audio engineering, film production, and graphic design. All participants will receive personalized case management and comprehensive support services to tackle personal and educational barriers. Working Wardrobes for a New Start, founded in 1990, offers over 30 years of experience in providing workforce development services to youth and adults facing significant life challenges, including justice involvement, homelessness, foster care, and economic hardship. The organization has a proven record of serving vulnerable youth groups and delivering federally funded employment programs. For this contract, Working Wardrobes will implement its "Rebuilding Careers Program for Young Adults," which offers a comprehensive service model that includes: • A dedicated Career Navigator providing personalized case management and career coaching. • A structured, paid five-part workforce readiness workshop series. • Up to 90 hours of paid work experience with community employers or internal social enterprise locations. • Access to WIOA-approved training programs in fields like construction, logistics, culinary arts, and information technology. • Personalized mentoring and career exploration, including job shadowing and mock interviews. • Supportive services like transportation assistance, background check fees, and professional attire. • Twelve months of follow-up and career coaching after program completion to promote job retention and long-term success. Taller San Jose Hope Builders, founded in 1995, has over 30 years of experience serving disadvantaged and out-of-school young adults aged 18-24 throughout Orange County, with a strong presence in Santa Ana. They will enroll 20 out-of-school youth in this age range. Their expertise centers on intensive career pathway training combined with structured mentorship and employment placement in high-demand industries such as healthcare, construction, and child development. Award WIOA Youth Agreements June 16, 2026 Page 4 • Participants progress through a four-stage model: Job Skills Training, Mentoring/Life Skills, Career and Education Pathways, and Employment Services. Award WIOA Youth Agreements June 16, 2026 Page 4 • Youth receive industry-specific training in Clinical Medical Assisting, Child Development, or Construction, leading to recognized certifications such as OSHA, CPR, and vocational certificates through community college partnerships. • Participants access comprehensive support services, including case management, mental health referrals, transportation assistance, childcare stipends, financial literacy training, and barrier removal supports. • Each participant is assigned an Employment Readiness Specialist who provides personalized service plans, weekly coaching, life skills instruction, and employment readiness training (resume building, interviewing, workplace professionalism). • Through its social enterprise, Hope Builders Career Connections (HBCC), the organization offers direct job placement, retention support, and career advancement services, with ongoing follow-up for up to 12 months. By awarding contracts to Orange County Children's Therapeutic Arts Center, Working Wardrobes for a New Start, and Taller San Jose Hope Builders, the City of Santa Ana guarantees that its most vulnerable youth are supported by three well-established, highly experienced providers with a proven track record, extensive community partnerships, and a strong dedication to helping youth gain independence, career skills, and long-term self-sufficiency. FISCAL IMPACT An amount of$284,120 has been incorporated into the FY 2026-27 budget process for City Council review and consideration under the WIOA Youth, Payment to Subagent account (no. 12318763-69135). The remaining balance of$315,880 will be presented to the City Council as part of the FY 2026-27 carryforward request, resulting in a total award of$600,000. EXHIBIT(S) 1. Orange County Therapeutic Art Center Agreement 2. Working Wardrobes for a New Start Agreement 3. Taller San Jose Hope Builders Agreement Submitted By: Michael L. Garcia, Executive Director, Community Development Agency Approved By: Alvaro Nunez, City Manager EXHIBIT 1 AGREEMENT UNDER THE WORKFORCE INNOVATION AND OPPORTUNITY ACT THIS SUBAWARD AGREEMENT, made and entered into this I" day of July, 2026, by and between the City of Santa Ana, a charter city and municipal corporation duly organized and existing under the Constitution and laws of the State of California ("CITY and Orange County Children's Therapeutic Arts Center a non-profit corporation identified by their assigned Unique Entity Identifier(UEI)Number EPT2G7FRC5R6 ("SUBRECIPIENT"). RECITALS: A. CITY has been designated a Local Workforce Development Area (LWDA) under the Workforce Innovation and Opportunity Act of 2014, Public Law 1-113-128 ("the Act"), Catalog of Federal Domestic Assistance (CFDA) Number 17.259 and Federal Award Identification Number(FAIN)AA253421455A6. B. The State of California has created the LWDA to administer the Act programs operated by the State of California pursuant to the Act. C. As a LWDA, CITY is entitled to receive federal funds to establish programs to increase the employment, retention and earnings of Participants, and increase occupational skills attainment by Participants, and as a result, improve the quality of the workforce, reduce welfare dependency, and enhance the productivity and competitiveness of the nation("said program"). D. On April 1, 2025, the City issued a Request for Proposal No. 25-019A ("RFP") by which it sought youth serving organizations to become members of the Youth Service Provider Network, referred to as Youth Service Providers (YSPN) to deliver a youth program for the City. SUBRECIPIENT submitted a responsive proposal that was selected by the City. A copy of SUBRECIPIENT's proposal is incorporated herein by reference as if set forth in full. SUBRECIPIENT is experienced in operating workforce development programs for at-risk youth that provide preparation for secondary and post-secondary education, occupational training, and employment skills for entry into the labor market. E. SUBRECIPIENT is willing to operate said program pursuant to the Act and California law. WHEREFORE, for and in consideration of the respective and mutual covenants and promises hereinafter contained and made, and subject to all the terms and conditions hereof, the parties hereto do hereby agree as follows: I. SUBRECIPIENT'S OBLIGATIONS A. SUBRECIPIENT agrees to provide the following services pursuant to said program, as more specifically set forth in SUBRECIPIENT'S Program Narrative contained in "Exhibit A", as required to be responsive to the Federal Funding Accountability and Transparency Act (FFATA) per 2 CFR §200.332(b)(1)(ix), and in the Performance Indicators contained in "Exhibit B", per 2 CFR Page 1 of 18 EXHIBIT 1 §200.332(e) and 2 CFR §200.328, both attached hereto and by this reference incorporated herein. SUBRECIPIENT'S failure to provide said services may be grounds for CITY to readjust the level of payment to SUBRECIPIENT otherwise provided for hereinafter. B. SUBRECIPIENT agrees to provide benefits to individuals who participate in the activities and services funded by this Agreement ("Participants") in accordance with the standards and requirements set forth in the Act. C. SUBRECIPIENT agrees to perform the services set forth herein in a professional, timely and diligent manner. D. SUBRECIPIENT shall provide wages and benefits to Participants in accordance with the standards and requirements of the Act, including Section 181 of the Act. E. SUBRECIPIENT shall adhere to the Labor Standards described in the Act, including Section 181 of the Act. F. SUBRECIPIENT agrees to comply with the "Complaint Handling Procedures Under the WIOA", attached hereto as "Exhibit C" and incorporated herein as though fully set forth in 20 CFR 658.411. SUBRECIPIENT shall advise Participants of their rights to file complaints under the Act and the procedures for resolution of any complaints. CITY's procedures for handling complaints alleging a violation of the Act, regulations, grants, or other agreements under the Act shall be followed and any decision of CITY, the State or the federal government relating to the complaint shall be binding and followed by SUBRECIPIENT. SUBRECIPIENTS who are employers shall operate a grievance system that incorporates CITY's procedures for resolution of complaints relating to the terms and conditions of employment; these procedures shall be approved in writing by CITY. G. As a condition of this award of financial assistance under the Act to SUBRECIPIENT from CITY, SUBRECIPIENT assures, with respect to operation of all programs or activities funded with funds provided pursuant to the Act, and all agreements or arrangements to carry out such programs or activities, that it will comply fully with the nondiscrimination and equal opportunity provisions of the Act (Section 188) and compliance with Equal Employment Opportunity provisions in Executive Order (E.O.) 11246, as amended by E.O. 11375 and supplemented by the requirements of 41 CFR Part 60; the Nontraditional Employment for Women Act of 1991; Title VI of the Civil Rights Act of 1964, as amended; section 504 of the Rehabilitation Act of 1973, as amended; the Age Discrimination Act of 1975, as amended; the Americans with Disabilities Act of 1990; and with all applicable requirements imposed by or pursuant to regulations implementing those laws, including, but not limited to, 29 CFR Parts 33 and 37. The United States, the State of California and CITY have the right to seek judicial enforcement of this assurance. H. SUBRECIPIENT agrees that no Participant(s) shall commence training prior to the approval of funding pursuant to Section 123 of the Act. I. SUBRECIPIENT agrees to the following accounting, monitoring, auditing, and review requirements: 1. SUBRECIPIENT agrees to maintain such records and submit such Page 2 of 18 EXHIBIT 1 reports, data and information, on the form and containing such information, at such times as CITY may request or require regarding the performance of SUBRECIPIENT'S services or activities, costs or other data, including but not limited to, Participants' attendance, payroll records and job duty statements. 2. SUBRECIPIENT agrees to forward to the Santa Ana WORK Center Administrative Office, 801 W. Civic Center Dr., Suite 200, Santa Ana, California 92701 completed Workforce Innovation and Opportunity Act Application form and supporting documents; a complete Workforce Innovation and Opportunity Act Enrollment; any subsequent updates; Workforce Innovation and Opportunity Act Youth Test Scores form; Workforce Innovation and Opportunity Act Exit form upon completion/termination of active enrollment of Participant; and the Workforce Innovation and Opportunity Act Follow-Up form within 15 days following 30, 60, 90, 180, 270, and 360 days of exit. SUBRECIPIENT agrees to enter information on the State of California's CalJobs database system as instructed and requested by the Santa Ana WORK Center Administration. 3. CITY, the State of California and the United States government and/or their representatives shall have access for purposes of monitoring, auditing and examining of SUBRECIPIENT'S activities, performance, books, documents, papers, records of SUBRECIPIENT SUBRECIPIENTs, bookkeepers, accountants, employees and Participants related to this Agreement. Such agencies or representatives shall also schedule on-site monitoring at their discretion. Monitoring activities may also include, but are not limited to, questioning employees and Participants and entering any premises or onto any site in which any of the services or activities funded hereunder are conducted or in which any of the records of SUBRECIPIENT are kept (2 CFR §200.330). Nothing herein shall be construed to require access to any privileged or confidential information as set forth in federal or state law. 4. In the event SUBRECIPIENT does not make the above-referenced documents available within the City of Santa Ana, California, SUBRECIPIENT agrees to pay all necessary and reasonable expenses incurred by CITY in conducting any audit at the location where said records and books of account are maintained. 5. All accounting records and evidence pertaining to all costs of SUBRECIPIENT and all documents related to this Agreement shall be kept available at the location where SUBRECIPIENT conducted the program, as well as in the County of Orange, for the duration of this Agreement and thereafter for three (3)years after completion of an audit. Records which relate to (a) complaints, claims, administrative proceedings or litigation arising out of the performance of this Agreement, or(b) costs and expenses of this Agreement to which CITY, the State of California or the United States Government take exception, shall be retained beyond the three (3) years until resolution of disposition of such appeals, litigation, claims, or exceptions. J. Without prejudice to any other section of this Agreement, SUBRECIPIENT shall, where applicable, maintain the confidential nature of information provided to it concerning Participants in accordance with the requirements of federal and state law. Notwithstanding the foregoing, SUBRECIPIENT agrees to submit to CITY, the State of California and/or the United States Government or their representatives, all records requested for administrative purposes, including audits, examinations, monitoring and verification of records submitted by SUBRECIPIENT, costs Page 3 of 18 EXHIBIT 1 incurred and services rendered hereunder. K. SUBRECIPIENT agrees to complete a monthly Invoice form showing in detail the amount of money already expended by SUBRECIPIENT hereunder, as this is a cash reimbursement contract. Accounting records must be supported by such source documentation as invoices, bills, statements, proof of payment, such as cancelled checks, payment confirmations, account statements, paid bills, payroll records, time and attendance records, and contract and subgrant award documents (2 CFR §200.101(b)(2)). SUBRECIPIENT agrees to submit the above-stated documents to the WDB Administrative Office, 801 W. Civic Center Dr., Suite 200, Santa Ana, California, 92701, by the tenth (loth) day of the month following the month in which SUBRECIPIENT'S services are performed. Should SUBRECIPIENT fail to deliver said documents to CITY within thirty (30) days of said deadline, CITY shall provide SUBRECIPIENT with written notice of such deficiency. If said deficiency is not corrected within thirty (30) days of mailing such written notice, CITY shall have the option to deobligate SUBRECIPIENT's funds and cancel this Agreement by giving SUBRECIPIENT ten (10) days written notice thereof. SUBRECIPIENT shall either return to the CITY excess revenues over costs or use such excess revenues as program income for additional training activities authorized under the Act. L. SUBRECIPIENT agrees to expend all funds in accordance with all applicable federal, state and local laws and regulations. SUBRECIPIENT also agrees to provide, at SUBRECIPIENT'S own expense, supplies and other costs of said PROGRAM. M. SUBRECIPIENT shall arrange independently for an audit that includes WIOA funds received from CITY, in accordance with the Act, 2 CFR 200.500 et seq. SUBRECIPIENT shall submit one original of each required audit report to CITY within thirty(30) days after the date received by SUBRECIPIENT. Should SUBRECIPIENT fail to comply with these requirements, CITY may, at its option, withhold payment of funds, disallow funds, or suspend additional grant funds. N. SUBRECIPIENT shall not expend funds pursuant to this Agreement to provide services to any Participant where costs of training are paid for by any other person or entity. O. SUBRECIPIENT shall comply with the provisions of Uniform Guidance 2 CFR Part 200 of the U.S. Office of Management and Budget (OMB) and all other applicable federal statutes and executive orders and their implementing regulations, including regulations at 29 CFR Part 97. P. SUBRECIPIENT shall comply with the requirements of federal regulations found at 29 CFR Part 93, which provide that no appropriated funds may be expended by the recipient of a federal contract, grant, loan or cooperative agreement to pay any person for influencing or attempting to influence an officer or employee of any agency, member of Congress or an officer or employee of a member of Congress in connection with awarding of any federal contract, the making of any federal grant or loan, entering into any cooperative agreement and the extension, renewal, amendment or modification of any federal contract, grant, loan or cooperative agreement. SUBRECIPIENT shall sign a Certification Regarding Lobbying to that effect in a form as set forth in "Exhibit E," attached hereto and by this reference incorporated herein. SUBRECIPIENT shall submit said signed Certification to CITY prior to performing any of its obligations under this Agreement and prior to any obligation arising on the part of CITY to pay any sums to SUBRECIPIENT under the terms and conditions of this Agreement. Page 4 of 18 EXHIBIT 1 Q. SUBRECIPIENT agrees to provide a drug-free work place and to execute a Drug Free Workplace Certification as set forth in "Exhibit F" attached hereto and incorporated herein by this reference. R. SUBRECIPIENT, in accordance with the Child Support Compliance Act, recognizes and acknowledges the importance of child and family support obligations and shall fully comply with all state and federal laws relating to child and family support enforcement, including, but not limited to: disclosure of information and compliance with earnings assignment orders, as provided in Chapter 8 (commencing with Section 5200) of Part 5 of Division 9 of the state Family Code; and, to the best of its knowledge is fully complying with the earnings assignment orders of all employees and is providing the names of all new employees to the New Employee Registry maintained by the California Employment Development Department(EDD). S. SUBRECIPIENT agrees to comply with all applicable provisions of the Act, and all applicable federal regulations, including, but not limited to, the Code of Federal Regulations, Subtitle AOffice of Management and Budget Guidance for Grants and Agreements, as well as all applicable state and local regulations. T. SUBRECIPIENT agrees to remain in compliance with the Certification Regarding Debarment ("Exhibit G"), as required by the regulations implementing Executive Order 12549, Debarment and Suspension, (2 CFR Part 180). U. SUBRECIPIENT agrees to provide priority of services for veterans and eligible spouses pursuant to 20 CFR Part 1010, and the regulations implementing priority of service for veterans and eligible spouses in Department of Labor job training programs under the Jobs for Veterans Act published at 73 Fed.Reg. 78132 on December 19, 2008. V. SUBRECIPIENT acknowledges that the official name for the statewide system of providing employment and training through the WIOA partnerships and various other local programs is "America's Job Center". To achieve the goals of this grant, it is important that the public has a quick and easy method to identify that the projects or programs they are taking part in are part of the "America's Job Center". SUBRECIPIENT agrees to place the America's Job Center logo, in accordance with the State of California guidelines for such use, on all public materials, such as statements, press releases, brochures, advertisements, reports and other documents describing projects or programs funded in whole or in part with WIOA funds. When the America's Job Center logo is used, SUBRECIPIENT may accompany it with the following statement, "The (Program Name) is a proud partner of the America's Job Center network". SUBRECIPIENT shall not use the America's Job Center logo in any manner that would imply that the State of California endorses a commercial product, service or activity. II. CITY'S OBLIGATIONS A. On May 28, 2025, the CITY was awarded a Department of Labor Workforce Innovation and Opportunity Act youth grant of$817,644.00 for fiscal year 2025-2026, with a two-year performance period which dictates that 100% of the funding allocation must be obligated before the contact window closes on June 30, 2027. CITY agrees to pay to SUBRECIPIENT when, if and to the Page 5 of 18 EXHIBIT 1 extent federal funds are received under the provisions of the Act a sum not to exceed$200,000.00 for SUBRECIPIENT'S performance in accordance with the Budget attached hereto as "Exhibit D" and incorporated herein by reference, during the period of this Agreement for Program Year 2026-2027. Said sum shall be paid after CITY receives invoices submitted by SUBRECIPIENT as provided hereinabove. B. Pursuant to 2 CFR §200.332(b)(4), the Indirect Cost Rate for the SUBRECIPIENT's award shall be an approved federally recognized indirect cost rate negotiated between the SUBRECIPIENT and the Federal government, or, if no such rate exists, either a rate negotiated between the CITY and the SUBRECIPIENT, or a de minimis indirect cost rate as defined in 2 CFR §200.414(f) Indirect(F&A) costs. C. SUBRECIPIENT has the ability to adjust line item amounts in the budget with the approval of the Executive Director, so long as the total Budget amount does not increase. D. CITY agrees to provide for on-site monitoring reviews of said program operation at least annually. In addition, monthly desktop reviews of pertinent information will be conducted. E. CITY has the right to de-obligate the funds hereunder, and take such funding back from SUBRECIPIENT, due to any of the following reasons: (a) lack of performance by SUBRECIPIENT; (b) lack of fiscal accountability of SUBRECIPIENT; or (c) decrease in available funding. III. TERM OF AGREEMENT A. This Agreement shall commence on July 1, 2026, and all duties arising under this Agreement shall have been performed by June 30, 2027. The Term of this Agreement may be extended by a writing executed by the City Manager and the City Attorney. SUBRECIPIENT acknowledges and agrees that it must provide follow-up services for one (1) year after the Term, whether funded or not. B. SUBRECIPIENT agrees to comply with the closeout procedures detailed in 2 CFR §200.343, including the following: I. SUBRECIPIENT must submit, no later than ninety (90) calendar days after the end date of the period of performance, all financial, performance, and other reports as required by the terms and conditions of the Federal award; 2. Unless the CITY authorizes an extension, SUBRECIPIENT must liquidate all obligations incurred under the Federal award not later than ninety (90) calendar days after the end date of the period of performance as specified in the terms and conditions of the Federal award; 3. SUBRECIPIENT must promptly refund any balances of unobligated cash that the CITY paid in advance or paid and that is not authorized to be retained by SUBRECIPIENT for Page 6 of 18 EXHIBIT 1 use in other projects (See OMB Circular A-129 and 2 CFR §200.345); 4. SUBRECIPIENT must account for any real and personal property acquired with Federal funds or received from the Federal government in accordance with 2 CFR §§200.310-200.316 and 2 CFR 200.329; and, 5. The CITY should complete all closeout actions for the Federal award no later than one year after receipt and acceptance of all required final reports. IV. INDEPENDENT CONTRACTOR Consultant shall, during the entire term of this Agreement, be construed to be an independent contractor and not an employee of the City. This Agreement is not intended nor shall it be construed to create an employer-employee relationship, a joint venture relationship, or to allow the City to exercise discretion or control over the professional manner in which Consultant performs the services which are the subject matter of this Agreement; however, the services to be provided by Consultant shall be provided in a manner consistent with all applicable standards and regulations governing such services. Consultant shall pay all salaries and wages, employer's social security taxes, unemployment insurance and similar taxes relating to employees and shall be responsible for all applicable withholding taxes. V. WORKER'S COMPENSATION AND EMPLOYER'S RIGHTS A. SUBRECIPIENT shall use appropriate funds received from CITY to provide workers' compensation to all those hired by SUBRECIPIENT under this Agreement. B. SUBRECIPIENT shall have the right to hire,dismiss, or promote its employees or contract personnel hired under this Agreement so long as its hiring or dismissal policy or standard does not violate Title VII of the Civil Rights Act of 1964, Fair Labor Standards Act of 1938, or any other applicable law, and SUBRECIPIENT maintains itself as an Equal Opportunity employer. VI. APPLICABLE GUIDELINES A. The parties hereto agree that SUBRECIPIENT shall comply with all applicable federal and state laws and regulations, including, but not limited to the Performance Indicators (Exhibit B) and general program requirements described in Sections 2 and 116 of the Act, and applicable regulations, and the U.S. Department of Labor guidelines and regulations, including amendments or revisions made during the terms of this Agreement. Said applicable laws are hereby incorporated by reference and made part of this Agreement as though fully set forth herein. B. SUBRECIPIENT also assures and certifies that: 1. SUBRECIPIENT acknowledges and confirms that the U.S. Department of Labor has established six (6) performance indicators for youth: (a) Percent of Participants who are in education/training activities, or in unsubsidized employment during the 2nd quarter after exit; (b) Percent of Participants who are in education/training, or in unsubsidized employment during the 4�" Page 7 of 18 EXHIBIT 1 quarter after exit; (c) the median earnings of Participants in unsubsidized employment during the 2nd quarter after exit; (d) Percent of Participants who obtain recognized postsecondary credential or secondary diploma during participation or within 1 year after exit; (e) Percent of Participants who, during the program, are in education or training that leads to a recognized postsecondary credential or employment and who are achieving measurable skill gains; and, (f) effective in serving employers. SUBRECIPIENT agrees to implement and shall meet any additional performance indicators that may be subsequently required by the Workforce Innovation and Opportunity Act or by any other Federal, State, and local law. 2. SUBRECIPIENT shall comply with Title VII of the Civil Rights Act of 1964 (P.L. 88-352) and in accordance with Title VII of the Act, requiring that no person shall, on the grounds of race, color, religion, sex, age, disability or national origin be excluded from participation in, be denied the benefits of, or be otherwise subjected to discrimination under this Agreement. 3. SUBRECIPIENT shall comply with any and all federal laws limiting the political activity of employees hired under this Agreement. 4. SUBRECIPIENT shall comply with the requirements that no program under the Act shall involve political activities. 5. RECORD INSPECTION. SUBRECIPIENT shall provide the U.S. Department of Labor and the Controller General, by and through any authorized representative, as well as the WIB Administrative Office, access to and the right to examine all records, books, papers or documents relating to the accounting and use of funds under this Agreement for a three-year period from and after the effective date of this Agreement. 6. No person with responsibilities in the operation of any program under the Act shall discriminate with respect to any program Participant or any application for participation in such program because of race, religion, color, national origin, sex, political affiliation or beliefs. 7. SUBRECIPIENT shall maintain appropriate standards for health and safety in work and training situations. 8. SUBRECIPIENT shall comply with general provisions, assurances, and execute the Assurances and Certifications attached hereto as "Exhibit H" and incorporated herein. 9. EQUAL OPPORTUNITY. Any literature distributed by SUBRECIPIENT for the purpose of apprising businesses, Participants, or the general public of its programs under this Agreement shall state that its programs are supported by the City of Santa Ana and the Santa Ana Workforce Investment Board, and shall state that the program is an "equal opportunity employer/program" and that "auxiliary aids and services are available upon request to individuals with disabilities." 10. Based on the population eligible to be served, or likely to be directly affected by the WIOA program or activity, the services or information may need to be provided in a language other than English in order to allow such population to be effectively informed about or able to participate in the program or activity. Pursuant to 29 CFR 37.35, SUBRECIPIENT must take reasonable steps to provide services and information in appropriate languages after considering the Page 8of18 EXHIBIT 1 scope of the program or activity, and the size and concentration of the population that needs services or information in a language other than English. 11. SUBRECIPIENT certifies that all property, finished or unfinished documents, data, studies and reports prepared or purchased under this Agreement, will be disposed of in accordance with the direction of the CITY. In addition, any tools and/or equipment furnished to the SUBRECIPIENT by the CITY and/or purchased by the SUBRECIPIENT with funds pursuant to this Agreement, will be limited to use within the activities outlined in this agreement and will remain the property of the United States Government and/or CITY. Upon termination of this Agreement, SUBRECIPIENT will immediately return such tools and/or equipment to the CITY or dispose of them in accordance with the direction of the CITY. 12. SUBRECIPIENT certifies that this Agreement does not provide for the advancement or aid to any religious sect, church or creed, or sectarian purpose, nor does it help to support or sustain any school, college, university, hospital or other institution controlled by any religious creed, church, or sectarian denomination, as specified by Article XVI, Section 5, of the Constitution of the State of California, regarding separation of church and state. 13. PATENT, COPYRIGHTS AND RIGHTS IN DATA. The SUBRECIPIENT will disclose to the CITY any invention, written product, or computer program developed, or data assembled, as a result of performance of work under this Agreement, within seventy-four (74) days of invention, development or assembly. The CITY, State of California, and U.S. Department of Labor will have the right to patent any invention and copyright any written product or computer program or data generated by SUBRECIPIENT. Upon written request, SUBRECIPIENT will transfer all pertinent information, specifications and right, title and interest to the designated agency. 14. INVENTIONS, PATENTS AND COPYRIGHTS. A. Reporting Procedure. If any project produces patentable items, patent rights, processes, or inventions in the course of work under a U.S. Department of Labor (DOL) grant or agreement, the SUBRECIPIENT shall report the fact promptly and fully to the CITY. The CITY shall report the fact to the Grant Officer, at the DOL. Unless there is a prior agreement between the CITY and the DOL and its representative on these matters, the DOL shall determine whether to seek protection on the invention or discovery. The DOL and its representative shall determine how the rights in the invention or discovery, including rights under any patent issued thereon, will be allocated and administered in order to protect the public interest consistent with the "Governmental Patent Policy" (President's Memorandum for Heads of Executive Departments and Agencies, August 23, 1971, and Statement of Government Patent Policy as printed in 36 FR 16889). B. Copyright Policy. 1. Unless otherwise provided in the terms of the grant or agreement, when copyright- able material is developed in the course of or under a DOL Grant or agreement, the author and the CITY which developed the work is free to copyright material or to permit others to do so. The SUBRECIPIENT and the Workforce Development Board (WDB) shall have a royalty-free, nonexclusive and irrevocable license to reproduce, publish, use and to authorize others to use all copyrighted material. Page 9 of 18 EXHIBIT 1 2. The DOL reserves a royalty-free, nonexclusive, and irrevocable license to reproduce, publish or otherwise use, and to authorize others to use, for Federal Government purposes: (a) The copyright in any work developed under any grant, sub-grant, or contract under a grant or subgrant; (b) Any right of copyright to which a grantee, subgrantee or a SUBRECIPIENT purchases ownership with grant support; and, (c) SUBRECIPIENT shall comply with the requirements of 29 CFR § 97.34. C. Rights to Data. The DOL and the CITY shall have unlimited rights to any data first procured or delivered under this Agreement. 15. CLEAN AIR / CLEAN WATER ACT. If the grant hereunder exceeds $100,000, SUBRECIPIENT must comply with Section 306 of the Clean Air Act [(42 USC 7606 ]; Section 508 of the Clean Water Act (33 USC 1368); Executive Order 11738 and Environmental Protection Agency ("EPA") regulations (40 CFR Part 35) as any may now exist or be hereafter amended. Under these laws and regulations, the SUBRECIPIENT assures that: (a) No facility to be utilized in the performance of the proposed grant has been listed on the EPA List of Violating Facilities; (b) It will notify CITY prior to award of the receipt of any communication from the Director, Office of Federal Activities, U.S. EPA, indicating that a facility to be utilized for the grant is under consideration to be listed on the EPA List of Violating Facilities; and, (c) It will notify the CITY and the EPA about any known violation of the above laws and regulations. 16. SUBRECIPIENT agrees to adhere to the following STANDARDS OF CONDUCT: a. General Assurance. Every reasonable course of action will be taken by SUBRECIPIENT in order to maintain the integrity of this expenditure of public funds and to avoid favoritism. This Agreement will be administered in an impartial manner, free from errors to gain personal, financial, political gain. SUBRECIPIENT, its officers and employees, in administering this Agreement, will avoid situations which give rise to a suggestion that any decision was influenced by prejudice, bias, special interest or desire for personal gain. b. Employment of Former State or CITY Employees. SUBRECIPIENT will ensure that any of its employees who were formerly employed by the State of California or CITY, in a position that could have enabled such individuals to impact policy regarding or implementation of programs covered by this Agreement, will not be assigned to any part or phase of the activities conducted pursuant to this Agreement for a period of not less than two (2)years following the termination of such employment. c. Conducting Business Involving Relatives. No relative by blood, adoption or marriage of any executive or employee of SUBRECIPIENT will receive favorable treatment when considered for enrollment in programs provided by, or employment with, SUBRECIPIENT. Page 10 of 18 EXHIBIT 1 d. Conducting Business Involving Close Personal Friends and Associates. Executives and employees of SUBRECIPIENT will be particularly aware of the varying degrees of influence that can be exerted by personal friends and associates and, in administering this Agreement, will exercise due diligence to avoid situations which give rise to an assertion that favorable treatment is being granted to friends and associates. When it is in the public interest for SUBRECIPIENT to conduct business with a friend or associate of an executive or employee of SUBRECIPIENT, an elected official in the area or a voting or non-voting member of the Workforce Investment Board (WIB), a permanent record of the transaction will be retained. e. Avoidance of Conflict of Economic Interest. No executive or employee of SUBRECIPIENT elected official in the area, or voting or non-voting member of a WDB, will solicit or accept money or any other consideration from a third person, for the performance of an act reimbursed in whole or part by SUBRECIPIENT or CITY. Supplies, materials, equipment or services purchased with Agreement funds will be used solely for purposes asserted or allowed under this Agreement. No voting member of the WDB will cast a vote on the provision of services or vote on any matter which would provide direct financial benefit to that member or any business or organization which the member directly represents. f. Salary and Bonus Limitations. All Subrecipients of WIOA program funds are required to comply with federal requirements regarding the limitations on salary and bonus payments in accordance with Public Law 109-149, Section 503. VII. HOLD HARMLESS A. SUBRECIPIENT shall indemnify and save harmless CITY, its officers, agents and employees, from and against any and all damages to property or injuries to or death of any person or persons, including property and employees or agents of CITY, and shall defend, indemnify and save harmless CITY, its officers, agents and employees, from any and all claims, demands, suits, actions or proceedings of any kind or nature, including, but not by way of limitation, workers' compensation claims, resulting from or arising out of the negligent acts, errors or omission of SUBRECIPIENT, its employees or subcontractors. B. SUBRECIPIENT shall indemnify and save harmless CITY, its officers, agents and employees, from and against any and all damages to property or injuries to or death of any person or persons, including property and employees or agents of CITY, and shall defend, indemnify and save harmless CITY, its officers, agents and employees, from and against any and all claims, demands, suits, actions or proceedings therefore, resulting from or arising out of the intentional or malicious acts of SUBRECIPIENT, its employees or subcontractors. VIII. INSURANCE SUBRECIPIENT shall procure and maintain for the duration of the agreement, the following insurance coverages: MINIMUM SCOPE AND LIMIT OF INSURANCE Page 11 of 18 EXHIBIT 1 SUBRECIPIENT shall maintain limits of insurance coverage in the following minimum amounts and shall be at least as broad as: 1. Commercial General Liability (CGL): Insurance Services Office Form CG 00 01 covering CGL on an "occurrence" basis, including products and completed operations, property damage, bodily injury and personal & advertising injury with limits no less than $1,000,000 per occurrence and $2,000,000 aggregate. 2. Sexual Abuse or Molestation Liability (SAML): If the CGL policy referenced above is not endorsed to include affirmative coverage for sexual abuse or molestation, SUBRECIPIENT shall obtain and maintain a policy covering Sexual Abuse and Molestation with a limit of no less than$1,000,000 per occurrence or claim. 3. Automobile Liability (AL): Insurance Services Office Form CA 00 01 covering Code I (any auto), with combined single limits of $1,000,000. In the event SUBRECIPIENT does not maintain commercial automobile liability insurance, City will accept evidence of personal automobile insurance with existing limits, which can be lower than$1,000,000. 4. Workers' Compensation (W/C): as required by the State of California, with statutory limits, and Employer's Liability Insurance with limit of no less than $1,000,000 per accident, per employee, per policy for bodily injury or disease. This requirement can be waived if SUBRECIPIENT has no employees. If SUBRECIPIENT maintains broader coverage and/or higher limits than the minimums shown above, City requires and shall be entitled to the broader coverage and/or the higher limits maintained by SUBRECIPIENT. Any available insurance proceeds in excess of the specified minimum limits of insurance and coverage shall be available to City. Other Insurance Provisions The insurance policies are to contain, or be endorsed to contain, the following provisions: I. CGL, SAML and AL policies: City of Santa Ana, its City Council, its officers, officials, employees, agents, and volunteers are to be covered as additional insureds with respect to liability arising out of work or operations performed by or on behalf of the SUBECIPIENT including materials, parts, equipment, and personnel furnished in connection with such work or operations. 2. All required insurance policies: Insurance company(ies) agrees to waive all rights of subrogation against City, its City Council, its officers, officials, employees, agents, and volunteers for losses paid under the terms of any policy which arise from work performed by SUBRECIPIENT for City. 3. All required insurance policies: For any claims related to this contract, SUBRECIPIENT's insurance coverage shall be primary and any insurance maintained by City, its City Council, its officers, officials, employees, agents, or volunteers shall not contribute with it. 4. All required insurance policies: A severability of interest provision must apply for all the additional insureds, ensuring that SUBRECIPIENT's insurance shall apply separately to each insured against whom a claim is made or suit is brought, except with respect to the insurer's limits of liability. 5. Each insurance policy required herein shall provide that coverage shall not be canceled, suspended, voided, reduced in coverage or in limits, non-renewed by the carrier, or materially changed except after thirty (30) days prior written notice has been given to City. Ten (10) days Page 12 of 18 EXHIBIT 1 prior written shall be provided to City for policy cancellation or non-renewal due to non- payment. 6. Certificate Holder on each Evidence of Insurance certificate shall be: City of Santa Ana, Attention: Risk Management Division, 20 Civic Center Plaza, Santa Ana, CA 92701. The name and location of event should be included in the Description of Operations section of each certificate. Self-Insured Retentions Self-insured retentions must be declared to and approved by the City. City may require SUBRECIPIENT to purchase coverage with a lower retention or provide proof of ability to pay losses and related investigations, claim administration, and defense expenses within the retention. Acceptability of Insurers Insurance is to be placed with insurers authorized to conduct business in the state of California with a current A.M. Best rating of no less than ANII, unless otherwise acceptable to City. Verification of Coverage SUBRECIPIENT shall furnish City with original Certificates of Insurance including all required amendatory endorsements (or copies of the applicable policy language effecting coverage required by this clause) and a copy of the Declarations and Endorsement Page of the CGL policy listing all policy endorsements to City before work begins. However, failure to obtain the required documents prior to the work beginning shall not waive Permittee's obligation to provide them. City reserves the right to require complete, certified copies of all required insurance policies, including endorsements required by these specifications, at any time. Claims Made Policies If any of the required policies provide coverage on a claims-made basis: 1. The retroactive date must be shown and must be before the date of the contract or the beginning of work. 2. Insurance must be maintained and evidence of insurance must be provided for at least three (3) years after completion of work. 3. If coverage is canceled or non-renewed, and not replaced with another claims-made policy form with a retroactive date prior to the contract effective date, Company must purchase "extended reporting" coverage for a minimum of three(3) years after completion of work. Subcontractors SUBRECIPIENT shall require and verify that all sub-contractors maintain insurance meeting all the requirements stated herein, and SUBRECIPIENT shall ensure that City is an additional insured on insurance required from sub-contractors. Special Risks or Circumstances City reserves the right to modify these requirements, including limits, based on the nature of the risk, prior experience, insurer, coverage, or other special circumstances. IX. CORPORATE STATUS All corporate SUBRECIPIENTs shall be in good standing, without suspension by the Page 13 of 18 EXHIBIT 1 California Secretary of State, Franchise Tax Board or Internal Revenue Service. Any change in corporate status or suspension shall be reported immediately to CITY. X. ASSIGNABILITY None of the duties of, or work to be performed by, SUBRECIPIENT under this Agreement shall be subcontracted or assigned to any agency, consultant, or person without the prior written consent of CITY. SUBRECIPIENT must submit all subcontracts and other agreements that relate to this Agreement to CITY. SUBRECIPIENT acknowledges and agrees that it must follow procurement regulations for subrecipients (2 CFR §200.317). No subcontract or assignment shall terminate or alter the legal obligations of SUBRECIPIENT pursuant to this Agreement. XI. LAWS GOVERNING THIS AGREEMENT In its performance under this Agreement, SUBRECIPIENT shall fully comply with the requirements of the following, whether or not otherwise referred to in this Agreement: 1. The Act and all applicable federal statutes, regulations, policies, procedures and directives, including but not limited to, 2 CFR Part 200 and 20 CFR Parts 651 and 654 2. All applicable State statutes,regulations,policies,procedures and directives; 3. All applicable CITY policies,procedures and directives; 4. All applicable local ordinances and requirements, including use permits and licensing; 5. Court orders applicable to its operation; and, 6. The terms and conditions of this Agreement. If any of the foregoing is enacted, amended, or revised, SUBRECIPIENT will comply with such or will notify CITY after enactment or modification that it cannot so comply. CITY may thereupon terminate this Agreement, if necessary. XII. EXCLUSIVITY AND AMENDMENT OF AGREEMENT This Agreement supersedes any and all other agreements, either oral or in writing, between the parties hereto with respect to the employment of SUBRECIPIENT by CITY, and contains all the covenants and agreements between the parties with respect to such employment. Each party to this Agreement acknowledges that no representations, inducements, promises or agreements, orally or otherwise, have been made by any party, or anyone acting on behalf of any party, which are not embodied herein, and that no other agreement or amendment hereto shall be effective unless executed in writing and signed by both CITY and SUBRECIPIENT. Page 14 of 18 EXHIBIT 1 XIII. FRAUD SUBRECIPIENT shall immediately report to CITY all instances and facts concerning possible fraud, abuse or criminal activity relating to expenditure or receipt of funds under this Agreement. XIV. CONTINGENCY OF FUNDS SUBRECIPIENT acknowledges that approval of and funding for this Agreement is contingent upon State approval, and funds received or obligated from the State of California to CITY. If such approval of funds is not forthcoming, or is otherwise limited, CITY shall immediately notify SUBRECIPIENT. Within twenty (20) days of receipt of such notice, SUBRECIPIENT shall modify or cease operations as directed by CITY and negotiate necessary modification to this Agreement and/or reimbursement of costs incurred hereunder. XV. TERMINATION A. This Agreement may be terminated by either party at its sole discretion, upon thirty (30) days written notice to the other party. Notice shall be deemed served on the date of mailing. However, SUBRECIPIENT may not terminate this Agreement if undue hardship will result to any Participant. B. In the event SUBRECIPIENT defaults by failing to fulfill all or any of its obligations hereunder, CITY may declare a default and termination of this Agreement by written notice to SUBRECIPIENT, which default and termination shall be effective on a date stated in the notice which is to be not less than ten (10) days after certified mailing or personal service of such notice, unless such default is cured before the effective date of termination stated in such notice. If terminated for cause, CITY shall be relieved of further liability or responsibility under this Agreement, or as a result of the termination thereof, including the payment of money, except for payment for approved expenses incurred for services satisfactorily and timely performed prior to the mailing or service of the notice of termination, and except for reimbursement of (1) any payments made for services not subsequently performed in a timely and satisfactory manner, and(2) costs incurred by CITY in obtaining substitute performance. XVI. DISPUTES Except as otherwise provided in this Agreement, any dispute concerning any question arising under this Agreement shall be decided by CITY. In such a case CITY shall reduce its decision to writing and mail or otherwise furnish a copy thereof to SUBRECIPIENT. The decision of the City shall be final and conclusive unless within thirty (30) calendar days from the mailing or delivery of such copy, CITY receives from SUBRECIPIENT written request to appeal said decision. Procedures governing the appeal shall be prescribed by CITY and/or the State of California in accordance with the Act and all corresponding regulations and OMB circulars. Pending final disposition of the appeal, SUBRECIPIENT shall act in accordance with CITY's decision unless the dispute involves a change order. Page 15 of 18 EXHIBIT 1 XVII. BREACH- SANCTIONS If, through any cause, SUBRECIPIENT violates any of the terms and conditions of this Agreement, and/or prior agreements whereby grant funds were received by SUBRECIPIENT pursuant to this Agreement, or if SUBRECIPIENT reports inaccurately or if any Audit Report makes disallowances, SUBRECIPIENT shall promptly remedy its acts or omissions and/or repay CITY all amounts due CITY as a result of SUBRECIPIENT's violation. For any such failures or violations, CITY shall also have the right at its sole discretion to either: (1) discontinue program support until such time as SUBRECIPIENT fulfills its obligations or remedies all violations of this Agreement or prior agreements; and/or (2) collect outstanding amounts as determined by CITY due CITY by offsetting or debiting from current claims or invoices, if after thirty (30) days' written notice SUBRECIPIENT has failed to repay same or a repayment schedule has not been made; and/or (3) terminate this Agreement by giving written notice to SUBRECIPIENT of such termination in accordance the notice provision in Paragraph XVIII herein below. XVIII. NOTICES All notices, reports and correspondence between the parties hereto respecting this Agreement shall be in writing and deposited in the United States Mail, postage prepaid, addressed as follows: CITY: City of Santa Ana Manager, WDB Administrative Office P.O. Box 1988 (M-76) Santa Ana, CA 92702 CLERK: City Clerk City of Santa Ana 20 Civic Center Plaza(M-30) P.O. Box 1988 Santa Ana, CA 92702-1988 Telefacsimile (714) 647-6956 SUBRECIPIENT: Orange County Therapeutic Art Center 2215 N. Broadway, Santa Ana, CA 92706 Phone: (714) 547-5468 Fax: (714) 564-6990 XIX. MERGER This Agreement, together with the attachments hereto, expresses the total understanding of the parties. There are no oral understandings of the parties or terms and conditions other than as stated herein. Page 16 of 18 EXHIBIT 1 XX. VALIDITY The invalidity in whole or in part of any provision of this Agreement shall not void or affect the validity of any other provision of this Agreement. XXI. MISCELLANEOUS PROVISIONS a. Each undersigned represents and warrants that its signature hereinbelow has the power, authority and right to bind their respective parties to each of the terms of this Agreement, and shall indemnify CITY fully, including reasonable costs and attorney's fees, for any injuries or damages to CITY in the event that such authority or power is not, in fact, held by the signatory or is withdrawn. b. All Exhibits referenced herein and attached hereto shall be incorporated as if fully set forth in the body of this Agreement. {Signatures on following page) Page 17 of 18 EXHIBIT 1 IN WITNESS WHEREOF, the parties hereto have executed this Agreement the date and year first above-written. ATTEST: "CITY" By: Jennifer Hall Alvaro Nunez City Clerk City Manager APPROVED AS TO FORM: Sonia R. Carvalho "SUBRECIPIENT" City Attorney By. tGGc�c� J t�U By: _ Andrea N. Garcia Name: Dr. Ana Jimenez-Hami Senior Assistant City Attorney Title: Executive Officer Tax ID #: 33-0930891 RECOMMENDED FOR APPROVAL: Michael L. Garcia Executive Director Community Development Agency Page 18 of 18 EXHIBIT 1 Workforce Innovation & Opportunity Act Youth Program Provider Orange County Children's Therapeutic Arts Center 2026-2027 exHiair a EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAQ Youth Employment Program 1. Experience/Qualifications (1 page max): A. Agency description -The Orange County Children's Therapeutic Arts Center (OCCTAC) has been in operation for 25 years in the City of Santa Ana. Our agency has grown significantly throughout the years, and established strong community partnerships, such as the City of Santa Ana, the Santa Ana Unified School District, the Santa Ana College, the County of Orange, Social Services, and others. OCCTAC has served over 70,000 youth since the year 2000, rising from 100 students in its first year to more than 7000 youth each year! OCCTAC prioritizes on serving at- risk youth, foster youth, high school dropout students, homeless youth and youth with disabilities. Our programs integrate youth with and without disabilities in a nurturing, community-based environment, which teaches respect, disability awareness, and full inclusion. B. List the facility address and major cross streets. OCCTAC is located at 2215 N Broadway, Santa Ana, CA. 92706. Our major cross streets are North Broadway and Buffalo. C. Indicate hours of operation for facility - OCCTAC is opened 6 days per week (Monday - Friday), from 8:00am until 8:00 pm, and (Saturdays) 8:00am —4pm, but closed on Sundays. D. Briefly indicate what makes your facility youth friendly and suitable for the proposed program. OCCTAC is strategically located very close to bus terminals for the convenience of the youth; and our facility is compliant with all ADA guidelines and regulations. Our facility, location, hours of operations, and wide variety of programs makes our facility youth friendly and suitable for the proposed WIOA program. E. Provide brief information on the following elements: 1. Average annual operating budget and sources of revenue - The average annual operating budget for the OCCTAC is approximately $2,600,000. OCCTAC's sources of revenue come from a variety of sources, including the Santa Ana Unified School District, the County of Orange, the Regional Center of Orange County, and other grants, fee for service, private donations, public donations, and fundraising. 2. Brief description of staff — Our organization is staffed by highly qualified bilingual staff, including: credentialed teachers, artists, therapists, case managers, counselors, and others. The WIOA Program proposal includes a full time Case Manager, a Job Developer, a Career Counselor, an Arts/Technology Mentor and a Literacy/Math Tutor. 3. Past experience with WIOA programs or other youth programs - OCCTAC has been serving the Santa Ana youth for 22 years; and we have operated WIOA programs since the year2005. Every year our Youth Employment program grows and demonstrates positive outcomes with the participants. We are very proud of our accomplishments throughout the years. 4. What kind of impact has your organization made on the youth community - OCCTAC has had a tremendous impact on the Santa Ana youth community. We are very proud of our accomplishments throughout the years. OCCTAC's innovative approach, which combines the arts, education, health and technology programs, provides youth a variety of programs they can engage in. Furthermore, our WIOA program participants always have successful outcomes. The only challenges we have had was during COVID19 years. Nevertheless, OCCTAC's program has demonstrated excellent outcomes for youth, which demonstrate the commitment and dedication of our wonderful WIOA program staff. 1 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program 2. Proposed Program: (1 page max) A. Provide an overview of the program's main objectives. The WIOA program at OCCTAC is an extension of our current educational services provided to older youth to empower and provide life-changing opportunities for all youth. OCCTAC has been working with WIOA participants since 2005. The program will continue to provide 13 out of 14 WIOA elements: educational services,job training, paid work experience, adult mentoring, literacy& math tutoring, career& educational counseling, occupational skills training and education, supportive services, certificate programs, leadership opportunities, comprehensive counseling, financial literacy, entrepreneurial skills training, labor market information, and activities to help youth prepare for post-secondary education and follow-up services. OCCTAC staff will refer participants to alternative secondary school services with College and Career Preparatory Academy (CCPA) or Santa Ana College School of Continuing Education. The program will take place primarily at our community-based center in Santa Ana. Participants will engage in a variety of educational and job training activities, including classroom and workshop instruction. All participants will be required to meet individually with key staff, participate in daily and weekly educational trainings, and weekly workshops. In addition, WIOA participants will also engage in weekly "hands-on" work experience and job training opportunities at our agency and other offsite job trainings in the community. Please see below Table 1 for an overview of the program timeline for the entire year. TABLE 1— Program Timeline from July 2026—June 30, 2027 Program Timeline Program Activities&Training Month 1-2 • Orientation of program and services with Case Manager Objectives:_ • Employability/Job Skills assessment with Case manager Program Overview, . Basic Skills/Academic levels assessment with Literacy and Numeracy tutor Assessments, . Career interest assessment and survey with Career Counselor Participant Goals . Determine Employment and Academic goals • Initiate bi-monthly meetings with Case Manager to discuss goals and service needs of participants Months 3-8 • Initiate paid work experience Obiectives:, . Initiate weekly Leadership/Job/Life skills workshops Educational Guidance, . Initiate weekly tutoring of Literacy and/or Numeracy skills Tutoring,Vocational Training, . Continue bi-monthly meetings with Case Manager to discuss progress Job Training,Workshops& . Continue monthly meetings with Career Counselor for academic guidance Work Experience . Continue monthly support group with other WIOA participants and staff Month 9-12 • Continue bi-monthly meetings with case manager to discuss program goals, Obiectives:. and for intense employability skills and job search training Employability/Job Skills . Continue tutoring, if necessary &Job Search . Continue monthly life skills training • Continue weekly workshops with WIOA participants and staff B. Please see below in sections 3—17 a full description of the program. 2 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program 3. Population (2 pages max): A. Describe the total number of youth that will be served by this grant. -The WIOA program at OCCTAC will serve a total of 20 WIOA participants. The program will serve 15 out of school youth (ages 16—24) and 5 in-school youth (ages 16—24)for a total of 20 youth. B. Describe the age range of the youth that will be served —The WIOA program will serve participants as young as 16 and as old as 24 years of age. C. Describe minimum requirements that youth need to have in order to be enrolled into your program. Aside from the basic WIOA requirements of being a Santa Ana Resident (16—24 yrs.), and having a right to work documentation, our participants have to complete the following: 1) complete a background check, 2) obtain a negative TB test, and 3) attend a mandatory orientation session before completing the eligibility documentation. D. Special consideration for organizations that can serve the following youth populations: 75%of Out-of-School youth (required); 10%of youth with disabilities; 10% of foster/emancipated youth; 10%homeless youth and 10%of youth on probation). For the past 15 years, OCCTAC has always exceeded the number of youth with disabilities served in this program. Also, in the past few years, we have also exceeded the percentage required for Foster youth in the program, thanks to our strong community partners and their referrals to OCCTAC.See below Table 2 for past Enrollment Numbers and percentages. Table 2- Percentages of Youth Population served at OCCTAC Youth Population 2015-16 2016-17 2017-18 2018-19 2019-22 Out of School Youth 75% 75% 80% 82% 80% Youth with Disabilities 25% 25% 50% 52% 50% Foster Youth 15% 15% 5% 0% 15% High School Dropouts 15% 30% 20% 9% 15% Youth on Probation 5% 0% 0% 0% 0, Homeless Youth 5% 5% 10% 4% 10% As seen on Table 2 above, OCCTAC has exceeded the minimum percentage required by this grant in most youth populations/categories, except for youth on probation. Therefore, this year we will expand our network and community partnerships to ensure the minimum of 10% for this target population. One new potential partner is Project Kinship, who serves youth on probation and is located in the same facility where OCCTAC is located! We have had some preliminary conversations on the possibility of getting referrals from them. See letter of support from our key community partners, including: the County of Orange, Social Services, (Foster Youth),Santa Ana Unified School District,TPP (youth with disabilities), Santa Ana College (out of school youth), and others. 3 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program E. Specify how the targeted youth populations(out-of-school,youth with disabilities, foster/emancipated,probation, homeless)will be recruited. As mentioned previously, OCCTAC has excellent community partnerships that will help us fulfill our enrollment goals and targeted youth populations. See below a summary of youth populations and partners. 1. Out of School Youth: OCCTAC has had a strong partnership with the Santa Ana College, Centennial Education Center for the past 20 years. We have received many referrals from SAC for out of school youth, as well as engage our youth in their State Certificate programs. As seen in Table 2, OCCTAC has consistently served at least 80% of out of school youth in the program, throughout the years. 2. Youth with Disabilities: OCCTAC has had a strong partnership with the Santa Ana Unified School District, Transition Partnership Program (TPP) during the past 20 years, in order to serve youth with disabilities. As seen in Table 2, OCCTAC has exceeded the 10% minimum and has served consistently over 50% of youth with disabilities! We are grateful to our key community partner SAUSD TPP program staff for all of their referrals and support! Also, in the past 5 years, OCCTAC has a new contract with the Regional Center of Orange County and has been receiving referrals to serve young adults with disabilities. 3. Foster/Emancipated Youth: OCCTAC has a strong partnerships with Orangewood and the County of Orange, Social Services. We will continue to collaborate with these partnerships to continue to serve foster/emancipated youth. OCCTAC has been a partner with the County since 2007. We are looking forward to continuing to serve more foster/emancipated youth in Orange County this year. 4. Youth on Probation:_As stated previously, OCCTAC has been in preliminary conversations with the ED at Project Kinship (Steven Kim) on the possibility of collaborating and getting referrals from their program for our WIOA program. Project Kinship operates in the same building as OCCTAC (2215 N. Broadway—second floor) where OCCTAC agency is located! The mission of Project Kinship is to provide support and training to lives impacted by incarceration, gangs, and violence through hope, healing, and transformation. OCCTAC will partner with PK to ensure at least 10%or this population in our program. 5. Homeless Youth: OCCTAC will continue to collaborate with various community agencies, including the WISE Place, an organization that focuses primarily on serving homeless women (youth and adults). In addition to our excellent community partnerships, OCCTAC will continue to conduct community outreach, community presentations, and participate at various community events throughout the year to promote our programs and inform the youth in the Santa Ana community about this wonderful WIOA Youth Employment program at OCCTAC. See Table 3 for more information. 4 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAQ Youth Employment Program F. Include a Letter(s) of Support from organizations that have agreed to refer youth to your program as Attachment D—See attached the following letters from our community partners: 1) Santa Ana Unified School District,TPP—Youth with Disabilities; 2) County of Orange, Social Services— Foster Youth; 3) Santa Ana College—All Referrals, including Out of School Youth and Services provided at OCCTAC by SAC instructors. G. Describe your recruitment plan that will fulfill the requirement of enrolling 100%of youth by the 2nd quarter of the program (December 31, 2023). In addition to referrals from our key community partners, we have established a timeline that will help us with our Community Outreach and Recruitment plan in the City of Santa Ana. Please see below Table 3 that summarizes our recruitment plan to ensure 100% of enrollment of youth by 2nd quarter. Plan May June July August September October Orientation Last Friday of Last Friday of the Last Friday of the Last Friday of the Last Friday of the What is WIOA? the month month Month Month Month All High All High School Target Foster, Target Foster, Target Foster, Present at various Community School Classes— Homeless& Homeless& Homeless& Community Presentations Classes— targeting Probation Youth Probation Youth Probation Youth Centers in Santa targeting Youth with in the community in the community in the community Ana where families Youth with disabilities in (County,SS (County,SS (County,SS gather,including disabilities in SAUSD,TPP. Orangewood, Orangewood, Orangewood, City of Santa Ana, SAUSD,TPP. etc.). etc.). etc.). Parks. Summer Summer Attend all back to Provide Provide Community Community Community Fairs school events at information at information at big Outreach Fairs and and Events SAUSD and TPP OCCTAC&SAUSD community events, Events Provide Provide Flyers to partnership Open Houses& such as:"Noche de Flyers to all all community community Parent/Teacher altares"event& community agencies in Santa events. Conferences other big agencies in Ana community events. Santa Ana Inform Set appointments Set appointments Set appointments Set appointments Youth community with all youth with all youth with all youth with all youth Referrals partners that referred to referred to the referred to the referred to the we will start program as of program program program taking referrals July 15c staring July 15c Contact Youth Contact all Set appointments Set appointments Set appointments Set appointments youth that with youth with with youth with with youth with with youth with where prior interest prior interest prior interest prior interest interested in WIOA 2021- 2022 year after full enrollment. Table 3—Community Recruitment Plan to ensure 100%enrollment of youth by 2nd quarter 5 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program 4. Assessment (1 page max):, A. Youth Service Providers are required to use the Test for Adult Basic Education (TARE) assessment tool, but may use other assessment tools upon approval. — OCCTAC will continue to use TABE testing with all our WIOA participants, as in previous years. Also, we will continue to use the electronic version of the Test for Adult Basic Education (TABE on ALL youth to assess their literacy and numeracy skills. Youth who score 8.9 and below are considered "basic skills deficient", and will be enrolled in tutoring at OCCTAC to help support both their literacy and numeracy skills, in order to help them improve their literacy and numeracy skills before they complete the program. B. Describe how your program will conduct assessments for youth participants, elaborate on the type of assessment tools or surveys that will be used. —At intake, all participants will be given a TABE test to determine the participant's Educational Functional Level in Literacy and Numeracy. The TABE test will determine the needs of the participants in both academic areas.Additionally,they will aid in the facilitation of the weekly tutoring sessions. All WIOA participants will be assessed after 3 months of tutoring to see their progress in each academic/subject area. If the youth goes up by 2 grade levels or more,the youth can take the final Post Test assessment. All participants will continue with the tutoring sessions if they score under 9.1 level. C. Describe knowledge of the barriers that youth encounter — OCCTAC has served many youth with different barriers in life throughout our 22 years of community service! The majority of the barriers include youth with disabilities, youth with basic skills deficient, English language learners, low-income youth, homeless youth, youth in foster care or emancipated, pregnant or parenting youth, high school dropouts and other barriers. OCCTAC is very committed to serving all youth with these barriers and any others. D. Specify how your organization will address the barriers that youth encounter - OCCTAC WIOA staff is very dedicated and committed to all the youth that we enroll in our Youth Employment (WIOA) program at OCCTAC. We have offered this WIOA program for more than 15 years to the Santa Ana youth! Our staff is comprised of a hardworking group of individuals that are passionate about making a difference in the community, and are prepared to address all of the barriers that youth encounter. Our TEAM of dedicated staff guide and mentor the youth, and assist them during the entire program year. The team is comprised of a Case manager, a Literacy/Numeracy Tutor, a Career Counselor, a Job Developer and Work Experience mentors that help youth attain their educational and career goals. All of the youth are also required to attend monthly job skills/life skills 6 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program workshops,focusing anywhere from employment attainment/retention,to how to improve and change their own personal lives, and the community in which they live. In addition,to aid in academic barriers that youth experience, all participants will be assigned to an Educational counselor who will provide direction and coaching on any academic aspect, such as scholarship writing and enrollment into an institution of their interest. This service is crucial for all youth participating in the program because it will allow them to learn about various academic paths, including vocational training, HS recovery programs and 4-year institutions, while narrowing down a career of interest and actually committing to a program. Furthermore, all participants will be provided with psychological/ mental health counseling (if needed), and other important support services. OCCTA's environment is very nurturing, fun and supportive, and provides youth opportunities to maintain a high level of involvement in our programs. WIOA youth are supported emotionally throughout the entire year at OCCTAC, and are provided with a positive and welcoming environment that also encourages youth to partake on various leadership roles within the various programs and activities at our agency. These additional activities provide youth with an opportunity to gain self-confidence, self-esteem and leadership skills. Our goal is to empower youth and provide a life changing opportunity through this WIOA program! 5. Paid & Unpaid Work Experience: A. Describe in detail the paid and unpaid work experience opportunities that will be offered to the youth such as, Summer employment, Pre-apprenticeship programs, Internships or job shadowing, and On-the-Job training opportunities. Youth will engage in weekly "hands-on" work experience and job training opportunities at our agency and other community sites. The following tables (Tables 4, 5 & 6), demonstrate the variety of programs that we offer at OCCTAC and at offsite work experience locations. WIOA participants can choose from any of these programs/fields to fulfill their career goals and work experience. Please see below Table 4 for an overview of the various "hands-on"job- training programs, mentoring and work experience opportunities at OCCTAC. 7 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program TABLE 4: Mentoring&Job Training Programs at OCCTAC Area of Training Job Title Placement& Educational/Training Work Experience Curriculum Health Case Manager Intern OCCTAC, Health Clinics SAC Curriculum &Case Health Assistant/Aid and Community Sites *State Certificate Program Management Child Care Child Care Worker& -Rancho Santiago CC,Child SAC Curriculum Worker State Instructional Assistant development services *State Certificate Program Certificate -Early Start&Pre-Kinder Arts Program at OCCTAC Office/Reception Executive/Administrative OCCTAC office SAC curriculum Customer Service Assistant &Community sites *State Certificate Program Computers Education Tutor/Instructional Learning Academy at OCCTAC&Host Curriculum Assistant OCCTAC&SAUSD After School Program Education Teaching Assistant Early Intervention/ First Five Early Childhood Early Start Program at curriculum, High Scope& OCCTAC "Hands on Training" Arts Education Teaching Assistant After-School Arts Program CA Performing Arts Standards at OCCTAC and Engage Curriculum and"Hands-on"Arts 360 at various SAUSD Training schools City of Santa Ana, Parks and Recreation Community Sites Technology Technology Assistant Computers/Media LAB at SAC, Digital Media Center Graphic Artist OCCTAC& OCCTAC curriculums& Audio Engineer Intern "Hands-on" Photoshop, Film Production Intern Santa Ana Animation/ Illustration & Business Owners in Graphic design training, partnership with City of Recording Technology Training Santa Ana, Downtown. Softwares, Pro-Tools&Sybellius Furthermore, WIOA youth will be encouraged to participate in additional programs that we have at our agency to give youth more opportunities and "hands-on" experience on a variety of fields (health, education, arts and technology), so they can gain as much work experience as possible. Once they have acquired some basic work-experience, we will place them at the various community sites with our community partners. 8 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program TABLE 5:Additional Job Training Programs for WIOA Youth mentored by NON-WIOA staff PROGRAM DESCRIPTION Days/Times Early Start Program The Early Start program is and early intervention program Mondays&Tuesdays that integrates very young children (6 months to 3 years of 8:30 am—11:30 am age)with and without special in a natural community Fridays environment with their parents. It aims at enhancing 8:30 am—10:30 am students'cognitive, language, motor and social development. Pre-Kinder Arts The Pre-Kinder Arts program is a bilingual school readiness Wednesdays& Program program that serves children ages 3-4 years old.The Thursdays parents and children work together in a creative and 8:30 am—11:30 am nurturing environment by engaging in music,art, literacy, Fridays and parenting classes to prepare children for school. 10:30—12:30 pm After School Arts The ASA for Life program provides artistic training in the Monday—Friday Program fields of Music,Visual Arts, Dance, Musical Theatre,and 3:30 pm—8:00 pm Technology training to at-risk youth,and children with and Saturdays disabilities in the community. 9:00 am—4:00 pm Therapeutic Arts This program serves children and youth with disabilities of Monday—Friday Program all ages and special needs, including: learning disability, 3:30 pm—8:00 pm health impairments,physical disability,developmental Saturdays disabilities and others. 9:00 am—4:00 pm Learning Academy& This program provides homework support and tutoring to Monday—Friday Tutoring Program students(ages 5—16 yrs.)in Language Arts(reading and 4:00—8:00 pm writing),math,and other academic subjects. Saturdays 9:00 am—5:00 pm OCCTAC This program provides outreach, prevention, referrals and Monday—Friday Family Wellness engagement with individuals at-risk of mental health 8:00 am—8:00 pm Program problems. Other support services include parenting, and weekends counseling,and support groups. Senior Socialization This program provides early intervention and socialization Monday—Saturdays Program activities to older adults at-risk of mental health problems. 8:00am—4:00pm Services are provided at OCCTAC and various Senior Centers in Santa Ana. B. Special consideration will be given to organizations that can prepare youth for targeted in-demand industries: 1. Manufacturing, 2.Information Technology, 3. Healthcare, 4. Hospitality/entertainment. OCCTAC's Youth employment program prepares youth in 3 of the 4 targeted in-demand industries identified. 1) Healthcare, 2)Technology and 3) Hospitality/Entertainment. In addition, we have an excellent community partner (Rancho Santiago Community College -See letter of commitment), that will hire our Youth Employment Program participants as "Interns" and then as Employees! The Executive Director has been working closely with RSCC district staff to create a "Pathway from Non- Credit to Credit Courses"for our YEP participants so they can get their degrees, State Certificates and also get hired by RSCC to become Instructional Assistants for their Child Development Centers throughout Orange County!We are very excited about this great opportunity for our Santa Ana young adults that are eager to get jobs in the Childcare. 9 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAQ Youth Employment Program C. Special Consideration for organizations that offer job training/preparation in the industries of: STEAM, Data Science, Artificial Intelligence, Cloud Computing, Cyber Security. OCCTAC offers job training and preparation in technology industries mentioned above, and some of our WIOA youth have also received Google certifications to help them succeed in this competitive market. Our Technology instructor has been supporting these interests of our youth during the past couple of years. D. Special Considerations for organizations that offer work experience related to certificated programs offered by postsecondary institutions. OCCTAC has a very strong partnership with RSCC and SAC instructors. They provide certificated programs at OCCTAC to help our youth succeed and accomplish State Certificate programs. E. List some of the employers that will assist in the paid and unpaid work experience opportunities. Please see below Table 6 for offsite job trainings for our youth. TABLE 6: Mentoring&Job Training Programs OFF SITE PROGRAM DESCRIPTION DAYS/TIMES Rancho Santiago Childcare Worker/Preschool Teacher Assistant: Intern is Monday—Friday Community College, responsible for assisting Preschool Teacher and conduct a variety of activities with children,including educational,arts& 8:00am-6:00pm Child development recreational activities,developmental assessments and Services others. OCCTAC youth who intern with RSCC will be hired for the college after their internships! Santa Ana College CDC Childcare Worker/Preschool Teacher Assistant: Intern is Monday—Friday responsible for assisting Preschool Teacher and conduct a variety of activities with children,including educational,arts& 8:00am-6:00pm recreational activities,developmental assessments and others. Family Health Clinics Medical/Office Technical or Healthcare Assistant/Aid: Intern Monday—Friday is responsible for assisting a Healthcare professional,such as a (Dr.Tajik and Dr.Shams) nurse, Physician Assistant or other,with basic Healthcare 8:00am-5:00pm activities and case management to support the services provided to families at a Family Health Clinic. Santa Ana Senior Center Case Manager Assistant: Intern is responsible for assisting Monday-Saturday OCCTAC Case Manager at the Senior Center or Santa Ana Santa Ana Towers Towers,and conduct a variety of activities with seniors, 8:00am—6:00pm including health related and recreational activities,case management, interviews&assessments and others. State Farm Insurance Administrative Assistant/Customer Service: Monday-Friday Intern is responsible for answering phone calls and directing them to their designated department. Intern is also 8:00am-5:00pm responsible for printing,organizing,and filing documents. Intern will be responsible for assisting clients with questions on insurance and providing an overview. Santa Ana Downtown Office/Reception/Customer Service: Intern is responsible for Monday-Saturday Businesses making calls to previous and interested clients and inform on merchandise. Intern is also responsible for answering phone 10 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAQ Youth Employment Program calls and providing assistance to clients and directing them to (Days/Times vary) the necessary department. Intern will also work with clients in person and assist with any questions related to business and store merchandise. Santa Ana Downtown Administrative Assistant/Social Media Intern: Monday-Friday Businesses Intern is responsible for computer literacy, updating social media, making phone calls to participants to update contact (Days/Times vary) information,and some fundraising. Intern is also responsible for clerical duties such as filing documents,answering phone calls and other tasks. Santa Ana Downtown Graphic Arts Intern/Marketing Intern &Administrative Monday-Saturday Businesses Assistant: Intern is responsible for assisting in the creation of logos and flyers for marketing. Intern is also responsible for (Days/Times vary) updating social media and some administrative duties such a filing,organizing,and data entry. F. Include Letters of Commitment from employers as Attachment E. Please see letters attached letters from the following: 1) Rancho Santiago Community College District, 2) Letters from 2 Health Clinics, 3) Letter from the City of Santa Ana, Downtown representative supporting the Business community. G. Include a copy of the Work Experience policy as Attachment F. Please see attached OCCTAC's Work Experience Policy. 6. Alternative Secondary School Services (3 pages max):, A. Describe in detail the alternative secondary school services or dropout recovery services that will be made available for youth. Youth will meet with the Educational Counselor at OCCTAC at least once a month to receive assistance as they decide to pursue their education. Youth and Counselor will meet and create monthly goals, which will lead to youth obtaining their diploma/GED. Counselor will provide youth with the various options available to them and will provide guidance along the way. The Counselor and youth will write down the path youth decides to take. Counselor will check in with youth periodically to ensure that youth is fulfilling all requirements. Prior to meeting with youth, the Educational Counselor will research the alternative secondary school services available near the youth. Counselor will gather information regarding requirements, costs, rules, schedules, entrance exams, etc. and provide to youth this information. In addition, the counselor will support youth with alternative secondary school services located in Santa Ana, provided below in Table 7. In summary, the Educational Counselor will meet with each WIOA youth to obtain a better understanding of the participants' needs. During this meeting,the Counselor will gather more information relevant to the youth's needs. Together, the Educational Counselor and youth will find the program that best suits the participant. Then, they will call and set up an appointment to meet with the representative of the program. The Counselor will attend this meeting with the youth to advocate for the participant's best option. After this meeting,the participant and the counselor will strategize on how to proceed further. During this period, the youth will receive support with additional educational and life skills training, such as tutoring, study skills, time management, financial literacy, and other important life skills. 11 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program Table 7: Alternative Secondary Schools located in Santa Ana Name Address Phone# Website Notes College and Career 1699 E.Wilshire Ave., 714)796-8795 http://www.ocde.us/CC Preparatory Ste. 605 Santa Ana, PA/Pa es/default.asox Academy 92705 Community Day High 804 N Fairview St. 714)796-9000 htto://www.sausd.us/Paee/ School Santa Ana CA 92703 12603. Independent Study 333 E.Walnut St. 714)565-5400 htto://www.sausd.us//site/ JAPEX(online Program Santa Ana, CA 92701 Default.as x?Pa elD=16692 classes) Hill view High School 154000 Lansdowne 714)730-7356 http://Www.tustin.kl2.ca.us Continuation Rd.Tustin, CA 92782 /hillviewhs School (Credit Recovery) Santa Ana College— 2900 W. Edinger Ave, 714)241-5720 httos://www.sac.edu/Cont Adult High School School of Continuing Santa Ana,California nuin Education/Pro rams/P Diploma Program Education 92704 a_es_H1ihSchool.aspxx 2 Locations—Centennial Education Center&Santa na College B. Describe in detail the activities that will lead youth to attainment of secondary school diploma or equivalent. All Youth will be encouraged to continue their education, since this is such an important factor in their overall improvement and success in life. Youth will work closely with the Educational Counselor at OCCTAC on a one-on-one basis, and receive encouragement and guidance. All WIOA participants will be encouraged to attend college field trips throughout the year, and be exposed to different college campuses, as well as a wide variety of majors. By visiting the various colleges, youth will understand better the application process as well as all requirements needed. The WIOA program at OCCTAC will also assist all youth with academic skills and provide all youth with basic skills deficiency a Literacy/Numeracy Tutor to help them improve in the deficient areas. In addition, the Educational Counselor will keep in close communication with the Literacy/Numeracy Tutor, and ensure that every participant is receiving the assistance needed to pass his or her classes. Aside from tutoring, the Counselor will meet with youth during bi-weekly meetings and support youth in developing all the skills necessary to succeed.These meetings will focus on important topics, such as, time management, test-taking strategies, and study skills. Furthermore, the counselor will also map out a plan that will help youth work towards their academic/educational goals. Youth and Counselor will also set goals and will work together to achieve goals. During every meeting, Counselor will inquire about youth's progress. Counselor will also work closely with the Case Manger, the Career Counselor and the Tutor to ensure that youth is receiving all the necessary assistance needed to improve in their academic goals. 12 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program C. Special consideration for organizations that offer dropout prevention or dropout recovery services. As mentioned previously, OCCTAC will continue to collaborate with the Santa Ana Unified School District, TPP, as well as with the Department of Pupil Support Services, headed by Heidi Cisneros. We will continue to work with key counselors at SAUSD to enroll in our program targeted Santa Ana youth, and offer dropout prevention or recovery services. 7. Preparation for Postsecondary Education and Training (3 pages max):, Note: WIOA only accepts certificates that are accredited by a State recognized educational entity or are recognized by employers. OCCTAC provides State recognized Certificate programs in partnership with the Santa Ana College. Therefore, any employer should recognize these certificate programs. We are extremely grateful for this wonderful partnership with the Santa Ana College. See letters of Support from the Santa Ana College in Attachments C and F. A. Special consideration for organizations that offer preparation for postsecondary education and training in high-demand industries. OCCTAC offers youth with and without disabilities preparation for postsecondary education. As state previously, OCCTAC partners with the Santa Ana College to offer youth a variety of career path options. Our WIOA team (Educational and Career Counselors, Case Manager and Literacy/Numeracy Tutor) work together to assist all of the youth enrolled in this program. Because of the certificate programs provided at OCCTAC, youth apply to the following positions and receive minimum and above wages. For example, • Micro Center$15.50 + Benefits • Daikin AC $15.50 • Providence Speech $15.50+ Benefits B. Special consideration for organizations that collaborate or partner with postsecondary institutions to enroll youth in career pathways that lead to an in-demand occupation. OCCTAC partners with the Santa Ana College to enroll youth in career pathways of their choice. Also, we offer a variety of Santa Ana College courses at the OCCTAC facility, which is very convenient for our youth and other adults to enroll in a variety of college courses taught by SAC faculty at OCCTAC. Some of these courses include the following: Employability Skills, Business Classes, Health Education, Child Development, etc. In partnership with SAC, OCCTAC offers 2 State Certificate programs at our agency: 1) Child Worker State Certificate and the Office Clerk/Admin State Certificate),where they can earn a State Certificate in less than a year and the opportunity to find a job in one of these career pathways. This year, OCCTAC is also partnering with Janneth Linnell from Rancho Santiago Community College, Childcare Development Services to provide youth with work experience, internships and jobs in Childcare Career pathways. They are in high demand for hiring Instructional Assistants! C. Identify and/or develop a pathway for youth that can prepare them to obtain a career or occupation that provides livable wages? Please elaborate on the specific pathway(s). Developing a pathway for youth that can prepare them to obtain a career or occupation is a high priority for OCCTAC. Our WIOA team inspires and motivate our WIOA youth to continue to enhance their educational and career goals, whether they have a disability or not, our goal is for the youth to be more successful in life! Please see below a pathway that we have 13 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program created at our agency to assist and lead our WIOA participants. Pathway for Post-Secondary Education Participants will; 1. Meet educational counselor and identify interest and possible careers. 2. Research Necessary education and courses to reach a particular career. 3. Visit different campuses and apply to the ones they feel the most comfortable. 4. Take placement exams after being accepted to his or her school. 5. Research major and minor requirements for achievement 6. Apply to programs that will provide additional services that youth will need while in post secondary education (FAFSA, BOG, DSPS, EOPS ect.) 7. Create educational plangistration to courses. D. Describe in detail how the program will prepare youth for postsecondary education and training.The WIOA case manager,career and educational counselors meet regularly with each WIOA youth to discuss job leads,employment opportunities and post-secondary education. The case manager and career counselor helps youth with employment, and the educational counselor helps youth with entering post-secondary education. The career counselor will assess all youth using ONET to learn about their career preference, interests and skills, and then match them with carriers of their choice. Youth will then be able to obtain assistance in researching different majors, vocational training and certificate programs that will allow them to enter into post-secondary education in their field of interest. The Educational Counselor will also provide assistance to youth in completing all necessary registration and financial aid, scholarships and any important forms to minimize any stress and anxiety on registration or financial burdens. E. How will your organization expose youth to the various post-secondary educational institutions (colleges, universities, vocational training schools, apprenticeships, etc.). All year round, the WIOA youth and staff attend field trips to the various colleges and universities so they can get motivated and encouraged to enroll in any of these institutions with the help of the case manager and the career and educational counselors at OCCTAC. 14 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAQ Youth Employment Program F. Describe the certificates that youth will be able to earn while in your program or within 1 year after exit. As mentioned previously, OCCTAC has a very strong partnership with the Santa Ana College and Rancho Santiago Community College. Currently,we offer 2 State Certificate programs at OCCTAC and all of the courses are taught at OCCTAC's facility by the SAC faculty. Please see below (Table 8) for a brief description of these certificate programs. Table 8-State Certificate Programs at OCCTAC in partnership with the Santa Ana College PROGRAM Brief DESCRIPTION Days/Times Office Clerk This program prepares students for an in-depth training in executive Monday—Friday State Certificate secretary/administrative assistant positions. The open-entry/open Program exit,competency-based format promotes success in a high Courses are employment occupational field.The program develops skills in offered various research, report and correspondence preparation,advanced days/times computer software applications,database management, interactive during the week presentations,customer service and telephone techniques, and other (morning, advanced office procedures. afternoon and • Keyboard 1 evenings) • Intro to Windows • Intro to Word • Intro to Excel • Employability Skills • Navigating the Internet Child Care Worker This program trains students in the field of early childhood and Monday-Friday State Certificate business development. Students learn how to start their own private Program business or work at a childcare facility, such as preschool,etc. Courses are Students learn business skills,early childhood care and development, offered various health information required for licensing,and skills necessary for days/times successful operation of a childcare business. during the week In order to earn their State Certificate and obtain a County of Orange license,students must take the following courses: (morning, afternoon and • Early Childhood Care and Development evenings) • Health Education for Childcare Providers • Employability Skills • How to Start a Small Business • Business Practices for Family Child Care Providers G. Include data and research that supports the industries or pathways listed above. According to 0 Net Online the following position and many other administration positions considered those with a bright outlook and rising opening. 43-4171.00 Receptionist and information clerks 43-6013.00 Medical Secretaries 43-3021.00 Billing and Positing Clerks According to 0 Net online the following position and many other in child worker are considered those with bright outlook and rising opening as well. 39-9011.00 Child care worker 15 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program 25- 2011.00 Preschool Teachers, except special education. H. Include Letters of Intent from training agencies as Attachment G. Please see letters of Support/Intent from Rancho Santiago Community College, Health Clinics and the City of Santa Ana, Downtown Businesses. In addition to our state certificate programs offered at OCCTAC in partnership with the Santa Ana College, OCCTAC is currently collaborating and with other community partners to incorporate 2 Health Certificate Programs to train our WIOA youth. 1) Mental Health Paraprofessional Certificate: In partnership with the County of Orange, Health Care Agency, OCCTAC staff is trained and certified to offer a "Mental Health Paraprofessional" Certificate. This training is currently being offered to Religious Leaders in the community all over Orange County, and funded by the County of Orange, Health Care Agency. We are researching the possibility of offering this certificate program to our WIOA youth, if they are interested in working in this field. 2) Medical Technology Certificate: In partnership with the California School of Health Sciences, OCCTAC is currently in discussions with the owners (past board members) to train our youth in short-term Medical Technology certificates. Our youth will also attain work experience, internships and jobs at the Health Clinics that have partnered with OCCTAC. 8. Tutoring (1 page max): Note: Youth Service Providers are required to use the Test for Adult Basic Education (TABE) on ALL youth to assess their literacy and numeracy skills. Youth who score 8.9 and below are considered "basic skills deficient" and should receive tutoring or remedial training to improve their literacy/numeracy skills. OCCTAC currently uses and will continue to use TABE test and TABE testing materials with our WIOA participants to improve their literacy and numeracy skills. We will also use the electronic version, as required. I. Describe in detail the tutoring resources that will be provided to youth. OCCTAC has demonstrated commitment in helping WIOA youth with and without disabilities improve their literacy and numeracy skills as evidenced every year with our participants! Every year at least 80% of all participants increase their literacy/numeracy skills! In summary, our WIOA Literacy and Numeracy tutors meet with each participant at least once a week upon the completion of the initial TABE assessment. Our agency's goal is that each youth increases by at least two Educational Functional Levels at time of post-test. OCCTAC tutors provide individualized tutoring sessions every week throughout the year to ensure that our youth will be able to increase both their literacy and numeracy skills to be successful in life. In the past,OCCTAC has been very successful in the attainment of these goals, and thus it will continue to assist all participants with and without disabilities achieve higher educational and academic goals to be successful in their educational and career goals. 16 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program 9. Mentoring (1 page max): J. Specify how your organization will provide mentoring to youth. Our agency has wonderful staff that is dedicated to empowering and supporting our WIOA youth. Not only will our WIOA staff provide mentoring to youth, but all the other OCCTAC staff working in other programs at our agency and in the community, such as (After School Arts,Therapeutic Arts, Early Start & Pre-Kinder Arts, Learning Academy, Family Wellness Program, Senior Socialization Program etc.) Youth will have the opportunity to learn, interview, shadow and receive mentoring from excellent professionals in the fields of Education, Arts,Technology, Health, Psychology, Counseling, Early Childhood Development, Marketing, Business and others. In addition,the youth will gain hands on work experience in these fields, as well as the opportunity to gain insight from these professionals regarding the various career and educational paths that youth are interested in pursuing. K. Specify what types of support your organization will offer youth who are facing challenging obstacles such as family dysfunctions, mental health issues, homelessness, low self-esteem, probation,gang issues, parenting issues, etc. Two years ago, OCCTAC started a Mental Health Clinic and currently operates full-time with mental healthcare funding from the County or Orange, Health Care Services. In addition, we will continue to collaborate with all our previous community partners, including OMID Mental Health Clinic, Pepperdine University, Graduate School of Education and Psychology, California State University, Fullerton and USC, School of Social Work. All 4 institutions refer counseling, psychology and marriage and family therapy interns to OCCTAC, and provide Psychological/ Mental Health Counseling to all our WIOA youth, if needed. Participants can enroll in individual counseling at OCCTAC or in the community. In addition to the psychological counseling provided to youth, all WIOA participants must attend mandatory life skills workshops and trainings on where to obtain additional information and resources in the community. Our Case Mangers will also guide the youth and refer them to these additional community resources and specialists, if needed. Finally, parenting youth will also be able to participate in any of the parenting classes offered at OCCTAC, to help them with parenting issues, educational support etc. and gain assistance in working through all of these challenges. L. Will your organization offer mental health services or referrals to mental health agencies? As stated above, OCCTAC runs a Mental Health Clinic now, and will continue to offer mental health services to our WIOA youth and family members, as well as refer to our community partners. M. Describe how your organization will provide or refer youth to comprehensive guidance and counseling for drug and alcohol, etc. In partnership with the community services program, we are be able to provide youth with a workshop on drugs and alcohol, and also provide them information recourses, and referrals if needed. 10.Workshops: O. Provide information about the following workshops and how or when the workshops will be provided to youth in the program: - All participants will be required to attend Life Skills and Job Skills training that will encompass all of the following components. 17 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program Youth will be asked to attend mandatory workshops to assist them in their overall achievement in this program, as well as their personal lives. Workshops will be weekly. Starting in September 2023 and ending in July 2024. OCCTAC Training Series: • Financial Literacy: This workshop series will allow WIOA participants to understand the importance of budgeting their money and savings. They will gain an insight on how to become finically stable now in order to further assist them with their career and educational goals. See attachments section for a sample. • Job Skills: This workshop series will allow youth to learn and create materials needed for employment purposes, with the ultimate goal of when completed, they are able to assemble an employment portfolio that can be presented at any job fair, interview, and new potential employer. See attachments section for a sample. • Life Skills: This workshop series will help our youth with day to day life skills information to assist them in making healthy and reasonable choices in their lives. See attachments section for a sample. 1. Financial Literacy/ Budget Management — These are one of the most basic and important workshop series that we offer at OCCTAC for several years! As mentioned above, WIOA participant will learn about financial literacy and budgeting, and these workshops will allow our youth to think not only about the present, but of their future.They will learn the basic of opening a checking and savings account, and how to plan for retirement and future expenses. 2. Entrepreneur Skills Training — This workshop will be the perfect opportunity for innovative young adults in Orange County to learn what it takes to be successful when launching their entrepreneurial ventures. They will learn how to do this via three key strategies: Business plan competition, Networking and collaboration. 3. Labor Market Information —This workshop will provide youth with valuable information for today's labor market, so that you can make an educated decision on which career path is best suited to their skills and abilities. 4. Family Planning — A representative from Planned Parenthood will provide our WIOA youth with information on birth control methods, family planning and free healthcare services. These workshops are intended to help assist youth with their future and current family stabilities. 5. Worker's Rights/Labor Laws— Participants will be able to learn and understand their rights as an employee in California from things like mandatory break times and benefits. Participant will also be able to learn and understand how to ask and receive accommodations that must be provided to those who have same type of learning or physical disability.As well as questions that may not be asked in an interview or after becoming an employee. 6. Analytical Skills at the Workplace —All WIOA youth will be provided with a task analysis and literacy analysis, skills assessments,job profiling, and pre-employment work skills. Each of these 18 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program sills can provide a path to improve the participant's ability to perform basic job skills in the field or job they have or may have in the future. 7. Health Resources — Participants will be given resources from our community partners, including Planned Parenthood on how to be healthy and safe,and how to obtain medical services. Additionally, our MECCA coalition, Pepperdine University, USC, School of Social Work, and the County of Orange, Health Agency will provide WIOA participants with other health resources and mental health specialists, if needed. 8. Professional Communication/Public Speaking Skills—AII Youth will be asked to take a training that will allow them to learn the necessary skills for public speaking, including how to speak to employers and/or new offsite work placements and new potential employers. Also, youth will learn how to create and give oral presentations, as well as how to speak to people when networking for future connections. 9. Navigating the Workplace — Participants will learn how to deal with difficult workplace situations, and the importance of effective communication skills for positive professional relationships and conflict resolution. This will include learning about good and bad forms of communication, suggestions on positive and effective communication, and techniques on how to effectively respond to conflict situations. Participants will then have the opportunity to put their knowledge to the test by reviewing different workplace scenarios where they will change the outcome of the situation. 11.Civic Engagement and/or Leadership Development A. Can your organization offer a civic engagement opportunity or leadership development opportunity for WIOA youth and other youth in the community, if so, please describe. — Yes, every year we provide our WIOA youth many opportunities for civic engagement and/or leadership development. For example, All WIOA youth are asked to attend and participate in the youth council meetings, so they can share their personal experiences with the program and contribute ideas/information on how to better serve the youth in Santa Ana. Also, Youth attend other important community events representing OCCTAC and the Santa Ana community. Finally, they are also asked to do presentations to other youth in the community to inspire and share their experience with other youth in Santa Ana and contribute to a better future for our community! B. Indicate the number of youth that will participate in the civic engagement or leadership development opportunity — All WIOA youth are encouraged to participate in our leadership development opportunities at OCCTAC and the community, through civic engagement and leadership opportunities throughout the year! 12. Supportive Services: A. Will your organization provide supportive services to youth such as gas cards, bus pass, childcare assistance, etc. If so, please describe. — Yes. All youth will be provided with supportive services during all phases of the WIOA program.Supportive services are available to 19 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program those youth approved for the program that show limited resources to meet basic needs, and have expressed to our case manager or educational/career counselor the need for additional support services. IA/IOA Youth enrolled at OCCTAC are eligible for the following(as long as funds are available): 1. 30 day bus passes: Every month as long as they provide proof of a steady attendance to all WIOA activities and or accomplish employment or educational goals 2. ACCESS Coupon Books: Every other week as long as they provide proof of a steady attendance to all WIOA activities and or accomplish employment or educational goals 3. Gas Cards: Every month as long as they provide proof of a steady attendance to all WIOA activities and or need to accomplish employment or educational goals. As well as proof of their license. 4. Academic Supplies: All WIOA participants are eligible for academic supplies, such as: planners, USB drives and backpacks. For students who have entered post-secondary education we are able to purchase some, if not all, of their college course books. For those who have entered a credential program some if not all fees can be paid off. 5. Work Related: All participants are eligible for work related material when needed, to help obtain or keep employment such as portfolios, clothing etc. 6. Child/Dependent Care: Participants may receive assistance with childcare or dependent care through the provision of$50 payment to institution/childcare provider of their choice.This will enable them to participate in WIOA activities and/or accomplish employment or educational goals. B. Include the Supportive Service Policy as Attachment I. Please see attached OCCTAC Supportive Services Policy for more specific details. 13. Incentives (1 page max): A. Will your organization provide incentives to youth for accomplishing program benchmarks or personal goals, if so, please describe. —Yes, WIOA staff will be providing youth with incentives that will encourage them to accomplish their program benchmarks and personal goals, in order to move forward in employment and education. B. Include the Incentive Policy as attachment H. Please see Incentive Policy as attachment H. 14.Follow-Up Services (3 pages max): Youth Service Providers are required to provide follow-up services to youth participants 12 months after exit. Follow-up documentation will be required 30 days after exit, 60 days after exit, and 11, 2nd, 3rd, and 4th quarter after exit. Yes, OCCTAC staff will comply with all WIOA regulations and program requirements. Please see below Table 9 that delineates all follow-up services. A. Elaborate on the types of services that will be provided to youth during each quarter during the 12-month follow-up period. The following table describes the services that can be obtained and provided to youth during any part of their 12-monthfollow up period. Please see below Table 9 for follow-up services. 20 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program TABLE 9—Follow Up Services Services Follow-Up Period 30 day 60 day 15t Quarter 2"d Quarter 3`d Quarter 4th Quarter Case Monthly Monthly Monthly Quarterly Quarterly Quarterly Management and as and as and as and as and as and As (Updates and needed needed needed needed needed needed _Meetings) Educational Monthly Monthly Monthly As needed As needed As needed Counseling and as and as and as (Updates and needed needed needed Meetings) Employment As Needed As Needed As Needed As Needed As Needed As Services(Job Needed Development (Meetings) Credential Services As Needed As As As Needed As Needed As (Registration) Needed Needed Needed Supportive Service As funds As funds As funds As funds As funds As funds (Transportation) Allow Allow Allow Allow I Allow I Allow Supportive Services As funds As funds As funds As funds As funds As funds (School Materials) Allow Allow Allow Allow Allow Allow Referrals(Housing, As Needed As As As Needed As Needed As Needed Mental Health, Food Needed Needed Distributions, Health, Counseling,other) B. Describe how your organization will provide case management, job retention services, mentoring, and ensure the participants attain their goals. —All participants are asked to meet with the case managers and the career/educational counselor at least once a month during the first quarter after exit, in order to ensure that youth accomplish and continue meeting their goals. Youth have the option of meeting with the job developer and case manager to gain additional skills and training if needed,and to obtain employment or retain employment after exit. Participants are also contacted via phone or/and e-mail during the 2nd, 3rd, and 4th quarters to get updates from youth on post-secondary education and employment. Furthermore, all Youth are encouraged to come in person to meet with the WIOA staff, attend meetings, and receive additional tutoring, training, and or any other services at OCCTAC,to ensure that youth keep a good GPA in school, and continue to move forward in their employment. C. Describe how your organization will ensure that youth meet the Performance Indicators during the follow-up period. —The following Table 10 indicates how often the WIOA staff will contact youth, and set up meetings/appointments to provide them with additional assistance, and support their goals to retain employment and stay in post-secondary education. 21 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program TABLE 10—Frequency of Follow up Services Services Follow Up Period 30 day 60 day V Quarter 2"d Quarter 3rd Quarter 41h Quarter Follow Up Case Manager Monthly and Monthly and Monthly and As Needed As Needed As Needed Meetings as needed as needed as needed Follow Up Calls/Emails Monthly and Monthly and Monthly and Quarterly and Quarterly Quarterly as needed as needed as needed as needed and as and as needed needed Follow Up Job Developer As As Needed As Needed As Needed As Needed As Needed Meeting Needed Follow Up Educational Monthly and Monthly and Monthly and As Needed As Needed As Needed Counselor Meetings as needed as needed as needed Job development trainings As Needed As Needed As Needed As Needed As Needed As Needed (Resume,cover letter, applications,follow calls, Interview assistance etc.) Post Secondary Trainings No service at No service at No service at As Needed As Needed As Needed (Study Skills, FASFA, this time this time this time registration, transferring etc.) D. Describe if your organization will provide youth with incentives or supportive services during follow-up period to assist youth retention. Yes! OCCTAC will provide youth with both supportive services and incentives while in the process of completing their goals, and after accomplishing an important benchmark. The following table 11 explains when they are eligible to obtain supportive services and/or incentives. Please see Incentives Policy for details on how many incentives participants can earn for each category. TABLE 11 — Support Services/Incentives for WIOA participants during Follow-up: Incentives Benchmarks Post Secondary Earning Accredited Job Search Obtaining Retaining Education credential Employment employment 30 day Buss pass, 30 day Buss Supportive ACCESS Coupons, pass or Gas Service Gas card—Academic card Supplies $150 for registering $200 for Education to fall or spring obtaining Post- classes secondary credential. $50 for obtaining secondary school credential. $80 for $150 for $200 for every quarter Employment scheduling and obtaining they are employed as attending employment. funds allow Interview. Work related Portfolios, clothing and professional tools attire. 22 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program E. How often will the youth be engaged or receive service during the follow-up period. — AII Youth will be asked to keep in contact with the WIOA team, and meet regularly with the case managers and the educational/career counselors during the entire follow-up period, especially during the 11t quarter. After the first quarter, participants will be asked to contact and speak with the case managers and counselors on a quarterly basis. However, youth are encouraged to engage as frequently as possible with the WIOA staff! Depending on the youth's needs, they are able to meet with any WIOA Staff as often as needed. In addition, all youth are given the opportunity to take any credential programs offered at our agency, Life Skills classes, counseling and any workshops/trainings offered during any of their follow up periods. This will provide our youth the opportunity to continue to be engaged in our center, on a weekly basis. 15.WIOA Performance Indicators A. Include a flow chart or visual aid or brief explanation of how your organization will meet the following WIOA Performance Indicators: 1. How OCCTAC will meet the%of participants who are in education or training or unsubsidized employment during the 2"d quarter after exit. Month Employment Education May Mock Interview Session—Start Research classes to register for Job Search Summer— Meet With Educational Counselor June Start Appling to different Register for summer classes— Meet positions— Meet with case with Educational Counselor manager July Apply to different positions and Research classes to register for Fall follow up calls— Meet with Case Session— Meet With Educational Manager Counselor August Set up Interviews and continue to Register for Fall Classes— Meet With send out Applications—Meet with Educational Counselor- incentives Case Manager— provide provided to youth who register for Incentives to those who set up classes interviews September Practice interview Skills and meet Register for 8 week courses— Meet with Case Manager— Incentives With Educational Counselor - provided to those who obtain incentives provided to youth who employment register for classes October Continue to meet with Case Classes in session Manager&job Developer as needed November Continue to meet with Case Research classes to register for Manager&job Developer as Intersession — Meet with educational _ needed counselor as needed _ December Provide Incentives to those who Research classes to register for have 3 consecutive months on the Spring—Meet with educational job counselor as needed 23 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program 2. How OCCTAC will meet the%of participants who are in education or training or unsubsidized employment during the 4tn quarter after exit. Month Employment Education January Set appointments with Case Assist Youth in Registering to Spring Manager and Job Developer as Classes- incentive provided to youth Needed who register for classes February Set appointments with Case Assist youth in registering to 8 week Manager and Job Developer as courses - incentive provided to youth Needed who register for classes March Provide youth Incentives for Classes in Session having been employed for 3 consecutive months April Set appointments with Case Classes In Session Manager and Job Developer as Needed May Set appointments with Case Assist youth in researching possible Manager and Job Developer as summer registrations Needed June Provide youth Incentives for Assist youth in registering for having been employed for 3 summer classes consecutive months 3. Document the median earnings of participants in unsubsidized employment during the 2"d quarter after exit. During the second quarter after exit, all youth will be asked to fill out a follow-up form which contains information on wages, location of hire, and length of employment.The information on wages will be extracted from all currently employed youth to determine the median earnings of participants during the second quarter. 4. Percent of participants who obtain recognized postsecondary credential or Secondary diploma during participation or within 1 year after exit. At the beginning of the program, the Educational/Career Counselors and the Case Managers will enroll all of the participants in a recognized credential programs. Every month, the Counselors will check on the students' progress. Moreover, the Educational Counselor will build a relationship with the Postsecondary Credential Instructors, and receive a monthly progress report.The Counselors will then schedule a meeting with those students who have not advanced. For those students who did not complete a credential during the 11t year of the program,the Counselors will meet with the participants, and re-enroll in a credential program during the 1st quarter follow-up. The Counselor will once again check on the participant's progress, and encourage and support participants to complete credentials. When participants complete their credentials, they receive an incentive during the 2nd quarter of the follow up. During the 3rd quarter follow up, the Counselors will once again check on the participant's progress. The Counselors will meet with the participants bi-weekly, and make any scheduled changes that will benefit the participants. If participants complete a credential, they will receive an incentive during the 4th quarter follow up. 24 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program S. Percent of participants who, during the program, are in education or training that leads to a recognized postsecondary credential or employment AND who are achieving measurable skills gains. Participants will meet with the educational counselor every month to discuss their educational goals. They will take an ONET assessment that will guide them in figuring out their strengths and weaknesses, as well as potential careers that fall in that category. Furthermore, meetings will be tailored to research majors and schools that contain the adequate resources to be successful. All participants will be enrolled in a credential program at the beginning of the program. The Counselor will meet with participants to receive monthly updates, and verify the participant's progress with the teacher. 6. Effectiveness in serving employers. WIOA Participants are eligible to continue to meet with the Case Manager and Job developer though out the year, and as necessary,to continue to gain employment training to improve their work ethics, and job skills to keep moving forward and improving at their current work sites. 16. Prior Outcomes A. If your organization was previously awarded a WIOA contract through the Santa Ana Workforce Investment Board, OC Workforce Investment Board or Anaheim Workforce Investment Board please disclose your organization's past performance outcomes for the past 1-2 years from each WIB if applicable: OCCTAC has been providing the WIOA program to Santa Ana youth for more than 15 years! Please see below our outcomes for years 2012- 2018. During COVID19 years, OCCTAC had great challenges with our Youth with disabilities. However, this past year we were able to recruit as many youth as in previous years now that the pandemic has been more under control. OCCTAC is committed to continuing to provide excellent programs as in previous years. We do not have current outcomes, but can provide to the Grants Committee, if required. OCCTAC PERFORMANCE OUTCOMES (Santa Ana WIOA) Common Measures 2012-13 2013-14 2014-15 2015-16 2016-17 2017- 18 Increased Literacy/ 74% 95% 100% 100% 89% 73% Numeracy Skills Entered Employment or 95% 73% 72% 75%? 80% 89% Post-Secondary Attained Credential/ 82% 67% 93% 100% 65% 89% Diploma/Certificate 17.Fiscal Competency A. Describe the process used to capture and report fiscal data. All invoices or vendor statements will be initialed by the Executive Director prior to signing the check to pay that bill or invoice. 25 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program After checks are printed and signed,the accountant shall mark"Paid" with the date of payment and check number utilized for payment. All disbursements shall be reviewed and approved by the Executive Director.A monthly review of all disbursements shall be conducted by the Accounting clerk and reviewed by the Executive Director and the Finance Committee for verification of accuracy, documentation and appropriate approval.The Executive Director shall be authorized to expend funds as approved by the Board of Directors under the organization's annual operating budget. B. Attach a copy of the organization's procurement policies and procedures as Attachment I. Please see attached OCCTAC's Procurement Policies and procedures. C. What systems are used to ensure fiscal accountability, appropriate expenditures, and planned costs. All requests for reimbursement shall be reviewed and approved by the Executive Director and Finance Committee. All reimbursements are subject to budgetary limitations as established in the organization's approved operating budget. No reimbursements are made without appropriate backup documentation. Please see details below of the accounting system used at OCCTAC: • Accounting Method: OCCTAC utilizes a modified accrual-based account methodology. • Cost Allocation Method: Costs are allocated using the Direct Cost Allocation Method (OBM Circular A-122). OCCTAC classifies each item to a specific program, department, site, grant or contract that it directly relates to. Indirect expenses like general administration and general expenses are allocated based on the allowable budgeted portion of each program with the remaining portion to the center's administrative category. OCCTAC shall produce financial reporting for each of the Center's program functions. In consolidation, these programs shall make up the overall financial position of OCCTAC. All transactions (Payments and cash receipts) that occur at the center shall be classified under identified categories and programs. When program funding is split between two or more sources, the cost allocation for this program shall conform to the budget allocations established in the program. • Budgets: Under the guidance of the Finance Committee and prior to the beginning of each fiscal year, the Executive Director prepares an Operational Budget, including Program Budgets. Tuition fees, Service fee rates, etc., shall be approved by the Board. Any gifts (monetary or otherwise) resulting from fund-raising activities, solicitations and acceptance of gifts or contributions that are presented with restrictions of use shall be approved by the Board of Directors and submitted to the finance committee to verify the appropriate method of accounting and reporting. • Receivables: Receivables shall be aged monthly and delinquent accounts shall be followed up for collection. Receivables from miscellaneous sources shall be reviewed periodically by the Treasurer and significant amounts shall be reported to the Board of Directors. All write-offs shall require approval from the Finance Committee prior to implementation.The Board shall review all write-offs from uncollectible accounts receivables. • Deposits and Receipt of Monies: Deposit of monies are made on a weekly basis, or whenever more than one thousand dollars (in either cash or check) has been received and recorded by the OCCTAC office. All items to be deposited are and shall be stamped "For 26 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program Deposit Only" to the Account of OCCTAC with the appropriate bank account number. A deposit form for established OCCTAC accounts shall be completed with deposit slip details for cash or multiple checks. A copy of the deposit form, slip and all items to be deposited shall be made for accounting purposes and upon completion of the deposit attached to the deposit slip and turned into the accounting revenue in-box. To ensure appropriate financial controls, the individual making deposits shall not be the same person reconciling the OCCTAC account. All funds received shall be recorded in the accounting system and filed in the locked accounting file cabinet. • Disbursements:,All disbursements are and shall be made by checks drawn on the established operating checking account for the OCCTAC. All disbursements shall utilize pre-numbered checks used in sequence. Any and all "voided" checks are and shall be mutilated and notes on the voided check stub. At no time shall disbursements be made to "bearer" or to "cash". All banking materials, records, blank checks, and deposit books are and shall be maintained in secure cabinets in the OCCTAC office under the supervision of the Executive Director and Accounting clerk. Only those individuals authorized to handle check stock as their part of their accounting duties for OCCTAC account shall have access to these banking materials. Disbursements are prepared from original invoices. Each disbursement shall require submission of a purchase request form and appropriate backup documentation. Invoices shall be date stamped upon receipt and marked "approved for payment." • Reconciliation of Accounts: All OCCTAC bank accounts are reconciled monthly. A monthly review of all accounts and financial reports are prepared by the Board Treasurer or designated Finance Committee Member. • Files and Records: OCCTAC shall maintain hard copy files for all operational and business transactions that occur. Files shall be separated into the following categories: a) Accounting records, b) Grant documentation, c)Tax filings; Donors, d) Legal/Insurance/License/Permits, e) OCCTAC Programs, f) Personnel documents and files, g) Vendor and Client contracts and other documents. OCCTAC maintains electronic and hardcopy records of all accounting transactions and financial reporting. All electronic records are be copied and stored in a secure, off site location or in a web based file storage system, which is the server. All financial and accounting hardcopy files are stored in secure--lockable file cabinets. Requests for financial documentation get processed through the accounting staff i.e. copy of original document. Original financial documentation remains in the file/s cabinet at all times. D. Describe invoicing process and list qualifications of staff assigned to task. OCCTAC accounting clerk creates monthly WIOA invoices to submit to the City based on expenses incurred during the month. After the Coordinator and the Executive Director review and approve the program expenses,the Accounting clerk enters the data from the participants' stipends and/or time sheets, program staff as well as related expenses into the accounting system to generate an invoice.The invoice will be on the appropriate form provided by the WIOA Contract and submitted for reimbursement. E. Describe how your organization's financial stability is not dependent on WIOA funds. The Orange County Children's Therapeutic Arts Center has a variety of funding sources,including: (1) contracts, (2) grants, (3) donations, (4)fee for service, and (5)fundraising. OCCTAC 27 EXHIBIT 1 2026 - 27 Orange County Children's Therapeutic Arts Center (OCCTAC) Youth Employment Program continues to maintain current contracts, as well as enter into new contracts with key community partners. Three years ago, OCCTAC started a new contract with the Santa Ana Unified School District and five years ago with MECCA and the County of Orange, Health Care Agency to provide prevention and family wellness programs. We anticipate a steady revenue increase, as we continue to grow each year with SAUSD and our MECCA and County partners. In addition, and as part of the OCCTAC's long-term sustainability plan,the Executive Director and our board of directors have agreed to continue to diversify OCCTAC's funding sources by focusing some more on (1) donor solicitation, and (2)fundraising, and (3) social enterprise ventures. F. Identify the percentage of budget that will go directly to youth (i.e.: work experience payments, direct training, supportive services, incentives, etc.)versus the percentage of overhead and administrative costs. 46% of budget will be directly spent on the youth,in the form of work experience, stipends, salaries, direct training, support services, incentives, etc. for the year 2019- 2020. G. Submit most recent 2 years of audited financial statements as Attachment T & U with the Audited Financial Statement Form signed (Attachment S). Please see Financial Audit for year ending 2018. 18.Additional Attachments A. You may include additional documents such as flyers, brochures, training descriptions, and/or testimonials that support your proposal and/or further describe the program, as Attachment W. Please see additional attachments included. Attachments Include WIOA Youth Brochures,Youth Testimonials and other Youth Employment Program forms. 28 EXHIBIT 1 Orange County Children's Therapeutic Arts Center Procurement Policy 2026 - 2027 Orange County Children's Therapeutic Arts Center (OCCTAC) has established this policy to guide its procurement of supplies, equipment, and services.The purpose of this policy is to insure that OCCTAC makes procurement decisions and payments in an open and fair manner and to document all purchases when appropriate. A. Code of Conduct No employee, officer, or agent of Orange County Children's Therapeutic Arts Center (OCCTAC) shall participate in the selection or in the award or administration of any procurement if a conflict of interest,real or apparent,would be involved. Such a conflict could arise if the employee, officer, or agent: any member of her/his immediate family; his/her partner; or an organization which employs or is about to employ any of the above has a financial or other interest in the firm selected for award. No officer, employee, or agent of OCCTAC shall solicit or accept gratuities, favors, or anything of monetary value form contactors, potential contractors, or parties to sub- agreements, except where the financial interest is not substantial or the gift is an unsolicited item of nominal intrinsic value. Any alleged violations of these standards of conduct shall be referred to the Executive Director. Where violations appear to have occurred, the offending employee, officer,or agent shall be subject to disciplinary action, including but not limited to: dismissal or transfer;when violations or infractions appear to be substantial in nature,the matter may be referred to appropriate officials for criminal investigation and possible prosecution. B. Procurement Procedures The officer, employee, or agent responsible for procurement of services, supplies, equipment or construction shall review all proposed procurement actions to avoid the purchase of unnecessary or duplicative items. All services and items will be purchased with consideration of these priorities: 1. Best price 2. Features and quality of the item 3. Willingness to meet billing, delivery, and service needs 4. Minority or Women-owned supplier Services and items less than $500: Comparisons of prices, quality, and features can be made by visit, telephone, or by consulting advertisements and catalogues. All purchases must be made within budget EXHIBIT 1 guidelines.Written authorization and sales receipt confirming paymentmustbe kept on file. Service and items costing more than$500 (routine purchases) a. A designated staffinember shall identify two or three vendors who offer discount or competitively priced supplies.Staffshall routinely"shop"those vendors,looking for the best overall price on each order--though not necessarily on an item-by-item basis.Once each year,the staff shall determine which two or three vendors in the area offer the most competitive prices. Written documentation of the research shall be maintained. b.Nothing intheparagraph above shall prevent stafffrom taking advantage oflower prices from other vendors whenever better prices are available. c. Whenpossible,staffshall attempt to negotiate discounts forlargervolume purchases, and should inquire about discounts for paying cash. d.Allpurchasesmustbemadewithinbudgetguidelines.Written authorization and sales receipt confirming payment must be kept on file. Service and items costing more than$500 (infrequent purchases) a. A designated staffinember shall obtain written quotes or advertisements from three vendors. Purchase decisions shall be made on the basis of the most advantageous purchase for OCCTAC, based on the above criteria. b.Nothing inthe paragraph above shall prevent stafffrom taking advantage of lower prices from other vendors whenever better prices are available. c. Whenpossible,staffshall attemptto negotiate discounts forlargervolume purchases,and should inquire about discounts for paying cash. d. All purchases must be made within budget guidelines. Written authorization and sales receipt confirming payment must be kept on file. Sole Source Procurement The use of a sole supplier is discouraged,and requires the written authorization ofthe Executive Director.Requests forsole source procurement must include the reason forthe lack of competitive information and justification for the selection. C. Authorization a. StaffAuthorization:The Executive Directory may ather orhis discretion,give one or more staff members purchase authority for purchases. EXHIBIT 1 b.Funds for all purchases must appear in the current board-approved budget. D. Unauthorized Purchases The purchase ofsupplies for personal use is prohibited,as is anypurchase made without the approval of a staffinember having purchase authority.In addition to being subj ect to disciplinary action underthepersonnel policy and anyremedies available underthe law, an unauthorized purchaser will be held personally liable for the cost ofthe unauthorized purchase. EXHIBIT 1 0 OC CHILDREN ' S dTHERAPEUTIC ARTS 2215 N Broadway•Santa Ana,CA 92706. 714.547.5468• Fax 714.564.9690•www.occtac.org Supportive Services Policies and Procedures Current and Follow-Up Participants WIOA Program 2026— 2027 Purpose: To establish guidelines for the issuance of supportive services to participants who are identified in need of such services. Goal is to aid participants with their successful completion of their WIOA goals and OCCTAC's WIOA program. Procedures: Eli ibgility. Supportive services are available to those identified as approved WIOA participants; have limited resources to meet basic needs; and have expressed the need of additional support to OCCTAC's WIOA Program staff. Supportive services will be made available to participants while they are enrolled in all phases of the WIOA program. These services are contingent upon approval by the Program Coordinator and OCCTAC Director. Provision of supportive service is not an entitlement. Delivery of supportive services will be made in-person or to the WIOA participant's personal email or mailing address if available and in cases where in-person delivery is shown to be difficult for the WIOA participant and staff(was this only during Covid?). Availability of Funds and Assessment of Need: The fiscal advisor or the accounting clerk and the Executive Director will verify the availability of funds and notify the Program Coordinator. Supportive services are delivered contingent upon availability of funds, the need of the participant and given on a first come, first serve basis. Initial assessment on need will be determined by the Case Manager and will be reviewed regularly. Logs of services will be kept on a regular basis and service(s) will also be case noted for documentation purposes. Transportation Assistance Guidelines: After identifying the need for transportation assistance and eliminating other resources, the case manager and the participant will develop a service plan(ISS) and update progress in the case notes. 1 Attachment C Revised:07n0i2024 EXHIBIT 1 oOC CHILDREN ' S dTHERAPEUTIC ARTS 2215 N Broadway•Santa Ana,CA 92706. 714.547.5468• Fax 714.564.9690•www.occtac.org Transportation assistance is defined as the provision of a gas card; bus pass or ACCESS coupon book. No replacement bus pass, gas card or ACCESS coupon book will be issued in the event the participant loses his/her bus pass, gas card or ACCESS coupon book. Documentation and Receipt Requirement for gas cards: 1. The participant must provide itemized receipt(s) totaling the amount provided within 30 days that the gas card is provided and/or before receiving additional gas cards, and the itemized receipt(s) must then be included in the participant's file. If not returned, no additional supportive services may be provided. 2. The case manager must perform and record in Ca1JOBS case note if a participant fails to return the receipts for the gas cards; the case manager must contact the participant requesting the missing receipts and explain that no further supportive services will be provided until the missing receipts are received in full; and 3. If the receipts are not provided, send a follow-up letter within five (5) business days to the participant requesting the receipts and notifying the participant that no further supportive services will be provided until all receipts are received. A copy of this letter must be kept in the participant's file. Fingerprinting—Live Scan and TB Test: Participants who work with children and are placed in an educational setting will be required to undergo Fingerprinting—Live Scan through the Department of Justice and show a cleared TB Test. This supportive service will be available for participants on a case-by-case basis and determined by the case manager. Work and School Related Materials: A participant may need to purchase books, fees, school supplies and/or other necessary materials to enable him/her to participate in activities leading to a credential. A participant may need to purchase work related equipment, attire, tools, or certification for the purpose of obtaining employment and to enable him/her to be successful in employment. Child/Dependent Care: After identifying the need for assistance and eliminating other resources, the case manager and the participant will develop a service plan(ISS) and update progress in the case notes. 2 Attachment C Revised:07n0i2024 EXHIBIT 1 oOC CHILDREN ' S dTHERAPEUTIC ARTS 2215 N Broadway•Santa Ana,CA 92706. 714.547.5468• Fax 714.564.9690•www.occtac.org Childcare assistance is defined as the provision of$75 payment to institution/daycare/childcare provider upon receiving an invoice. Participants may receive assistance with childcare or dependent care, which will enable them to participate in activities. Childcare will be limited to a maximum of$75.00 per month per child/dependent. Supportive service available to all youth that enrolled in the program as pregnant or parenting youth. Other: Any other miscellaneous type expenses not mentioned above may be considered with proper authorization. The request must be fully documented and all receipts in proper order. 3 Attachment C Revised:07n0i2024 EXHIBIT 1 OC CHILDREN ' S THERAPEL IC ARTS 2215 N Broadway•Santa Ana,CA 92706 • 714.547.5468 • Fax 714.564.9690•www.occtac.org Work Experience Policy WIOA Program 2026 — 2027 Purpose: To establish guidelines for the WEX youth paid work experience placements while enrolled in OCCTAC's Youth Employment Program funded through Workforce Innovation and Opportunity Act (WIOA). Eligibility & Customer Profile: WEX youth participating in work experience must have unexpired right to work documents and qualify for the youth employment program by meeting the requirements as outlined in the Youth Program Eligibility and Application Policy. WEX youth will make a plan with case manager in order to assess the developmental needs and place youth in worksite that best fits the WEX youth's experience and interests. Depending on the program that they work for, WEX youth will be working with children age 6 months to adults 65+ if their worksite is OC Children's Therapeutic Art's Center. Customer profile will vary if WEX youth are placed off-site. General Information: Lunch and Breaks: WEX youth must take a % hour unpaid break after no more than 5 hours of work. They are also entitled to a paid 10- minute rest period every 4 hours. Unable to attend worksite: WEX youth must notify the worksite supervisor and case manager a minimum of two hours before his/her shift begins if unable to report to work. W-2: To be available for all youths that participated in WEX by January 31 for the hours completed the year before. Youth are 1 Attachment C Revised:07/01/2024 EXHIBIT 1 OC CHILDREN ' S THERAPEUTIC ARTS 2215 N Broadway•Santa Ana,CA 92706 • 714.547.5468 • Fax 714.564.9690•www.occtac.org responsible for providing OCCTAC staff with the most up to date address so that their W-2 gets mailed out to the correct address. Worker's Compensation: WEX Youth are all covered under OCCTAC's insurance. If they are ever to become injured or hurt on the job, they will call the insurance company and go to the provider covered by the insurance. Work Hours: On average WEX youth will work between 4-15 hours a week. Additional hours will be made available to participants who seek more hours, should they remain unclaimed/unused by other participants. Below are the maximum hours the WEX youth may complete based on California labor laws. WEX youth are not authorized to work overtime. Ages 14-15 Ages 16-17 Ages 18+ Work Hours • 7am-7pm from • 5am-10 pm when Any time Labor Day to June 1 there is school the • Not during school next day hours • 5am-12:30am when • 7am-9pm, from June there is no school 1 to Labor Day the next day Maximum hours 18 hours a week but not 29 hours a week, but 29 hours when school in over: not over: session • 3 hours a day on • 4 hours a day schooldays Monday-Thursday • 8 hours a day • 8 hours a day Saturday-Sunday Friday-Sunday and and holidays holidays Maximum hours • 29 hours a week • 29 hours a week 29 hours when school not in . 8 hours a day • 8 hours a day session 2 Attachment C Revised:07/01/2024 EXHIBIT 1 OC CHILDREN ' S THERAPEUTIC ARTS 2215 N Broadway•Santa Ana,CA 92706 • 714.547.5468 • Fax 714.564.9690•www.occtac.org Timecards and Sign in Sheets: Youth will use electronic clock-in system to clock in and out of WEX shifts. In addition, OCCTAC Case Managers will maintain close communication with WEX worksite in order to verify youth's attendance. Youth will then complete timesheets to the best of their knowledge and sign them. Signatures may be completed in-person or through a pre-approved electronic signature program. At the end of every month, youth must turn in signed timesheets to Coordinator. Paycheck Information: WEX youth will receive payment twice a month. Duration and Length of WEX Activity: Based on the availability and needs of WEX youth, work experience should be a minimum of 6 weeks and not exceed 45 weeks or 900 hours unless approved by Program Manager. Staff of Santa Ana Workforce Development Board may approve WEX waivers of the 900-hour limitation policy. Waiver requests must be submitted in writing. Youth may not exceed the 900-hour limit prior to the date of waiver approval. Rate of Pay and Payment: During Stipend WEX youth will receive $125.00 for every 10 hours completed for the first 40 hours of work experience. Immediately after that, youth will be compensated at the current California minimum wage for every hour worked. 3 Attachment C Revised:07/01/2024 EXHIBIT 1 OC CHILDREN ' S THERAPEL IC ARTS 2215 N Broadway•Santa Ana,CA 92706 • 714.547.5468 • Fax 714.564.9690•www.occtac.org Worksite Review: Worksite review will occur during their WEX training. Worksite will be monitored for compliance of worksite agreement and safety standards. The purpose will be to ensure that WEX youth is receiving quality training while working in a safe and comfortable environment. OCCTAC staff member is to visit the worksite before training begins to meet with the WEX youth's supervisor and monitor the worksite. Staff is to do one visit halfway through training. If corrective action is required, worksite supervisor will be informed by OCCTAC staff of any inconsistencies in the worksites operations. A follow-up visit will be made within three to five working days after the findings have been identified, to review corrective action taken by worksite. Allowable Expenditures: WEX funds may be used to pay participant's wages and related benefits for work experience in the public, private, for-profit or non- profit sectors when the participant's objective assessment and individual service strategy indicate that work experience is appropriate. Allowable expenditures beyond wages may include the following: • Classroom training or the required academic education component directly related to the work experience. • Professional development training related to work experience. • WEX and non-WEX interviews • Completing TABE exams • Orientation sessions for WEX youth and employers. • Tutoring with OCCTAC tutor in order to improve skills or meet ISS Goals. • Meeting with supervisors or employers outside of scheduled work hours for planning, training, or evaluating progress. 4 Attachment C Revised:07/01/2024 EXHIBIT 1 OC CHILDREN ' S THERAPEL IC ARTS 2215 N Broadway•Santa Ana,CA 92706 • 714.547.5468 • Fax 714.564.9690•www.occtac.org Worksite approval Procedures: Worksite approval procedures ensure that the worksite fits the WEX youth's developmental needs, is a safe environment for them to work in, and provides valuable training. OCCTAC staff will visit the worksite, and fill out a worksite safety report depending on the youth's age. They should also present the worksite supervisor with the worksite training agreement and contract outlining the training/ learning objectives for WEX youth. 1. The worksite location must be safe, appropriate to the WEX youth's age, ADA compliant and EEO compliant. 2. The on-site supervisor must agree to abide by the rules indicated in the worksite training agreement 3. The on-site supervisor must outline training objectives that coincide with the WEX youth's development and capabilities on the Training Plan. OCCTAC staff will evaluate the proposed Training Plan and suggest appropriate learning objectives when necessary. On-site supervisor must agree to any edits suggested by OCCTAC Staff. 4. Approved: Once the worksite complies by the three conditions stated above the worksite will be approved for paid WEX. 5. Not Approved: If the worksite or the on-site supervisor do not comply to the following: safety, ADA and EEO compliance, worksite agreement and appropriate objectives; the worksite will not be approved for paid WEX. Agency Worksite Agreement Procedures: The worksite agreement procedures ensure that all worksites are evaluated equally and follow the same procedure. Once Staff deems the worksite safe the staff will meet with the supervisor to explain the different parts of the worksite agreement 5 Attachment C Revised:07/01/2024 EXHIBIT 1 OC CHILDREN ' S THERAPEL IC ARTS 2215 N Broadway•Santa Ana,CA 92706 • 714.547.5468 • Fax 714.564.9690•www.occtac.org and complete the documents before the WEX youth's first day of training. Worksite training agreement includes: a) Letter from executive director introducing the objective of our Youth Employment Program funded by WIOA b) Worksite training agreement c) WEX youth responsibilities d) Training plan and worksite schedule. Staff Roles and Responsibilities: A. Complete Worksite safety report to best of knowledge and ensure that worksite is ADA and EEO compliant. B. Complete Agency Worksite Agreement with worksite supervisor. See Agency Worksite Agreement Procedures (page 6). C. Complete all parts of Worksite Approval Procedures (page 5) to ensure that the worksite is the best fit for WEX youth. D. Complete a minimum of three worksite reviews as outlined in Worksite review (page 4). E. Provide age appropriate work sites. F. Meet with worksite supervisors to evaluate WEX youth's work performance and distribute evaluations G. Meet with WEX youth to evaluate the worksite and make plan for developing job skills when necessary H. Assist with job placement at conclusion of WEX training. I. Educate WEX youth on health and safety and make safety plan in case of injury. WEX Youth Roles and Responsibilities: A. Be willing to commit to learning and working hard B. Be willing to follow work hours, instructions, work policies and rules 6 Attachment C Revised:07/01/2024 EXHIBIT 1 OC CHILDREN ' S THERAPEL IC ARTS 2215 N Broadway•Santa Ana,CA 92706 • 714.547.5468 • Fax 714.564.9690•www.occtac.org C. Keep accurate timesheets and submit timesheet to the OCCTAC Youth Employment Program office at the end of each month. D. Immediately report any work-related incidents to both the worksite supervisor and the OCCTAC staff E. Communicate any inappropriate behavior of work-related issues to OCCTAC staff F. The WEX youth agrees to call the worksite supervisor a minimum of two hours before his/her shift begins if unable to report to work. G. The WEX youth is required to stay in his/her assigned placement for a period of 2-3 months or until their WEX program hours run out (whichever comes first). After a period of three months, if the WEX youth chooses to continue at the worksite he/she may do so with the approval of the work site supervisor and OCCTAC staff. If participation is extended additional duties and opportunities to acquire new skills should be included, in order, to further enrich the WEX youth's experience at worksite. H. Abide by responsibilities outlined in the worksite training agreement. Worksite Supervisor Roles and Responsibilities: A. Be willing to train and mentor the WEX youth B. Be willing to complete quarterly evaluations of WEX youth performance. C. The worksite supervisor understands this to be an entry level position and the responsibilities assigned shall be entry level. D. Be willing to provide to OCCTAC staff and to the WEX youth a Job Description indicating WEX youth job responsibilities at worksite. E. Give WEX youth appropriate safety training for the worksite F. Give WEX youth timely breaks when appropriate as outlined in the worksite training agreement. Attachment C Revised:07/01/2024 EXHIBIT 1 OC CHILDREN ' S HERAPE[.JTIC ARC'S 2215 N Broadway•Santa Ana, CA 92706 • 714.547.5468 • Fax 714.564.9690•www.occtac.org G. Abide by the work hours and responsibilities outlined by the worksite training agreement. If any changes are made first they must be approved by OCCTAC staff and stay within the hours outlined above in "general information" section (page 1). H. Be ADA compliant I. Adhere to the Equal Opportunity Grievance Procedures J. Observe California State and Federal Child Labor Laws 8 Attachment C Revised:07/01/2024 EXHIBIT 1 OC CHILDREN ' S NDI , � THERAPEUTIC ARTS 2215 N Broadway•Santa Ana,CA 92706. 714.547.5468• Fax 714.564.9690•www.occtac.org Incentive Policy and Procedures WIOA Program 2026 — 2027 Purpose: To establish guidelines for providing incentives to participants who successfully commit, and complete goals established during program participation. Goal is to aid enrolled youth with their successful completion of OCCTAC's WIOA program. Procedures: All incentives are available to those identified as approved WIOA participants. WIOA participants must provide documented proof of their eligibility for the listed incentives provided in this policy. Incentives will be provided in the form of a gift card. Delivery of supportive services will be made in-person or to the WIOA participant's personal email or mailing address if available and in cases where in- person delivery is shown to be difficult for the WIOA participant and staff. All incentives are based on availability of funding and are processed on a first come first serve basis. Logs of incentives will be kept on a regular basis and will also be case noted for documentation purposes. Summary of incentives: Current Enrolling in GED/HS Diploma Program $100 Received certification (see additional $50 details/restrictions) Secondary School Perfect Attendance (see $100 additional details/restrictions) Received Credential/Diploma/GED $200 Enrolled in Post-Secondary $150 Education/Vocational School Basic Skills Deficient: Increase in EFL $100 Employment: Submitting 5 applications (see $80 additional details/restrictions) Employment: Obtaining employment $150 Employment: Retaining employment (see $200 additional details/restrictions) Obtaining Driver's License $50 1 Attachment C Revised:05/14/2024 EXHIBIT 1 OC CHILDREN ' S NDI , � THERAPEUTIC ARTS 2215 N Broadway•Santa Ana,CA 92706. 714.547.5468• Fax 714.564.9690•www.occtac.org Follow-Up Received credential in Secondary/Post- $200 Secondary School/GED: Enrolling in GED/HS Diploma Program $100 Received certification (see additional $50 details/restrictions) Enrolling in Post-Secondary Education $150 Employment: Submitting 5 applications (see $70 additional details/restrictions) Employment: Obtaining Employment $150 Employment: Retaining Employment (see $200 additional details/restrictions) Obtain Driver's License $50 Incentive descriptions: HS Dropouts: Individuals who are HS dropouts at time of enrollment will be encouraged to attain a HS diploma or GED. Those who enroll into an institution yielding to a HS diploma or GED will be eligible to receive a $100.00 gift card. Current and Follow-Up participants will be eligible to receive a $200 gift card for obtaining their GED/Diploma. Doing so will encourage these WIOA participants to commit to their educational goal and thus attain a secondary credential within a reasonable amount of time. Case Manager, Career Counselor and school representatives will communicate regularly to ensure that students enrolled into their institution commit to their schedule to complete missing credits in a timely manner. Youth in Secondary Education: Obtaining Credential: Any youth in secondary education that obtains their High School Diploma or GED during current year or follow up will receive a Gift Card incentive. This is to encourage youth for completing their educational goal of obtaining a credential for finishing their secondary education in a timely manner. Because this is a high demand credential by employers, we want to use this incentive as a way to help them secure and achieve employment goals. For Current youth: Gift Card incentive will be $200 2 Attachment C Revised:05/14/2024 EXHIBIT 1 OC CHILDRENPS __J ND _ � THERAPEUTIC ARTS 2215 N Broadway•Santa Ana,CA 92706. 714.547.5468• Fax 714.564.9690•www.occtac.org For Follow-up youth: Gift Card incentive will be $200. Must be completed before the last day of the 4th quarter after Exit. Attendance: Youth in secondary education will receive a $100 Gift Card incentive per semester for achieving at least 1 month of consecutive perfect attendance. This is to encourage school attendance and progress towards obtaining their HS Diploma. Certification: Current and Follow-Up WIOA participants who obtain certification in the following but not limited to: OSHA, ServSafe, CPR & First Aid, Paraprofessional, Forklift, Mandated Reporter or more, will receive an $50 gift card. This is in efforts to improve their odds of obtaining/retaining employment (valid for a maximum of 3 certifications). Driver's License: Current and Follow-Up participants who obtain a valid Driver's License will be eligible to receive a $50 incentive. This is in efforts to encourage youth to obtain their Driver's License in order to commute to current/future employment and/or apply to employment positions which require a valid Driver's License. Basic Skills Deficient 1130)Youth: WIOA participants that are identified as basic skills deficient upon enrollment will receive weekly tutoring in Math and/or Literacy (see Work Based Learning Policy). To encourage tutoring participation and motivation to improve their Literacy and Numeracy skills, youth will receive a $100 gift card per subject when they increase by at least one EFL (Educational Functioning Level). Limit to one gift card per subject. Employment for Currently Enrolled Youth: To motivate youth to complete their employment goals, participants will receive an incentive when they meet at least one of the following goals and provide supporting documentation of completion: • Submitting 5 applications: $80 Gift Card incentive (valid once per month- maximum $320) • Obtain employment: $150 Gift Card incentive • Employed for 6 consecutive months: $200 Gift Card incentive Employment for Youth in Follow-Up: 3 Attachment C Revised:05/14/2024 EXHIBIT 1 OC CHILDREN ' S NDI , � THERAPEUTIC ARTS 2215 N Broadway•Santa Ana,CA 92706. 714.547.5468• Fax 714.564.9690•www.occtac.org • Submitting 5 applications: $70 Gift Card incentive (valid once per month- maximum $280) • Obtain employment: $150 Gift Card incentive • For 6 consecutive months employed: $200 Gift Card incentive Post-Secondary Education for Currently Enrolled Youth: Participants are encouraged to complete their goals toward post-secondary education so that they may advance in their careers and increase their chances of earning higher hourly wages. Participants will be eligible for a $150 Gift Card incentive if they have enrolled in post-secondary education or vocational school. Participants will be eligible to receive a $200 gift card for obtaining a credential/certificate such as Associates, Bachelors, or vocational certificate. Post-Secondary Education for youth in Follow up: • Obtaining a Credential/Certificate: $200 Gift Card incentive • Enrolling for post-secondary education/vocational: $150 Gift Card incentive 4 Attachment C Revised:05/14/2024 EXHIBIT 1 YSPN MEMBER PERFORMANCE PLAN 2026-2027 Orange County Children's Therapeutic Arts Center WIOA YOUTH POPULATION Youth Population Ages #of Youth to be Served In-School 16-18 5 Out-of-School(75%minimum) 1 16-24 15 TOTAL NUMBER OF YOUTH TO BE SERVED PROJECTED ENROLLMENTS&EXPENDITURES (NOTE:100%OF YOUTH MUST BE ENROLLED BY 2ND QUARTER-DECEMBER 31,2026) Quarter #of Enrollments Estimated Expenditures per Quarter per Quarter 1st $30,000 2"d (100%Enrollment Required) $40,000 3'd $65,000 4th $65,000 TOTAL $200,000 14 WIOA ELEMENTS PERFORMANCE MEASURES mark a "x"next to the elements provided in your (Projected Benchmarks subject to change program I Baseline=BL) X 1.Tutoring,study skills training,dropout prevention 1.%of Participants who are in education/training, strategies or in unsubsidized employment during the 2nd X 2.Alternative secondary school services or dropout quarter after exit recovery Benchmark: 68% X 3. Paid&unpaid work experience that have 2.%of Participants who are in education/training, academic and occupational components,which may or in unsubsidized employment during the 4th include:summer employment, pre-apprenticeship, quarter after exit internships&job-shadowing,or On-the-Job training Benchmark:62% (20%of funds must be used for this element) X 4.Occupational skills training—priority for 3.The median earnings of Participants in recognized credentials aligned with sectors in unsubsidized employment during the 2nd quarter demand after exit Benchmark:$4000 *Pending further State and Federal guidance. X 5.Education offered concurrently with workforce 4.%of participants who,during the program,are preparation activities in education or training that leads to a recognized X 6. Leadership development,community service& postsecondary credential or employment AND peer-centered activities who are achieving measurable skill gains X 7. Supportive Services Benchmark:59% 8.Adult mentoring *Pending further State and Federal guidance. X 9. Follow-up services for not less than 12 months S.%of Participants who obtain a recognized after exit(required) postsecondary credential or secondary diploma X 10.Comprehensive guidance&counseling drug& during participation OR within 1 year after exit alcohol,etc. Benchmark:62% 11. Financial literacy 6. Effectiveness in serving employers 12. Entrepreneurial skills training Benchmark: BL* X 13. Labor marker information-career awareness and exploration *Pending further State and Federal guidance. X 14.Activities to help youth prepare for and transition to postsecondary education EXHIBIT B 1 EXHIBIT 1 COMPLAINT HANDLING UNDER THE Workforce Innovation Opportunity Act Santa Ana Local Workforce Development Area Revised May 20, 2019 EXHIBIT C EXHIBIT 1 Table of Contents I. Information Regarding Complaints _ 3 A. Nondiscrimination and Equal Opportunity Complaints 3 1. Policy Statement 3 2. Civil Rights 4 3. Nondiscrimination laws under WIOA 4 4. How to File Your Complaint 5 B. Criminal Complaints 6 II. General Procedures for Handling Non-Criminal Violations of the Act_ 6 III. Procedures for Handling Complaints at the LWDA Level 8 IV. Procedures for Handling Complaints at the State Level 12 V. Procedures for Handling Discrimination Complaints by Participants 15 VI. Procedures for Handling Disability Complaints by Participants 17 GLOSSARY OF WIOA TERMS 20 2 EXHIBIT C EXHIBIT 1 I. Information Regarding Complaints A. Nondiscrimination and Equal Opportunity Complaints 1. Policy Statement In carrying out the purpose of the Workforce Innovation Opportunity Act (WIOA), the City of Santa Ana Local Workforce Development Area (LWDA) will establish programs to prepare youth and unskilled adults for entry into the labor force and to afford job training to those individuals facing serious barriers to employment. Every effort will be made to provide services necessary for eligible individuals to obtain productive employment. In implementing WIOA, all contractors in the Santa Ana LWDA will foster equal opportunity and non-discrimination, as provided in State and Federal equal opportunity and non-discrimination laws including, but not limited to: • Title VI of the Civil Rights Act of 1964 • Title VI of the Civil Rights Act of 1964 • The Age Discrimination Act of 1975, as amended • Section 503 of the Rehabilitation Act of 1973 • Section 504 of the Rehabilitation Act of 1973 • Title IX of the Education Amendments of 1972 • Section 188 of the Workforce Innovation Opportunity Act of 2014 In keeping with our commitment, no individual shall be excluded from participation in, denied benefits of, subjected to discrimination under, or denied employment, in the administration or of in connection with any WIOA funded program because of race, color, religion, sex, national origin, age, disability, or political affiliation or belief. Participation in programs and activities financially assisted in whole or in part under WIOA shall be open to citizens and nationals of the United States, lawfully admitted permanent resident aliens, lawfully admitted refugee, parolees, and other individuals authorized by the Attorney General to work in the United States. No individual will be intimidated, threatened, coerced, or discriminated against because of filing a complaint, furnishing information, or assisting or participating in any manner in an investigation, compliance review, hearing or any other activity related to the administration of WIOA. 3 EXHIBIT C EXHIBIT 1 Administration responsibility for this Equal Opportunity/Affirmative Action (EO/AA) Program is delegated to the Equal Employment Opportunity (EEO) Officer for the Santa Ana local Workforce Development Area. Equal opportunity and non- discrimination, however, will only be achieved through leadership and implementation of a viable Affirmative Action Equal Opportunity Program. 2. Civil Rights No one applying for or enrolled in the Workforce Innovation Opportunity Act (WIOA) programs may be discriminated against because of race, color, creed, disability, national origin, sex, age, political affiliation, or beliefs. This means that—for any of the characteristics listed above: • You may not be denied the opportunity to enroll in WIOA. • No benefits or services may be denied you for discriminatory reasons. • You may not be segregated or treated any differently from other applicants or participants, while you are being registered, interviewed, counseled or tested; or while you are working or attending classes as part of the program. • You must be provided an equal chance to use all facilities available in the program. • Fair employment practices must be provided to all staff with regard to recruiting, hiring, transferring, promotions, training, compensation, benefits, layoff, and termination. You have the right to make a complaint if you feel you have been denied any of the above opportunities. You cannot in any way be penalized for filing a complaint. Your WIOA sponsor has established a mechanism for handling complaints and grievances. Your complaint must be filed within 180 days. All complaints will be handled confidentially. 3. Nondiscrimination Laws under WIOA Title VI of the Civil Rights Act of 1964 Prohibits discrimination on the basis of race, color, national origin, or religion. The Age Discrimination Act of 1975 Prohibits arbitrary discrimination against persons' age 40-70. The Rehabilitation Act of 1973 4 EXHIBIT C EXHIBIT 1 Prohibits discrimination based on disability. Title IX of the Education Amendments of 1972 Prohibits discrimination in any education or training program or activity receiving federal financial assistance. OTHER CIVIL RIGHTS LAWS: Title VII of the Civil Rights Acts of 1964 Prohibits discrimination in employment based on race, color, religion, sex, or national origin in all terms and conditions of employment and establishes the Equal Employment Opportunity Commission as the administrative agency. White House Executive Order no. 11246 as Amended by Executive Order No. 11375 Creates the office of Federal Contract Compliance and prohibits discrimination based on race, color, sex, religion, or national origin. Department of Labor Secretary's Order no. 4-73, Prohibits discrimination based on sex. Equal Pay Act of 1963, Prohibits pay differential solely because of sex. Emergency Employment Act of 1971_ Prohibits discrimination based on race, creed, national origin, political affiliation, or beliefs. 4. How to File Your Complaint a. Put your complaint in writing. b. Have it sworn to before a notary public, if possible. c. Provides details that tell what happened, where it happened and when it happened. d. Give the name and addresses of all persons who were present or who had anything to do with the matter. ...Complaints on the basis of race, color, or national origin, age, sex, religion, political affiliation or belief, retaliation and citizenship, must be filed within 180 days of the alleged occurrence directly with: s EXHIBIT C EXHIBIT 1 Director Civil Rights Center U.S. Department of Labor, Room N-4123 200 Constitution Ave., NW Washington, D.C. 20210 Complaints on the basis of disability must be filed within 180 days of the alleged occurrence. These complaints must be filed directly with the WIOA administrative entity. The WIOA administrative entity shall issue a written decision within 30 days of the filing of the complaint. If the complaint is still unresolved, an appeal may be made to the Chief of State Workforce Investment Division Office. The Department of Labor, the Civil Service Commission, the Equal Employment Opportunity Commission, and many other offices and agencies are committed to assuring equal employment opportunities for all persons. They will protect you. A case may be taken to court if the other processes do not yield satisfactory results. You may hire your own lawyer, or if you cannot afford one, the court may appoint one for you. It is unlawful for an employer, union, or employment agency to punish you or any witness for attempting to present the facts in a case. YOUR CIVIL RIGHTS UNDER THE WORKFORCE INNOVATION OPPORTUNITY ACT Santa Ana Local Workforce Development Area 801 W. Civic Center Drive, Suite 200 Santa Ana, CA 92701 (714)565-2600 B. Criminal Complaints In accordance with the WIOA and the implementing code of Federal section 667.600.... Federal handling of criminal complaints and report fraud, abuse and other criminal activity. "All information and complaints involving fraud, abuse or other criminal activity shall be reported directly and immediately to the City of Santa Ana and the Secretary of Labor." II. General Procedures for Handling Non-Criminal Violations of the Act The following procedure is promulgated to meet the requirements of Title 20, of the Code of Federal Regulations, Section 186 through 188 of the WIOA regulations, and Section 181 of the Act (Public Law 105.200: 29 U.S. Code Sec. 2931 et seq.) at the State and LWDA level for the receipt, investigation, hearing, and resolution of complaints by WIOA participants, sub 6 EXHIBIT C EXHIBIT 1 recipients, applicants for participation, or financial assistance, labor unions, community based organizations, or any other persons. These procedures provide for resolution of non-criminal complaints arising from the operation of the Santa Ana LWDA. A complaint is defined here as a written expression by a party alleging a violation of the Act, regulations promulgated under the Act, recipient grants, sub agreements, or other specific agreements under the Act, including terms and conditions of employment of such participants in employment training programs. All complaints, amendments and withdrawals shall be in writing. These procedures are intended to resolve matters which concern policies, procedures or action(s) arising in connection with WIOA programs operated by each LWDA grant recipient and sub recipient under the Act. These procedures shall not be construed as affecting any other available legal remedy outside of the WIOA complaint process (i.e., disputes regarding terms and conditions of employment of any employee who is not a participant), either separately or simultaneously, that a person may wish to pursue in the resolution of a non-WIOA complaint. Also, these procedures do not restrict the LWDA grant recipient staff in carrying out informal discussion Procedures do not restrict the LWDA grant recipient staff in carrying out informal discussion and resolution of any problems outside of and without resort to the formal complaint procedure. A. The following principles and rules apply to all complaints at all steps of the complaint procedures: 1. All complaints must be made in writing within 180 days of the alleged occurrence, except complaints alleging fraud or criminal activity. 2. All persons filing a complaint shall be free from restraint, coercion, reprisal, or discrimination. Good faith efforts shall be made to informally resolve the complaint prior to the scheduled hearing. Complainants have the right to withdraw their complaints (in writing) at any time prior to the hearing. A complainant may amend his/her complaint to correct technical deficiencies but not to add issues. 3. Complainants shall have the right to be represented at their own expense by person(s) of their choosing at all levels of the complaint process. 4. Upon enrollment into employment or training, participants shall be provided with a written description of these procedures, including notification of their right to file complaints and instructions for filing. An employer of participants, including private-for-profit employers of participants, may use this or other complaint resolution procedures so long as the participant is informed of the complaint resolution procedure they are to follow and the time frames governing review of complaints are met. 7 EXHIBIT C EXHIBIT 1 A "participant", within the meaning of these procedures, is an individual who receives employment-training services under a program funded by Santa Ana LWDA. The Complaint Resolution Procedures contained herein (or the alternative procedures which an employer may use) shall be available to participants to resolve disputes regarding items and conditions of employment of such participants in employment training programs. However, such procedures shall not be used to resolve disputes regarding terms and conditions of employment of any employee who is not a participant, as defined herein. 5. If a complaint does not receive a decision at the LWDA grant recipient level within 60 days of filing the complaint or receives an unsatisfactory decision, the complainant then has a right to request a review of the complaint by the Governor. 6. Complainants must initially file and exhaust LWDA grant recipient/hearing procedures prior to appealing to the State except where the State determines that the LWDA grant recipient's procedures are not in compliance with the State's procedures. III. Procedures for Handling Complaints at the LWDA Level A. Receipt Complaints Pursuant to the WIOA regulations found at 20 CFR, Section 683.600, the LWDA administrative entities have the responsibility to conduct hearings and resolve complaints made by individuals about the administration of programs in the LWDA. "LWDA level" encompasses LWDA administrative entity and employers to which the administrative entity has delegated the complaint resolution process. The following comprise the guidelines for resolving issues arising in connection with WIOA programs operated by the Santa Ana LWDA including resolutions of complaints arising from actions, such as audit disallowances or the imposition of sanctions taken by the Governor with respect to audit findings, investigations or monitoring reports. 1. Form and Filing of Compliant Official filing date of the compliant is the date the written complaint is received. The filing of the complaint with the Santa Ana LWDA Equal Employment Opportunity Officer shall be considered as a request for hearing and a decision must be issued within 60 days. The complaint must be in writing and must be signed and dated. The complaint should also contain the following information: a. Full name, telephone number, if any, and mailing address of the complainant; b. Full name, telephone number, and mailing address of the agency involved (respondent); c. Clear and concise statement of facts including dates constituting alleged violation; d. What provisions under the Act, regulations, grant or other agreements under the Act, are believed to have been violated; s EXHIBIT C EXHIBIT 1 e. Remedy sought by the complainant; and f. If the complainant is a private or public entity or corporation, and not a natural person, the filing of the complaint must be duly authorized by the governing body of such entity or corporation. The absence of any of the requested information shall not be a basis for dismissing the complaint. A copy of the complaint must be sent to the respondent and both parties notified of the opportunity for an informal resolution. At each step of the complaint process, the complainant must be notified in writing of the next procedural step. 2. Informal Conference Informal conferences will be utilized by the Santa Ana LWDA to resolve complaints; however, such informal conferences shall not extend the time within which a decision must be issued after receipt of a complaint. Attempts at informal resolution will commence with two (2) weeks of the date of filing of the complaint. a. The EEO Officer will review the case and ascertain facts prior to the conference so that appropriate resolution can take place at the time of this meeting whenever possible. b. Although the complainant should be encouraged to attend this conference, his/her failure to do so should not preclude his/her right to request a hearing on the matter. c. If mutually satisfactory resolution results and the Santa Ana LWDA concurs, the EEO Officer will write a brief report for the file stating the issues and resolution. The matter shall then be considered closed. d. If resolution does not result, the complainant shall be provided the necessary information and assistance to request a hearing if he/she so desires. 3. Request for Hearing a. As in the case of the complaint, the request for a hearing should be put in writing and be filed in person or by mail. A governing board resolution of authorization to appeal should also be submitted when appropriate. The request should be filled with: Jennifer Sommers Sr. Personnel Analyst— EEO Officer 20 Civic Center Drive, M-24 Santa Ana, CA 92701 (714) 647-5348 9 EXHIBIT C EXHIBIT 1 b. A hearing will be scheduled by the EEO Officer within thirty (30) days of the date of filing of the complaint. 4. Notice of Hearing Upon receipt of the request for hearing, the complainant and the respondent will be notified in writing of the hearing ten (10) calendar days prior to the date of the hearing. The ten-day notice may be shortened with the written consent of the parties. A decision will be issued by the Santa Ana LWDA within sixty (60) days of the date of filing of the complaint. The hearing notice shall be in writing and contain the following information: a. The date of notice, name of the complainant, and the name of the party against whom the complaint is filed. b. The date, time and place of hearing before an impartial hearing officer. c. A statement(s) of the alleged violation(s) d. Advise as to where information or assistance may be obtained, and the name, address, and telephone number of the Santa Ana LWDA Equal Employment Opportunities (EEO) Officer who can answer inquiries. B. Conduct of Hearing The hearing shall be conducted in an informal manner with strict rules of evidence not applicable. Unnecessary technicalities should be avoided. It should provide the flexibility to enable adjustment to the circumstances presented. 1. The hearing officer shall have complete independence to obtain facts and make decisions. The hearing officer shall be in a position to render impartial decisions and thus should not be subordinate to the Santa Ana LWDA or its sub recipients. The hearing officer will be selected from a list of names on file with the EEO Officer. 2. Full regard must be given to the requirements of due process to insure a fair and impartial hearing. 3. The hearing office designated by the EEO Officer to function in a quasi-judicial capacity should begin the hearing by summarizing the record and the issue and should explain the manner in which the hearing will be conducted, making sure that everyone involved understands the proceedings. Such explanations should be adapted to the needs of the specific situation. The hearing officer might take testimony under oath or affirmation to give some assurance of veracity to the hearing. 10 EXHIBIT C EXHIBIT 1 4. The burden of proof should be reasonable and flexible, dependent upon the circumstances of the case involved. The hearing officer determines the order of proof. Generally, the party making the complaint has the obligation of establishing his or her case and should be examined first. 5. The party involved should have the right to be represented (at their own expense) if he/she so desires. Other he/she is limited to his/her own abilities and those to the hearing officer in obtaining testimony in the case. 6. It is important that the hearing officer obtain the fullest information for the record. If the parties involved, or their representatives, do not know how to ask the right or pertinent questions in pursuing their right to due process, it shall be necessary for the hearing officer to step in to have all the materials and relevant facts elicited. 7. The practice in informal hearings is generally not to apply strict rules of evidence in obtaining facts. However, the quantity of evidence required to support a decision on an issue should be sufficiently credible that the state (or other appropriate agency), upon reviewing the decision, would conclude that the decision is supported by substantial evidence. 8. The hearing officer should attempt to negotiate a resolution of the issue at any time prior to the conclusion of the hearing. 9. Within ten (10) days of the conclusion of the hearing, the hearing officer will issue a recommended decision to the LWDA for final determination. The recommended decision shall be in writing and may be accepted, rejected or modified by the Santa Ana Workforce Development Board. C. Issuance of Decision Within sixty (60) calendar days of filing of the complaint, the Santa Ana LWDA shall issue a written decision to all parties by first class mail. The final decision shall contain the following information: 1. The name of the parties involved. 2. A statement of the alleged violation and issues related to the alleged violation. 3. A statement of the facts. 4. The decision and the reasons for the decision. 5. A statement of corrective action, if any, to be taken. 6. Notice of the right to request, within ten (10) calendar days of receipt of the decision, a review of the decision by the State Review Panel. 11 EXHIBIT C EXHIBIT 1 D. Record of Hearing An administrative file containing support documents on the complaint resolution process hearing conducted will be retained by the Santa Ana LWDA. The purpose of a record is to serve as substantiation of the process followed by the Santa Ana LWDA on the resolution of the issues and the results. This information would then be available for subsequent review in the event the matter is raised with the State. Such records must be retained for a three- year period after the grant has been officially closed out. The Santa Ana LWDA's written decision will be included in the record. Evidence received at the hearing, notes by the hearing officer, stenographer's notes and tape recordings may also be used. E. Establishment of Complaint Procedures In accordance with Section 683.600, each employing agency including private-for-profit employers of participants under the Act is required to establish a complaint procedure for resolving matters relating to the terms and conditions of employment. Employers may operate their own grievance system or may utilize the Santa Ana LWIDA's established procedures under Section 683.600. At a minimum these procedures must include: 1. Written notice, upon enrollment into employment training services, of the scope and availability of such procedures. Employer's grievance procedures shall be set forth in a written document and must meet the regulation mandate that a complaint will be resolved with sixty (60) days from the date the complaint was filed. A copy of employer's grievance procedure shall be provided to each participant upon enrollment in employment training. 2. Written notice, at the time the grievance is filed, of the procedures under which the grievance will be processed. 3. Written notification of the disposition of the grievance and a written decision shall be issued within thirty (30) days of the filing of the grievance unless a present and long established grievance specifically provides other limits; and 4. Written notification of the participant's right to request a review of the employer's decision by the Santa Ana LWDA and the State Review Panel in accordance with Section 683.600. IV. Procedures for Handling Complaints at the State Level Section 181 (c) of the Act and the WIOA regulations at 20 CFR, Section 683.600 (d) requires the Governor to establish a State Review process of complaints filed at the LWDA grant recipient level and of complaints initially filed at the State level. Appeals of decisions issued at the LWDA level including audit disallowances and sanctions shall be reviewed by the State Review Panel. The State Review Panel shall review the record 12 EXHIBIT C EXHIBIT 1 established at the LWDA level and shall issue a decision based on the information contained therein. Complaints which may be initially filed at the State level will be heard by an independent hearing officer designated by the State Workforce Investment Division (WID). The hearing officer shall conduct a hearing and issue a recommended decision to the State Panel. The recommended decision shall be in writing and may be accepted, rejected or modified by the State Review Panel. A. Form and Filing of Complaint. 1. Request for State Review of LWDA Level Decisions On receipt of a complainant's request for review because of an unsatisfactory decision, the State shall provide for an independent state review. 2. Filing of Requests for State Review The State Review Panel shall review all LWDA level decisions when a request for review is filed within 10 days of receipt of the adverse decision. Such requests must be filed in writing with the Chief of the WID Office. The request for review should contain the following information: a. Full name, address, and telephone number of the party requesting the review b. Full name, address, and telephone number of the other party c. A copy of the decision d. Brief statement of reasons for review or the section of the LWDA decision to be reviewed including regulatory and statutory citations e. A statement of the relief sought. 3. Complainant Responsibility It is the responsibility of the complainant to include in the request for review a written statement setting forth the facts presented at the LWDA hearing which support the requested relief. The Chief, WID, shall mail a copy of the request for review to the other party and to the LWDA. It shall be the responsibility of the LWDA to submit the complete record including a typed record of the hearing to the Chief, WID, within ten (10) days. B. Conduct of Hearings. 1. Request for Hearing at the State Level 13 EXHIBIT C EXHIBIT 1 If no decision has been issued at the LWDA level or the State has determined an audit disallowance or imposed sanctions, the complainant may request a hearing. The hearing officer will then issue a recommended decision to the State's Review Panel for final determination. 2. Filing for Request for Review The request for a State hearing shall be filed within ten (10) days after LWDA should have issued a decision or ten (10) days after the issuance of the audit disallowance or sanction. The request shall be filed directly with the Chief of the WID in writing and should include the following: a. Full name, address, and telephone number of the LWDA b. Name, address, and telephone number of the LWDA C. Copies of complaints made at LWDA level from which no decisions were issued or sanctions and imposed. d. A statement of basis for the request for hearing. 3. Evidentiary Hearing Upon receipt of the request for a State level hearing, a hearing before a designated hearing officer will be scheduled. The hearing will be recorded mechanically or by court reporter. Both parties concerned will have the opportunity to present oral and written testimony under oath, to call and question witnesses in support of his/her position, to present oral and/or written arguments, to examine records and documents relevant to the issue(s), and to be represented. The hearing officer shall issue a written decision, which shall be forwarded to the State Review Panel for final determination. The State Review Panel may accept, reject or modify this recommendation. The decision of the State Review Panel is final except for audit disallowances, which must be approved by the Secretary of Labor C. State Review Panel The State Review Panel will consist of a panel of three representatives from the Employment Development Department: one from the Legal Offices, one from the WID, and one from the Director's office. The panel will issue a written decision, which will be sent to the appropriate parties within thirty (30) days of receipt of the request for State review. 14 EXHIBIT C EXHIBIT 1 Decisions issued by this panel, under the authority of the Governor, are final. D. Issuance of State Review Decision. The State review will be limited to violations of the WIOA, implementing WIOA regulations or the grant agreement. This review shall be limited to the record established at the LWDA hearing. V. Procedures for Handling Discrimination Complaints by Participants. A. Complaints on the basis of race, color, or national origin, age, sex, religion, political affiliation or belief, retaliation, and citizenship, where appropriate, must be filed within 180 days of the alleged occurrence. 1. It is the responsibility of the Santa Ana LWDA's Equal Employment Opportunity (EEO) Officer to determine jurisdiction and to make the complainant aware of and provide assistance in filing a complaint in accordance with the Santa Ana LWDA's procedure under Section II (A). is EXHIBIT C EXHIBIT 1 PROCEDURES FOR HANDLING NON-CRIMINAL COMPLAINTS No later than 180 days of Handling of complaints filed at LWDA level arising in connection with alleged WIDA programs operated by LWDAs discrimination Informal Resolution Process Filing of Complaint/Request for Hearing w 0 ° Notice of Hearing issued by LWDA 0 Q Hearing Conducted I LWDA Decision within 60 days Unsatisfactory Decision or LWDA Decision not issued within 60 days Within 10 days of receipt of unsatisfactory decision or 10 Request for State Review days from date o LWDA decision o Q should have been y issued. Governor's Decision issued by State Review Panel If no decision issued by State Review Panel Appeal to DOL 16 EXHIBIT C EXHIBIT 1 2. In cases where areas of authority overlap, it is the responsibility of the EEO Officer to advise the complainant of the existence of State, Federal and other proper action agencies, which may also have a bearing. 3. Complainants alleging discrimination under this part will be made aware of their right to file directly with the Office of Civil Rights (OCR), U.S. Department of Labor and applicable procedures. 4. Complainants must file their complaint directly with: Jennifer Sommers Sr. Personnel Analyst— EEO Officer 20 Civic Center Drive, M-24 Santa Ana, CA 92701 (714) 647-5348 VI. Procedures for Handling Disability Complaints by Participants Complaints alleging discrimination on the basis of disability will be filed and processed under the Department of Labor regulations implementing Section 504 of the Rehabilitation Act of 1973 at 29 Code of Federal Regulations Section 32. 1. Complaints must exhaust the Santa Ana LWDA's informal resolution procedures before filing their complaint with OCR. 2. Complainants will be made aware of the 180 days requirement in which to file his/her complaint. A. Procedures at the LWDA Level 1. The complainant shall file his/her complaint directly with the Santa Ana LWDA. Upon receipt of the complaint, the EEO Officer shall investigate and gather information concerning the complaint. 2. An informal conference will be held with the parties concerned in an effort to resolve the issue(s). The complainant has the right to be present and may be represented during the conference. 3. The Santa Ana LWDA shall issue in writing its decision to the complainant no later than thirty (30) days after the filing of the complaint. B. Procedures at the State Level 1. The complainant may appeal to the State if he/she is not satisfied with the decision of the Santa Ana LWDA. 17 EXHIBIT C EXHIBIT 1 2. The Complainant must file his/her appeal as a request for review directly with the Chief WID within ten (10) calendar days after the receipt of the Santa Ana LWDA's decision. 3. The Chief-WID, shall issue a decision no later than thirty (30) calendar days after receipt of the request for review. 4. After the complainant has received a decision or no decision has been received from the Director of Employment Development Department (on behalf of the Governor), the complainant has the right to appeal his/her complaint within thirty (30) calendar days to the Office of Civil Rights (OCR) with the Department of Labor. Is EXHIBIT C EXHIBIT 1 PROCEDURES FOR HANDLING COMPLAINTS ON BASES OF DISABILITY No later than 180 days of Filing of complaint on the basis of Disability with LWDA Da 1 alleged y discrimination Informal Resolution If no resolution reached Request for Hearing Notice of Hearing Hearing Conducted Day/45 Day LWDA Decision Unsatisfactory Decision or No Decision State Review Filed within 30 days of LWDA/State I Governor's Decision Decision or 90 60 Days days from date of initial filing of Appeal to Assistant Secretary Department of Labor complaints 19 EXHIBIT C EXHIBIT 1 GLOSSARY OF WIOA TERM AGE DISCRIMINATION ACT — A law passed by Congress in 1975 which prohibits discrimination on the basis of age by any program or activity receiving Federal Funds. APPLICANT — An individual who applies to a subrecipient or contract for services provided under WIOA and who has not yet transitioned to the status of participant. ASSESSMENT — Services designed to determine each participant's employability, aptitudes, abilities and interests and to develop a plan to achieve the participant's employment and related goals; also to identify the available employment and traning activities appropriate for the participant. Testing and counseling may also be used during assessment process. CHARGING PARTY (CP), COMPLAINANT, GRIEVANT, OR AGGRIEVED PERSON — The person who charges that he/she has been discriminated against under Department of Justice nondiscrimination and civil rights regulations and/or guidelines. DISCRIMINATION, — In general, a failure to treat all equally, whether intentional or unintentional; the effect of an action, policy or practice which selects an individual or class of persons to receive unequal treatment. ELIGIBLE NON-CITIZEN — Lawfully admitted permanent resident, aliens, lawfully admitted refugees, and parolees and other individuals authorized by the Attorney General to work in the United States. EMPLOYER — An employer subject to the provisions of the Civil Rights Act of 1964, as amended, including state and local governments and any Federal agency subjects to the provisions of Section 717 of the Civil Rights Act, as amended; and any Federal contractor or subcontractor covered by executive Order 11246, as amended. GRIEVANCE — An allegation that something imposes an illegal obligation or burden or denies some equitable or legal right, or causes injustice . INDIVIDUAL WITH A DISABILITY — Any individual who has a physical or mental disability that constitutes or results in a substantial challenge to employment. INTAKE — Includes screening to determine eligibility; to select from eligible applicants those individuals who are most in need and can benefit from program services; to complete procedural requirements necessary to enroll an individual into the program and to refer those not enrolled to other programs. JOINT COMPLAINT — A complaint of employment discrimination covered by Title VII or the Equal Pay Act and by Title VI or Title IX. Individual "joint complaints" are normally investigated by EEOC unless OCR has a compelling reason to investigate. "Joint complaints" alleging discrimination in employment and other practices and pattern or practice "joint complaints" are normally investigated by OCR. 20 EXHIBIT C EXHIBIT 1 JURISDICTION — Authority to investigate and resolve complaints against an institution subject to a law or statute which has been assigned to OCR for enforcement, i.e., Title VI, Title IX, etc. PARTICIPANT — Any applicant who has: (1) Been determined eligible for participation upon intake; and (2) Who is receiving subsidized employment, training or services (except post-termination services) funded under the Act, following intake, except for an individual who receives only outreach and/or intake and assessment services. 21 EXHIBIT C Budget Form 2026-2027 EXHIBIT 1 Organization Name: Administrative Total OC Children's Therapeutic Arts Cost(Not to Program Total WIA Cost Match/In Kind Exceed 15%) Cost Personnel Salaries 1. Program Coordinator.88 FTE Exe. Director$100,000 42 weeks$29/hr.35 hrs.per wk. $42,630.00 $42,630.00 2. Career Counselor&Case Manager.63 FTE 40 weeks$24/hr.25 hrs. per wk. $24,000.00 $24,000.00 Office Manager$50,000 3.Job Developer&Case Manager.75 FTE 40 weeks$26/hr.30 hrs. per wk. $31,200.001 $31,200.001 Accountant$50,000 6. Literacy&Numeracy Coach.25 FTE Program Staff$100,000 31 weeks$24/hr. 10 hrs. per wk. $7,440.00 $7,440.00 Personnel Benefits 1. Program Coordinator $4,582.73 $4,582,.73 $10,750 2. Career Counselor&Case Manager $2,580.00 $2,580.00 $5,375 3.Job Developer&Case Manager $3,354.00 $3,354.00 $5,375 7. Literacy&Numeracy Coach $799.80 $799.80 10,750 Total Personnel Salaries&Benefits $116,586.531 $116,586.531 $332,250 Operating Expenses Rent $120,000 Utilities $18,000 Phones $15,000 Internet Fees see phone Parking Fees N/A Security N/A Maintenance $15,000 Insurance $20,000 Equipment rental fees* N/A Equipment rental fees* N/A Vehicle lease* N/A Office expenses(consumables) $1,000.00 $1000.00 $17,000 Accounting Services $75,000 Legal Services N/A Auditing Services 18,000 Indirect Cost* 17,213.47 $17,213.47 N/A Staff Training N/A Staff Conferences N/A Staff Travel/Mileage $100.00 $100.00 N/A Participant Wages* $50,000.00 $50,000.00 N/A Supportive Services* $7,000.00 $7,000.00 N/A Participant Incentives* $4,500.00 $4,500.00 N/A Youth Conferences $0.00 $0.00 N/A Follow_ up 3,600.00 3,600. Total Operating Expenses $17,213.47 $66,200.00 $83,413.47 $298,000 GRAND TOTAL(Personnel+Operating) $17,213.47 $182,786.53 $200,000.00 $630,250.00 EXHIBIT D EXHIBIT 1 WIOA 2026-2027 Grant Personnel $ 116 586.53 Coordinator—.88 FTE for 42 weeks: (Benefits Included) 35 hours a week for 35 weeks @ $29.00 per hour The Coordinator will work 35 hours a week for 42 weeks providing: recruitment&eligibility intake, assessment, documentation& case notes; identify barriers and goals; monitor progress&goals; meet regularly with individual WIA participants to train on employment and job skills;represent OCCTAC in provider network and youth council meetings; organize and attend OCCTAC—WIA Staff Meetings and document input; organize relative activities. Distribute WEX hours to youth and keep track of all paid hours and supportive service activities. Also,the coordinator will aid youth during follow-ups, and complete any related documentation. Career Counselor& Case Manager- .63 FTE for 40 weeks: (Benefits Included) 25 hrs. a week for 40 weeks @ $24.00 per hour The respective position will be responsible for providing educational and career training to all WIA participants; mentoring and assisting with related work experience placement; observing and monitoring participants with technical/artistic skills; documenting progress throughout the program; meeting regularly&individually with WIA participants to train on related curriculum; and attending regular team meetings. The Case manager includes providing documentation&case notes; identify barriers and goals; monitor progress&goals;meeting regularly with individual WIA participants to train on employment and job skills;represent OCCTAC in provider network ad youth council meetings; organize and attend OCCTAC-WIA Staff meetings and document input; organize related activities, such as: workshops,mock interviews etc. Job Developer/Case Manager—.75 FTE for 40 weeks(Benefits Included) 25 hours a week for 40 weeks @ $26.00 per hour The Job developer is responsible for creating job opportunities for clients by researching,identifying and soliciting commitments from possible sources of employment; and providing clients with soft skills and job search training. Job developer will also locate employment opportunities that fit each individual youth depending on barrier such as Disability,probation,or parenting youth. The Case manager portion of this position includes providing documentation&case notes; identify barriers and goals;monitor progress&goals;meeting regularly with individual WIA participants to train on employment and job skills;represent OCCTAC in provider network ad youth council meetings; organize and attend OCCTAC-WIA Staff meetings and document input; organize related activities, such as: workshops,mock interviews etc. Literacy and Numeracy Instructor— .25 FTE for 31 weeks: (Benefits Included) 10 hours a week for 31 weeks @ $24.00 The respective position is responsible for assessing the literacy and numeric skills of all WIA participants; teaching WIA participants learning and literacy strategies; monitoring&documenting literacy as well as mathematical problem-solving strategies;monitoring&documenting progress as progress throughout the program; meeting regularly with WIA participants and attending regular team meeting. Rent $0.00 Utilities $0.00 Phones $0.00 P EXHIBIT 1 Internet $0.00 Parking Fees $ 00.00 Funds allocated for parking fees at CWA Conference,Trainings, and Campus visits. Security $0.00 Maintenance $ 0.00 Insurance $0.00 Equipment rental Fees $0.00 Accounting Services _$0.00 Vehicle Lease $ 0.00 Funds Allocated for the rental of 1 bus for Field trip Bus Rental $1,000 Office Expenses $1,000.00. Office Supplies: as needed for 1 year$300.00. Office supplies(copy paper, files,folders,pens,highlighters,paper clips etc.)will be purchased as needed by WIOA staff members though out the year to assist in administration work,resource information,youth,workshops, meetings, and classes. Food: as needed for Field Trip and Conference: $200 TABE Test Material$500 Purchase necessary TABE Test score sheets to asses' students before and after program session. Legal Assistance $0.00 Auditing Services $0.00 Staff Training $0.00. Staff Conferences $0.00 CWA conference registration fee for 1 or 2 case managers Staff Travel/Mileage $100.00 Mileage for WIA Staff as needed for I year$200 Mileage reimbursement will be made for WIA Staff for driving to WIA required events. Such as YSPN meetings, Staff trainings, driving youth to necessary events (fields trips, Youth council meetings, City Council Meetings, WEX placements,resource or referral appointments) EXHIBIT 1 Stipends and Wages for 20 Participants $ 50,000.00 Training Stipends (in school—out of school youth)—20 participants First 10 hours:participants given$125 stipend to participate in program Second 10 hours: participants given$125 stipend to participate in program Third 10 hours: participants given$125 stipend to participate in program Fourth 10 hours: participants given$125 stipend to participate in program After stipends completion Months 3— 11:participants are paid$17.00 per hour for Work based learning(4-15 hours per week or as funds become available) Supportive Service $7,000.00 Buss Pas/Gas Voucher: As needed for 20 participants $2,766.50 5 bus passes @$65.55each for 6 months $1,966.50 2 gas cards @ $50.00 Each month for 6 months $800.00 Funds are allocated for youth who need transportation related support. Work Related supplies:As needed for 20 participants $1,851.75 Work related and Skills building tools,book,portfolios. Items needed for job interviews, Employment opportunity, employment enhancement trainings and clothing, supplies. Academic Support: As needed for 20—participants $1,851.75 Tuition Support for certificates or other related academic programs for 30 participants;books for related course work,tutoring supplies,and college field trips and other academic supplies. Fingerprinting/TB Test; as needed for 15 participants $530.00 20 fingerprinting @$19.00 each$380.00 and 5 TB test @$30 each$150.00 Funds allocated for Dept. of Justice Clearance&TB test for employment. Program Incentives $4,500.00. High School Dropouts $80 incentive for every course with a minimum of 72 hours completed leading to a High School Diploma 1 Youth x 4 modules x$80 $ 320.00 High School Diploma $200 for obtaining a high school diploma or obtaining a credential. 4 Youth x$200=$ 800.00 Post-Secondary Education $150 incentive for registering for Fall or Spring Semester at post-secondary institution. 5 Youth x$150=$750 Basic Skills Deficient(BSD)Youth $100 incentive for increasing their EFL score by at least one level in either Math or Reading subjects for participants that are identified as basic skills deficient upon enrollment. 9 youth=$900 Employment N-4,111,110111111 EXHIBIT 1 $80 incentive for submitting a job application and obtaining a job interview. 6 youth x$80=$480 $150 incentive for obtaining employment. 5 youth x$ 150=$750 $50 incentive for obtaining certification. 5 youth x$50=$250 $50 incentive for obtaining Driver's License 5 youth x$50=$250 Youth Conferences $0.00 CWA conference registration fee for 1-2 currently enrolled youth Follow U $3,600.00 Indirect Cost $17 213.47 15% de Minimis Program Documents: a. WIA Youth Sign in Sheet: Participants will log and track all activities and hours accumulated on a day- by-day basis and have supervisor sign to confirm time of arrival and departure to their activities. Activities can include Work Base Learning Hours, Class training, case management and education counseling meetings, Math/English tutoring session etc. b. WIA Youth Time Sheet: Participant will turn in a weekly time sheet with all hours accumulated throughout the weeks in activities attended. Youth will be asked to log their tasks in detail to provide proof of the activities attended. Activities can include Work Base Learning Hours, Class training, case management and education counseling meetings, Math/English tutoring session and any other supplemental hours approved by supervisor. c. WIA Staff Time sheet: Staff will turn in a weekly time sheet with hours worked for meetings with WIA youth,WIA administration,teaching a WIA class or Workshop,or Tutoring and preparing for youth appointments,as well as any additional supplemental hours approved by WIA staff supervisor and administrator intended for WIA program purposes only. 67 % of the budget will be directly spent on youth in the form of paid work experience,stipends, certificates training, college tuition and other support services. V-4,111,111111111 EXHIBIT 1 CERTIFICATION REGARDING LOBBYING CERTIFICATION FOR CONTRACTS, GRANTS, LOANS and COOPERATIVE AGREEMENTS The undersigned certifies, to the best of his or her knowledge and belief, that: 1) No Federal appropriated funds have been paid or will be paid, by or on behalf of the undersigned, to any person for influencing or attempting to influence an officer or employee of any agency, a Member of Congress in connection with the awarding of any Federal contract, the making of any Federal grant, the making of any Federal loan, the entering into of any cooperative agreement, and the extension, continuation, renewal, amendment, or modification of any Federal contract, grant, loan, or cooperative agreement. 2) If any funds other than Federal appropriated funds have been paid or will be paid to any person for influencing or attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a member of Congress in connection with this Federal contract, grant, loan, or cooperative agreement, the undersigned shall complete and submit Standard Form-LLL, "Disclosure of Lobbying Activities" in accordance with its instructions. 3) The undersigned shall require that the language of this certification be included in the award documents for all subawards at all tiers (including agreements) and that all subrecipient's shall certify and disclose accordingly. This certification is a material representation of fact upon which reliance was placed when this transaction was made or entered into. Submission of this certification is a prerequisite for making or entering into this transaction imposed by 31 U.S.C. 1352. Any person who fails to file the required certification shall be subject to a civil penalty of not less than $10,000 and not more than $100,000 for each such failure. Orange County Children's Therapeutic Art Center Executive Director Grantee/Contractor Organization Program Title a `s rV Signature Dr Ana Jimenez-Hami Name of Certifying Official Signature EXHIBIT E EXHIBIT 1 Certification Regarding Drug-Free Workplace Requirements The certification set out below is a material representation upon which reliance is placed by the U.S. Department of Housing and Urban Development in awarding the grant. If it is later determined that the contractor knowingly rendered a false certification, or otherwise violates the requirements of the Drug-Free Workplace Act, the U.S. Department of Housing and Urban Development, in addition to any other remedies available to the Federal Government, may take action authorized under the Drug-Free Workplace Act. CERTIFICATION A. The contractor certifies that it will provide a drug-free workplace by: (a) Publishing a statement notifying employees that the unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is prohibited in the contractor's workplace and specifying the actions that will be taken against employees for violation of such prohibition; (b) Establishing a drug-free awareness program to inform employees about: (1) The dangers of drug abuse in the workplace; (2) The contractor's policy of maintaining a drug-free workplace; (3) Any available drug counseling, rehabilitation, and employee assistance program; and (4) The penalties that may be imposed upon employees for drug abuse violations occurring in the workplace; (c) Making it a requirement that each employee who will be engaged in the performance of the grant be given a copy of the statement required by paragraph (a); (d) Notifying the employee in the statement required by paragraph -(a) that, as a condition of employment under the contract, the employee will - (1) Abide by the terms of the statement; and (2) Notify the employer of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction. (e) Notifying the U.S. Department of Housing and Urban Development within ten days after receiving notice under subparagraph (d)(2) from an employee or otherwise receiving actual notice of such conviction; EXHIBIT F EXHIBIT 1 (f) Taking one of the following actions, within 30 days of receiving notice under subparagraph (d)(2), with respect to any employee who is so convicted - (1) Taking appropriate personnel action against such an employee, up to and including termination; or (2) Requiring such employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by a Federal, State, or local health, law enforcement, or other appropriate agency; (g) Making a good faith effort to continue to maintain a drug-free workplace through implementation of paragraphs (a), (b), (c), (d), (e) and (f). B. The contractor shall insert in the space provided on the attached "Place of Performance" form the site(s) for the performance of work to be carried out with the grant funds (including street address, city, county, state, and zip code) .the contractor further certifies that, if it is subsequently determined that additional sites will be used for the performance of work under the contract, it shall notify the U.S. Department of Housing and Urban Development immediately upon the decision to use such additional sites by submitting a revised "Place of Performance" form. 3-27-2026 Date Program Operator Signature EXHIBIT F EXHIBIT 1 DIVISION OF EMPLOYMENT SERVICES PLACE OF PERFORMANCE FOR CERTIFICATION REGARDING DRUG-FREE WORKPLACE REQUIREMENTS Name: OC Children's Therapeutic Arts Center Name of Contractor: OCCTAC- Dr. Ana Jimenez-Hami E.D. Contractor Number: A-2026- Date: July 1, 2026 - June 30, 2027 The Contractor shall insert in the space provided below the site(s) expected to be used for the performance of work under the contract covered by the certification: Place of Performance (include street address, city, county, state, zip code for each site): OC Children's Therapeutic Arts Center 2215 North Broadway, Santa Ana CA 92706 Address EXHIBIT F EXHIBIT 1 Certification Regarding Debarment, Suspension, Ineligibility and Voluntary Exclusion Lower Tier Covered Transactions This certification is required by the regulations implementing Executive Order 12549, Debarment and Suspension, 29 CFR Part 98, Section 98.510, Participants' Responsibilities. The regulations were published as Part VII of the May 16, 1988, Federal Register(Pages 19160-19211). (Before completing certification, read instructions which are an integral part of certification) 1. The prospective primary participant, (i.e.grantee) certifies to the best of its knowledge and belief, that it and its principals: a. Are not presently debarred, suspended, proposed for debarment, declared ineligible, or voluntarily excluded from covered transactions by any federal department or agency; b. Have not within a three-year period preceding this proposal been convicted or had a civil judgment rendered against them for commission of fraud or a criminal offense in connection with obtaining, attempting to obtain, or performing a public(federal, state or local)transaction or contract under a public transaction;violation of federal or state antitrust statues or commission of embezzlement,theft, forgery, bribery, falsification or destruction of records, making false statements, or receiving stolen property. c. Are not presently indicted for or otherwise criminally or civilly charged by a government entity(federal, state or local)with commission of any of the offenses enumerated in paragraph (1)(b) of this certification; and d. Have not within a three-year period preceding this application/proposal had one or more public transactions (federal, state or local)terminated for cause or default. 2. Where the prospective primary participant is unable to certify to any of the statements in this certification, such prospective participant shall attach an explanation to this proposal. OC Children's Therapeutic Arts Center Grantee/Contractor Organization Dr.Ana Jimenez-Hami Name and Title of Official Authorized to Certify On Behalf of the Grantee March 27, 2026 Date EXHIBIT G EXHIBIT 1 Certification Regarding Debarment, Suspension, Ineligibility and Voluntary Exclusion Lower Tier Covered Transactions INSTRUCTION FOR CERTIFICATION 1. By signing and submitting this proposal,the prospective recipient of Federal assistance funds is providing the certification as set out below. 2. The certification in this clause is a material representation of fact upon which reliance was placed when this transaction was entered into. If it is later determined that the prospective recipient of Federal assistance funds knowingly rendered an erroneous certification, in addition to other remedies available to the Federal Government,the Department of Labor(DOL) may pursue available remedies, including suspension and/or debarment. 3. The prospective recipient of Federal assistance funds shall provide immediate written notice to the person to which this proposal is submitted if at any time the prospective recipient of Federal assistance funds learns that its certification was erroneous whom submitted or has become erroneous by reason of changed circumstances. 4. The terms "covered transaction", "debarment", "suspended", "ineligible", "lower tier covered transaction", "participant", "person", "primary covered transaction", "principle", "proposal", and "voluntarily excluded", as used in this cause, have the meanings set out in the Definitions and Coverage sections of rules implementing Executive Order 12549. You may contact the person to whom this proposal is submitted for assistance in obtaining a copy of those regulations. 5. The prospective recipient of Federal assistance funds agrees by submitting this proposal that, should the proposed covered transaction be entered into, it shall not knowingly enter into any lower tier covered transaction with a person who is debarred,suspended, declared ineligible, or voluntarily excluded from participation in this covered transaction, unless authorized by the DOL. 6. The prospective recipient of Federal assistance funds agrees by submitting this proposal,that it will include the clause title"Certification Regarding Debarment,Suspension, Ineligible, or voluntarily excluded from the covered transaction unless it knows that the certification is erroneous. 7. Nothing contained in the foregoing shall be construed to require establishment of a system of records in order to render in good faith the certification required to exceed that which is normally possessed by a prudent person in the ordinary course of business dealings. S. Except for transactions authorized under paragraph 5 of these instructions, if a participant in a covered transaction knowingly enters into a lower tier covered transaction with a person who is suspended,debarred,ineligible,orvoluntary excluded from participation in this transaction,in addition to other remedies available to the Federal Government,the DOL may pursue available remedies, including suspension and/or debarment. EXHIBIT G EXBNIETH H SIGNATURES & ASSURANCES The assurances are: 1. I am authorized by my Board of Directors, Trustees, or other legally qualified officer to submit this proposal on behalf of the"Applicant." 2. Applicant is not currently on any federal, State of California or local Debarment List. 3. Applicant will provide records to show fiscal solvency, if required. 4. Applicant will meet all applicable Federal, State and local compliance and regulatory requirements. These include but are not limited to a. Ensuring that records accurately reflect actual performance; b. Maintaining record confidentiality, as required; c. Reporting financial participant, and performance data, as required; d. Meeting requirements of Section 504 or the Rehabilitation Act of 1973; e. Meeting all applicable labor laws, including Child Labor Law standards; and f. Meeting all lobbying certification and disclosure of lobbying activities requirements. 5. Applicant will establish, in accordance with section 184 of the Workforce Innovation & Opportunity Act, fiscal control and fund accounting procedures necessary to ensure the proper disbursement of, and accounting for funds provided to the Local Workforce Development Board. 6. That it will comply with the uniform administrative requirements referred to in WIOA. 7. Compliance with the confidentiality requirements of WIOA. 8. That no funds received under the Workforce Innovation & Opportunity Act will be used to assist, promote or deter union organizing. 9. That it will comply with the nondiscrimination provisions of WIOA, including an assurance that Methods of Administration have been developed and implemented. 10. That it will collect and maintain data necessary to show compliance with the nondiscrimination provisions of WIOA. 11. That there will be compliance with grant procedures of WIOA. 12. That all funds will be spent in accordance with the Workforce Innovation & Opportunity Act, written Department of Labor guidance, and other applicable Federal and State laws and regulations. 13. That it will endeavor to partner and plan with such entities, that the SAW DB, its subcommittees or staff direct, including regionally, statewide or nationally. 14. That it will comply with such new regulations that are set forth in the new Law that will govern the activities set forth herein. 15. That it will comply with new policies initiated by the State of California, City of Santa Ana, as appropriate. 16. Respondent will not: a. Place a customer in a position that will displace a current employee; b. Use WIOA money to assist, promote, or deter union organizing; c. Use funds to employ or train persons in sectarian activities; and d. Use funds for customers in the construction, operation, or maintenance of any part of a facility to be used for sectarian instruction or religious worship. SIGNATURES & ASSURANCES I recognize that I must give assurance for each item above, 1 through 16, as applicable. If I cannot, this Dr000sal will be automatically rejected. �tDf - i�Ma a-Z, 12�6 (Signature required) Name/Title Date JE�xJ�,(2Q- '\v2 btYQC�oy ACCW" CERTIFICATE OF LIABILITY INSURANCE EXHI AT (MM/DDnrvY) III r 1 210412 02 5 THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER.THIS CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND,EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S),AUTHORIZED REPRESENTATIVE OR PRODUCER,AND THE CERTIFICATE HOLDER. IMPORTANT: If the certificate holder is an ADDITIONAL INSURED,the policy(ies)must have ADDITIONAL INSURED provisions or be endorsed. If SUBROGATION IS WAIVED,subject to the terms and conditions of the policy,certain policies may require an endorsement. A statement on this certificate does not confer rights to the certificate holder in lieu of such endorsement(s). PRODUCER CONTACT Certificate Issuance Team NAME: Comprehensive Insurance Services PdcNNo Ell): (A/C,709-8800 FAX No 26429 Rancho Parkway South E-MAIL jeremy@thecomprehensiveinsurance.com ADDRESS: Suite 120 INSURER(S)AFFORDING COVERAGE NAIC# Lake Forest CA 92630 INSURERA: Nonprofits Insurance Alliance of California 10023 INSURED INSURER B: State Compensation Insurance Fund 35076 Orange County Children's Therapeutic Arts Center INSURER C: 2215 N.Broadway INSURER D: INSURER E: Santa Ana CA 92706 INSURER F: COVERAGES CERTIFICATE NUMBER: All REVISION NUMBER: THIS IS TO CERTIFY THAT THE POLICIES OF INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD INDICATED. NOTWITHSTANDING ANY REQUIREMENT,TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT TO WHICH THIS CERTIFICATE MAY BE ISSUED OR MAY PERTAIN,THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS, EXCLUSIONS AND CONDITIONS OF SUCH POLICIES.LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS. INSR TYPE OF INSURANCEADULSUBIR POLICY EFF POLICY EXP LTR INSD WVD POLICY NUMBER MM/DD MM/DD LIMITS X COMMERCIAL GENERAL LIABILITY EACH OCCURRENCE $ 1,000,000 DAMAGE TO RENTED CLAIMS-MADE OCCUR PREMISES Ea occur ence $ 500,000 _ MED EXP(Any one person) $ 20'000 A Y Y 01-CP-0009201-01-12 12/21/2025 12/21/2026 PERSONAL&ADV INJURY $ 1,000,000 GEN'L AGGREGATE LIMIT APPLIES PER: GENERAL AGGREGATE $ 3,000,000 POLICY 7PRO FX LOC PRODUCTS-COMP/OPAGG $ 3,000,000 PRO- JECT OTHER: $0 Deductible $ AUTOMOBILE LIABILITY COMBINED SINGLE LIMIT $ 1,000,000 Ea accident — ANYAUTO BODILY INJURY(Per person) $ A OWNED SCHEDULED 01-CP-0009201-01-12 12/21/2025 12/21/2026 BODILY INJURY(Per accident) $ AUTOS ONLY AUTOS X HIRED NON-OWNED PROPERTY DAMAGE $ AUTOS ONLY AUTOS ONLY (Peraccident $0 Deductible $ X UMBRELLA LIAB X OCCUR EACH OCCURRENCE $ 1,000,000 A EXCESS LIAB CLAIMS-MADE 01-UB-0009201-01-03 12/21/2025 12/21/2026 AGGREGATE $ 1,000,000 DIED I I RETENTION$ $0 Deductible $ WORKERS COMPENSATION X STATUTE EORH AND EMPLOYERS'LIABILITY y/N 1,000,000 ANY PROPRIETOR/PARTNER/EXECUTIVE E.L.EACH ACCIDENT $ B OFFICER/MEMBER EXCLUDED? NI N/A Y 9255171-25 06/05/2025 06/05/202. (Mandatory in NH) E.L.DISEASE-EA EMPLOYEE $ 1,000,000 If yes,describe under 1,000,000 DESCRIPTION OF OPERATIONS below E.L.DISEASE-POLICY LIMIT $ $1,000,000/1,000,000 Aggregate/Occurr A Social Service Professional Liability 01-CP-0009201-01-12 12/21/2025 12/21/2026 $3,000,000/1,000,000 A re ate/Occurr Improper Sexual Conduct Liability 99 9 $0 Deductible DESCRIPTION OF OPERATIONS/LOCATIONS/VEHICLES (ACORD 101,Additional Remarks Schedule,may be attached if more space is required) The City of Santa Ana,its officers,officials,employees,and volunteers are included as Additional Insured automatically per written contract or agreement per attached endorsement CG2010,CG 2037.30 day notice of cancellation with 10 day notice of cancellation for non-payment of premium per policy provision. Waiver of Subrogation applies per attached endorsement NIA-026B GL 01 25&10217.This insurance is Primary and Non-contributory per attached endorsement NIA-061 B GL 01 25 APPROVED CERTIFICATE HOLDER CANCELLATION By Tu Tran Nguyen at 9.41 am,Jan 14,2026 SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE THE EXPIRATION DATE THEREOF,NOTICE WILL BE DELIVERED IN City of Santa Ana ACCORDANCE WITH THE POLICY PROVISIONS. ATTN:Audrey Goodson AUTHORIZED REPRESENTATIVE 801 W Civic Center Dr Ste 200 Santa Ana CA 92701 I � @ 1988-2015 ACORD CORPORATION. All rights reserved. ACORD 25(2016/03) The ACORD name and logo are registered marks of ACORD EXHIBIT 1 COMMERCIAL GENERAL LIABILITY POLICY NUMBER: 01-CP-0009201-01-12 CG 20 10 12 19 THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. ADDITIONAL INSURED —OWNERS, LESSEES OR CONTRACTORS—SCHEDULED PERSON OR ORGANIZATION This endorsement modifies insurance provided under the following: COMMERCIAL GENERAL LIABILITY COVERAGE PART SCHEDULE Name Of Additional Insured Person(s) Or Location(s) Of Covered Operations Organization(s): Any person or organization that you are required All insured premises and operations to add as an additional insured on this policy, under a written contract or agreement currently in effect, or becoming effective during the term of this policy.The additional insured status will not be afforded with respect to liability arising out of or related to your activities as a real estate manager for that person or organization. Information required to complete this Schedule,if not shown above,will be shown in the Declarations. A. Section II—Who Is An Insured is amended to 2. If coverage provided to the additional insured include as an additional insured the person(s)or is required by a contract or agreement, the organization(s)shown in the Schedule, but only insurance afforded to such additional insured with respect to liability for"bodily injury", "property will not be broader than that which you are damage" or"personal and advertising injury" required by the contract or agreement to caused, in whole or in part, by: provide for such additional insured. 1. Your acts or omissions; or B. With respect to the insurance afforded to these 2. The acts or omissions of those acting on additional insureds, the following additional your behalf; exclusions apply: This insurance does not apply to"bodily injury" or in the performance of your ongoing operations for "property damage" occurring after: the additional insured(s)at the location(s) 1. All work, including materials, parts or designated above. equipment furnished in connection with However: such work, on the project(other than 1. The insurance afforded to such additional service, maintenance or repairs)to be insured only applies to the extent permitted performed by or on behalf of the additional by law; and insured(s)at the location of the covered operations has been completed; or CG 20 10 12 19 ©Insurance Services Office, Inc., 2012 Page 1 of 2 EXHIBIT 1 2. That portion of"your work" out of which the 2. Available under the applicable Limits of injury or damage arises has been put to its Insurance shown in the Declarations; intended use by any person or organization whichever is less. other than another contractor or subcontractor engaged in performing operations for a This endorsement shall not increase the principal as a part of the same project. applicable Limits of Insurance shown in the Declarations. C. With respect to the insurance afforded to these additional insureds, the following is added to Section III— Limits Of Insurance: If coverage provided to the additional insured is required by a contract or agreement, the most we will pay on behalf of the additional insured is the amount of insurance: 1. Required by the contract or agreement; or CG 20 10 12 19 ©Insurance Services Office, Inc.,2012 Page 2 of 2 EXHIBIT 1 POLICY NUMBER: 01-CP-0009201-01-12 COMMERCIAL GENERAL LIABILITY CG20371219 THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. ADDITIONAL INSURED - OWNERS, LESSEES OR CONTRACTORS - COMPLETED OPERATIONS This endorsement modifies insurance provided under the following: COMMERCIAL GENERAL LIABILITY COVERAGE PART PRODUCTS/COMPLETED OPERATIONS LIABILITY COVERAGE PART SCHEDULE Name Of Additional Insured Person(s) Location And Description Of Completed Operations Or Oraanization(s) Any person or organization that you are required to All insured premises and operations. add as an additional insured on this policy, under a written contract or agreement currently in effect,or becoming effective during the term of this policy. The additional insured status will not be afforded with respect to liability arising out of or related to your activities as a real estate manager for that person or organization. Information required to complete this Schedule,if not shown above,will be shown in the Declarations. A. Section II—Who Is An Insured is amended to B. With respect to the insurance afforded to these include as an additional insured the person(s)or additional insureds, the following is added to organization(s)shown in the Schedule, but only Section III—Limits Of Insurance: with respect to liability for"bodily injury" or "property damage"caused, in whole or in part, If coverage provided to the additional insured is by"your work" at the location designated and required by a contract or agreement, the most we described in the Schedule of this endorsement will pay on behalf of the additional insured is the performed for that additional insured and amount of insurance: included in the "products-completed operations hazard". 1. Required by the contract or agreement; or However: 2. Available under the applicable Limits of 1. The insurance afforded to such additional Insurance shown in the Declarations; insured only applies to the extent permitted whichever is less. by law; and 2. If coverage provided to the additional insured This endorsement shall not increase the is required by a contract or agreement, the applicable Limits of Insurance shown in the insurance afforded to such additional insured Declarations. will not be broader than that which you are required by the contract or agreement to provide for such additional insured. CG 20 37 1219 ©Insurance Services Office, Inc., 2012 Page 1 of 1 EXHIBIT 1 � NONPROFITS° INSURANCE NONPROFITS OWN _ ALLIANCE OF CALIFORNIA Part of Nonprofits Insurance Alliance(NIA) 01-CP-0009201-01-12 THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. ADDITIONAL INSURED - PRIMARY AND NON-CONTRIBUTORY - PUBLIC ENTITIES This endorsement modifies insurance provided under the following: COMMERCIAL GENERAL LIABILITY COVERAGE FORM SCHEDULE Any person or organization that you are required to include on this policy,under written contract or agreement currently in effect or becoming effective during the term of this policy, applicable under the terms and conditions of this endorsement, and consistent with the description below that the parties intend. A. SECTION II—WHO IS AN INSURED is amended to include: 4.Any public entity as an additional insured, and the officers,officials, employees, agents and/or volunteers of that public entity, as applicable, who may be named in the Schedule above, when you have agreed in a written contract or written agreement presently in effect or becoming effective during the term of this policy, that such public entity and/or its officers, officials, employees, agents and/or volunteers be added as an additional insured(s)on your policy, but only with respect to liability for"bodily injury", "property damage"or "personal and advertising injury"caused, in whole or in part, by: a. Your negligent acts or omissions; or b. The negligent acts or omissions of those acting on your behalf; in the performance of your ongoing operations. No such public entity or individual is an additional insured for liability arising out of the sole negligence by that public entity or its designated individuals. The additional insured status will not be afforded with respect to liability arising out of or related to your activities as a real estate manager for that person or organization. B. SECTION III—LIMITS OF INSURANCE is amended to include: 8.The limits of insurance applicable to the public entity and applicable individuals identified as an additional insured(s) pursuant to Provision A.4. above, are those specified in the written contract between you and that public entity, or the limits available under this policy, whichever are less. These limits are part of and not in addition to the limits of insurance under this policy. C. With respect to the insurance provided to the additional insured(s), Condition 4. Other Insurance of SECTION IV—COMMERCIAL GENERAL LIABILITY CONDITIONS is replaced by the following: 4. Other Insurance a. Primary Insurance This insurance is primary if you have agreed in a written contract or written agreement: (1) That this insurance be primary. If other insurance is also primary, we will share with all that other insurance as described in c. below; or NIA-061 B GL 01 25 Includes copyrighted material of Insurance Services Office,Inc.with its permission. EXHIBIT 1 (1) The coverage afforded by this insurance is primary and non- contributory with the additional insured(s)'own insurance. Paragraphs (1) and (2) do not apply to other insurance to which the additional insured(s) has been added as an additional insured or to other insurance described in paragraph b. below. b. Excess Insurance This insurance is excess over: 1. Any of the other insurance, whether primary, excess, contingent or on any other basis: (a) That is Fire, Extended Coverage, Builder's Risk, Installation Risk or similar coverage for"your work"; (b) That is fire, lightning, or explosion insurance for premises rented to you or temporarily occupied by you with permission of the owner; (c) That is insurance purchased by you to cover your liability as a tenant for"property damage"to premises temporarily occupied by you with permission of the owner; or (d) If the loss arises out of the maintenance or use of aircraft,"autos"or watercraft to the extent not subject to Exclusion g. of SECTION — COVERAGE A — BODILY INJURY AND PROPERTY DAMAGE. (e) Any other insurance available to an additional insured(s)under this Endorsement covering liability for damages which are subject to this endorsement and for which the additional insured(s)has been added as an additional insured by that other insurance. (1) When this insurance is excess,we will have no duty under Coverages A or B to defend the additional insured(s)against any"suit"if any other insurer has a duty to defend the additional insured(s) against that "suit". If no other insurer defends, we will undertake to do so, but we will be entitled to the additional insured(s)' rights against all those other insurers. (1) When this insurance is excess over other insurance, we will pay only our share of the amount of the loss, if any, that exceeds the sum of: (a) The total amount that all such other insurance would pay for the loss in the absence of this insurance; and (b) The total of all deductible and self-insured amounts under all that other insurance. (2) We will share the remaining loss, if any, with any other insurance that is not described in this Excess Insurance provision and was not bought specifically to apply in excess of the Limits of Insurance shown in the Declarations of this Coverage Part. c. Methods of Sharing If all of the other insurance available to the additional insured(s) permits contribution by equal shares, we will follow this method also. Under this approach each insurer contributes equal amounts until it has paid its applicable limit of insurance or none of the loss remains,whichever comes first. If any other the other insurance available to the additional insured(s)does NIA-061 B GL 01 25 Includes copyrighted material of Insurance Services Office,Inc.with its permission. EXHIBIT 1 not permit contribution by equal shares, we will contribute by limits. Under this method, each insurer's share is based on the ratio of its applicable limit of insurance to the total applicable limits of insurance of all insurers. NIA-061B GL 01 25 Includes copyrighted material of Insurance Services Office,Inc.with its permission. EXHIBIT 1 NONPROFITS" INSURANCE NONPROFITS OWN ALLIANCE OF CALIFORNIA Part of Nonprofits Insurance Alliance(NIA) THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. WAIVER OF TRANSFER OF RIGHTS OF RECOVERY AGAINST OTHERS (WAIVER OF SUBROGATION) This endorsement modifies insurance provided under the following: COMMERCIAL GENERAL LIABILITY COVERAGE PART SCHEDULE Any person or organization as required under a written contract or agreement currently in effect, or becoming effective during the term of this policy Where you are so required in a written contract or agreement currently in effect or becoming effective during the term of this policy, we waive any right of recovery we may have against that person or organization, who may be named in the schedule above, because of payments we make for injury or damage. Policy Number: 01-CP-0009201-01-12 NIA-026B GL 01 25 Includes copyrighted material of Insurance Services Office, Inc.with its Page 1 of 1 permission. ENDORSEMENT AGREEMENT EXHIBIT 1 WAIVER OF SUBROGATION REP D1 INSURANCS BLANKET BASIS 9255171-25 FUND RENEWAL SP HOME OFFICE 0-27-07-45 SAN FRANCISCO EFFECTIVE JUNE 5, 2025 AT 12 . 01 A.M. PAGE 1 OF 1 ALL EFFECTIVE DATES ARE AND EXPIRING JUNE 5, 2026 AT 12 . 01 A.M. AT 12:01 AM PACIFIC STANDARD TIME OR THE TIME INDICATED AT PACIFIC STANDARD TIME ORANGE COUNTY CHILDREN'S THERAPEUT 2215 N BROADWAY FL 1 SANTA ANA, CA 92706 WE HAVE THE RIGHT TO RECOVER OUR PAYMENTS FROM ANYONE LIABLE FOR AN INJURY COVERED BY THIS POLICY. WE WILL NOT ENFORCE OUR RIGHT AGAINST THE PERSON OR ORGANIZATION NAMED IN THE SCHEDULE. THIS AGREEMENT APPLIES ONLY TO THE EXTENT THAT YOU PERFORM WORK UNDER A WRITTEN CONTRACT THAT REQUIRES YOU TO OBTAIN THIS AGREEMENT FROM US. THE ADDITIONAL PREMIUM FOR THIS ENDORSEMENT SHALL BE 2.00% OF THE TOTAL POLICY PREMIUM. SCHEDULE PERSON OR ORGANIZATION JOB DESCRIPTION ANY PERSON OR ORGANIZATION BLANKET WAIVER OF FOR WHOM THE NAMED INSURED SUBROGATION HAS AGREED BY WRITTEN CONTRACT TO FURNISH THIS WAIVER NOTHING IN THIS ENDORSEMENT SHALL BE HELD TO VARY, ALTER, WAIVE OR EXTEND ANY OF THE TERMS, CONDITIONS, AGREEMENTS, OR LIMITATIONS OF THIS POLICY OTHER THAN AS ABOVE STATED. NOTHING ELSEWHERE IN THIS POLICY SHALL BE HELD TO VARY, ALTER, WAIVE OR LIMIT THE TERMS, CONDITIONS, AGREEMENTS OR LIMITATIONS IN THIS ENDORSEMENT. COUNTERSIGNED AND ISSUED AT SAN FRANCISCO: DUNE 6, 2025 2572 AUTHORIZED REPRESENT IVE PRESIDENT AND CEO SCIF FORM 10217 (REV.4-2018) OLO OP 217 EXHIBIT 2 AGREEMENT UNDER THE WORKFORCE INNOVATION AND OPPORTUNITY ACT THIS SUBAWARD AGREEMENT, made and entered into this I" day of July, 2026, by and between the City of Santa Ana, a charter city and municipal corporation duly organized and existing under the Constitution and laws of the State of California ("CITY and Working Wardrobes for a New Start, a non-profit corporation identified by their assigned Unique Entity Identifier (UEI)Number 0004400718 ("SUBRECIPIENT"). RECITALS: A. CITY has been designated a Local Workforce Development Area (LWDA) under the Workforce Innovation and Opportunity Act of 2014, Public Law 1-113-128 ("the Act"), Catalog of Federal Domestic Assistance (CFDA) Number 17.259 and Federal Award Identification Number(FAIN) AA253421455A6. B. The State of California has created the LWDA to administer the Act programs operated by the State of California pursuant to the Act. C. As a LWDA, CITY is entitled to receive federal funds to establish programs to increase the employment, retention and earnings of Participants, and increase occupational shills attainment by Participants, and as a result, improve the quality of the workforce, reduce welfare dependency, and enhance the productivity and competitiveness of the nation ("said program"). D. On April 1, 2025, the City issued a Request for Proposal No. 25-019A ("RFP") by which it sought youth serving organizations to become members of the Youth Service Provider Network, referred to as Youth Service Providers (YSPN) to deliver a youth program for the City. SUBRECIPIENT submitted a responsive proposal that was selected by the City. A copy of SUBRECIPIENT's proposal is incorporated herein by reference as if set forth in full. SUBRECIPIENT is experienced in operating workforce development programs for at-risk youth that provide preparation for secondary and post-secondary education, occupational training, and employment skills for entry into the labor market. E. SUBRECIPIENT is willing to operate said program pursuant to the Act and California law. WHEREFORE, for and in consideration of the respective and mutual covenants and promises hereinafter contained and made, and subject to all the terms and conditions hereof, the parties hereto do hereby agree as follows: I. SUBRECIPIENT'S OBLIGATIONS A. SUBRECIPIENT agrees to provide the following services pursuant to said program, as more specifically set forth in SUBRECIPIENT'S Program Narrative contained in "Exhibit A", as required to be responsive to the Federal Funding Accountability and Transparency Act (FFATA) per 2 CFR §200.332(b)(1)(ix), and in the Performance Indicators contained in "Exhibit B", per 2 CFR Page I of 18 EXHIBIT 2 §200.332(e) and 2 CFR §200.328, both attached hereto and by this reference incorporated herein. SUBRECIPIENT'S failure to provide said services may be grounds for CITY to readjust the level of payment to SUBRECIPIENT otherwise provided for hereinafter. B. SUBRECIPIENT agrees to provide benefits to individuals who participate in the activities and services funded by this Agreement ("Participants") in accordance with the standards and requirements set forth in the Act. C. SUBRECIPIENT agrees to perform the services set forth herein in a professional, timely and diligent manner. D. SUBRECIPIENT shall provide wages and benefits to Participants in accordance with the standards and requirements of the Act, including Section 181 of the Act. E. SUBRECIPIENT shall adhere to the Labor Standards described in the Act, including Section 181 of the Act. F. SUBRECIPIENT agrees to comply with the "Complaint Handling Procedures Under the WIOA", attached hereto as "Exhibit C" and incorporated herein as though fully set forth in 20 CFR 658.411. SUBRECIPIENT shall advise Participants of their rights to file complaints under the Act and the procedures for resolution of any complaints. CITY's procedures for handling complaints alleging a violation of the Act, regulations, grants, or other agreements under the Act shall be followed and any decision of CITY, the State or the federal government relating to the complaint shall be binding and followed by SUBRECIPIENT. SUBRECIPIENTS who are employers shall operate a grievance system that incorporates CITY's procedures for resolution of complaints relating to the terms and conditions of employment; these procedures shall be approved in writing by CITY. G. As a condition of this award of financial assistance under the Act to SUBRECIPIENT from CITY, SUBRECIPIENT assures, with respect to operation of all programs or activities funded with funds provided pursuant to the Act, and all agreements or arrangements to carry out such programs or activities, that it will comply fully with the nondiscrimination and equal opportunity provisions of the Act (Section 188) and compliance with Equal Employment Opportunity provisions in Executive Order (E.O.) 11246, as amended by E.O. 11375 and supplemented by the requirements of 41 CFR Part 60; the Nontraditional Employment for Women Act of 1991; Title VI of the Civil Rights Act of 1964, as amended; section 504 of the Rehabilitation Act of 1973, as amended; the Age Discrimination Act of 1975, as amended; the Americans with Disabilities Act of 1990; and with all applicable requirements imposed by or pursuant to regulations implementing those laws, including, but not limited to, 29 CFR Parts 33 and 37. The United States, the State of California and CITY have the right to seek judicial enforcement of this assurance. H. SUBRECIPIENT agrees that no Participant(s) shall commence training prior to the approval of funding pursuant to Section 123 of the Act. I. SUBRECIPIENT agrees to the following accounting, monitoring, auditing, and review requirements: 1. SUBRECIPIENT agrees to maintain such records and submit such Page 2 of 18 EXHIBIT 2 reports, data and information, on the form and containing such information, at such times as CITY may request or require regarding the performance of SUBRECIPIENT'S services or activities, costs or other data, including but not limited to, Participants' attendance, payroll records and job duty statements. 2. SUBRECIPIENT agrees to forward to the Santa Ana WORK Center Administrative Office, 801 W. Civic Center Dr., Suite 200, Santa Ana, California 92701 completed Workforce Innovation and Opportunity Act Application form and supporting documents; a complete Workforce Innovation and Opportunity Act Enrollment; any subsequent updates; Workforce Innovation and Opportunity Act Youth Test Scores form; Workforce Innovation and Opportunity Act Exit form upon completion/termination of active enrollment of Participant; and the Workforce Innovation and Opportunity Act Follow-Up form within 15 days following 30, 60, 90, 180, 270, and 360 days of exit. SUBRECIPIENT agrees to enter information on the State of California's CalJobs database system as instructed and requested by the Santa Ana WORK Center Administration. 3. CITY, the State of California and the United States government and/or their representatives shall have access for purposes of monitoring, auditing and examining of SUBRECIPIENT'S activities, performance, books, documents, papers, records of SUBRECIPIENT SUBRECIPIENTs, bookkeepers, accountants, employees and Participants related to this Agreement. Such agencies or representatives shall also schedule on-site monitoring at their discretion. Monitoring activities may also include, but are not limited to, questioning employees and Participants and entering any premises or onto any site in which any of the services or activities funded hereunder are conducted or in which any of the records of SUBRECIPIENT are kept (2 CFR §200.330). Nothing herein shall be construed to require access to any privileged or confidential information as set forth in federal or state law. 4. In the event SUBRECIPIENT does not make the above-referenced documents available within the City of Santa Ana, California, SUBRECIPIENT agrees to pay all necessary and reasonable expenses incurred by CITY in conducting any audit at the location where said records and books of account are maintained. 5. All accounting records and evidence pertaining to all costs of SUBRECIPIENT and all documents related to this Agreement shall be kept available at the location where SUBRECIPIENT conducted the program, as well as in the County of Orange, for the duration of this Agreement and thereafter for three(3)years after completion of an audit. Records which relate to (a) complaints, claims, administrative proceedings or litigation arising out of the performance of this Agreement, or(b) costs and expenses of this Agreement to which CITY, the State of California or the United States Government take exception, shall be retained beyond the three (3) years until resolution of disposition of such appeals, litigation, claims, or exceptions. J. Without prejudice to any other section of this Agreement, SUBRECIPIENT shall, where applicable, maintain the confidential nature of information provided to it concerning Participants in accordance with the requirements of federal and state law. Notwithstanding the foregoing, SUBRECIPIENT agrees to submit to CITY, the State of California and/or the United States Government or their representatives, all records requested for administrative purposes, including audits, examinations, monitoring and verification of records submitted by SUBRECIPIENT, costs Page 3 of 18 EXHIBIT 2 incurred and services rendered hereunder. K. SUBRECIPIENT agrees to complete a monthly Invoice form showing in detail the amount of money already expended by SUBRECIPIENT hereunder, as this is a cash reimbursement contract. Accounting records must be supported by such source documentation as invoices, bills, statements, proof of payment, such as cancelled checks, payment confirmations, account statements, paid bills, payroll records, time and attendance records, and contract and subgrant award documents (2 CFR §200.101(b)(2)). SUBRECIPIENT agrees to submit the above-stated documents to the WDB Administrative Office, 801 W. Civic Center Dr., Suite 200, Santa Ana, California, 92701, by the tenth (loth) day of the month following the month in which SUBRECIPIENT'S services are performed. Should SUBRECIPIENT fail to deliver said documents to CITY within thirty (30) days of said deadline, CITY shall provide SUBRECIPIENT with written notice of such deficiency. If said deficiency is not corrected within thirty (30) days of mailing such written notice, CITY shall have the option to deobligate SUBRECIPIENT's funds and cancel this Agreement by giving SUBRECIPIENT ten (10) days written notice thereof. SUBRECIPIENT shall either return to the CITY excess revenues over costs or use such excess revenues as program income for additional training activities authorized under the Act. L. SUBRECIPIENT agrees to expend all funds in accordance with all applicable federal, state and local laws and regulations. SUBRECIPIENT also agrees to provide, at SUBRECIPIENT'S own expense, supplies and other costs of said PROGRAM. M. SUBRECIPIENT shall arrange independently for an audit that includes WIOA funds received from CITY, in accordance with the Act, 2 CFR 200.500 et seq. SUBRECIPIENT shall submit one original of each required audit report to CITY within thirty (30) days after the date received by SUBRECIPIENT. Should SUBRECIPIENT fail to comply with these requirements, CITY may, at its option, withhold payment of funds, disallow funds, or suspend additional grant funds. N. SUBRECIPIENT shall not expend funds pursuant to this Agreement to provide services to any Participant where costs of training are paid for by any other person or entity. O. SUBRECIPIENT shall comply with the provisions of Uniform Guidance 2 CFR Part 200 of the U.S. Office of Management and Budget (OMB) and all other applicable federal statutes and executive orders and their implementing regulations, including regulations at 29 CFR Part 97. P. SUBRECIPIENT shall comply with the requirements of federal regulations found at 29 CFR Part 93, which provide that no appropriated funds may be expended by the recipient of a federal contract, grant, loan or cooperative agreement to pay any person for influencing or attempting to influence an officer or employee of any agency, member of Congress or an officer or employee of a member of Congress in connection with awarding of any federal contract, the making of any federal grant or loan, entering into any cooperative agreement and the extension, renewal, amendment or modification of any federal contract, grant, loan or cooperative agreement. SUBRECIPIENT shall sign a Certification Regarding Lobbying to that effect in a form as set forth in "Exhibit E," attached hereto and by this reference incorporated herein. SUBRECIPIENT shall submit said signed Certification to CITY prior to perfonning any of its obligations under this Agreement and prior to any obligation arising on the part of CITY to pay any sums to SUBRECIPIENT under the terms and conditions of this Agreement. Page 4 of 18 EXHIBIT 2 Q. SUBRECIPIENT agrees to provide a drug-free work place and to execute a Drug Free Workplace Certification as set forth in "Exhibit F" attached hereto and incorporated herein by this reference. R. SUBRECIPIENT, in accordance with the Child Support Compliance Act, recognizes and acknowledges the importance of child and family support obligations and shall fully comply with all state and federal laws relating to child and family support enforcement, including, but not limited to: disclosure of information and compliance with earnings assignment orders, as provided in Chapter 8 (commencing with Section 5200) of Part 5 of Division 9 of the state Family Code; and, to the best of its knowledge is fully complying with the earnings assignment orders of all employees and is providing the names of all new employees to the New Employee Registry maintained by the California Employment Development Department(EDD). S. SUBRECIPIENT agrees to comply with all applicable provisions of the Act, and all applicable federal regulations, including, but not limited to, the Code of Federal Regulations, Subtitle AOffice of Management and Budget Guidance for Grants and Agreements, as well as all applicable state and local regulations. T. SUBRECIPIENT agrees to remain in compliance with the Certification Regarding Debarment ("Exhibit G"), as required by the regulations implementing Executive Order 12549, Debarment and Suspension, (2 CFR Part 180). U. SUBRECIPIENT agrees to provide priority of services for veterans and eligible spouses pursuant to 20 CFR Part 1010, and the regulations implementing priority of service for veterans and eligible spouses in Department of Labor job training programs under the Jobs for Veterans Act published at 73 Fed.Reg. 78132 on December 19, 2008. V. SUBRECIPIENT acknowledges that the official name for the statewide system of providing employment and training through the WIOA partnerships and various other local programs is "America's Job Center". To achieve the goals of this grant, it is important that the public has a quick and easy method to identify that the projects or programs they are taking part in are part of the "America's Job Center". SUBRECIPIENT agrees to place the America's Job Center logo, in accordance with the State of California guidelines for such use, on all public materials, such as statements, press releases, brochures, advertisements, reports and other documents describing projects or programs funded in whole or in part with WIOA funds. When the America's Job Center logo is used, SUBRECIPIENT may accompany it with the following statement, "The (Program Name) is a proud partner of the America's Job Center network". SUBRECIPIENT shall not use the America's Job Center logo in any manner that would imply that the State of California endorses a commercial product, service or activity. II. CITY'S OBLIGATIONS A. On May 28, 2025, the CITY was awarded a Department of Labor Workforce Innovation and Opportunity Act youth grant of$817,644.00 for fiscal year 2025-2026, with a two-year performance period which dictates that 100% of the funding allocation must be obligated before the contact window closes on June 30, 2027. CITY agrees to pay to SUBRECIPIENT when, if and to the extent federal funds are received under the provisions of the Act a sum not to exceed $200,000.00 for Page 5 of 18 EXHIBIT 2 SUBRECIPIENT'S performance in accordance with the Budget attached hereto as "Exhibit D" and incorporated herein by reference, during the period of this Agreement for Program Year 2026-2027. Said sum shall be paid after CITY receives invoices submitted by SUBRECIPIENT as provided hereinabove. B. Pursuant to 2 CFR §200.332(b)(4), the Indirect Cost Rate for the SUBRECIPIENT's award shall be an approved federally recognized indirect cost rate negotiated between the SUBRECIPIENT and the Federal government, or, if no such rate exists, either a rate negotiated between the CITY and the SUBRECIPIENT, or a de minimis indirect cost rate as defined in 2 CFR §200.414(f) Indirect(F&A) costs. C. SUBRECIPIENT has the ability to adjust line item amounts in the budget with the approval of the Executive Director, so long as the total Budget amount does not increase. D. CITY agrees to provide for on-site monitoring reviews of said program operation at least annually. In addition, monthly desktop reviews of pertinent information will be conducted. E. CITY has the right to de-obligate the funds hereunder, and take such funding back from SUBRECIPIENT, due to any of the following reasons: (a) lack of performance by SUBRECIPIENT; (b) lack of fiscal accountability of SUBRECIPIENT; or (c) decrease in available funding. III. TERM OF AGREEMENT A. This Agreement shall commence on July 1, 2026, and all duties arising under this Agreement shall have been performed by June 30, 2027. The Term of this Agreement may be extended by a writing executed by the City Manager and the City Attorney. SUBRECIPIENT acknowledges and agrees that it must provide follow-up services for one (1) year after the Term, whether funded or not. B. SUBRECIPIENT agrees to comply with the closeout procedures detailed in 2 CFR §200.343, including the following: 1. SUBRECIPIENT must submit, no later than ninety (90) calendar days after the end date of the period of performance, all financial, performance, and other reports as required by the terms and conditions of the Federal award; 2. Unless the CITY authorizes an extension, SUBRECIPIENT must liquidate all obligations incurred under the Federal award not later than ninety (90) calendar days after the end date of the period of performance as specified in the terms and conditions of the Federal award; 3. SUBRECIPIENT must promptly refund any balances of unobligated cash that the CITY paid in advance or paid and that is not authorized to be retained by SUBRECIPIENT for use in other projects (See OMB Circular A-129 and 2 CFR §200.345); 4. SUBRECIPIENT must account for any real and personal property Page 6 of 18 EXHIBIT 2 acquired with Federal funds or received from the Federal government in accordance with 2 CFR §§200.310-200.316 and 2 CFR 200.329; and, 5. The CITY should complete all closeout actions for the Federal award no later than one year after receipt and acceptance of all required final reports. IV. INDEPENDENT CONTRACTOR Consultant shall, during the entire term of this Agreement, be construed to be an independent contractor and not an employee of the City. This Agreement is not intended nor shall it be construed to create an employer-employee relationship, a joint venture relationship, or to allow the City to exercise discretion or control over the professional manner in which Consultant performs the services which are the subject matter of this Agreement; however, the services to be provided by Consultant shall be provided in a manner consistent with all applicable standards and regulations governing such services. Consultant shall pay all salaries and wages, employer's social security taxes, unemployment insurance and similar taxes relating to employees and shall be responsible for all applicable withholding taxes. V. WORKER'S COMPENSATION AND EMPLOYER'S RIGHTS A. SUBRECIPIENT shall use appropriate funds received from CITY to provide workers' compensation to all those hired by SUBRECIPIENT under this Agreement. B. SUBRECIPIENT shall have the right to hire, dismiss, or promote its employees or contract personnel hired under this Agreement so long as its hiring or dismissal policy or standard does not violate Title VII of the Civil Rights Act of 1964, Fair Labor Standards Act of 1938, or any other applicable law, and SUBRECIPIENT maintains itself as an Equal Opportunity employer. VI. APPLICABLE GUIDELINES A. The parties hereto agree that SUBRECIPIENT shall comply with all applicable federal and state laws and regulations, including, but not limited to the Performance Indicators (Exhibit B) and general program requirements described in Sections 2 and 116 of the Act, and applicable regulations, and the U.S. Department of Labor guidelines and regulations, including amendments or revisions made during the terms of this Agreement. Said applicable laws are hereby incorporated by reference and made part of this Agreement as though fully set forth herein. B. SUBRECIPIENT also assures and certifies that: 1. SUBRECIPIENT acknowledges and confirms that the U.S. Department of Labor has established six (6) performance indicators for youth: (a) Percent of Participants who are in education/training activities, or in unsubsidized employment during the 2"d quarter after exit; (b) Percent of Participants who are in education/training, or in unsubsidized employment during the 4t'' quarter after exit; (c) the median earnings of Participants in unsubsidized employment during the 2"d quarter after exit; (d) Percent of Participants who obtain recognized postsecondary credential or secondary diploma during participation or within 1 year after exit; (e) Percent of Participants who, Page 7 of 18 EXHIBIT 2 during the program, are in education or training that leads to a recognized postsecondary credential or employment and who are achieving measurable skill gains; and, (f) effective in serving employers. SUBRECIPIENT agrees to implement and shall meet any additional performance indicators that may be subsequently required by the Workforce Innovation and Opportunity Act or by any other Federal, State, and local law. 2. SUBRECIPIENT shall comply with Title VII of the Civil Rights Act of 1964 (P.L. 88-352) and in accordance with Title VII of the Act, requiring that no person shall, on the grounds of race, color, religion, sex, age, disability or national origin be excluded from participation in, be denied the benefits of, or be otherwise subjected to discrimination under this Agreement. 3. SUBRECIPIENT shall comply with any and all federal laws limiting the political activity of employees hired under this Agreement. 4. SUBRECIPIENT shall comply with the requirements that no program under the Act shall involve political activities. 5. RECORD INSPECTION. SUBRECIPIENT shall provide the U.S. Department of Labor and the Controller General, by and through any authorized representative, as well as the WIB Administrative Office, access to and the right to examine all records, books, papers or documents relating to the accounting and use of funds under this Agreement for a three-year period from and after the effective date of this Agreement. 6. No person with responsibilities in the operation of any program under the Act shall discriminate with respect to any program Participant or any application for participation in such program because of race, religion, color, national origin, sex,political affiliation or beliefs. 7. SUBRECIPIENT shall maintain appropriate standards for health and safety in work and training situations. 8. SUBRECIPIENT shall comply with general provisions, assurances, and execute the Assurances and Certifications attached hereto as "Exhibit H" and incorporated herein. 9. EQUAL OPPORTUNITY. Any literature distributed by SUBRECIPIENT for the purpose of apprising businesses, Participants, or the general public of its programs under this Agreement shall state that its programs are supported by the City of Santa Ana and the Santa Ana Workforce Investment Board, and shall state that the program is an "equal opportunity employer/program" and that "auxiliary aids and services are available upon request to individuals with disabilities." 10. Based on the population eligible to be served, or likely to be directly affected by the WIOA program or activity, the services or information may need to be provided in a language other than English in order to allow such population to be effectively informed about or able to participate in the program or activity. Pursuant to 29 CFR 37.35, SUBRECIPIENT must take reasonable steps to provide services and information in appropriate languages after considering the scope of the program or activity, and the size and concentration of the population that needs services or information in a language other than English. Page 8 of 18 EXHIBIT 2 11. SUBRECIPIENT certifies that all property, finished or unfinished documents, data, studies and reports prepared or purchased under this Agreement, will be disposed of in accordance with the direction of the CITY. In addition, any tools and/or equipment furnished to the SUBRECIPIENT by the CITY and/or purchased by the SUBRECIPIENT with funds pursuant to this Agreement, will be limited to use within the activities outlined in this agreement and will remain the property of the United States Government and/or CITY. Upon termination of this Agreement, SUBRECIPIENT will immediately return such tools and/or equipment to the CITY or dispose of them in accordance with the direction of the CITY. 12. SUBRECIPIENT certifies that this Agreement does not provide for the advancement or aid to any religious sect, church or creed, or sectarian purpose, nor does it help to support or sustain any school, college, university, hospital or other institution controlled by any religious creed, church, or sectarian denomination, as specified by Article XVI, Section 5, of the Constitution of the State of California, regarding separation of church and state. 13. PATENT, COPYRIGHTS AND RIGHTS IN DATA. The SUBRECIPIENT will disclose to the CITY any invention, written product, or computer program developed, or data assembled, as a result of performance of work under this Agreement, within seventy-four (74) days of invention, development or assembly. The CITY, State of California, and U.S. Department of Labor will have the right to patent any invention and copyright any written product or computer program or data generated by SUBRECIPIENT. Upon written request, SUBRECIPIENT will transfer all pertinent information, specifications and right, title and interest to the designated agency. 14. INVENTIONS, PATENTS AND COPYRIGHTS. A. Reporting Procedure. If any project produces patentable items, patent rights, processes, or inventions in the course of work under a U.S. Department of Labor (DOL) grant or agreement, the SUBRECIPIENT shall report the fact promptly and fully to the CITY. The CITY shall report the fact to the Grant Officer, at the DOL. Unless there is a prior agreement between the CITY and the DOL and its representative on these matters, the DOL shall determine whether to seek protection on the invention or discovery. The DOL and its representative shall determine how the rights in the invention or discovery, including rights under any patent issued thereon, will be allocated and administered in order to protect the public interest consistent with the "Governmental Patent Policy" (President's Memorandum for Heads of Executive Departments and Agencies, August 23, 1971, and Statement of Government Patent Policy as printed in 36 FR 16889). B. Copyright Policy. 1. Unless otherwise provided in the terms of the grant or agreement, when copyright- able material is developed in the course of or under a DOL Grant or agreement, the author and the CITY which developed the work is free to copyright material or to permit others to do so. The SUBRECIPIENT and the Workforce Development Board (WDB) shall have a royalty-free, nonexclusive and irrevocable license to reproduce, publish, use and to authorize others to use all copyrighted material. 2. The DOL reserves a royalty-free, nonexclusive, and irrevocable license to reproduce, publish or otherwise use, and to authorize others to use, for Federal Government purposes: Page 9 of 18 EXHIBIT 2 (a) The copyright in any work developed under any grant, sub-grant, or contract under a grant or subgrant; (b) Any right of copyright to which a grantee, subgrantee or a SUBRECIPIENT purchases ownership with grant support; and, (c) SUBRECIPIENT shall comply with the requirements of 29 CFR § 97.34. C. Rights to Data. The DOL and the CITY shall have unlimited rights to any data first procured or delivered under this Agreement. 15. CLEAN AIR / CLEAN WATER ACT. If the grant hereunder exceeds $100,000, SUBRECIPIENT must comply with Section 306 of the Clean Air Act [(42 USC 7606 ]; Section 508 of the Clean Water Act (33 USC 1368); Executive Order 11738 and Environmental Protection Agency ("EPA") regulations (40 CFR Part 35) as any may now exist or be hereafter amended. Under these laws and regulations, the SUBRECIPIENT assures that: (a) No facility to be utilized in the performance of the proposed grant has been listed on the EPA List of Violating Facilities; (b) It will notify CITY prior to award of the receipt of any communication from the Director, Office of Federal Activities, U.S. EPA, indicating that a facility to be utilized for the grant is under consideration to be listed on the EPA List of Violating Facilities; and, (c) It will notify the CITY and the EPA about any known violation of the above laws and regulations. 16. SUBRECIPIENT agrees to adhere to the following STANDARDS OF CONDUCT: a. General Assurance. Every reasonable course of action will be taken by SUBRECIPIENT in order to maintain the integrity of this expenditure of public funds and to avoid favoritism. This Agreement will be administered in an impartial manner, free from errors to gain personal, financial, political gain. SUBRECIPIENT, its officers and employees, in administering this Agreement, will avoid situations which give rise to a suggestion that any decision was influenced by prejudice, bias, special interest or desire for personal gain. b. Employment of Former State or CITY Employees. SUBRECIPIENT will ensure that any of its employees who were formerly employed by the State of California or CITY, in a position that could have enabled such individuals to impact policy regarding or implementation of programs covered by this Agreement, will not be assigned to any part or phase of the activities conducted pursuant to this Agreement for a period of not less than two (2) years following the termination of such employment. c. Conducting Business Involving Relatives. No relative by blood, adoption or marriage of any executive or employee of SUBRECIPIENT will receive favorable treatment when considered for enrollment in programs provided by, or employment with, SUBRECIPIENT. d. Conducting Business Involving Close Personal Friends and Associates. Executives and employees of SUBRECIPIENT will be particularly aware of the varying degrees of influence that can be exerted by personal friends and associates and, in administering this Agreement, will exercise due Page 10 of 18 EXHIBIT 2 diligence to avoid situations which give rise to an assertion that favorable treatment is being granted to friends and associates. When it is in the public interest for SUBRECIPIENT to conduct business with a friend or associate of an executive or employee of SUBRECIPIENT, an elected official in the area or a voting or non-voting member of the Workforce Investment Board (WIB), a permanent record of the transaction will be retained. e. Avoidance of Conflict of Economic Interest. No executive or employee of SUBRECIPIENT elected official in the area, or voting or non-voting member of a WDB, will solicit or accept money or any other consideration from a third person, for the performance of an act reimbursed in whole or part by SUBRECIPIENT or CITY. Supplies, materials, equipment or services purchased with Agreement funds will be used solely for purposes asserted or allowed under this Agreement. No voting member of the WDB will cast a vote on the provision of services or vote on any matter which would provide direct financial benefit to that member or any business or organization which the member directly represents. £ Salary and Bonus Limitations. All Subrecipients of WIOA program funds are required to comply with federal requirements regarding the limitations on salary and bonus payments in accordance with Public Law 109-149, Section 503. VII. HOLD HARMLESS A. SUBRECIPIENT shall indemnify and save harmless CITY, its officers, agents and employees, from and against any and all damages to property or injuries to or death of any person or persons, including property and employees or agents of CITY, and shall defend, indemnify and save harmless CITY, its officers, agents and employees, from any and all claims, demands, suits, actions or proceedings of any kind or nature, including, but not by way of limitation, workers' compensation claims, resulting from or arising out of the negligent acts, errors or omission of SUBRECIPIENT, its employees or subcontractors. B. SUBRECIPIENT shall indemnify and save harmless CITY, its officers, agents and employees, from and against any and all damages to property or injuries to or death of any person or persons, including property and employees or agents of CITY, and shall defend, indemnify and save harmless CITY, its officers, agents and employees, from and against any and all claims, demands, suits, actions or proceedings therefore, resulting from or arising out of the intentional or malicious acts of SUBRECIPIENT, its employees or subcontractors. VIII. INSURANCE SUBRECIPIENT shall procure and maintain for the duration of the agreement, the following insurance coverages: MINIMUM SCOPE AND LIMIT OF INSURANCE SUBRECIPIENT shall maintain limits of insurance coverage in the following minimum amounts and shall be at least as broad as: Page 11 of 18 EXHIBIT 2 1. Commercial General Liability (CGL): Insurance Services Office Form CG 00 01 covering CGL on an "occurrence" basis, including products and completed operations, property damage, bodily injury and personal & advertising injury with limits no less than $1,000,000 per occurrence and $2,000,000 aggregate. 2. Sexual Abuse or Molestation Liability (SAML): If the CGL policy referenced above is not endorsed to include affirmative coverage for sexual abuse or molestation, SUBRECIPIENT shall obtain and maintain a policy covering Sexual Abuse and Molestation with a limit of no less than $1,000,000 per occurrence or claim. 3. Automobile Liability (AL): Insurance Services Office Form CA 00 01 covering Code 1 (any auto), with combined single limits of $1,000,000. In the event SUBRECIPIENT does not maintain commercial automobile liability insurance, City will accept evidence of personal automobile insurance with existing limits, which can be lower than $1,000,000. 4. Workers' Compensation (W/C): as required by the State of California, with statutory limits, and Employer's Liability Insurance with limit of no less than $1,000,000 per accident, per employee, per policy for bodily injury or disease. This requirement can be waived if SUBRECIPIENT has no employees. If SUBRECIPIENT maintains broader coverage and/or higher limits than the minimums shown above, City requires and shall be entitled to the broader coverage and/or the higher limits maintained by SUBRECIPIENT. Any available insurance proceeds in excess of the specified minimum limits of insurance and coverage shall be available to City. Other Insurance Provisions The insurance policies are to contain, or be endorsed to contain, the following provisions: 1. CGL, SAML and AL policies: City of Santa Ana, its City Council, its officers, officials, employees, agents, and volunteers are to be covered as additional insureds with respect to liability arising out of work or operations performed by or on behalf of the SUBECIPIENT including materials, parts, equipment, and personnel furnished in connection with such work or operations. 2. All required insurance policies: Insurance company(ies) agrees to waive all rights of subrogation against City, its City Council, its officers, officials, employees, agents, and volunteers for losses paid under the terms of any policy which arise from work performed by SUBRECIPIENT for City. 3. All required insurance policies: For any claims related to this contract, SUBRECIPIENT's insurance coverage shall be primary and any insurance maintained by City, its City Council, its officers, officials, employees, agents, or volunteers shall not contribute with it. 4. All required insurance policies: A severability of interest provision must apply for all the additional insureds, ensuring that SUBRECIPIENT's insurance shall apply separately to each insured against whom a claim is made or suit is brought, except with respect to the insurer's limits of liability. 5. Each insurance policy required herein shall provide that coverage shall not be canceled, suspended, voided, reduced in coverage or in limits, non-renewed by the carrier, or materially changed except after thirty (30) days prior written notice has been given to City. Ten (10) days prior written shall be provided to City for policy cancellation or non-renewal due to non- payment. 6. Certificate Holder on each Evidence of Insurance certificate shall be: City of Santa Ana, Attention: Risk Management Division, 20 Civic Center Plaza, Santa Ana, CA 92701. The Page 12 of 18 EXHIBIT 2 name and location of event should be included in the Description of Operations section of each certificate. Self-Insured Retentions Self-insured retentions must be declared to and approved by the City. City may require SUBRECIPIENT to purchase coverage with a lower retention or provide proof of ability to pay losses and related investigations, claim administration, and defense expenses within the retention. Acceptability of Insurers Insurance is to be placed with insurers authorized to conduct business in the state of California with a current A.M. Best rating of no less than A:VII, unless otherwise acceptable to City. Verification of Coverage SUBRECIPIENT shall furnish City with original Certificates of Insurance including all required amendatory endorsements (or copies of the applicable policy language effecting coverage required by this clause) and a copy of the Declarations and Endorsement Page of the CGL policy listing all policy endorsements to City before work begins. However, failure to obtain the required documents prior to the work beginning shall not waive Permittee's obligation to provide them. City reserves the right to require complete, certified copies of all required insurance policies, including endorsements required by these specifications, at any time. Claims Made Policies If any of the required policies provide coverage on a claims-made basis: 1. The retroactive date must be shown and must be before the date of the contract or the beginning of work. 2. Insurance must be maintained and evidence of insurance must be provided for at least three (3) years after completion of work. 3. If coverage is canceled or non-renewed, and not replaced with another claims-made policy form with a retroactive date prior to the contract effective date, Company must purchase "extended reporting" coverage for a minimum of three (3) years after completion of work. Subcontractors SUBRECIPIENT shall require and verify that all sub-contractors maintain insurance meeting all the requirements stated herein, and SUBRECIPIENT shall ensure that City is an additional insured on insurance required from sub-contractors. Special Risks or Circumstances City reserves the right to modify these requirements, including limits, based on the nature of the risk,prior experience, insurer, coverage, or other special circumstances. IX. CORPORATE STATUS All corporate SUBRECIPIENTs shall be in good standing, without suspension by the California Secretary of State, Franchise Tax Board or Internal Revenue Service. Any change in corporate status or suspension shall be reported immediately to CITY. Page 13 of 18 EXHIBIT 2 X. ASSIGNABILITY None of the duties of, or work to be performed by, SUBRECIPIENT under this Agreement shall be subcontracted or assigned to any agency, consultant, or person without the prior written consent of CITY. SUBRECIPIENT must submit all subcontracts and other agreements that relate to this Agreement to CITY. SUBRECIPIENT acknowledges and agrees that it must follow procurement regulations for subrecipients (2 CFR §200.317). No subcontract or assignment shall terminate or alter the legal obligations of SUBRECIPIENT pursuant to this Agreement. XI. LAWS GOVERNING THIS AGREEMENT In its performance under this Agreement, SUBRECIPIENT shall fully comply with the requirements of the following, whether or not otherwise referred to in this Agreement: 1. The Act and all applicable federal statutes, regulations, policies, procedures and directives, including but not limited to, 2 CFR Part 200 and 20 CFR Parts 651 and 654 2. All applicable State statutes, regulations,policies,procedures and directives; 3. All applicable CITY policies,procedures and directives; 4. All applicable local ordinances and requirements, including use permits and licensing; 5. Court orders applicable to its operation; and, 6. The terms and conditions of this Agreement. If any of the foregoing is enacted, amended, or revised, SUBRECIPIENT will comply with such or will notify CITY after enactment or modification that it cannot so comply. CITY may thereupon terminate this Agreement, if necessary. XII. EXCLUSIVITY AND AMENDMENT OF AGREEMENT This Agreement supersedes any and all other agreements, either oral or in writing, between the parties hereto with respect to the employment of SUBRECIPIENT by CITY, and contains all the covenants and agreements between the parties with respect to such employment. Each party to this Agreement acknowledges that no representations, inducements, promises or agreements, orally or otherwise, have been made by any party, or anyone acting on behalf of any party, which are not embodied herein, and that no other agreement or amendment hereto shall be effective unless executed in writing and signed by both CITY and SUBRECIPIENT. Page 14 of 18 EXHIBIT 2 XIII. FRAUD SUBRECIPIENT shall immediately report to CITY all instances and facts concerning possible fraud, abuse or criminal activity relating to expenditure or receipt of funds under this Agreement. XIV. CONTINGENCY OF FUNDS SUBRECIPIENT acknowledges that approval of and funding for this Agreement is contingent upon State approval, and funds received or obligated from the State of California to CITY. If such approval of funds is not forthcoming, or is otherwise limited, CITY shall immediately notify SUBRECIPIENT. Within twenty (20) days of receipt of such notice, SUBRECIPIENT shall modify or cease operations as directed by CITY and negotiate necessary modification to this Agreement and/or reimbursement of costs incurred hereunder. XV. TERMINATION A. This Agreement may be terminated by either party at its sole discretion, upon thirty (30) days written notice to the other party. Notice shall be deemed served on the date of mailing. However, SUBRECIPIENT may not terminate this Agreement if undue hardship will result to any Participant. B. In the event SUBRECIPIENT defaults by failing to fulfill all or any of its obligations hereunder, CITY may declare a default and termination of this Agreement by written notice to SUBRECIPIENT, which default and termination shall be effective on a date stated in the notice which is to be not less than ten (10) days after certified mailing or personal service of such notice, unless such default is cured before the effective date of termination stated in such notice. If terminated for cause, CITY shall be relieved of further liability or responsibility under this Agreement, or as a result of the termination thereof, including the payment of money, except for payment for approved expenses incurred for services satisfactorily and timely performed prior to the mailing or service of the notice of termination, and except for reimbursement of(1) any payments made for services not subsequently performed in a timely and satisfactory manner, and (2) costs incurred by CITY in obtaining substitute performance. XVI. DISPUTES Except as otherwise provided in this Agreement, any dispute concerning any question arising under this Agreement shall be decided by CITY. In such a case CITY shall reduce its decision to writing and mail or otherwise furnish a copy thereof to SUBRECIPIENT. The decision of the City shall be final and conclusive unless within thirty (30) calendar days from the mailing or delivery of such copy, CITY receives from SUBRECIPIENT written request to appeal said decision. Procedures governing the appeal shall be prescribed by CITY and/or the State of California in accordance with the Act and all corresponding regulations and OMB circulars. Pending final disposition of the appeal, SUBRECIPIENT shall act in accordance with CITY's decision unless the dispute involves a change order. Page 15 of 18 EXHIBIT 2 XVH. BREACH- SANCTIONS If, through any cause, SUBRECIPIENT violates any of the terms and conditions of this Agreement, and/or prior agreements whereby grant funds were received by SUBRECIPIENT pursuant to this Agreement, or if SUBRECIPIENT reports inaccurately or if any Audit Report makes disallowances, SUBRECIPIENT shall promptly remedy its acts or omissions and/or repay CITY all amounts due CITY as a result of SUBRECIPIENT's violation. For any such failures or violations, CITY shall also have the right at its sole discretion to either: (1) discontinue program support until such time as SUBRECIPIENT fulfills its obligations or remedies all violations of this Agreement or prior agreements; and/or (2) collect outstanding amounts as determined by CITY due CITY by offsetting or debiting from current claims or invoices, if after thirty (30) days' written notice SUBRECIPIENT has failed to repay same or a repayment schedule has not been made; and/or (3) terminate this Agreement by giving written notice to SUBRECIPIENT of such termination in accordance the notice provision in Paragraph XVIII herein below. XVIII. NOTICES All notices, reports and correspondence between the parties hereto respecting this Agreement shall be in writing and deposited in the United States Mail, postage prepaid, addressed as follows: CITY: City of Santa Ana Manager, WDB Administrative Office P.O. Box 1988 (M-76) Santa Ana, CA 92702 CLERK: City Clerk City of Santa Ana 20 Civic Center Plaza(M-30) P.O. Box 1988 Santa Ana, CA 92702-1988 Telefacsimile (714) 647-6956 SUBRECIPIENT: Working Wardrobes for a New Start 2000 E. McFadden Ave Ste 100 Santa Ana 92705 Phone: (714) 210-2460 XIX. MERGER This Agreement, together with the attachments hereto, expresses the total understanding of the parties. There are no oral understandings of the parties or terms and conditions other than as stated herein. Page 16 of 18 EXHIBIT 2 XX. VALIDITY The invalidity in whole or in part of any provision of this Agreement shall not void or affect the validity of any other provision of this Agreement. XXI. MISCELLANEOUS PROVISIONS a. Each undersigned represents and warrants that its signature hereinbelow has the power, authority and right to bind their respective parties to each of the terms of this Agreement, and shall indemnify CITY fully, including reasonable costs and attorney's fees, for any injuries or damages to CITY in the event that such authority or power is not, in fact, held by the signatory or is withdrawn. b. All Exhibits referenced herein and attached hereto shall be incorporated as if fully set forth in the body of this Agreement. {Signatures on following page) Page 17 of 18 EXHIBIT 2 IN WITNESS WHEREOF, the parties hereto have executed this Agreement the date and year first above-written. ATTEST: "CITY" By: Jennifer Hall Alvaro Nunez City Clerk City Manager APPROVED AS TO FORM: Sonia R. Carvalho "SUBRECIPIENT" City Attorney By: � u By Andrea N. Garcia N e. Bonn Pomush Senior Assistant City Attorney Title: Chief Executive Officer Tax ID #: EIN 33-0669145 RECOMMENDED FOR APPROVAL: Michael L. Garcia Executive Director Community Development Agency Page IS of 18 EXHIBIT 2 Workforce Innovation & Opportunity Act Youth Program Provider Working Wardrobes 2026-2027 EXHIBIT A EXHIBIT 2 ANSWERS TO QUESTIONS 1. Experience/Qualifications A. Working Wardrobes for a New Start (Working Wardrobes) is a nonprofit organization founded in 1990. For over 35 years,the organization has provided comprehensive workforce development services—including job training, life skills workshops,job placement assistance, and professional wardrobing—to more than 130,000 individuals.The mission of Working Wardrobes is to help people overcome barriers to gainful employment.The organization serves low-income individuals from marginalized communities who are seeking to enter or re-enter the workforce or advance their careers. Special attention is given to working-age youth, persons of color, veterans, seniors,justice-involved individuals, and those who have experienced homelessness, substance abuse, domestic violence, chronic illness, or long-term unemployment. In 2025, Working Wardrobes reached 10,238 individuals. The organization is a recognized leader in workforce development across Southern California, known for its quality, adaptability, and deep community engagement. B.The Working Wardrobes corporate headquarters and Career Success Center are located at 2000 E. McFadden Ave., Santa Ana, CA 92705, near the intersection of McFadden Ave. and Williams St., with convenient access to the CA-55 and CA-5 freeways. C-D.The Career Success Center facility operates Monday through Friday, from 8:00 AM to 5:00 PM. Its central location, easy access via public transportation, ample free parking, and client- centered service layout create a welcoming environment with a secured lobby, friendly front desk attendants, and relatable staff who foster trust and engagement. E1-4. For 2026, Working Wardrobes had an operating budget of$4,885,00.The organization employs a team of 35 professionals with expertise in career navigation,job development, and client services. Key leadership includes Bonni Pomush, Chief Executive Officer; Derek Benson, Chief People &Operations Officer; and Bianca Herrera, Director of Client Services. The organization's funding sources include contract and MOU revenue, private grants from corporations and foundations, individual contributions,fundra ising events, social enterprise revenue, and in-kind donations. Working Wardrobes has collaborated with WIOA funded programs by referring clients for direct services. The organization is a subcontractor with the City of Santa Ana working with CA4ALL and SAY youth programs, as well as 12 youth-focused community partners to deliver workshops and wardrobing services through select service programming. This collaboration highlights the organization's ability to provide impactful workforce development services and effectively engage with a diverse network of community partners. In 2025, young adults (16-24) accounted for49%of the overall population Working Wardrobes served, representing the largest service population, highlighting the organization's prioritization and significant impact on the youth community. EXHIBIT 2 2. Proposed Program A. The Rebuilding Careers Program for Young Adults, a 12-month program proposed by Working Wardrobes, is designed to provide full case management workforce development services to out-of-school youth, ages 16-24, in Santa Ana. Over the 12-month program period, the program will achieve the following objectives: • Provide Career Coaching, Mentorship,and Exploration Pair each participant with the program's dedicated 1.0 FTE Career Navigator(Case Manager) who will provide personalized guidance, career assessments and goal setting. Leverage the expertise of volunteer Career Coaches with HR related experiences to provide one-on-one resume and interview preparation. • Increase Workforce Readiness Provide workforce readiness training to 20 out-of-school youth, through a workshop series that includes resume building,job search strategies, interview preparation, financial literacy, and workplace success techniques, equipping participants with the essential skills to confidently navigate the job market. Focus on developing key soft skills, including time management, problem-solving,teamwork, and communication, while supporting participants in cultivating vital personal and professional attributes such as responsibility and work ethic—critical for long-term career growth and advancement. Offer both in-person and self-paced learning options to accommodate diverse learning styles and ensure that all clients have the flexibility to engage with the material in a way that best supports their needs. • Provide Paid Work Experience (WEX) Provide up to 10 clients with approximately 120 hours of paid work experience at host sites in high-demand industries or at Working Wardrobes locations. Each host site will be vetted to ensure they provide a safe learning environment that focuses on the development of both soft skills and technical job-related skills.This includes on-the-job training and exposure to career pathways in high demand industries like healthcare, transportation, manufacturing, retail, logistics, customer service, and more. Paid work experience opportunities will be provided in partnership with regional employers like hospitals, hospitality groups, IT service providers, and through in-house placements at Working Wardrobes' social enterprises, such as The Hanger Outlets, Donation Center and Career Success Center. The (.2 FTE) Retail Store Manager at the Hanger Outlet Store will serve as the WEX Supervisor participating in the recruitment and onboard of all participants. They will also oversee scheduling, approve timesheets and work closely with the Career Navigator to share performance progress. • Skill-Based Certification/Training Enrollment and Tuition Support Connect participants to a WIOA-approved education or training program, that will lead to attainment of a postsecondary credential or a secondary school diploma during participation in or within one year after exit from the program. These programs will be in fields of interest to the participants with an emphasis on high-demand industries EXHIBIT 2 (such as construction, manufacturing, IT, culinary arts, and transportation). We will leverage community partners and education programs that offer free to low-cost programs, when possible, such as Santa Ana Community College Continuing Education. An average of$800 per participant of financial assistance will help support tuition fees, required supplies such as uniforms, tools and equipment.The Career Navigator will assist the client in reviewing, selecting and enrolling in the certification program by accompanying tours of the facility and attending enrollment sessions. If a GED is required for enrollment but not yet earned,the Career Navigator will help participants enroll in alternative education programs to obtain it prior to enrollment in a postsecondary education program. • Offer Wraparound Supportive Services and Resources Address barriers such as transportation, food insecurities, and financial instability by providing resources like gasoline debit cards, bus passes, identification assistance, background checks, grooming products, and Working Wardrobes' signature professional wardrobing services with the support of volunteer Personal Stylists located at its Wardrobe Center. Offer personalized referrals to community resources to ensure a holistic approach to career development. • Job Search Navigation Support Provide one-on-one coaching and facilitate workshops designed to develop job search strategy skills Collaborate with local employers, employment agencies, and chambers of commerce to connect participants with job openings in their desired field of interest. Includes connecting participants to hiring events, career fairs, and networking opportunities to enhance participants' chances of securing employment and establishing a sustainable career path. • Ensure Long-Term Success through Follow-Up Services Provide follow-up support for at least 12 months post-program to ensure participants are maintaining employment and progressing in their careers. Career Navigators will reach out to clients quarterly to check-in on employment status, continued or new barriers and additional skill development needs. Offer continued access to workshops, career coaching and linkages to community resources to address challenges and encourage ongoing career development. • Incentives Participants who complete significant milestones will receive an incentive in the form of a $125 gift card. Milestones include initial employment during the contract year, sustained employment at the second and fourth quarters post exit. Incentives are used to motivate participants to achieve their goals and maintain consistent employment. EXHIBIT 2 By achieving these objectives,the Rebuilding Careers Program for Young Adults will help underserved youth in Santa Ana overcome barriers to employment and education, providing them with the skills, experience, and support necessary for long-term career success. 3. Population A. Working Wardrobes will serve a total of 20 youth through the Rebuilding Careers Program for Young Adults. These participants will be out-of-school youth, ages 16-24, who face significant barriers to entering the workforce. B.The youth served will be between the ages of 16 and 24.Youth ages 18 to 24 will primarily be placed at off-site host agencies for work experience to help remove any barriers partners may have in working with under aged youth. Youth ages 16-24 will be eligible to gain work experience at Working Wardrobes social enterprise locations. C. In addition to meeting WIOA youth eligibility requirements, Working Wardrobes will ensure that at least 25%of the total participants are either justice-involved, homeless and/or foster youth. In addition, participants must demonstrate a commitment to full engagement with the program.This will be assessed through their participation in an initial intake assessment and program orientation, which will ensure they understand the program's requirements and are prepared to benefit from the services offered. D.Working Wardrobes will identify prospective participants by leveraging its extensive network of referral partners, including mission-aligned organizations serving transitional-age foster youth, youth experiencing homelessness, and justice-involved youth.These partners will help ensure that eligible youth, who require additional support to succeed in both their educational and employment goals, are referred to the program. Additionally, Working Wardrobes will recruit prospective participants through its core Rebuilding Careers workforce skills training program, identifying youth seeking to enroll in its services who would benefit from this specialized support. To further extend outreach, Working Wardrobes will continue to collaborate with OC Probation and Parole established through Working Wardrobes' current contract with the City of Santa Ana, the Prison to Employment, P2E program to engage probationary youth, as well as outreach to sober and transitional living centers like HealthRight 360 and Nancy Clark (The Recovery Center). The organization will also seek referrals from existing youth-serving partners with established relationships, like Sunburst Academy, an alternative, military-based educational program that works with low-income youth, OC Department of Education ACCESS programs, Youth Guidance Center and Simon Scholars Foundation that offers leadership programs for youth, all of which have received workforce readiness services from Working Wardrobes. Recruitment efforts will be focused on the recognition that Working Wardrobes has identified out-of-school youth as an underserved population, as many fall outside the services of existing youth program collaborators. While many of Working Wardrobes'youth-focused community partners serve in-school youth, some young people are left without support when they no longer qualify for or are not a good fit for these programs. A direct referral to an alternative EXHIBIT 2 program like Rebuilding Careers for Youth enables partners to connect out-of-school youth to comprehensive case management services, providing the support needed to achieve their ca reer goals. E. The Career Navigator will recruit the targeted youth populations through participation in OC PACT (Parole and Community Team) meetings, engagement with the Youth Council Network, monthly community tours, attendance at resource fairs, and program presentations to new and existing community partners. Working Wardrobes will create outreach flyers marketing the program and share them with over 185 referral partners. F. Included as Attachment J is a Letter of Support from Simon Scholars. Although Simon Scholars primarily serves in-school youth,they can speak to the benefits their clients have experienced after participating in similar programming, including wardrobing services, and workshops. G.Working Wardrobes' recruitment plan to enroll 80%of youth by the 2nd quarter of the program (December 31, 2026) includes a multi-faceted approach: participation in OC PACT meetings, engagement with the Youth Council Network, monthly community tours, attendance at resource fairs, and program presentations. Referral forms will be accepted from partners or through self-referrals. Staff will conduct a screening phone call to evaluate basic eligibility. Eligible youth will then be invited to an orientation session with the Career Navigator, where they will learn about the program and complete the pre-application intake forms. 4.Assessment A-B.A multi-step assessment process will be implemented to ensure a comprehensive evaluation of each youth participant.The TABE assessment will be completed prior to enrollment, with approval from the Service Navigator. After enrollment, additional career assessments will be conducted using O*Net Interest Profiler by the Bureau of Labor Statistics and Eureka.org, including tools like True Colors and Micro-skills assessments. These assessments will evaluate soft and hard skills, career interests, and learning styles to better match participants with suitable training and career pathways. Upon enrollment, clients will have the opportunity to contact a volunteer Career Coach who will assist them in taking the additional career assessment. For youth who know what job and/or industry they are interested in, they will be offered the O*Net Interest Profiler. This resource offers a deep dive into specific jobs based on the results of the assessment that include skills and training requirements, common job duties, median salary range by location and local training programs. For young adults that need more direction,they will be offered other assessments like True Colors and Micro-skills. Once complete,the Career Navigator will help youth explore career pathways and set goals. Using the Eureka platform, participants will take assessments to gauge their work and communication styles, identifying natural skills despite limited work experience. Clients will have access to the platform throughout the program to complete additional assessments. C.Youth, especially those from low-income households and underserved communities, face significant barriers to employment that limit their access to opportunities compared to their EXHIBIT 2 more advantaged peers.These challenges include limited exposure to high-demand career pathways, economic instability, and lack of resources, making it hard to pursue stable employment. Limited access to post-secondary education and family knowledge about higher education and vocational training add further obstacles, leaving many without the tools or guidance to improve job prospects. The absence of career mentorship compounds these issues, leaving young adults without role models to navigate the job market.These systemic barriers prevent youth from securing stable, well-paid jobs, perpetuating cycles of underemployment, economic hardship, and reduced social mobility. Overtime,this increases reliance on public assistance and limits upward mobility, creating a cycle difficult to break without targeted interventions. D.To address the barriers youth face, Working Wardrobes draws on its extensive experience serving underserved populations, with nearly half of its clients being youth. Core services offered to both youth and adult clients include one-on-one career assessments, personalized employment plans, resume building,job search strategies, and connections to secondary education, skill-based certifications, and life skills training.These services are delivered at the Career Success Center in Santa Ana, supported by trained Career Navigators, volunteer Career Coaches with HR/hiring experience, and Job Developers who help clients build the skills and confidence needed for successful job searches.The organization's paid Work Experience (WEX) program is in early development, with a pilot program showing positive impacts for clients. Working Wardrobes integrates these services and WEX programming into the Rebuilding Careers Program for Young Adults, providing targeted support to help out-of-school youth overcome barriers and enter pathways to quality, living-wage employment. S. Paid Work Experience A.The Rebuilding Careers for Young Adults program will provide participating Santa Ana out-of- school youth with valuable paid work experience.The program will utilize Working Wardrobes' social enterprise division—including The Hanger Outlets, the Donation Center, and the Career Success Center—to offer in-house work experiences in retail, logistics, customer service, and operations, aligned with participants' interests. We will also offer office administrative experience with opportunities at our Career Success Center as Front Desk Attendants. Working Wardrobes will offer participants up to 120 hours of paid work experience, including 10 hours of paid workforce training for up to 10 participants. The Career Navigator will provide each host site with clear learning objectives and guidelines focused on helping youth develop transferable soft skills, such as teamwork, problem solving, communication, decision making, and time management. Additionally,the Career Navigator will support participants by facilitating informational interviews with both entry-level and managerial staff at work sites, giving them deeper insights into skill-based roles and potential career pathways the paid work experience can lead to. Host sites will provide participants with 80 hours of project-based work, either independently or as part of a team. Each youth will receive constructive feedback from their host site supervisor at two key stages: EXHIBIT 2 1. A midpoint evaluation to identify strengths and areas for growth. 2. A final evaluation to assess overall performance and development. Participants will also complete a self-assessment at the end of their internship, reflecting on their personal growth, performance, and the overall internship experience. D.Working Wardrobes will prioritize pairing participants with paid work experience opportunities that align with their interests and are relevant to the WIOA-approved, skill-based certification and training programs they are or planned to be enrolled in.The Career Navigator will conduct assessments and collaborate with youth participants to identify their career interests.The Career Navigator will also perform targeted outreach to employers in industries that complement these interests, as well as related certification pathways. E. As previously noted, prospective host site partners may include regional hospitals, logistics companies, and IT service providers. Attachment K outlines the affiliations of Working Wardrobes' Board of Directors, who will be engaged to arrange worksite opportunities within their respective workplaces. Additionally, Working Wardrobes will leverage the Supportive Mentors that have volunteered to participate through the B-Unbound platform that offers career exploration opportunities to Working Wardrobe clients These individuals span from a variety of industries including healthcare, finance, and entrepreneurial businesses. F. Working Wardrobes has established partnerships with several employers and is in the process of finalizing commitments to this project. While letters are not available for inclusion at the time of this submission,they can be provided upon receipt of the Notice of Intent to Award. G.Working Wardrobes' Work Experience policy is included in this submission as EXHIBIT I. 6.Alternative Secondary School Services A-B. Not applicable to the Rebuilding Careers Program for Young Adults. However, Working Wardrobes is able to provide referrals to OCDE ACCESS programs by leveraging its existing partnership. The organization has been providing four Career Success Weeks per yea r for the past three years as part of this collaboration.These Success Weeks consist of a 4-part workshop series and a wardrobe experience, with one of the weeks held at Sunburst Academy, a military- based alternative education program. Working Wardrobes can make referrals to both of these programs to further support the youth served. Preparation for Postsecondary Education and Training A.The Rebuilding Careers for Young Adults program equips participating youth with the skills and resources necessary for high-wage careers through career exploration, mentorship, and connections with Supportive Adults in high-demand sectors.Through these mentors, participants will be exposed to industries offering an average starting wage of$23/hour and long-term growth potential, including healthcare, IT, manufacturing, hospitality, and logistics. They will be connected to WIOA-approved education and training programs in these high- EXHIBIT 2 demand fields, such as construction, manufacturing, IT, culinary arts, and transportation, leading to the attainment of a postsecondary credential or secondary school diploma.These programs will provide up to $5,000 in tuition assistance to cover costs like tuition, tools, clothing, and equipment.The Career Navigator will assist participants in selecting and enrolling in the appropriate certification programs, offering support through facility tours and enrollment sessions. If a GED is required but not yet obtained, the Career Navigator will connect participants to alternative education programs, such as those through Santa Ana Community College Continuing Education,to ensure they meet enrollment prerequisites. B. The Career Navigator will assist participants in identifying and enrolling in WIOA-approved postsecondary credential or secondary school diploma programs that align with their career goals. Through its other City of Santa Ana-funded contract (Prison to Employment program), Working Wardrobes has successfully helped clients enroll in programs at institutions such as North Orange County Education (NOCE), Santa Ana College, HealthstaffTraining Institute, H.B. CDLTraining (Driving School), CTM Welding Training&Certification, and more. Working Wardrobes will leverage these established partnerships to identify suitable programs for out-of- school youth. C.The Career Navigator will work with participants to create individualized employment plans based on each youth's career interests, strengths and assessments. For clients uncertain of their career path,the program will provide access to the B-Unbound platform (b-unbound.org), connecting participants with volunteer mentors from high-demand industries. Mentorship activities between participants and B-Unbound Supportive Adults include: • Informational interviews. • "A day in the life" workplace tours and job shadowing. • Passion and skill-building exercises. Upon being matched in the B-Unbound platform, participants will have six months to access the platform and request up to 5 mentorship connections.The Career Navigator will ensure the mentorship is a good match and assist with navigating the platform, coordinating meetings, and fostering connections. Supportive Adults working with minors will undergo a background check before starting mentorship activities. D. The Rebuilding Careers for Young Adults program prepares youth for postsecondary education and training through: • Workforce Readiness Training: Offering critical skills like time management, communication, professionalism, resume,job search and interviewing skill building. • Mentorship and Networking: Connecting youth to volunteer HR-subject matter expert Career Coaches and industry mentors through B-Unbound who can guide them in selecting the right educational pathways, such as certifications or degrees. • Application and Enrollment Support:The Career Navigator helps youth identify appropriate education or training programs and guides them through the application process. EXHIBIT 2 • Transition Assistance: Connecting participants with job leads and internships to ensure a smooth transition from education to employment. • Connection to WIOA-Approved Certification/Training: Working with the Career Navigatorto connect youth to WIOA-approved certification/skills-training providers for further education and training opportunities, as well as providing an average of$800 for tuition to cover these programs. E. As part of the program, participants will receive support in identifying an industry or career path of interest and will work with their Career Navigator to find relevant WIOA-approved skill- based training opportunities for enrollment.The Career Navigator will collaborate with the WIOA Service Navigator to confirm pre-approved certification programs.This will include but not limited to certifications like, Clinical &Administrative Medical Assistant, Dental Assistant, Truck Driving Certification, CompTia+ Certification. Each youth will have an average of$800 allocated within the program budget to cover certification costs. If the cost of the program exceeds the budgeted amount, Working Wardrobes will partner with WIOA to explore additional funding opportunities to cover the difference including scholarships and Pell Grants. Participants may enroll in and earn certificates during the program while gaining paid hands-on experience aligned with their interests and strengths, with some potentially enrolling in additional training following the conclusion of their paid work experience. F. Research supports that the industries to be targeted by the program are among the fastest- growing in the U.S. with strongjob prospects: • Healthcare: Expected to add 2.4 million jobs by 2029 (Bureau of Labor Statistics, 2021). • IT: Demand for skilled workers expected to grow by 11% from 2019 to 2029 (Bureau of Labor Statistics). • Manufacturing:Advanced manufacturing and automation are driving demand for skilled workers. • Hospitality&Tourism: Offering robust opportunities, especially in customer service, management, and logistics roles. G. Letters of Intent from training agencies are not applicable, as the program will refer participants to training programs but will not formally partner with them. 8.Tutoring For youth who are identified as basic skills deficient (scoring 8.9 or below on the TABE or CASAS assessments), the Rebuilding Careers for Young Adults program will refer them to tutoring or remedial training services as required by WIOA guidelines. Specifically, the program will connect youth to the North Orange Continuing Education (NOCE) Basic Skills& Learning Center, which offers academic support, including free tutoring in reading, writing, and math. NOCE's services are well-suited to meet the needs of youth seeking to improve their foundational skills in preparation for career training and post-secondary education. EXHIBIT 2 In addition to NOCE, the Rebuilding Careers for Young Adults program will leverage its existing network of local resources, such as the OCDE Access program, to provide further academic support where necessary. This partnership will allow the program to ensure that all youth have access to tutoring resources that are aligned with their individual needs and learning styles. The Career Navigator will support youth throughout the tutoring process, helping them navigate enrollment and access the appropriate resources.The Career Navigator will work closely with tutors and educators to track progress and ensure that youth are receiving the necessary support to overcome academic challenges. By connecting participants to these tutoring resources, the Rebuilding Careers for Young Adults program ensures that all participants are well-equipped with the literacy and numeracy skills needed to succeed in training, education, and future employment opportunities. 9. Mentoring W. The Rebuilding Careers for Young Adults program will offer mentoring support through both the B-Unbound mentorship platform and in-person career coaching. As previously outlined, B- Unbound connects participants with adult mentors, known as "Supportive Adults," in their fields of interest. Facilitated by the Career Navigator,the platform allows youth to engage in job shadowing, mock interviews, guided discussions, and personalized career coaching through up to five interactive sessions.These sessions will provide insights into industries such as healthcare, finance, and green jobs, helping youth develop professional skills and connections for workforce navigation. Participants will also receive ongoing support from volunteer Career Coaches with HR-related experience, who assist with resume building, interview skills, labor market analysis, and career opportunity identification.The program's Job Search Lab at the Ca reer Success Center in Santa Ana offers essential resources like computers and printers, enabling youth to create resumes, research job opportunities, and access the tools necessary for a successful job search. K. For youth facing challenging obstacles such as family dysfunction, mental health issues, homelessness, low self-esteem, probation, gang involvement, or parenting issues,the program will provide holistic support by connecting them to specialized resources. The Career Navigator will assess each participant's individual needs and, where appropriate, refer them to local organizations offering targeted services. These may include behavioral health organizations such as NAMI-OC, Peer Voices, and Waymakers, which provide mental health support, aswell as programs like H.I.R.E, which serves justice-involved youth with reintegration and personal development resources. L.The Rebuilding Careers for Young Adults program will also provide referrals for drug and alcohol counseling. Participants who need support in this area will be connected with sober living facilities, such as Nancy Clark, as well as detox services.The program maintains a network of nonprofit case managers who collaborate and share resources through online platforms and monthly meetings, ensuring that youth have access to the comprehensive guidance and counseling they need to address any substance use challenges they may face. By offering these EXHIBIT 2 support services, the program ensures that youth are not only prepared for their future careers but are also equipped to overcome personal challenges and thrive in all areas of their lives. 10.Workshops M.The Rebuilding Careers for Young Adults program will offer a variety of workshops designed to help youth build the skills necessary for career success. These workshops will be provided through a combination of in-person sessions and self-paced learning, offering a comprehensive learning experience.The workshops will be conducted at the Working Wardrobes Career Success Center in Santa Ana, with a total of 10 workshops scheduled throughout the one-year program term, divided into two cohorts (5 workshops per cohort). Each cohort will participate in a series of five signature workshops including You've Got Skills/O*Net Career Assessment, Navigating Success in the Workplace, Power of Your Image (professional branding), Resume/Job Search Strategies, Mock Interviewing. In addition, participants will have access to two self- paced learning exchange platforms that offer additional workforce readiness and professional skill building courses. Participants will have access to both the FUBU and Accenture sponsored platforms that offer on-demand workforce related virtual courses that support the in-person workshop topics for the duration of the program. Through these workshops, the Rebuilding Careers for Young Adults program will provide youth with a well-rounded skill set to excel in both their personal and professional lives, these workshops will include: • Financial Literacy/Budget Management: In partnership with board members and volunteers from local banks like U.S. Bank and Sunwest Bank, the program will offer workshops covering essential financial skills, such as budgeting, credit management, saving for the future, and navigating financial challenges.These sessions are designed to empower youth with the knowledge to manage their finances responsibly, setting them up for economic independence and long-term career success. • Analytical Skills at the Workplace: Participants will gain valuable analytical skills needed in the workplace through access to the self-paced WW Learning Exchange curriculum, sponsored by Accenture and FUBU.This curriculum will focus on developing critical thinking, problem-solving, and decision-making abilities, all of which are essential for success in any industry. Participants will have the opportunity to build these skills in a flexible, self-paced learning environment, equipping them to tackle complex workplace challenges with confidence. • Professional Communication Skills (Verbal,Written, Physical): All workshops will incorporate activities to enhance both written and verbal communication abilities. Additionally, participants will have access to the self-paced WW Learning Exchange curriculum, sponsored by Accenture and FUBU, providing further opportunities to build professional communication skills for success in the workplace. • Navigating Success in the Workplace: The objective of this workshop is for participants to learn the necessary life skills needed when joining a new workplace.This includes understanding employer and employee expectations, identifying new work culture EXHIBIT 2 norms like communication styles and appropriate behavior, and managing outside life experiences while learning a new role orjob. • Power of Your Image: The goal of this workshop is to help participants distinguish between personal and professional image and understand how each impacts both the job search process and success after securing a position. Participants will learn the components of a professional brand, including appearance, communication style, online presence, reputation, and work ethic. In this session,they will craft an Elevator Pitch, practice professional greetings, and learn basic professional language skills. • You've Got Skills/O*Net Interest Profiler: The objective of this workshop is for participants to learn the difference between soft vs. hard skills and begin to self-identify their natural and learned talents as a starting point to crafting the Story of You! Participants will be introduced to the ONet Online website that utilizes national and local data from the U.S. Department of Labor to provide comprehensive information about a vast range of positions and industries. A facilitator will help participants navigate the website, use the ONet Interest Profiler to take a career assessment, and select and deep dive into their top 3 career interests. • Building Blocks of a Resume/Job Search Strategies: The objective of this workshop is to learn the purpose of a resume, identify the key sections, learn how resumes are processed in an applicant tracking system (ATS), and start to draft the professional summary or objective using the self-identified skills from the previous workshop. Participants will gain practical tips for creating clear, concise resumes that are effectively written and optimized for success when submitted through applicant tracking systems. Participants will also learn strategies for researching desired careers, maximizing network opportunities, and setting up effective communication systems. • Mock Interviewing:The objective of this workshop is to learn the basics of how to prepare before, during, and after an interview, including developing success stories for some of the most commonly asked behavioral interview questions. In this session, participants will use tools like the S.T.A.R. method to write stories utilizing their previously identified skill set, elevator pitch, and work/life experiences.This interactive workshop will provide a supportive space for participants to practice interviewing, utilizing an interview feedback form that offers the interviewer the opportunity to provide constructive feedback on presentation, communication, and storytelling. EXHIBIT 2 11.Will your agency provide Civic Engagement or Leadership Development A. Working Wardrobes will not provide a civic engagement opportunity or leadership development opportunity for participating youth. 12. Supportive Services The program will offer a range of supportive services to ensure youth have the necessary resources to overcome barriers and achieve their employment goals. These services include transportation assistance, such as gasoline debit cards and bus passes,to help participants attend interviews,job training, and other employment-related opportunities. Additionally, the program will provide support for essential incidental needs, such as obtaining identification or credentials, covering background check costs, and professional grooming.These services are designed to help participants address barriers to employment, making it easier for them to secure and maintain jobs. To further support their professional growth, each participant will participate in Working Wardrobes' signature wardrobing experience in a department like Wardrobe Center located in the Career Success Center. Youth will receive an interview ready, business casual outfit,top, bottom, shoes, and accessories,to help them make a strong impression during interviews and on the job. The Wardrobe Specialist will provide personalized assistance, ensuring that each participant receives an outfit that aligns with their professional needs and goals.These supportive services are crucial for empowering youth to succeed in their career pursuits. Working Wardrobes' Supportive Service Policy will be included as EXHIBIT J. 13. Incentives A.To support youth retention and goal achievement post-program exit, Working Wardrobes will offer incentives. Participants may receive incentives valued at up to $125 per milestone with a maximum of$375 per participant in the form of gas cards, grocery cards (such as Walmart or similar retailers), or general prepaid Visa gift cards upon completion of verified program activities. successful initial employment, 2nd and 4th quarter post exit employment. B.An Incentive Policy is attached to this submission as Exhibit K. 14. Follow-Up Services A.All youth participants will receive follow-up services for a minimum of 12 months after exiting the program (option to complete virtual or in-person at Career Success Center). This begins with an exit survey that includes a client testimonial and feedback about services upon exit. After exiting the program, clients will still receive updates about job opportunities, resources and Working Wardrobes events through a period email distribution newsletter. Clients may also request to utilize the Job Search Lab located at the Career Success Center to access the computers and resource library. The Career Navigator will conduct quarterly check- EXHIBIT 2 ins for one year post exit.These services will be personalized to each participant's needs and include ongoing support to help them maintain employment, pursue further education, and address any challenges they may encounter in their careerjourney. B.The Career Navigator will continue their case management and serve as the primary point of contact, offering personalized coaching and mentoring throughout the follow-up process.This continuous support will help participants address any challenges they encounter in areas such as job retention, career advancement, and further education. By offering tailored guidance, the Career Navigator will ensure that participants stay on track to achieve their long-term goals. This may include connecting them to resources that will help remove newly discovered barriers to completing certification programs and/or maintaining employment. C. Each participant's progress will be assessed post-program through quarterly follow-ups. The Career Navigator will track key performance indicators, including employment status,job retention, career advancement, and continued education. A series of questions will be asked during the quarterly follow-ups and captured in Working Wardrobes' CRM, Casebook. Participants will be engaged in goal-setting discussions during each follow-up, ensuring that they are progressing toward their personal and professional milestones.The program will ensure that all youth meet the performance indicators by providing consistent support and adjusting services as needed to address challenges or barriers that may arise during the follow- up period. D-E.To encourage youth retention and goal attainment,the program will provide incentives during the follow-up period. Each participant will be eligible for a $125 incentive in the form of a gift card once they secure initial employment during the contract year. To receive the incentive, participants must submit documentation that includes a completed form, a client testimonial, and a copy of their first paycheck. Additional incentives of up to $125 will also be made available to participants who maintain employment during the 2nd and 4th quarterfollow- up post exit.These incentives are designed to reinforce positive outcomes and encourage continued engagement in the program. Additionally, participants will maintain access to Working Wardrobes' ongoing services as needed, such as career coaching, workshops, and self-paced learning platforms. By providing continued access to these resources, the organization ensures that participants receive the necessary tools and guidance to thrive in their professional lives, leading to sustained success in their careers. 15.WIOA Performance Indicators 1. Percent of participants in education or training or unsubsidized employment during the 2nd quarter after exit. Working Wardrobes anticipates that 68%of the 20 enrolled participants will participate in education, training or unsubsidized employment during the 2nd quarter after exit. A 12-month follow-up ensures outcomes are tracked during the critical second quarter after program exit. EXHIBIT 2 Ongoing contact and wraparound support help participants successfully retain employment or remain enrolled in education or training programs. 2. Percent of participants in education or training or unsubsidized employment during the 4th quarter after exit. Working Wardrobes anticipates that 62%of the 20 enrolled participants will participate in education, training or unsubsidized employment during the 4th quarter after exit. Employment tracking will continue through the fourth quarter, with ongoing support from the Career Navigator. Employment status and education progress are monitored, and assistance is provided for career advancement, certifications, or reemployment as needed. 3. Document the median earnings of participants in unsubsidized employment during the 2nd quarter after exit. Wage data will be collected through participant surveys, and state wage records.This information allows accurate calculation of median earnings for participants employed during the second quarter after exit, helping assess program impact and inform future employer partnerships. 4. Percent of participants who obtain a recognized postsecondary credential or secondary diploma during participation or within 1 year after exit. Working Wardrobes anticipates that 62%of participants who are enrolled in postsecondary credential or secondary diploma programs will attain certification and/or diploma. Staff assist participants with exam preparation, credentialing application processes, and provide barrier removal (e.g., transportation, childcare referrals). Working Wardrobes' follow-up services extend credential support beyond program exit to maximize postsecondary attainment. 5. Percent of participants achieving measurable skill gains during education/training leading to a credential or employment. Working Wardrobes anticipates that 59%of participants who are enrolled in postsecondary credential or secondary diploma programs will achieve measurable skill gains during education/training. Skill gains are tracked using as least one of the five MSG measures, which include Educational Functioning Level, secondary school diploma, transcript/report card, progress towards established milestones and skills progression. Each participant's measurable skills gains are documented to ensure progress toward employment or credentialing goals. 6. Effectiveness in serving employers. Working Wardrobes' builds relationships with local businesses to align employer workforce needs with participant skills.The organization will collect feedback on job readiness, retention, and satisfaction, using it to adjust training offerings and develop sector-specific opportunities based on labor market trends. Working Wardrobes will measure its effectiveness in serving employers by tracking the retention of employer partnerships and feedback received. Specifically, the organization will assess retention in the 2nd and 4th quarters after exit through quarterly check-ins conducted EXHIBIT 2 by the Career Navigator, who will also gather employer feedback. Additionally, Working Wardrobes will monitor how many participants secure employment with the same employer either during their work experience or upon hire. 17. Fiscal Competency A-B. Working Wardrobes uses a structured process to capture and report fiscal data. All financial transactions are logged into a centralized financial management system.The Career Navigator documents and tracks requests, approvals, and payments for Participant Tuition Assistance, Incentives and Supportive Services.This ensures that all payments comply with budget limits and eligibility criteria. Financial reports are generated regularly to assess expenditure trends,track costs, and maintain transparency. Working Wardrobes' HR management system, Rippling will be used to track time, attendance and compensation for the WEX program. A copy of the organization's procurement policies and procedures will be provided as Attachment P. C. Working Wardrobes ensures compliance with government-funded programs by understanding all contract requirements, maintaining accurate documentation, and conducting regular reviews of service and financial data.The organization uses financial management software to track expenditures, monitor budgets, and ensure fiscal accountability. Program staff follow strict guidelines for approving and issuing payments. During the paid work experience, participants will track time and attendance through a system aligned with Working Wardrobes'financial management system.They will also use the HR management system, Rippling to access their schedule, sign in/out, and track bi-weekly compensation. Employer host sites will use a physical timesheet, which is reviewed, signed, and returned weekly. The Career Navigator will regularly review these logs for accuracy, and a form is provided for tracking and submitting weekly hours for approval. D.The invoicing process starts with the Career Navigator submitting payment requests, which are reviewed by the Client Services Manager and approved by the Director of Client Services. Payments are made via company checks or credit cards to service providers. Program staff, trained in financial management, ensure compliance with fiscal guidelines.The Chief People and Operations Officer oversees accounting, with invoicing handled by a Senior Accountant and supported by a fractional CFO from Fohrman & Fohrman, Inc. The Career Navigator, Wardrobe & Inventory Specialist, and Career Development Coordinator manage data collection and internal monitoring, collaborating with the accounting team to resolve any issues. E. Working Wardrobes maintains financial stability through a diversified funding base, including individual donations, corporate sponsorships, foundation grants, and earned income from program services.This model ensures resilience and the ability to continue providing high- quality services despite fluctuations in WIOA funding. F. A significant amount of the budget is allocated to youth services, including paid work experience, training, supportive services, and tuition support.The remaining funds cover overhead and administrative costs. All expenditures are monitored for alignment with program EXHIBIT 2 goals. Payments for Participant Incentives, Tuition and Supportive Services, including gasoline debit cards and bus passes, are issued via company checks or credit card to service providers, with no direct payments to participants. Supporting documentation, such as a supportive service request form signed by the participant, Career Navigator and Client Services Manager, invoices and receipts, will be collected and reviewed for compliance with program guidelines. EXHIBIT 2 Working Wardrobes Work Experience (WEX) Policy Guide Effective 7/1/2025 Purpose Working Wardrobes offers learning opportunities through Work Experience (WEX) to support participants in building practical skills and confidence in a real-world work setting. WEX is designed for individuals with limited work history, employment gaps, or financial instability,and complements our Job &Career Support services while participants continue their active job search. Work Experience activities may include: • Internships and job shadowing. • On-the-job training opportunities. WEX services are provided in accordance with active grant contracts,which define eligibility,target populations, and applicable program regulations and guidelines Participant Compensation and Available Hours Participants engaged in WEX shall be compensated at minimum California minimum wage or more depending on funding availability. Participants will complete an average of approximately 240 hours of Work Experience (WEX),unless otherwise specified by the applicable contract or funding requirements. Allowable Expenditures If contract allows funds may be used to pay wages and staffing costs for the development and management of work experience. Allowable expenditures beyond wages may include the following: • Staff time spent identifying potential work experience opportunities. • Staff time working with employers to develop the work experience. • Staff time spent working with employers to ensure a successful work experience. • Staff time spent evaluating the work experience. • Classroom training or the required academic education component is directly related to the work experience. • Orientation sessions for participants and employers. EXHIBIT 2 • Participant recruitment and screening for work experience eligibility. • Assessment of participant readiness for work experience placement. • Creation and documentation of the individual work experience plan. • Preparing the participant for workplace expectations and soft skills. • Ongoing case management and coaching during placement. • Addressing attendance, performance, or behavioral concerns. • Communication with participant regarding schedule,expectations,and progress • Monitoring participant progress and documenting case notes. • Follow-up support to help transition from WEX to unsubsidized employment. Positions Available Front Desk Ambassador: Plays a key role in maintaining the integrity of our office space and ensuring that guests have a positive first impression each time they visit.Also plays a key support role for staff with various administrative and clerical tasks Retail Operations Coordinator: Provides excellent customer service,assists with merchandising,and supports store operations across multiple locations. Donation Center Operations Coordinator: Keeps the Donation Center running smoothly, handles inventory,maintains quality control,and supports daily operations. Staff Roles Client Services Manager: Oversees implementation and launch of the Work Experience (WEX) program; coordinates across staff to ensure readiness, compliance,and timely onboarding of participants; supports staff throughout the placement process; and provides guidance and coaching to promote successful participation and positive workplace engagement,and participates in periodic check-ins and evaluations of participant progress Career Navigator: Determines eligibility and supports program enrollment; assesses appropriateness and readiness for Work Experience (WEX); develops and updates the Individual Employment Plan (IEP); coordinates and facilitates the participant introduction with the worksite supervisor; and provides ongoing guidance to help the participant navigate workplace expectations, engagement,and success. People Operations Manager: Supports the application and initial interview process; completes employment onboarding requirements,including I-9 verification and new hire documentation; and serves as the HR point of contact for worksite supervisors regarding personnel policies,workplace concerns,and compliance-related matters. Site Manager:Provides day-to-day supervision and training to the participant; assigns tasks that support skill development and exposure to workplace expectations;verifies participant attendance and approves timesheets; communicates performance,attendance, or EXHIBIT 2 workplace concerns to Working Wardrobes staff, and participates in periodic check-ins and evaluations of participant progress. Participant Onboarding 1. Participants complete workshop and coaching appointments for multiple workforce readiness services including Soft Skills, Resume,and Interview Practice along with a professional wardrobing appointment. 2. The People Operations Manager opens available WEX positions and invites appropriate participants to apply. The People Operations Manager conducts a brief phone screening and shares feedback with the Career Navigator regarding placement readiness. 3. The Career Navigator schedules a meet-and-greet with the worksite supervisor, which serves as the final placement interview. 4. The participant is moved to hired status and completes any required background check S. Once cleared,the participant attends program orientation,which includes: a. Staff orientation and workplace expectations b. Navigating Success in the Workplace workshop c. Timekeeping platform setup d. Required online trainings 6. The participant connects with the worksite supervisor to confirm schedule,start date,and reporting expectations prior to the first day of training. Documentation Working Wardrobes documents each participant's Work Experience (WEX) participation in its primary case management system, Casebook. Staff maintain a continuous record of the participant's WEX journey,including training start and end dates,placement details,case notes,attendance patterns,and progress updates.Case notes document participant successes,skill development,and any concerns or barriers impacting participation. For contracts that require reporting in an external system,such as Ca1JOBS,staff also enter required activities,services,and outcomes into the designated platform. Timekeeping & Payroll Participants record their hours by clocking in and out using Working Wardrobes' staff timekeeping platform and by completing and signing timesheets. Completion & Transition Upon completion of Work Experience (WEX),staff evaluate skill development and support the participant's transition to unsubsidized employment,continued job search, or additional EXHIBIT 2 training as appropriate. Exit and follow-up services are documented in the primary case management system, Casebook,and in any external reporting platform required by the applicable contract. Record Retention All participant records are retained grant requirements and made available for monitoring. EXHIBIT 2 Working Wardrobes Supportive Services Policy Guide Effective 7/1/2025 Purpose Supportive Services are provided to assist participants in overcoming documented employment- related barriers that prevent participation in program services,training,Work Experience (WEX), job search activities, or employment retention. Supportive Services are a temporary intervention and are not intended as general financial assistance. Supportive Services: • Must be directly connected to the participant's employment or training goal • Must be documented in the participant service plan and case notes • Are provided on a case-by-case basis • Are contingent upon funding availability and program eligibility • Are not an entitlement and are not guaranteed Eligibility and Determination of Need Working Wardrobes utilizes a holistic service approach that recognizes employment success is impacted by basic needs stability.Supportive services may be provided when a participant's immediate needs to create a documented barrier to participating in program services,training, Work Experience (WEX),interviews,or employment. Requests are evaluated on a case-by-case basis and must demonstrate a clear connection between the requested support and the participant's ability to participate in their employment plan. Supportive services may be approved when: • A barrier to participation or employment is identified • The service directly enables participation in program activities • The participant is actively engaged in services Supportive services maybe denied when: • The need is not related to employment participation • The participant is not engaged in services • Funding is unavailable EXHIBIT 2 Required Documentation and Justification Narrative All supportive services must be fully documented and clearly connected to the participant's employment plan.The Career Navigator must document the request in the participant's service plan and case notes in Casebook and ensure the file demonstrates how the service supports participation in program activities,training,Work Experience (WEX),job search,or employment. Each supportive service must include: • Completed Supportive Service Request Form • Written justification explaining the employment barrier • Approval signature • Proof of payment/purchase • Proof of receipt by participant, if required by contract o One-Time Waiver: Should a participant lose his/her receipt,they will be required to complete an applicant statement with all pertinent information. Should a participant lose a subsequent receipt,they will be penalized by not being able to obtain another supportive service for a 30-day period. • Case note and service entry in Casebook,and in any external reporting platform required by the applicable contract The justification narrative must explain: • The employment barrier • Why the barrier prevents participation or employment • How the requested service resolves the barrier • The expected employment activity or engagement following receipt of the service Types of Supportive Services Allowable supportive services vary by contract.They may include,but are not limited to: Transportation • Gas cards or public transit passes • Rideshare assistance when no reasonable transportation alternative exists • Automotive repair assistance necessary for transportation to employment or program activities (case-by-case review) • Other transportation needs such as car registration,insurance payment, etc. Employment Preparation and Work-Related Needs • Interview clothing or required work attire not covered through wardrobing • Work shoes or safety equipment required for employment or WEX EXHIBIT 2 • Required employment tools,supplies,or uniforms • Fees for background checks,fingerprinting,or employment screening Documentation and Employment Requirements • State identification cards or driver's license fees • Birth certificates or other required employment documentation • Testing or licensing fees required for employment • Background checks Training and Education Support • Tuition assistance for approved short-term occupational training • Certification exam fees • Required course materials,books, or supplies Basic Needs Related to Participation • Limited food assistance when food insecurity prevents attendance or participation • Hygiene or grooming items necessary for interviews,work, or WEX participation • Minor household or utility assistance when loss of service would prevent participation Other Barrier-Removal Services • Other supportive services determined necessary to enable participation in the participant's employment plan Career Navigator The Career Navigator is responsible for identifying and documenting participant need and initiating supportive service requests. Duties include: • Assessing and documenting the employment-related barrier • Discussing alternative resources with the participant when appropriate • Completing the Supportive Service Request Form • Providing written justification connecting the service to participation in program activities or employment • Collecting required documentation and participant signatures • Obtaining invoice or estimate when applicable EXHIBIT 2 • Uploading the completed packet and supporting documentation to Casebook,and in any external reporting platform required by the applicable contract • Entering the appropriate service and case note in Casebook, and in any external reporting platform required by the applicable contract • Obtaining proof of receipt from the participant Program Manager The Program Manager is responsible for review,approval,and processing of supportive services. Duties include: • Reviewing requests for completeness,eligibility,and funding availability • Approving or denying supportive service requests • Purchasing approved items,issuing gift cards,or submitting check requests • Ensuring appropriate documentation is collected • Submitting documentation for accounting and audit compliance • Recording the expense in the contract expense tracker Program Director The Program Director provides oversight and additional authorization for higher-cost requests. • Reviews and approves supportive service requests exceeding$1,000 • Ensures requests are reasonable,necessary,and aligned with contract and program guidelines EXHIBIT 2 TO WHOM IT MAY CONCERN Subject: Loss of receipts for gas purchase have misplaced the receipt for (type of purchase) at (store) issued to me for the month of Date of Purchase: Amount Spent: I understand that I may be subject to sanctions imposed by Working Wardrobes as per its policies on supportive services. Print Name: Signature: One-Time Waiver: Should a participant lose his/her receipt,they will be required to complete an applicant statement with all pertinent information. Should a participant lose a subsequent receipt, they will be penalized by not being able to obtain another supportive service for a 30-day period. EXHIBIT 2 EXHIBIT 2 Working Wardrobes Incentives Policy Guide-Effective 7/1/2025 Purpose Working Wardrobes provides participant incentives to encourage engagement, recognize progress, and reinforce achievement of key program milestones that support employment outcomes. Incentives are not supportive services and are not intended to remove employment barriers or provide financial assistance. Instead, incentives are performance-based and awarded after completion of specific program activities aligned with employment readiness, education, and job placement. Incentives: • Are earned by completing defined program milestones • Are provided after verification of completion • Are contingent upon funding availability and program eligibility • Are not an entitlement and are not guaranteed • Do not replace supportive services EXHIBIT 2 Eligibility Participants must be enrolled and in good standing with the program to be eligible to receive incentives. A participant is considered in good standing when they: • Are actively participating in program services • Maintain communication with staff • Complete scheduled activities Participants who are unsuccessfully exited,non-responsive,or dismissed from the program are not eligible for incentives. Eligible Milestones Incentives may be issued for successful completion of the following verified achievements: Program Engagement • Completion of enrollment and orientation process, • Completion of any assessments,pre surveys as required by the program • Completion of Individualized Employment Plan Employment Achievement • Obtaining unsubsidized employment Continued Verification of Employment • Providing continued proof of employment based on contract guidelines and success measures Education&Training • Completion of secondary education (e.g., High School Diploma or GED) • Completion of an approved occupational training or certification program Program Completion • Completion of the program exit interview (includes completion of any updating of documents, surveys assessments) EXHIBIT 2 Milestones must be verified and documented in Casebook and any required external reporting system prior to incentive issuance. Documentation Requirements All incentives must be documented and verified prior to issuance. Each incentive must include: • Verification of milestone completion • Case note documenting the achievement • Approval from the Program Manager • Participant signature acknowledging receipt • Copy or record of the incentive issued • Entry in Casebook and any required external reporting platform Types of Incentives Incentives may be issued in the form of: • Gas cards • Grocery cards (e.g.,Walmart or similar retailer) • General prepaid Visa gift cards The specific type and value of the incentive may vary depending on funding source and budget availability. Incentives are issued only after staff verify completion. Staff Roles Career Navigator • Verifies participant milestone completion • Documents achievement in Casebook and any required external reporting system • Requests incentive issuance • Collects participant signature upon receipt • Uploads documentation Program Manager • Confirms milestone verification • Approves incentive issuance EXHIBIT 2 • Distributes gift card or prepaid card • Maintains documentation for audit compliance • Records the expense in the contract expense tracker Program Director • Provides oversight of the incentive program • Approves incentive amounts exceeding standard program thresholds General Guidelines • Incentives are subject to available funding and may change based on contract or program guidance. • Incentives are provided only after milestone completion and cannot be issued in advance. • Incentives are not wages,stipends,or compensation for participation. EXHIBIT 2 NVOIA1:i 11(f NV-jjA(jjA0j)CS Procurement Policy 1. Purpose The purpose of this Procurement Policy is to ensure that Working Wardrobes conducts procurement activities in a transparent, ethical, and cost-effective manner while supporting our mission of helping people overcome barriers to gainful employment. 2. Scope This policy applies to all purchases of goods and services made on behalf of Working Wardrobes, including those by employees, volunteers, and contractors. 3. Guiding Principles • Integrity: All procurement activities must be conducted with honesty and fairness. • Accountability: Staff must ensure that funds are spent responsibly and aligned with the organization's goals. • Cost-Effectiveness: Purchases should offer the best value for money without compromising quality. • Compliance: All procurement must adhere to applicable laws, regulations, and funding requirements. • Sustainability& Diversity: Consideration should be given to environmentally sustainable products and diverse suppliers, including small, minority-owned, and women-owned businesses. 4. Procurement Process 4.1 Purchase Authorization • Purchases up to $500 may be approved by department heads. • Purchases between $501 and $10,000 require approval from the Chief People and Operations Officer. • Purchases exceeding $10,000 require approval from the CEO. 4.2 Vendor Selection • For purchases under $5,000, a single quote is sufficient. • For purchases between $5,001 and $25,000, at least two written quotes should be obtained. • For purchases exceeding $25,000, a formal Request for Proposal (RFP) process should be conducted. EXHIBIT 2 NVOIA1 J11(f NV-11A(11A01)CS • Sole-source procurement is allowed only when justified and approved by leadership. 4.3 Conflict of Interest • Employees and volunteers must disclose any relationships with vendors that could present a conflict of interest. • Procurement decisions should be made objectively and in the best interest of the organization. 4.4 Contracting& Documentation • All agreements must be documented in writing and signed by authorized representatives. • Contracts over $10,000 should be reviewed by legal counsel. • Records of procurement activities, including quotes and approvals, must be maintained for auditing purposes. S.Vendor Management • Vendors should be evaluated periodically based on performance, cost, and service quality. • Long-term partnerships should be reviewed annually to ensure continued value and alignment with organizational needs. 6. Policy Review This policy will be reviewed annually and updated as necessary to reflect changes in regulations, funding requirements, or organizational priorities. Effective Date:January 1, 2025 Approved By: Derek Benson, Chief People & Operations Officer EXHIBIT 2 YSPN MEMBER PERFORMANCE PLAN 2026-2027 Working Wardrobes WIOAYOUTH POPULATION Youth Population Ages #of Youth to be Served In-School 16-18 0 Out-of-School(75%minimum) 16-24 20 TOTAL NUMBER OF YOUTH TO BE SERVED 20 PROJECTED ENROLLMENTS& EXPENDITURES (NOTE: 100%OF YOUTH MUST BE ENROLLED BY 2ND QUARTER-DECEMBER 31,2026) #of Enrollments Quarter Estimated Expenditures per Quarter per Quarter ist 10 $50,000 2nd (100%Enrollment Required) 10 $65,000 3�d $50,000 4th $35,000 TOTAL 20 $200,000 14 WIOA ELEMENTS PERFORMANCE MEASURES mark a "x" next to the elements provided in your (Projected Benchmarks subject to change program Baseline=BL) 1.Tutoring,study skills training, dropout prevention 1.%of Participants who are in education/training, strategies or in unsubsidized employment during the 2nd 2.Alternative secondary school services or dropout quarter after exit recovery Benchmark: 68% x 3. Paid&unpaid work experience that have 2.%of Participants who are in education/training, academic and occupational components, which may or in unsubsidized employment during the 4th include:summer employment,pre-apprenticeship, quarter after exit internships &job-shadowing, or On-the-Job training Benchmark: 62% (20%of funds must be used for this element) x 4.Occupational skills training—priority for 3.The median earnings of Participants in recognized credentials aligned with sectors in unsubsidized employment during the 2nd quarter demand after exit Benchmark:$4000 *Pending further State and Federal guidance. x S. Education offered concurrently with workforce 4.%of participants who,during the program,are preparation activities in education or training that leads to a recognized 6. Leadership development,community service& postsecondary credential or employment AND peer-centered activities who are achieving measurable skill gains x 7. Supportive Services Benchmark: 59% x 8.Adult mentoring Pending further State and Federal guidance. x 9. Follow-up services for not less than 12 months 5.%of Participants who obtain a recognized after exit(required) postsecondary credential or secondary diploma 10. Comprehensive guidance& counseling drug& during participation OR within 1 year after exit alcohol,etc. Benchmark: 62% x 11. Financial literacy 6. Effectiveness in serving employers 12. Entrepreneurial skills training Benchmark: BL* x 13. Labor marker information-career awareness and exploration *Pending further State and Federal guidance. x 14.Activities to help youth prepare for and transition to postsecondary education EXHIBIT B 1 EXHIBIT 2 COMPLAINT HANDLING UNDER THE Workforce Innovation Opportunity Act Santa Ana Local Workforce Development Area Revised May 20, 2019 EXHIBIT C EXHIBIT 2 Table of Contents I. Information Regarding Complaints 3 A. Nondiscrimination and Equal Opportunity Complaints 3 1. Policy Statement 3 2. Civil Rights 4 3. Nondiscrimination laws under WIOA 4 4. How to File Your Complaint 5 B. Criminal Complaints 6 II. General Procedures for Handling Non-Criminal Violations of the Act 6 III. Procedures for Handling Complaints at the LWDA Level 8 IV. Procedures for Handling Complaints at the State Level 12 V. Procedures for Handling Discrimination Complaints by Participants 15 VI. Procedures for Handling Disability Complaints by Participants 17 GLOSSARY OF WIOA TERMS 20 2 EXHIBIT C EXHIBIT 2 I. Information Regarding Complaints A. Nondiscrimination and Equal Opportunity Complaints 1. Policy Statement In carrying out the purpose of the Workforce Innovation Opportunity Act (WIOA), the City of Santa Ana Local Workforce Development Area (LWDA) will establish programs to prepare youth and unskilled adults for entry into the labor force and to afford job training to those individuals facing serious barriers to employment. Every effort will be made to provide services necessary for eligible individuals to obtain productive employment. In implementing WIOA, all contractors in the Santa Ana LWDA will foster equal opportunity and non-discrimination, as provided in State and Federal equal opportunity and non-discrimination laws including, but not limited to: • Title VI of the Civil Rights Act of 1964 • Title VII of the Civil Rights Act of 1964 • The Age Discrimination Act of 1975, as amended • Section 503 of the Rehabilitation Act of 1973 • Section 504 of the Rehabilitation Act of 1973 • Title IX of the Education Amendments of 1972 • Section 188 of the Workforce Innovation Opportunity Act of 2014 In keeping with our commitment, no individual shall be excluded from participation in, denied benefits of, subjected to discrimination under, or denied employment, in the administration or of in connection with any WIOA funded program because of race, color, religion, sex, national origin, age, disability, or political affiliation or belief. Participation in programs and activities financially assisted in whole or in part under WIOA shall be open to citizens and nationals of the United States, lawfully admitted permanent resident aliens, lawfully admitted refugee, parolees, and other individuals authorized by the Attorney General to work in the United States. No individual will be intimidated, threatened, coerced, or discriminated against because of filing a complaint, furnishing information, or assisting or participating in any manner in an investigation, compliance review, hearing or any other activity related to the administration of WIOA. 3 EXHIBIT C EXHIBIT 2 Administration responsibility for this Equal Opportunity/Affirmative Action (EO/AA) Program is delegated to the Equal Employment Opportunity (EEO) Officer for the Santa Ana local Workforce Development Area. Equal opportunity and non- discrimination, however, will only be achieved through leadership and implementation of a viable Affirmative Action Equal Opportunity Program. 2. Civil Rights No one applying for or enrolled in the Workforce Innovation Opportunity Act (WIOA) programs may be discriminated against because of race, color, creed, disability, national origin, sex, age, political affiliation, or beliefs. This means that —for any of the characteristics listed above: • You may not be denied the opportunity to enroll in WIOA. • No benefits or services may be denied you for discriminatory reasons. • You may not be segregated or treated any differently from other applicants or participants, while you are being registered, interviewed, counseled or tested; or while you are working or attending classes as part of the program. • You must be provided an equal chance to use all facilities available in the program. • Fair employment practices must be provided to all staff with regard to recruiting, hiring, transferring, promotions, training, compensation, benefits, layoff, and termination. You have the right to make a complaint if you feel you have been denied any of the above opportunities. You cannot in any way be penalized for filing a complaint. Your WIOA sponsor has established a mechanism for handling complaints and grievances. Your complaint must be filed within 180 days. All complaints will be handled confidentially. 3. Nondiscrimination Laws under WIOA Title VI of the Civil Rights Act of 1964 Prohibits discrimination on the basis of race, color, national origin, or religion. The Age Discrimination Act of 1975 Prohibits arbitrary discrimination against persons' age 40-70. The Rehabilitation Act of 1973 4 EXHIBIT C EXHIBIT 2 Prohibits discrimination based on disability. Title IX of the Education Amendments of 1972 Prohibits discrimination in any education or training program or activity receiving federal financial assistance. OTHER CIVIL RIGHTS LAWS: Title VII of the Civil Rights Acts of 1964 Prohibits discrimination in employment based on race, color, religion, sex, or national origin in all terms and conditions of employment and establishes the Equal Employment Opportunity Commission as the administrative agency. White House Executive Order no. 11246 as Amended by Executive Order No. 11375 Creates the office of Federal Contract Compliance and prohibits discrimination based on race, color, sex, religion, or national origin. Department of Labor Secretary's Order no. 4-73 Prohibits discrimination based on sex. Equal Pay Act of 1963 Prohibits pay differential solely because of sex. Emergency Employment Act of 1971 Prohibits discrimination based on race, creed, national origin, political affiliation, or beliefs. 4. How to File Your Complaint a. Put your complaint in writing. b. Have it sworn to before a notary public, if possible. c. Provides details that tell what happened, where it happened and when it happened. d. Give the name and addresses of all persons who were present or who had anything to do with the matter. ...Complaints on the basis of race, color, or national origin, age, sex, religion, political affiliation or belief, retaliation and citizenship, must be filed within 180 days of the alleged occurrence directly with: 5 EXHIBIT C EXHIBIT 2 Director Civil Rights Center U.S. Department of Labor, Room N-4123 200 Constitution Ave., NW Washington, D.C. 20210 Complaints on the basis of disability must be filed within 180 days of the alleged occurrence. These complaints must be filed directly with the WIOA administrative entity. The WIOA administrative entity shall issue a written decision within 30 days of the filing of the complaint. If the complaint is still unresolved, an appeal may be made to the Chief of State Workforce Investment Division Office. The Department of Labor, the Civil Service Commission, the Equal Employment Opportunity Commission, and many other offices and agencies are committed to assuring equal employment opportunities for all persons. They will protect you. A case may be taken to court if the other processes do not yield satisfactory results. You may hire your own lawyer, or if you cannot afford one, the court may appoint one for you. It is unlawful for an employer, union, or employment agency to punish you or any witness for attempting to present the facts in a case. YOUR CIVIL RIGHTS UNDER THE WORKFORCE INNOVATION OPPORTUNITY ACT Santa Ana Local Workforce Development Area 801 W. Civic Center Drive, Suite 200 Santa Ana, CA 92701 (714)565-2600 B. Criminal Complaints In accordance with the WIOA and the implementing code of Federal section 667.600.... Federal handling of criminal complaints and report fraud, abuse and other criminal activity. "All information and complaints involving fraud, abuse or other criminal activity shall be reported directly and immediately to the City of Santa Ana and the Secretary of Labor." II. General Procedures for Handling Non-Criminal Violations of the Act The following procedure is promulgated to meet the requirements of Title 20, of the Code of Federal Regulations, Section 186 through 188 of the WIOA regulations, and Section 181 of the Act (Public Law 105.200: 29 U.S. Code Sec. 2931 et seq.) at the State and LWDA level for the receipt, investigation, hearing, and resolution of complaints by WIOA participants, sub 6 EXHIBIT C EXHIBIT 2 recipients, applicants for participation, or financial assistance, labor unions, community based organizations, or any other persons. These procedures provide for resolution of non-criminal complaints arising from the operation of the Santa Ana LWDA. A complaint is defined here as a written expression by a party alleging a violation of the Act, regulations promulgated under the Act, recipient grants, sub agreements, or other specific agreements under the Act, including terms and conditions of employment of such participants in employment training programs. All complaints, amendments and withdrawals shall be in writing. These procedures are intended to resolve matters which concern policies, procedures or action(s) arising in connection with WIOA programs operated by each LWDA grant recipient and sub recipient under the Act. These procedures shall not be construed as affecting any other available legal remedy outside of the WIOA complaint process (i.e., disputes regarding terms and conditions of employment of any employee who is not a participant), either separately or simultaneously, that a person may wish to pursue in the resolution of a non-WIOA complaint. Also, these procedures do not restrict the LWDA grant recipient staff in carrying out informal discussion Procedures do not restrict the LWDA grant recipient staff in carrying out informal discussion and resolution of any problems outside of and without resort to the formal complaint procedure. A. The following principles and rules apply to all complaints at all steps of the complaint procedures: 1. All complaints must be made in writing within 180 days of the alleged occurrence, except complaints alleging fraud or criminal activity. 2. All persons filing a complaint shall be free from restraint, coercion, reprisal, or discrimination. Good faith efforts shall be made to informally resolve the complaint prior to the scheduled hearing. Complainants have the right to withdraw their complaints (in writing) at any time prior to the hearing. A complainant may amend his/her complaint to correct technical deficiencies but not to add issues. 3. Complainants shall have the right to be represented at their own expense by person(s) of their choosing at all levels of the complaint process. 4. Upon enrollment into employment or training, participants shall be provided with a written description of these procedures, including notification of their right to file complaints and instructions for filing. An employer of participants, including private-for-profit employers of participants, may use this or other complaint resolution procedures so long as the participant is informed of the complaint resolution procedure they are to follow and the time frames governing review of complaints are met. EXHIBIT C EXHIBIT 2 A "participant", within the meaning of these procedures, is an individual who receives employment-training services under a program funded by Santa Ana LWDA. The Complaint Resolution Procedures contained herein (or the alternative procedures which an employer may use) shall be available to participants to resolve disputes regarding items and conditions of employment of such participants in employment training programs. However, such procedures shall not be used to resolve disputes regarding terms and conditions of employment of an employee who is not a participant, as defined herein. 5. If a complaint does not receive a decision at the LWDA grant recipient level within 60 days of filing the complaint or receives an unsatisfactory decision, the complainant then has a right to request a review of the complaint by the Governor. 6. Complainants must initially file and exhaust LWDA grant recipient/hearing procedures prior to appealing to the State except where the State determines that the LWDA grant recipient's procedures are not in compliance with the State's procedures. III. Procedures for Handling Complaints at the LWDA Level A. Receipt Complaints Pursuant to the WIOA regulations found at 20 CFR, Section 683.600, the LWDA administrative entities have the responsibility to conduct hearings and resolve complaints made by individuals about the administration of programs in the LWDA. "LWDA level" encompasses LWDA administrative entity and employers to which the administrative entity has delegated the complaint resolution process. The following comprise the guidelines for resolving issues arising in connection with WIOA programs operated by the Santa Ana LWDA including resolutions of complaints arising from actions, such as audit disallowances or the imposition of sanctions taken by the Governor with respect to audit findings, investigations or monitoring reports. 1. Form and Filing of Compliant Official filing date of the compliant is the date the written complaint is received. The filing of the complaint with the Santa Ana LWDA Equal Employment Opportunity Officer shall be considered as a request for hearing and a decision must be issued within 60 days. The complaint must be in writing and must be signed and dated. The complaint should also contain the following information: a. Full name, telephone number, if any, and mailing address of the complainant; b. Full name, telephone number, and mailing address of the agency involved (respondent); c. Clear and concise statement of facts including dates constituting alleged violation; d. What provisions under the Act, regulations, grant or other agreements under the Act, are believed to have been violated; s EXHIBIT C EXHIBIT 2 e. Remedy sought by the complainant; and f. If the complainant is a private or public entity or corporation, and not a natural person, the filing of the complaint must be duly authorized by the governing body of such entity or corporation. The absence of any of the requested information shall not be a basis for dismissing the complaint. A copy of the complaint must be sent to the respondent and both parties notified of the opportunity for an informal resolution. At each step of the complaint process, the complainant must be notified in writing of the next procedural step. 2. Informal Conference Informal conferences will be utilized by the Santa Ana LWDA to resolve complaints; however, such informal conferences shall not extend the time within which a decision must be issued after receipt of a complaint. Attempts at informal resolution will commence with two (2) weeks of the date of filing of the complaint. a. The EEO Officer will review the case and ascertain facts prior to the conference so that appropriate resolution can take place at the time of this meeting whenever possible. b. Although the complainant should be encouraged to attend this conference, his/her failure to do so should not preclude his/her right to request a hearing on the matter. c. If mutually satisfactory resolution results and the Santa Ana LWDA concurs, the EEO Officer will write a brief report for the file stating the issues and resolution. The matter shall then be considered closed. d. If resolution does not result, the complainant shall be provided the necessary information and assistance to request a hearing if he/she so desires. 3. Request for Hearing a. As in the case of the complaint, the request for a hearing should be put in writing and be filed in person or by mail. A governing board resolution of authorization to appeal should also be submitted when appropriate. The request should be filled with: Jennifer Sommers Sr. Personnel Analyst— EEO Officer 20 Civic Center Drive, M-24 Santa Ana, CA 92701 (714) 647-5348 9 EXHIBIT C EXHIBIT 2 b. A hearing will be scheduled by the EEO Officer within thirty (30) days of the date of filing of the complaint. 4. Notice of Hearing Upon receipt of the request for hearing, the complainant and the respondent will be notified in writing of the hearing ten (10) calendar days prior to the date of the hearing. The ten-day notice may be shortened with the written consent of the parties. A decision will be issued by the Santa Ana LWDA within sixty (60) days of the date of filing of the complaint. The hearing notice shall be in writing and contain the following information: a. The date of notice, name of the complainant, and the name of the party against whom the complaint is filed. b. The date, time and place of hearing before an impartial hearing officer. c. A statement(s) of the alleged violation(s) d. Advise as to where information or assistance may be obtained, and the name, address, and telephone number of the Santa Ana LWDA Equal Employment Opportunities (EEO) Officer who can answer inquiries. B. Conduct of Hearing The hearing shall be conducted in an informal manner with strict rules of evidence not applicable. Unnecessary technicalities should be avoided. It should provide the flexibility to enable adjustment to the circumstances presented. 1. The hearing officer shall have complete independence to obtain facts and make decisions. The hearing officer shall be in a position to render impartial decisions and thus should not be subordinate to the Santa Ana LWDA or its sub recipients. The hearing officer will be selected from a list of names on file with the EEO Officer. 2. Full regard must be given to the requirements of due process to insure a fair and impartial hearing. 3. The hearing office designated by the EEO Officer to function in a quasi-judicial capacity should begin the hearing by summarizing the record and the issue and should explain the manner in which the hearing will be conducted, making sure that everyone involved understands the proceedings. Such explanations should be adapted to the needs of the specific situation. The hearing officer might take testimony under oath or affirmation to give some assurance of veracity to the hearing. so EXHIBIT C EXHIBIT 2 4. The burden of proof should be reasonable and flexible, dependent upon the circumstances of the case involved. The hearing officer determines the order of proof. Generally, the party making the complaint has the obligation of establishing his or her case and should be examined first. 5. The party involved should have the right to be represented (at their own expense) if he/she so desires. Other he/she is limited to his/her own abilities and those to the hearing officer in obtaining testimony in the case. 6. It is important that the hearing officer obtain the fullest information for the record. If the parties involved, or their representatives, do not know how to ask the right or pertinent questions in pursuing their right to due process, it shall be necessary for the hearing officer to step in to have all the materials and relevant facts elicited. 7. The practice in informal hearings is generally not to apply strict rules of evidence in obtaining facts. However, the quantity of evidence required to support a decision on an issue should be sufficiently credible that the state (or other appropriate agency), upon reviewing the decision, would conclude that the decision is supported by substantial evidence. 8. The hearing officer should attempt to negotiate a resolution of the issue at any time prior to the conclusion of the hearing. 9. Within ten (10) days of the conclusion of the hearing, the hearing officer will issue a recommended decision to the LWDA for final determination. The recommended decision shall be in writing and may be accepted, rejected or modified by the Santa Ana Workforce Development Board. C. Issuance of Decision Within sixty (60) calendar days of filing of the complaint, the Santa Ana LWDA shall issue a written decision to all parties by first class mail. The final decision shall contain the following information: 1. The name of the parties involved. 2. A statement of the alleged violation and issues related to the alleged violation. 3. A statement of the facts. 4. The decision and the reasons for the decision. 5. A statement of corrective action, if any, to be taken. 6. Notice of the right to request, within ten (10) calendar days of receipt of the decision, a review of the decision by the State Review Panel. 11 EXHIBIT C EXHIBIT 2 D. Record of Hearing An administrative file containing support documents on the complaint resolution process hearing conducted will be retained by the Santa Ana LWDA. The purpose of a record is to serve as substantiation of the process followed by the Santa Ana LWDA on the resolution of the issues and the results. This information would then be available for subsequent review in the event the matter is raised with the State. Such records must be retained for a three- year period after the grant has been officially closed out. The Santa Ana LWDA's written decision will be included in the record. Evidence received at the hearing, notes by the hearing officer, stenographer's notes and tape recordings may also be used. E. Establishment of Complaint Procedures In accordance with Section 683.600, each employing agency including private-for-profit employers of participants under the Act is required to establish a complaint procedure for resolving matters relating to the terms and conditions of employment. Employers may operate their own grievance system or may utilize the Santa Ana LWIDA's established procedures under Section 683.600. At a minimum these procedures must include: 1. Written notice, upon enrollment into employment training services, of the scope and availability of such procedures. Employer's grievance procedures shall be set forth in a written document and must meet the regulation mandate that a complaint will be resolved with sixty (60) days from the date the complaint was filed. A copy of employer's grievance procedure shall be provided to each participant upon enrollment in employment training. 2. Written notice, at the time the grievance is filed, of the procedures under which the grievance will be processed. 3. Written notification of the disposition of the grievance and a written decision shall be issued within thirty (30) days of the filing of the grievance unless a present and long established grievance specifically provides other limits; and 4. Written notification of the participant's right to request a review of the employer's decision by the Santa Ana LWDA and the State Review Panel in accordance with Section 683.600. IV. Procedures for Handling Complaints at the State Level Section 181 (c) of the Act and the WIOA regulations at 20 CFR, Section 683.600 (d) requires the Governor to establish a State Review process of complaints filed at the LWDA grant recipient level and of complaints initially filed at the State level. Appeals of decisions issued at the LWDA level including audit disallowances and sanctions shall be reviewed by the State Review Panel. The State Review Panel shall review the record 12 EXHIBIT C EXHIBIT 2 established at the LWDA level and shall issue a decision based on the information contained therein. Complaints which may be initially filed at the State level will be heard by an independent hearing officer designated by the State Workforce Investment Division (WID). The hearing officer shall conduct a hearing and issue a recommended decision to the State Panel. The recommended decision shall be in writing and may be accepted, rejected or modified by the State Review Panel. A. Form and Filing of Complaint. 1. Request for State Review of LWDA Level Decisions On receipt of a complainant's request for review because of an unsatisfactory decision, the State shall provide for an independent state review. 2. Filing of Requests for State Review The State Review Panel shall review all LWDA level decisions when a request for review is filed within 10 days of receipt of the adverse decision. Such requests must be filed in writing with the Chief of the WID Office. The request for review should contain the following information: a. Full name, address, and telephone number of the party requesting the review b. Full name, address, and telephone number of the other party c. A copy of the decision d. Brief statement of reasons for review or the section of the LWDA decision to be reviewed including regulatory and statutory citations e. A statement of the relief sought. 3. Complainant Responsibility It is the responsibility of the complainant to include in the request for review a written statement setting forth the facts presented at the LWDA hearing which support the requested relief. The Chief, WID, shall mail a copy of the request for review to the other party and to the LWDA. It shall be the responsibility of the LWDA to submit the complete record including a typed record of the hearing to the Chief, WID, within ten (10) days. B. Conduct of Hearings. 1. Request for Hearing at the State Level 13 EXHIBIT C EXHIBIT 2 If no decision has been issued at the LWDA level or the State has determined an audit disallowance or imposed sanctions, the complainant may request a hearing. The hearing officer will then issue a recommended decision to the State's Review Panel for final determination. 2. Filing for Request for Review The request for a State hearing shall be filed within ten (10) days after LWDA should have issued a decision or ten (10) days after the issuance of the audit disallowance or sanction. The request shall be filed directly with the Chief of the WID in writing and should include the following: a. Full name, address, and telephone number of the LWDA b. Name, address, and telephone number of the LWDA C. Copies of complaints made at LWDA level from which no decisions were issued or sanctions and imposed. d. A statement of basis for the request for hearing. 3. Evidentiary Hearing Upon receipt of the request for a State level hearing, a hearing before a designated hearing officer will be scheduled. The hearing will be recorded mechanically or by court reporter. Both parties concerned will have the opportunity to present oral and written testimony under oath, to call and question witnesses in support of his/her position, to present oral and/or written arguments, to examine records and documents relevant to the issue(s), and to be represented. The hearing officer shall issue a written decision, which shall be forwarded to the State Review Panel for final determination. The State Review Panel may accept, reject or modify this recommendation. The decision of the State Review Panel is final except for audit disallowances, which must be approved by the Secretary of Labor C. State Review Panel The State Review Panel will consist of a panel of three representatives from the Employment Development Department: one from the Legal Offices, one from the WID, and one from the Director's office. The panel will issue a written decision, which will be sent to the appropriate parties within thirty (30) days of receipt of the request for State review. 14 EXHIBIT C EXHIBIT 2 Decisions issued by this panel, under the authority of the Governor, are final. D. Issuance of State Review Decision. The State review will be limited to violations of the WIOA, implementing WIOA regulations or the grant agreement. This review shall be limited to the record established at the LWDA hearing. V. Procedures for Handling Discrimination Complaints by Participants. A. Complaints on the basis of race, color, or national origin, age, sex, religion, political affiliation or belief, retaliation, and citizenship, where appropriate, must be filed within 180 days of the alleged occurrence. 1. It is the responsibility of the Santa Ana LWDA's Equal Employment Opportunity (EEO) Officer to determine jurisdiction and to make the complainant aware of and provide assistance in filing a complaint in accordance with the Santa Ana LWDA's procedure under Section II (A). 15 EXHIBIT C EXHIBIT 2 PROCEDURES FOR HANDLING NON-CRIMINAL COMPLAINT No later than 180 days of Handling of complaints filed at LWDA level arising in connection with alleged WIOA programs operated by LWDAs discrimination Informal Resolution Process Filing of Complaint/Request for Hearing w 0 0 Notice of Hearing issued by LWDA 0 0 a Hearing Conducted LWDA Decision within 60 days Unsatisfactory Decision or LWDA Decision not issued within 60 days Within 10 days of ° receipt of ° unsatisfactory decision or 10 days from date Request for State Review o LWDA decision o 0 should have been issued. Governor's Decision issued by State Review Panel If no decision issued by State Review Panel Appeal to DOL 16 EXHIBIT C EXHIBIT 2 2. In cases where areas of authority overlap, it is the responsibility of the EEO Officer to advise the complainant of the existence of State, Federal and other proper action agencies, which may also have a bearing. 3. Complainants alleging discrimination under this part will be made aware of their right to file directly with the Office of Civil Rights (OCR), U.S. Department of Labor and applicable procedures. 4. Complainants must file their complaint directly with: Jennifer Sommers Sr. Personnel Analyst— EEO Officer 20 Civic Center Drive, M-24 Santa Ana, CA 92701 (714) 647-5348 VI. Procedures for Handling Disability Complaints by Participants Complaints alleging discrimination on the basis of disability will be filed and processed under the Department of Labor regulations implementing Section 504 of the Rehabilitation Act of 1973 at 29 Code of Federal Regulations Section 32. 1. Complaints must exhaust the Santa Ana LWDA's informal resolution procedures before filing their complaint with OCR. 2. Complainants will be made aware of the 180 days requirement in which to file his/her complaint. A. Procedures at the LWDA Level 1. The complainant shall file his/her complaint directly with the Santa Ana LWDA. Upon receipt of the complaint, the EEO Officer shall investigate and gather information concerning the complaint. 2. An informal conference will be held with the parties concerned in an effort to resolve the issue(s). The complainant has the right to be present and may be represented during the conference. 3. The Santa Ana LWDA shall issue in writing its decision to the complainant no later than thirty (30) days after the filing of the complaint. B. Procedures at the State Level 1. The complainant may appeal to the State if he/she is not satisfied with the decision of the Santa Ana LWDA. 17 EXHIBIT C EXHIBIT 2 2. The Complainant must file his/her appeal as a request for review directly with the Chief WID within ten (10) calendar days after the receipt of the Santa Ana LWDA's decision. 3. The Chief-WID, shall issue a decision no later than thirty (30) calendar days after receipt of the request for review. 4. After the complainant has received a decision or no decision has been received from the Director of Employment Development Department (on behalf of the Governor), the complainant has the right to appeal his/her complaint within thirty (30) calendar days to the Office of Civil Rights (OCR) with the Department of Labor. 18 EXHIBIT C EXHIBIT 2 PROCEDURES FOR HANDLING COMPLAINTS ON BASES OF DISABILITY No later than 180 days of Filing of complaint on the basis of Disability with LWDA Da 1 alleged y discrimination Informal Resolution If no resolution reached Request for Hearing Notice of Hearing Hearing Conducted Day/45 Day LWDA Decision Unsatisfactory Decision or No Decision State Review Filed within 30 days of LWDA/State Governor's Decision Decision or 90 60 Days days from date of initial filing of Appeal to Assistant Secretary Department of Labor complaints 19 EXHIBIT C EXHIBIT 2 GLOSSARY OF WIOA TERM AGE DISCRIMINATION ACT — A law passed by Congress in 1975 which prohibits discrimination on the basis of age by any program or activity receiving Federal Funds. APPLICANT — An individual who applies to a subrecipient or contract for services provided under WIOA and who has not yet transitioned to the status of participant. ASSESSMENT — Services designed to determine each participant's employability, aptitudes, abilities and interests and to develop a plan to achieve the participant's employment and related goals; also to identify the available employment and traning activities appropriate for the participant. Testing and counseling may also be used during assessment process. CHARGING PARTY (CP), COMPLAINANT, GRIEVANT, OR AGGRIEVED PERSON — The person who charges that he/she has been discriminated against under Department of Justice nondiscrimination and civil rights regulations and/or guidelines. DISCRIMINATION — In general, a failure to treat all equally, whether intentional or unintentional; the effect of an action, policy or practice which selects an individual or class of persons to receive unequal treatment. ELIGIBLE NON-CITIZEN — Lawfully admitted permanent resident, aliens, lawfully admitted refugees, and parolees and other individuals authorized by the Attorney General to work in the United States. EMPLOYER — An employer subject to the provisions of the Civil Rights Act of 1964, as amended, including state and local governments and any Federal agency subjects to the provisions of Section 717 of the Civil Rights Act, as amended; and any Federal contractor or subcontractor covered by executive Order 11246, as amended. GRIEVANCE — An allegation that something imposes an illegal obligation or burden or denies some equitable or legal right, or causes injustice . INDIVIDUAL WITH A DISABILITY — Any individual who has a physical or mental disability that constitutes or results in a substantial challenge to employment. INTAKE — Includes screening to determine eligibility; to select from eligible applicants those individuals who are most in need and can benefit from program services; to complete procedural requirements necessary to enroll an individual into the program and to refer those not enrolled to other programs. JOINT COMPLAINT — A complaint of employment discrimination covered by Title VII or the Equal Pay Act and by Title VI or Title IX. Individual 'joint complaints" are normally investigated by EEOC unless OCR has a compelling reason to investigate. "Joint complaints" alleging discrimination in employment and other practices and pattern or practice "joint complaints" are normally investigated by OCR. 20 EXHIBIT C EXHIBIT 2 JURISDICTION — Authority to investigate and resolve complaints against an institution subject to a law or statute which has been assigned to OCR for enforcement, i.e., Title VI, Title IX, etc. PARTICIPANT — Any applicant who has: (1) Been determined eligible for participation upon intake; and (2) Who is receiving subsidized employment, training or services (except post-termination services) funded under the Act, following intake, except for an individual who receives only outreach and/or intake and assessment services. 21 EXHIBIT C EXHIBIT 2 WORKING WARDROBES FOR A NEW START REBUILDING CAREERS FOR YOUNG ADULTS BUDGET NARRATIVE PERSONNEL SALARIES 1. Client Services Manager(.20 FTE): $15,750 Dedicate 21% of time to program over 12 months. Provide program management, oversee participant services, ensure compliance with program requirements, complete data reporting, and coordinate with community partners and support services. 2. Career Navigator(1 FTE): $56,160 Dedicate 100% of time to the program over 12 months. Provide case management and career navigation services, assist with participant intake, enrollment, referrals,job placement, and facilitate educational and vocational training opportunities. 3. Client Services Coordinator (.15 FTE): $6,177.60 Dedicate 15% of time to program over 12 months. Assist in screening referrals, tracking participant data, scheduling client appointments, and providing administrative support to the Client Services Manager and Career Navigator. 4. Retail Manager/WEX Supervisor(.20 FTE): $10,816 Dedicate 20% of time to program over 12 months. Provides day-to-day supervision and training to the WEX participants within Social Enterprise; assigns tasks that support skill development and exposure to workplace expectations; verifies participant attendance and approves timesheets; communicates performance, attendance, or workplace concerns to Working Wardrobes staff. TOTAL PERSONNEL SALARIES = $88,853.60 PERSONNEL BENEFITS 1. Client Services Manager(0.20 FTE): $3140.00 Benefits calculated based on 20% of 20% FTE salary, covering Social Security, Medicare, unemployment insurance (SUI), health insurance, and workers' compensation. 2. Career Navigator(1.0 FTE): $15,724.80 Benefits calculated based on 28% of 100% FTE salary, covering Social Security, Medicare, unemployment insurance (SUI), health insurance, and workers' compensation. ATTACHMENT I - BUDGET NARRATIVE EXHIBIT 2 3. Client Services Coordinator (0.15 FTE): $1,235.52 Benefits calculated based on 20% of 15% FTE salary, covering Social Security, Medicare, unemployment insurance (SUI), health insurance, and workers' compensation. 4. Retail Manager/WEX Supervisor(0.20 FTE): $3,028.48 Benefits calculated based on 28% of 15% FTE salary, covering Social Security, Medicare, unemployment insurance (SUI), health insurance, and workers' compensation. TOTAL PERSONNEL BENEFITS=$23,128.80 TOTAL PERSONAL SALARIES AND BENEFITS =$111,982.40 OPERATING EXPENSES OFFICE EXPENSES Casebook CRM system subscription to manage program and client data (25% of total annual expense allocated to this program) _ $2,500 Total Office Expenses=$2,500 INDIRECT COST Per Working Wardrobes for a New Start's Negotiated Indirect Cost Rate Agreement with the U.S. Department of Labor for the program period. The total staff cost of$111,982.40, staff mileage of$481 and office expenses of$2,500, when multiplied by 0.2172, equals $24,970.05. Total Indirect Cost=$24,970.05 Staff Travel/Mileage Mileage reimbursement for staff travel to and from correctional facilities and partner agencies is calculated based on an estimated 664 miles to be traveled at a rate of$0.725 per mile. Total Staff Travel/Mileage =$481 PARTICIPANT WAGES(WAGE+TAX) Participant wages include the payment of wages ($18/hr) for participants completing work experience (WEX) as part of the program (120 hours x 10 participants). These wages cover both the base wage and associated taxes (13%). Participants will be placed at Working ATTACHMENT I - BUDGET NARRATIVE EXHIBIT 2 Wardrobe locations including, Career Success Center, The Hanger retail stores and Donation Center. • $18/hour x 120 hours + 13% (tax rate) _ $24,408 total for 10 participants Total Cost for 10 Participant Wages =$24,408(including taxes) PARTICIPANT TUITION ASSISTANCE An average of$750 for 20 participants equally$1,5000 will be made available for tuition assistance and training related expenses for participants pursuing skill-based training certificate programs and/or post-secondary education. These funds are essential fo5r allowing participants to further their education and gain skills that will help them succeed in the workforce. Total Participant Tuition Assistance =$15,000 SUPPORTIVE SERVICES Supportive services are designed to assist participants with their critical needs, removing barriers to employment, and ensuring they can successfully complete the program. Supportive services may include: Financial assistance for transportation, government IDs, utilities, or other necessary resources. Any supportive services payment will be provided in the form of a gift card or directly paid to the appropriate third party vendor. Total Supportive Services ($250 x 20 Participants)_$5,000 Participant Incentives Participants may receive incentives valued at up to $125 upon achievement of verified initial employment. Incentives may be provided in the form of gas cards, grocery cards (such as Walmart or similar retailers), or general prepaid Visa gift cards.This incentive is intended to recognize progress and encourage continued engagement in services that support employment outcomes. All incentives are issued only after staff verify completion and document the achievement in accordance with program procedures. Total Participant Incentives($125 x 14 Participants)_$1,750 Follow Up Period, Supportive Services Supportive services during the follow-up period are designed to assist participants with their critical needs, removing barriers to employment retention, and ensuring they can successfully maintain employment after program completion. Supportive services may ATTACHMENT I - BUDGET NARRATIVE EXHIBIT 2 include financial assistance for transportation, government IDs, utilities, or other necessary resources. Any supportive services payment will be provided in the form of a gift card or directly paid to the appropriate third-party vendor. Total Follow Up Period ($100.61 x 14 Participants)_$1,408.55 Follow Up Period, Incentives Participants may receive incentives valued at up to $125 upon achievement of verified 2nd quarter and 4th quarter post-exit employment, with one incentive issued per qualifying quarter. Incentives may be provided in the form of gas cards, grocery cards (such as Walmart or similar retailers), or general prepaid Visa gift cards. These incentives are intended to recognize progress and encourage continued engagement in services that support employment outcomes. All incentives are issued only after staff verify completion and document the achievement in accordance with program procedures. Total Follow Up period, Participant Incentives ($125 x 14 Participants) _$3,500 PARTICIPANT PROFESSIONAL SERVICES This category covers the costs of professional services, such as career readiness workshops and professional wardrobe assistance, provided to participants to ensure they are equipped for navigating the job market. Wardrobe services provide each participant with the necessary interview attire, one `business casual' outfit(including top, bottom, accessories and shoes)for interviews and on-the-job use. For 20 participants, the cost for wardrobe services is$150 per outfit,totaling$3,000.00. Additionally, the program includes workforce and life skills workshops for participants. These workshops focus on topics such as self-assessment strategies, resume building,job search skills, interview techniques, navigating workplace success, and financial literacy. 10 workshops will be provided throughout the year at$600 per workshop. Each includes all materials, interactive activities and led by a trained Facilitator. The total cost for the 10 workshops is$6,000.00 Total Participant Professional Services (Workshops/Wardrobing)_$9,000.00 TOTAL OPERATING EXPENSES: $174,778.61 INDIRECT COSTS (21.72% per NICRA with U.S. Dept. of Labor): $25,221.40 TOTAL BUDGET: $200,000 ATTACHMENT I - BUDGET NARRATIVE EXHIBIT 2 WEX Related Expenses Breakdown In compliance with WIOA Youth Work Experience Program requirements that a minimum of 25% of local area funds are spent on work experience, the following expenses will be dedicated to the WEX program. Personnel— Program staff will focus a percentage of their time developing WEX opportunities, preparing and interviewing clients for roles, onboarding, training and supervising participants during the work experience. This includes: • Career Navigator-approximately 25% of their time: $17,971 ($71,884 x .25) • Retail Manager/WEX Supervisor 100% of their time: $13,956 • Client Services Manager- approximately 15% of their time: $2,826 ($18,840 x.15) Participant Wages - 10 WEX participants will be paid $18/hr for 120hrs • Participant Wages: $24,408 Total WEX-related expenses =$59,161 which is 29.6% of total expenses. ADDITIONAL BUDGET INFORMATION Program staff will document and track schedule, timecards, and payments of WEX Participant wages to verify eligibility, ensure that individual participants do not exceed the maximum wage payment, and that the total line item budget is not exceeded. If participants are gaining paid work experience off-site with a partner, the partner will report hours to Working Wardrobes. All WEX participants will be categorized as part-time, temporary employees of Working Wardrobes during their participation in the WEX program only. Payments will be made directly to participants in the form of company checks or direct deposit, and no cash will be distributed. Tracking and Documentation All Participant Supportive Services payments for critical needs addressing barriers to employment, and Participant Skills Development tuition and training-related expenses, will be carefully controlled by program staff to maintain fiscal integrity and adherence to the program budget. Gasoline and public transportation assistance will be provided to clients in the form of gas company debit cards or bus line pass cards,which will be distributed to participants once eligibility and need are confirmed by a Career Navigator. The need and value of other Supportive Services and Skills Development (Training) expenses will be documented through bills, invoices, receipts, quotes, or other supporting ATTACHMENT I - BUDGET NARRATIVE EXHIBIT 2 documents secured by program staff or participants and confirmed with the appropriate vendor prior to payment. All payment requests will be initiated by the program's Career Navigator, reviewed and approved by the Client Services Manager and/or Director of Client Services before disbursements are issued. Subcontracting Working Wardrobes attests that no duties or work related to this program will be subcontracted or assigned to any other organization, consultant, or person without the prior written consent of the City. ATTACHMENT I - BUDGET NARRATIVE Budget Form EXHIBIT 2 Administrative Total Program Cost(Not to Total WIA Cost Exceed 10%) Cost Personnel Salaries 1 Client Services Manager-78500/yr @ 0.20 fte $15,700.00 $15,700.00 2 Career Navigator-$27 per hour @ 56,160/yr @1.00 FTE $56,160.00 $56,160.00 3 Client Services Coordinator $6,177.60 $6,177.60 4 Retail Manager/WEX Supervisor $10,816.00 $10,816.00 5 Personnel Benefits 1 Client Services Manager $3,140.00 $3,140.00 2 Career Navigator $15,724.80 $15,724.80 3 Client Services Coordinator $1,235.52 $1,235.52 4 Retail Manager/WEX Supervisor $3,028.48 $3,028.48 5 Total Personnel Salaries & Benefits $111,982.40 $111,982.40 Operating Expenses Rent Utilities Phones Internet Fees Parking Fees Security Maintenance Insurance Equipment rental fees* Equipment rental fees* Vehicle lease* Office expenses (consumables) $2,500.00 $2,500.00 Accounting Services Legal Services Auditing Services Indirect Cost* $24,970.05 $24,970.05 Staff Training Staff Conferences Staff Travel/Mileage $481.00 $481.00 Participant Wages* $24,408.00 $24,408.00 Paid Tuition Assistance $15,000.00 $15,000.00 Supportive Services* $5,000.00 $5,000.00 Participant Incentives* $1,750.00 $1,750.00 Follow Up Period, Supportive Services* $1,408.55 $1,408.55 EXHIBIT D Budget Form EXHIBIT 2 Follow Up Period, Participant Incentives* $3,500.00 $3,500.00 Youth Conferences Participant Professional Services (workshops/wardrobing) 10 x 600 wrkshp 20 x 150 ward $9,000.00 $9,000.00 Total Operating Expenses $24,970.05 $63,047.55 $88,017.60 GRAND TOTAL(Personnel+Operating) $24,970.05 $175,029.95 $200,000.00 Budget Form Instructions for YSPN Membership All costs related to the program activities described in the proposal must be included on the Budget Form. A budget narrative must be attached on a separate sheet of paper for all line items marked with an * asterisk. Personnel Salaries: List each individual position dedicated to this project. List title, percentage of full time equivalent (FTE) or the amount of time to be charged to this project. Benefits: List each individual position dedicated to this project. List title, percentage of full time equivalent (FTE) or the amount of time to be charged to this project. OPERATING EXPENSES Rent or User Fee: Provide percent of office space that will be charged to this project. Describe how percentage was determined. Equipment Rental Fee (equipment may not be purchased): List items that will be used for this project. Provide percent of rental fee that will be charged to this project. Describe how percentage was Vehicle Lease (vehicles may not be purchased): Provide list of vehicles dedicated for this project. Describe vehicle use and percentage of use that will be charged to this project. Describe how percentage was Indirect Cost: Provide indirect cost rate plan. Participant Wages: Describe costs directly related to individual participants such as paid training and/or work experience. Include number of youth, hourly wage, benefits and bonuses. Include length of activity. Support Services: Attach policies and procedures for supportive services. Policy must include spending limits. Participant Incentives: Indicate the type of payment, rate of payment and describe what youth must achieve to receive the incentive. Other: This item may include fieldtrips and youth stipends. All items must listed and include cost details. EXHIBIT D Budget Form EXHIBIT 2 States, local governments and non-profit institutions who receive $500,000 or more in federal funds in a fiscal year shall meet the audit requirements of the OMB Circular A-133, "Audits of States, and Local EXHIBIT D EXHIBIT 2 ' ►� CITY OF SANTA ANA ATTACHMENT E NON-LOBBYING CERTIFICATION he prospective participant certifies, by signing and submitting this bid or proposal, to the best of his or her knowledge and belief, that: (1) No Federal appropriated funds have been paid or will be paid, by or on behalf of the undersigned, to any person for influencing or attempting to influence an officer or employee of any Federal agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract, the making of any Federal grant, the making of any Federal loan, the entering into of any cooperative agreement, and the extension, continuation, renewal, amendment, or modification of any Federal contract, grant, loan, or cooperative agreement. (2) If any funds other than Federal appropriated funds have been paid or will be paid to any person for influencing or attempting to influence an officer or employee of any Federal agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with this Federal contract, grant, loan, or cooperative agreement, the undersigned shall complete and submit Standard Form-LLL, "Disclosure of Lobbying Activities," in conformance with its instructions. This certification is a material representation of fact upon which reliance was placed when this transaction was made or entered into. Submission of this certification is a prerequisite for making or entering into this transaction imposed by Section 1352, Title 31, U.S. Code. Any person who fails to file the required certification shall be subject to a civil penalty of not less than $10,000 and not more than $100,000 for each such failure. The prospective participant also agrees by submitting his or her bid or proposal that he or she shall require that the language of this certification be included in all lower tier subcontracts, which exceed $100,000 and that all such subrecipients shall certify and disclose accordingly. Signed: 1 Title: Chief Executive Officer Firm: Working Wardrobes for a New Start Date: 3/26/26 THIS FORM MUST BE COMPLETED AND INCLUDED WITH THE PROPOSAL. PROPOSALS THAT DO NOT CONTAIN THIS FORM WILL BE CONSIDERED NONRESPONSIVE. City of Santa Ana RFP No,25-019A Page 69 of 101 EXHIBIT 2 i i DIVISION OF EMPLOYMENT SERVICES PLACE OF PERFORMANCE FOR CERTIFICATION REGARDING DRUG-FREE WORKPLACE REQUIREMENTS Name: Bonn! Pomush, Chief Executive Officer Name of Contractor: Workinq Wardrobes for a New Start Contractor Number: A-2025- Date: July 1. 2026 - June 30, 2027 The Contractor shall insert in the space provided below the site(s) expected to be used for the performance of work under the contract covered by the certification: Place of Performance (include street address, city, county, state, zip code for each site): 2000E. McFadden Ave., Santa Ana, CA 92705 Address EXHIBIT F f f EXHIBIT 2 ` i Certification Regarding Drug-Free Workplace Requirements i The certification set out below is a material representation upon which reliance is placed by the U.S. Department of Housing and Urban Development in awarding the grant. If it is later determined that the contractor knowingly rendered a false certification, or otherwise violates the requirements of the Drug-Free Workplace ' Act, the U.S. Department of Housing and Urban Development, in addition to any other remedies available to the Federal Government, may take action authorized under the Drug-Free Workplace Act. CERTIFICATION I A. The contractor certifies that it will provide adrug-free workplace by. (a) Publishing a statement notifying employees thatthe unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is prohibited in the contractor's workplace and specifying the actions that will be taken against employees for violation of such prohibition; (b) Establishing a drug-free awareness program to inform employees about -- (1) The dangers of drug abuse in the workplace; (2) The contractor's policy of maintaining a drug-free workplace; (3) Any available drug counseling, rehabilitation, and employee assistance program; and (4) The penalties that may be imposed upon employees for drug abuse violations occurring in the workplace; (c) Making it a requirement that each employee who will be engaged in the performance of the grant be given a copy of the statement required by paragraph (a); (d) Notifying the employee in the statement required by paragraph -(a) that, as a condition of employment under the contract, the employee will - (1) Abide by the terms of the statement; and (2) Notify the employer of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction. EXHIBIT F EXHIBIT 2 (e) Notifying the U.S. Department of Housing and Urban Development within ten days after receiving notice under subparagraph (d)(2) from an employee or otherwise receiving actual notice of such conviction; (f) Taking one of the following actions, within 30 days of receiving notice j under subparagraph (d)(2), with respect to any employee who is so ; convicted - (1) Taking appropriate personnel action against such an employee, up to and including termination; or i i (2) Requiring such employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by a Federal, State, or local health, law enforcement, or other appropriate agency; (g) Making a good faith effort to continue to maintain a drug-free workplace through implementation of paragraphs (a), (b), (c), (d), (e) I and (f). R. The contractor shall insert in the space provided on the attached "Place of Performance" form the site(s) for the performance of work to be carried out with the grant funds (including street address, city,county, state, and zip code). The contractor further certifies that, if it is subsequently determined that additional sites will be used for the performance of work under the contract, it shall notify the U.S. Department of Housing and Urban Development immediately upon the decision to use such additional sites by submitting a revised "Place of Performance" form. i 3/26/26 Date Pr gram (Operator Signature EXHIBIT F EXHIBIT 2 INSTRUCTION FOR CERTIFICATION 1. By signing and submitting this proposal,the prospective recipient of Federal assistance funds is providing the certification as set out below. 2. The certification in this clause is a material representation of fact upon which reliance was placed when this transaction was entered into. If it is later determined that the prospective recipient of Federal assistance funds knowingly rendered an erroneous certification,in addition to other remedies available to the Federal Government,the Department of Labor(DOL) may pursue available remedies, including suspension and/or debarment. 3. The prospective recipient of Federal assistance funds shall provide immediate written notice to the person to which this proposal is submitted if at any time the prospective recipient of Federal assistance funds learns that its certification was erroneous whom submitted or has become erroneous by reason of changed circumstances. 4. The terms"covered transaction", "debarred", "suspended", "ineligible", "lower tier covered transaction","participant", "person", "primary covered transaction", "principal", "proposal",and i "voluntarily excluded", as used in this cause, have the meanings set out in the Definitions and Coverage sections of rules implementing Executive Order 12549. You may contact the person to whom this proposal is submitted for assistance in obtaining a copy of those regulations. S. The prospective recipient of Federal assistance funds agrees by submitting this proposal that,should the proposed covered transaction be entered into, it shall not knowingly enter into any lower tier covered transaction with a person who is debarred,suspended,declared ineligible,or voluntarily I excluded from participation in this covered transaction, unless authorized by the DOL. 6. The prospective recipient of Federal assistance funds agrees by submitting this proposal,that it will include the clause title "Certification Regarding Debarment, Suspension, Ineligible, and Voluntary Exclusion" from the covered transaction unless it knows that the certification is erroneous. 7. Nothing contained in the foregoing shall be construed to require establishment of a system of records in order to render in good faith the certification required to exceed that which is normally possessed by a prudent person in the ordinary course of business dealings. 8. Except for transactions authorized under paragraph 5 of these instructions, if a participant in a covered transaction knowingly enters into a lower tier covered transaction with a person who is suspended, debarred, ineligible, or voluntary excluded from participation in this transaction, in addition to other remedies available to the Federal Government, the DOL may pursue available remedies,including suspension and/or debarment. EXHIBIT G EXHIBIT 2 Certification Regarding Debarment,Suspension,Ineligibility and Voluntary Exclusion Lower Tier Covered Transactions This certification is required by the regulations implementing Executive Order 12549, as amended Nonprocurement, Debarment and Suspension, 2 CFR Part 2998,Subpart C, Responsibilities of Participants Regarding Transactions. The regulations were published as Part VII of the May 26, 1988, Federal Register,Vol. 53, No. 102 (Pages 19160-19211), and subsequently amended in 81 Federal Register 25585. (Before completing certification,read instructions which are an integral part of certification) 1. The prospective primary participant, (i.e. grantee) certifies to the best of its knowledge and belief, that it and its principals: a. Are not presently excluded or disqualified; b. Have not been convicted within the preceding three years of any of the offenses listed in 2 CFR 180.800(a) convicted or had a civil judgment rendered against them for one of those offenses within that time period. c. Are not presently indicted for or otherwise criminally or civilly charged by a government entity(Federal, State or local) with commission of any of the offenses listed in 2 CFR 180.800(a); and d. Have not had one or more public transactions (Federal, State or local) terminated within the preceding three years for cause or default. 2. Where the prospective primary participant is unable to certify to any of the statements in this certification,such prospective participant shall attach an explanation to this proposal. Working Wardrobes for a New Start Grantee/Contractor Organization Bonni Pomush, Chief Executive Officer Name and Title of Official Authorized to Certify On Behalf of the Grantee 3/26/26 - F - Date EXHIBIT G EXHIBIT 2 Assurances & Certifications Selected providers will be required to sign and submit"actual"assurances and certificates as required by the City of Santa Ana and the Workforce Development Board on all contracts. I recognize that I must give assurances for each item below. If I cannot,this proposal will be automatically rejected.Please initial each box. +� I am authorized by my Board of Directors,Trustees, other legally qualified officer, or as the owner of this agency or business to submit this proposal. We are not currently on any Federal, State of California, or local Debarment list. i We will provide records to show that we are fiscally solvent, if needed. We have, or will have, all of the fiscal control and accounting procedures needed to ensure that WIOA funds will be used as required by law and contract. j We have additional funding sources and will not be dependent on WIOA funds alone. We do or will meet the applicable Federal,State, and local compliance requirements.These include,but are not limited to: Records accurately reflect actual performance. Maintain record confidentiality, as required. Reporting financial,participant, and performance data, as required. Comply with State and Federal fiscal and program activity audits. Complying with Federal and State non-discrimination provisions. Meeting requirements of Section 504 of the Rehabilitation Act of 1973. Meeting requirements of the American's with Disabilities Act of 1990. (submit completed survey) Meeting all applicable labor law, including Child Labor Law standards. Agree to provide a drug free workplace. Agree to insure the City of Santa Ana through General Liability Insurance and Automobile Liability Coverage in the amount of$1,000,000.00 policy. Agree to provide all participants with Grievance Procedures. Agree to insure proposer's employees through Workers Compensation Insurance (including part-time employees) Procurement policies and procedures are in place and meet federal guidelines. We will not: Place a youth in a position that will displace a current employee. Use WIOA money to assist,promote, or deter union organizing. j Use funds to employ or train of persons in sectarian activities. Use funds for youth in the construction, operation, or maintenance of any part of a facility to be used for sectarian instruction or religious worship. Use WIOA funds for activities that would interfere with or replace regular academic requirements for ' eligible youth who are not dropouts. Use WIOA funds to carry out programs funded under the School-to-Work Opportunities Act of 1994 unless the program(s)are only for youth eligible to participate under WIOA. [�Use WIOA money under this contract to purchase any equipment. I hereby assure that all of the above are true. Chief Executive Officer 3/26/26 'gnature Title Date EXHIBIT H A`"R" CERTIFICATE OF LIABILITY INSURANCE EXHI AT (MM/DD/YYYY) 09/18/2025 THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER.THIS CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND,EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S),AUTHORIZED REPRESENTATIVE OR PRODUCER,AND THE CERTIFICATE HOLDER. IMPORTANT: If the certificate holder is an ADDITIONAL INSURED,the policy(ies)must have ADDITIONAL INSURED provisions or be endorsed. If SUBROGATION IS WAIVED,subject to the terms and conditions of the policy,certain policies may require an endorsement. A statement on this certificate does not confer rights to the certificate holder in lieu of such endorsement(s). PRODUCER CONTACT Marci Davis NAME: Poms&Associates Insurance Brokers AICNN. Ext: (800)578-8802 /X No: (818)449-9321 CA License#0814733 E-MAIL mdavis@pomsassoc.com ADDRESS: 4500 Park Granada,Suite 206 INSURER(S)AFFORDING COVERAGE NAIC# Calabasas CA 91302 INSURERA: Nonprofits Ins.Alliance of CA(NIAC) 160 INSURED INSURER B Working Wardrobes For A New Start INSURER C: 2000 E.McFadden Ave INSURER D: Suite 100 INSURER E Santa Ana CA 92705 INSURER F: COVERAGES CERTIFICATE NUMBER: 25-26 MASTER REVISION NUMBER: THIS IS TO CERTIFYTHAT THE POLICIES OF INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD INDICATED. NOTWITHSTANDING ANY REQUIREMENT,TERM OR CONDITION OF ANY CONTRACTOR OTHER DOCUMENT WITH RESPECT TO WHICH THIS CERTIFICATE MAYBE ISSUED OR MAY PERTAIN,THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS, EXCLUSIONS AND CONDITIONS OF SUCH POLICIES.LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS. INSR TYPE OF INSURANCE ADDL UBR POLICY NUMBER MM/DD YYYYMPOLICY EFF O DD YYYY LIMITS ICY EXP LTR INSD WVD X COMMERCIAL GENERAL LIABILITY EACH OCCURRENCE $ 1,000,000 DAMAGE_7CLAIMS-MADE �OCCUR PREM SESOEa occu«Dence $ 500,000 MED EXP(Any one person) $ 20,000 A Y Y 2024-49231 09/17/2025 09/17/2026 PERSONAL&ADV INJURY $ 1,000,000 GEN'LAGGREGATE LIMITAPPLIES PER: GENERAL AGGREGATE $ 2,000,000 POLICY ❑ PRO ❑ 2,000,000 JECT LOC PRODUCTS-COMP/OPAGG $ OTHER: Liquor Liability-Common $ 1,000,000 AUTOMOBILE LIABILITY C�flPr?BtNED SINGLE LIMIT $ 1,000,000 Ea accident X ANYAUTO BODILY INJURY(Per person) $ A OWNED SCHEDULED Y Y 2024-49231 09/17/2025 09/17/2026 BODILY INJURY(Per accident) $ AUTOS ONLY AUTOS X HIRED NON-OWNED PROPERTY DAMAGE $ AUTOS ONLY /� AUTOS ONLY Per accident Uninsured Motorist $ 1,000,000 X UMBRELLA LIAB OCCUR EACH OCCURRENCE $ 2,000,000 A EXCESS LIAB HCLAIMS-MADE 2024-49231-UMB 09/17/2025 09/17/2026 AGGREGATE $ 3,000,000 DED RETENTION$ $ WORKERS COMPENSATION PER OTH- AND EMPLOYERS'LIABILITY Y/N STATUTE ER ANY PROPRIETOR/PARTNER/EXECUTIVE El E.L.EACH ACCIDENT $ OFFICER/MEMBER EXCLUDED? (Mandatory in NH) E.L.DISEASE-EA EMPLOYEE $ If yes,describe under DESCRIPTION OF OPERATIONS below E.L.DISEASE-POLICY LIMIT $ Improper Sexual Conduct&Physical General Aggregate $2,000,000 A Abuse 2024-49231 09/17/2025 09/17/2026 Each Claim $1,000,000 DESCRIPTION OF OPERATIONS/LOCATIONS/VEHICLES (ACORD 101,Additional Remarks Schedule,may be attached if more space is required) The City of Santa Ana,its officers,officials,employees,and volunteers are to be covered as additional insureds on the CGL policy with respect to liability arising out of work or operations performed by or on behalf of the Contractor including materials,parts,or equipment furnished in connection with such work or operations.Such insurance as is afforded by this policy shall be primary,and any insurance carried by City shall be excess and noncontributory.Waiver of Subrogation applies per the attached forms. 30 day notice of cancellation(except for 10 day notice of cancellation for non-payment) [APPROVED CERTIFICATE HOLDER CANCELLATION By Tu Tran Nguyen at 7:25 am,Sep 24,2025 SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE THE EXPIRATION DATE THEREOF,NOTICE WILL BE DELIVERED IN City of Santa Ana ATTN:Audrey Goodson ACCORDANCE WITH THE POLICY PROVISIONS. 801 W.Civic Center Dr. AUTHORIZED REPRESENTATIVE Suite 200 Santa Ana CA 92701 ©1988-2015 ACORD CORPORATION. All rights reserved. ACORD 25(2016/03) The ACORD name and logo are registered marks of ACORD AGENCY CUSTOMER ID: 00017425 EXHIBIT 2 LOC#: ADDITIONAL REMARKS SCHEDULE Page of AGENCY NAMED INSURED Poms&Associates Insurance Brokers Working Wardrobes For A New Start POLICY NUMBER CARRIER NAIC CODE EFFECTIVE DATE: ADDITIONAL REMARKS THIS ADDITIONAL REMARKS FORM IS A SCHEDULE TO ACORD FORM, FORM NUMBER: 25 FORM TITLE: Certificate of Liability Insurance "This certificate supersedes all previously issued certificates. ACORD 101 (2008/01) © 2008 ACORD CORPORATION. All rights reserved. The ACORD name and logo are registered marks of ACORD In NONPROFITS POLICY NUMBER: 2024-49231 FORM: NIIAC�-E26111T1 17 NAMED INSURED: Working Wardrobes for A New Stag". Rrl�ir� INSURANCE Wardrobes ALLIANCE OF CALIFOKNIA A Head for Insurance.A Heart for Nonprofits. THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. WAIVER OF TRANSFER OF RIGHTS OF RECOVERY AGAINST OTHERS (WAIVER OF SUBROGATION) This endorsement modifies insurance provided under the following: COMMERCIAL GENERAL LIABILITY COVERAGE PART SOCIAL SERVICE PROFESSIONAL LIABILITY COVERAGE FORM SCHEDULE Name of Person or Organization: Where you are so required in a written contract or agreement currently in effect or becoming effective during the term of this policy, we waive any right of recovery we may have against that person or organization, who may be named in the schedule above, because of payments we make for injury or damage. NIAC-E26 11 17 Page 1 of 1 NMI NONPROFITS EXHIBIT 2 INSURANCE ALLIANCE OF CALIFORNIA A Head for Insurance.A Heart for Nonprofits. POLICY NUMBER: 2024-49231 THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. ADDITIONAL INSURED PRIMARY AND NON-CONTRIBUTORY ENDORSEMENT FOR PUBLIC ENTITIES This endorsement modifies insurance provided under the following: COMMERCIAL GENERAL LIABILITY COVERAGE PART SCHEDULE Name of Person or Organization: City Of Santa Ana, officers, agents, employees and volunteers A. Section II—WHO IS AN INSURED is amended to include: 4.Any public entity as an additional insured, and the officers, officials, employees, agents and/or volunteers of that public entity, as applicable, who may be named in the Schedule above, when you have agreed in a written contract or written agreement presently in effect or becoming effective during the term of this policy, that such public entity and/or its officers, officials, employees, agents and/or volunteers be added as an additional insured(s)on your policy, but only with respect to liability for"bodily injury", "property damage"or "personal and advertising injury"caused, in whole or in part, by: a. Your negligent acts or omissions; or b. The negligent acts or omissions of those acting on your behalf; in the performance of your ongoing operations. No such public entity or individual is an additional insured for liability arising out of the sole negligence by that publicentity or its designated individuals. The additional insured status will not be afforded with respect to liability arising out of or related to your activities as a real estate manager for that person or organization. B. Section III—LIMITS OF INSURANCE is amended to include: 8. The limits of insurance applicable to the public entity and applicable individuals identified as an additional insured(s) pursuant to Provision A.4. above, are those specified in the written contract between you and that public entity, or the limits available under this policy,whichever are less. These limits are part of and not in addition to the limits of insurance under this policy. C. With respect to the insurance provided to the additional insured(s), Condition 4. Other Insurance of SECTION IV—COMMERCIAL GENERAL LIABILITY CONDITIONS is replaced by the following: 4. Other Insurance a. Primary Insurance This insurance is primary if you have agreed in a written contract or written agreement: (1) That this insurance be primary. If other insurance is also primary, we will share with all that other insurance as described in c. below; or NIAC-E61 02 19 Page 1 of 2 NMINONPROFITS EXHIBIT 2 INSURANCE ALLIANCE OF CALIFORNIA A Head for Insurance.A Heart for Nonprofits. POLICY NUMBER: 2024-49231 (2) The coverage afforded by this insurance is primary and non-contributory with the additional insured(s)' own insurance. Paragraphs(1)and (2)do not apply to other insurance to which the additional insured(s) has been added as an additional insured or to other insurance described in paragraph b. below. b. Excess Insurance This insurance is excess over: 1. Any of the other insurance,whether primary,excess, contingent or on any other basis: (a) That is Fire, Extended Coverage,Builder's Risk, Installation Risk or similar coverage for "your work"; (b) That is fire, lightning, or explosion insurance for premises rented to you or temporarily occupied by you with permission of the owner; (c) That is insurance purchased by you to cover your liability as a tenant for"property damage" to premises temporarily occupied by you with permission of the owner; or (d) If the loss arises out of the maintenance or use of aircraft, "autos"or watercraft to the extent not subject to Exclusion g. of SECTION I—COVERAGE A—BODILY INJURY AND PROPERTY DAMAGE. (e) Any other insurance available to an additional insured(s) under this Endorsement covering liability for damages which are subject to this endorsement and for which the additional insured(s) has been added as an additional insured by that other insurance. (1) When this insurance is excess, we will have no duty under Coverages A or B to defend the additional insured(s)against any"suit" if any other insurer has a duty to defend the additional insured(s)against that"suit". If no other insurer defends, we will undertake to do so, but we will be entitled to the additional insured(s)' rights against all those other insurers. (2) When this insurance is excess over other insurance, we will pay only our share of the amount of the loss, if any, that exceeds the sum of: (a) The total amount that all such other insurance would pay for the loss in the absence of this insurance; and (b) The total of all deductible and self-insured amounts under all that other insurance. (3) We will share the remaining loss, if any, with any other insurance that is not described in this Excess Insurance provision and was not bought specifically to apply in excess of the Limits of Insurance shown in the Declarations of this Coverage Part. c. Methods of Sharing If all of the other insurance available to the additional insured(s) permits contribution by equal shares, we will follow this method also. Under this approach each insurer contributes equal amounts until it has paid its applicable limit of insurance or none of the loss remains, whichever comes first. If any other the other insurance available to the additional insured(s)does not permit contribution by equal shares, we will contribute by limits. Under this method, each insurer's share is based on the ratio of its applicable limit of insurance to the total applicable limits of insurance of all insurers. NIAC-E61 02 19 Page 2 of 2 EXHIBIT 2 POLICY NUMBER: 2024-49231 COMMERCIAL AUTO CA04441013 THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. WAIVER OF TRANSFER OF RIGHTS OF RECOVERY AGAINST OTHERS TO US (WAIVER OF SUBROGATION) This endorsement modifies insurance provided under the following: AUTO DEALERS COVERAGE FORM BUSINESS AUTO COVERAGE FORM MOTOR CARRIER COVERAGE FORM With respect to coverage provided by this endorsement, the provisions of the Coverage Form apply unless modified by the endorsement. This endorsement changes the policy effective on the inception date of the policy unless another date is indicated below. Named Insured: Endorsement Effective Date: SCHEDULE Name(s) Of Person(s) Or Organization(s): Any person or organization with whom you have a written contract currently in effect or becoming effective during the term of this policy. Information required to complete this Schedule, if not shown above, will be shown in the Declarations. The Transfer Of Rights Of Recovery Against Others To Us condition does not apply to the person(s) or organization(s) shown in the Schedule, but only to the extent that subrogation is waived prior to the "accident" or the "loss" under a contract with that person or organization. CA 04 44 10 13 ©Insurance Services Office, Inc., 2011 Page 1 of 1 EXHIBIT 2 POLICY NUMBER: 2024-49231 COMMERCIAL GENERAL LIABILITY Named Insured: Working Wardrobes for A New Start dba: Working War CG 20 10 12 19 THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. ADDITIONAL INSURED - OWNERS, LESSEES OR CONTRACTORS - SCHEDULED PERSON OR ORGANIZATION This endorsement modifies insurance provided under the following: COMMERCIAL GENERAL LIABILITY COVERAGE PART SCHEDULE Name Of Additional Insured Person(s) Or Organization(s) Location(s) Of Covered Operations Any person or organization that you are required to All insured premises and operations. add as an additional insured on this policy, under a written contract or agreement currently in effect, or becoming effective during the term of this policy. The additional insured status will not be afforded with respect to liability arising out of or related to your activities as a real estate manager for that person or organization. Information required to complete this Schedule, if not shown above, will be shown in the Declarations. A. Section II—Who Is An Insured is amended to 2. If coverage provided to the additional insured include as an additional insured the person(s) or is required by a contract or agreement, the organization(s) shown in the Schedule, but only insurance afforded to such additional insured with respect to liability for"bodily injury", "property will not be broader than that which you are damage"or"personal and advertising injury" required by the contract or agreement to caused, in whole or in part, by: provide for such additional insured. 1. Your acts or omissions; or B. With respect to the insurance afforded to these 2. The acts or omissions of those acting on your additional insureds, the following additional behalf; exclusions apply: in the performance of your ongoing operations for This insurance does not apply to"bodily injury"or the additional insured(s)at the location(s) "property damage"occurring after: designated above. 1. All work, including materials, parts or However: equipment furnished in connection with such 1. The insurance afforded to such additional work, on the project (other than service, insured only applies to the extent permitted maintenance or repairs)to be performed by by law; and or on behalf of the additional insured(s)at the location of the covered operations has been completed; or CG 20 10 12 19 © Insurance Services Office, Inc., 2012 Page 1 of 2 EXHIBIT 2 2. That portion of"your work"out of which the 2. Available under the applicable Limits of injury or damage arises has been put to its Insurance shown in the Declarations; intended use by any person or organization whichever is less. other than another contractor or subcontractor engaged in performing operations for a This endorsement shall not increase the principal as a part of the same project. applicable Limits of Insurance shown in the Declarations. C. With respect to the insurance afforded to these additional insureds, the following is added to Section III— Limits Of Insurance: If coverage provided to the additional insured is required by a contract or agreement, the most we will pay on behalf of the additional insured is the amount of insurance: 1. Required by the contract or agreement; or CG 20 10 12 19 © Insurance Services Office, Inc., 2012 Page 2 of 2 EXHIBIT 3 AGREEMENT UNDER THE WORKFORCE INNOVATION AND OPPORTUNITY ACT THIS SUBAWARD AGREEMENT, made and entered into this I" day of July, 2026, by and between the City of Santa Ana, a charter city and municipal corporation duly organized and existing under the Constitution and laws of the State of California ("CITY and Taller San Jose Hope Builders, a non-profit corporation identified by their assigned Unique Entity Identifier(UEI)Number N5KLGIYNLVS6 ("SUBRECIPIENT"). RECITALS: A. CITY has been designated a Local Workforce Development Area (LWDA) under the Workforce Innovation and Opportunity Act of 2014, Public Law 1-113-128 ("the Act"), Catalog of Federal Domestic Assistance (CFDA) Number 17.259 and Federal Award Identification Number(FAIN) AA253421455A6. B. The State of California has created the LWDA to administer the Act programs operated by the State of California pursuant to the Act. C. As a LWDA, CITY is entitled to receive federal funds to establish programs to increase the employment, retention and earnings of Participants, and increase occupational skills attainment by Participants, and as a result, improve the quality of the workforce, reduce welfare dependency, and enhance the productivity and competitiveness of the nation ("said program"). D. On April 1, 2025, the City issued a Request for Proposal No. 25-019A ("RFP") by which it sought youth serving organizations to become members of the Youth Service Provider Network, referred to as Youth Service Providers (YSPN) to deliver a youth program for the City. SUBRECIPIENT submitted a responsive proposal that was selected by the City. A copy of SUBRECIPIENT's proposal is incorporated herein by reference as if set forth in full. SUBRECIPIENT is experienced in operating workforce development programs for at-risk youth that provide preparation for secondary and post-secondary education, occupational training, and employment skills for entry into the labor market. E. SUBRECIPIENT is willing to operate said program pursuant to the Act and California law. WHEREFORE, for and in consideration of the respective and mutual covenants and promises hereinafter contained and made, and subject to all the terms and conditions hereof, the parties hereto do hereby agree as follows: I. SUBRECIPIENT'S OBLIGATIONS A. SUBRECIPIENT agrees to provide the following services pursuant to said program, as more specifically set forth in SUBRECIPIENT'S Program Narrative contained in "Exhibit A", as required to be responsive to the Federal Funding Accountability and Transparency Act (FFATA) per 2 CFR §200.332(b)(1)(ix), and in the Performance Indicators contained in "Exhibit B", per 2 CFR Page 1 of 18 EXHIBIT 3 §200.332(e) and 2 CFR §200.328, both attached hereto and by this reference incorporated herein. SUBRECIPIENT'S failure to provide said services may be grounds for CITY to readjust the level of payment to SUBRECIPIENT otherwise provided for hereinafter. B. SUBRECIPIENT agrees to provide benefits to individuals who participate in the activities and services funded by this Agreement ("Participants") in accordance with the standards and requirements set forth in the Act. C. SUBRECIPIENT agrees to perform the services set forth herein in a professional, timely and diligent manner. D. SUBRECIPIENT shall provide wages and benefits to Participants in accordance with the standards and requirements of the Act, including Section 181 of the Act. E. SUBRECIPIENT shall adhere to the Labor Standards described in the Act, including Section 181 of the Act. F. SUBRECIPIENT agrees to comply with the "Complaint Handling Procedures Under the WIOA", attached hereto as "Exhibit C" and incorporated herein as though fully set forth in 20 CFR 658.411. SUBRECIPIENT shall advise Participants of their rights to file complaints under the Act and the procedures for resolution of any complaints. CITY's procedures for handling complaints alleging a violation of the Act, regulations, grants, or other agreements under the Act shall be followed and any decision of CITY, the State or the federal government relating to the complaint shall be binding and followed by SUBRECIPIENT. SUBRECIPIENTS who are employers shall operate a grievance system that incorporates CITY's procedures for resolution of complaints relating to the terms and conditions of employment; these procedures shall be approved in writing by CITY. G. As a condition of this award of financial assistance under the Act to SUBRECIPIENT from CITY, SUBRECIPIENT assures, with respect to operation of all programs or activities funded with funds provided pursuant to the Act, and all agreements or arrangements to carry out such programs or activities, that it will comply fully with the nondiscrimination and equal opportunity provisions of the Act (Section 188) and compliance with Equal Employment Opportunity provisions in Executive Order (E.O.) 11246, as amended by E.O. 11375 and supplemented by the requirements of 41 CFR Part 60; the Nontraditional Employment for Women Act of 1991; Title VI of the Civil Rights Act of 1964, as amended; section 504 of the Rehabilitation Act of 1973, as amended; the Age Discrimination Act of 1975, as amended; the Americans with Disabilities Act of 1990; and with all applicable requirements imposed by or pursuant to regulations implementing those laws, including, but not limited to, 29 CFR Parts 33 and 37. The United States, the State of California and CITY have the right to seek judicial enforcement of this assurance. H. SUBRECIPIENT agrees that no Participant(s) shall commence training prior to the approval of funding pursuant to Section 123 of the Act. I. SUBRECIPIENT agrees to the following accounting, monitoring, auditing, and review requirements: 1. SUBRECIPIENT agrees to maintain such records and submit such Page 2 of 18 EXHIBIT 3 reports, data and information, on the form and containing such information, at such times as CITY may request or require regarding the performance of SUBRECIPIENT'S services or activities, costs or other data, including but not limited to, Participants' attendance, payroll records and job duty statements. 2. SUBRECIPIENT agrees to forward to the Santa Ana WORK Center Administrative Office, 801 W. Civic Center Dr., Suite 200, Santa Ana, California 92701 completed Workforce Innovation and Opportunity Act Application form and supporting documents; a complete Workforce Innovation and Opportunity Act Enrollment; any subsequent updates; Workforce Innovation and Opportunity Act Youth Test Scores form; Workforce Innovation and Opportunity Act Exit form upon completion/termination of active enrollment of Participant; and the Workforce Innovation and Opportunity Act Follow-Up form within 15 days following 30, 60, 90, 180, 270, and 360 days of exit. SUBRECIPIENT agrees to enter information on the State of California's CalJobs database system as instructed and requested by the Santa Ana WORK Center Administration. 3. CITY, the State of California and the United States government and/or their representatives shall have access for purposes of monitoring, auditing and examining of SUBRECIPIENT'S activities, performance, books, documents, papers, records of SUBRECIPIENT SUBRECIPIENTs, bookkeepers, accountants, employees and Participants related to this Agreement. Such agencies or representatives shall also schedule on-site monitoring at their discretion. Monitoring activities may also include, but are not limited to, questioning employees and Participants and entering any premises or onto any site in which any of the services or activities funded hereunder are conducted or in which any of the records of SUBRECIPIENT are kept (2 CFR §200.330). Nothing herein shall be construed to require access to any privileged or confidential information as set forth in federal or state law. 4. In the event SUBRECIPIENT does not make the above-referenced documents available within the City of Santa Ana, California, SUBRECIPIENT agrees to pay all necessary and reasonable expenses incurred by CITY in conducting any audit at the location where said records and books of account are maintained. 5. All accounting records and evidence pertaining to all costs of SUBRECIPIENT and all documents related to this Agreement shall be kept available at the location where SUBRECIPIENT conducted the program, as well as in the County of Orange, for the duration of this Agreement and thereafter for three(3)years after completion of an audit. Records which relate to (a) complaints, claims, administrative proceedings or litigation arising out of the performance of this Agreement, or (b) costs and expenses of this Agreement to which CITY, the State of California or the United States Government take exception, shall be retained beyond the three (3) years until resolution of disposition of such appeals, litigation, claims, or exceptions. J. Without prejudice to any other section of this Agreement, SUBRECIPIENT shall, where applicable, maintain the confidential nature of information provided to it concerning Participants in accordance with the requirements of federal and state law. Notwithstanding the foregoing, SUBRECIPIENT agrees to submit to CITY, the State of California and/or the United States Government or their representatives, all records requested for administrative purposes, including audits, examinations, monitoring and verification of records submitted by SUBRECIPIENT, costs Page 3 of 18 EXHIBIT 3 incurred and services rendered hereunder. K. SUBRECIPIENT agrees to complete a monthly Invoice form showing in detail the amount of money already expended by SUBRECIPIENT hereunder, as this is a cash reimbursement contract. Accounting records must be supported by such source documentation as invoices, bills, statements, proof of payment, such as cancelled checks, payment confirmations, account statements, paid bills, payroll records, time and attendance records, and contract and subgrant award documents (2 CFR §200.101(b)(2)). SUBRECIPIENT agrees to submit the above-stated documents to the WDB Administrative Office, 801 W. Civic Center Dr., Suite 200, Santa Ana, California, 92701, by the tenth (loth) day of the month following the month in which SUBRECIPIENT'S services are performed. Should SUBRECIPIENT fail to deliver said documents to CITY within thirty (30) days of said deadline, CITY shall provide SUBRECIPIENT with written notice of such deficiency. If said deficiency is not corrected within thirty (30) days of mailing such written notice, CITY shall have the option to deobligate SUBRECIPIENT's funds and cancel this Agreement by giving SUBRECIPIENT ten (10) days written notice thereof. SUBRECIPIENT shall either return to the CITY excess revenues over costs or use such excess revenues as program income for additional training activities authorized under the Act. L. SUBRECIPIENT agrees to expend all funds in accordance with all applicable federal, state and local laws and regulations. SUBRECIPIENT also agrees to provide, at SUBRECIPIENT'S own expense, supplies and other costs of said PROGRAM. M. SUBRECIPIENT shall arrange independently for an audit that includes WIOA funds received from CITY, in accordance with the Act, 2 CFR 200.500 et seq. SUBRECIPIENT shall submit one original of each required audit report to CITY within thirty (30) days after the date received by SUBRECIPIENT. Should SUBRECIPIENT fail to comply with these requirements, CITY may, at its option, withhold payment of funds, disallow funds, or suspend additional grant funds. N. SUBRECIPIENT shall not expend funds pursuant to this Agreement to provide services to any Participant where costs of training are paid for by any other person or entity. O. SUBRECIPIENT shall comply with the provisions of Uniform Guidance 2 CFR Part 200 of the U.S. Office of Management and Budget (OMB) and all other applicable federal statutes and executive orders and their implementing regulations, including regulations at 29 CFR Part 97. P. SUBRECIPIENT shall comply with the requirements of federal regulations found at 29 CFR Part 93, which provide that no appropriated funds may be expended by the recipient of a federal contract, grant, loan or cooperative agreement to pay any person for influencing or attempting to influence an officer or employee of any agency, member of Congress or an officer or employee of a member of Congress in connection with awarding of any federal contract, the making of any federal grant or loan, entering into any cooperative agreement and the extension, renewal, amendment or modification of any federal contract, grant, loan or cooperative agreement. SUBRECIPIENT shall sign a Certification Regarding Lobbying to that effect in a form as set forth in "Exhibit E," attached hereto and by this reference incorporated herein. SUBRECIPIENT shall submit said signed Certification to CITY prior to perfonning any of its obligations under this Agreement and prior to any obligation arising on the part of CITY to pay any sums to SUBRECIPIENT under the terms and conditions of this Agreement. Page 4 of 18 EXHIBIT 3 Q. SUBRECIPIENT agrees to provide a drug-free work place and to execute a Drug Free Workplace Certification as set forth in "Exhibit F" attached hereto and incorporated herein by this reference. R. SUBRECIPIENT, in accordance with the Child Support Compliance Act, recognizes and acknowledges the importance of child and family support obligations and shall fully comply with all state and federal laws relating to child and family support enforcement, including, but not limited to: disclosure of information and compliance with earnings assignment orders, as provided in Chapter 8 (commencing with Section 5200) of Part 5 of Division 9 of the state Family Code; and, to the best of its knowledge is fully complying with the earnings assignment orders of all employees and is providing the names of all new employees to the New Employee Registry maintained by the California Employment Development Department(EDD). S. SUBRECIPIENT agrees to comply with all applicable provisions of the Act, and all applicable federal regulations, including, but not limited to, the Code of Federal Regulations, Subtitle A—Office of Management and Budget Guidance for Grants and Agreements, as well as all applicable state and local regulations. T. SUBRECIPIENT agrees to remain in compliance with the Certification Regarding Debarment ("Exhibit G"), as required by the regulations implementing Executive Order 12549, Debarment and Suspension, (2 CFR Part 180). U. SUBRECIPIENT agrees to provide priority of services for veterans and eligible spouses pursuant to 20 CFR Part 1010, and the regulations implementing priority of service for veterans and eligible spouses in Department of Labor job training programs under the Jobs for Veterans Act published at 73 Fed.Reg. 78132 on December 19, 2008. V. SUBRECIPIENT acknowledges that the official name for the statewide system of providing employment and training through the WIOA partnerships and various other local programs is "America's Job Center". To achieve the goals of this grant, it is important that the public has a quick and easy method to identify that the projects or programs they are taking part in are part of the "America's Job Center". SUBRECIPIENT agrees to place the America's Job Center logo, in accordance with the State of California guidelines for such use, on all public materials, such as statements, press releases, brochures, advertisements, reports and other documents describing projects or programs funded in whole or in part with WIOA funds. When the America's Job Center logo is used, SUBRECIPIENT may accompany it with the following statement, "The (Program Name) is a proud partner of the America's Job Center network". SUBRECIPIENT shall not use the America's Job Center logo in any manner that would imply that the State of California endorses a commercial product, service or activity. II. CITY'S OBLIGATIONS A. On May 28, 2025, the CITY was awarded a Department of Labor Workforce Innovation and Opportunity Act youth grant of$817,644.00 for fiscal year 2025-2026, with a two-year performance period which dictates that 100% of the funding allocation must be obligated before the contact window closes on June 30, 2027. CITY agrees to pay to SUBRECIPIENT when, if and to the Page 5 of 18 EXHIBIT 3 extent federal funds are received under the provisions of the Act a sum not to exceed $200,000.00 for SUBRECIPIENT'S performance in accordance with the Budget attached hereto as "Exhibit D" and incorporated herein by reference, during the period of this Agreement for Program Year 2026-2027. Said sum shall be paid after CITY receives invoices submitted by SUBRECIPIENT as provided hereinabove. B. Pursuant to 2 CFR §200.332(b)(4), the Indirect Cost Rate for the SUBRECIPIENT's award shall be an approved federally recognized indirect cost rate negotiated between the SUBRECIPIENT and the Federal government, or, if no such rate exists, either a rate negotiated between the CITY and the SUBRECIPIENT, or a de minimis indirect cost rate as defined in 2 CFR §200.414(f) Indirect (F&A) costs. C. SUBRECIPIENT has the ability to adjust line item amounts in the budget with the approval of the Executive Director, so long as the total Budget amount does not increase. D. CITY agrees to provide for on-site monitoring reviews of said program operation at least annually. In addition, monthly desktop reviews of pertinent information will be conducted. E. CITY has the right to de-obligate the funds hereunder, and take such funding back from SUBRECIPIENT, due to any of the following reasons: (a) lack of performance by SUBRECIPIENT; (b) lack of fiscal accountability of SUBRECIPIENT; or (c) decrease in available funding. III. TERM OF AGREEMENT A. This Agreement shall commence on July 1, 2026, and all duties arising under this Agreement shall have been performed by June 30, 2027. The Term of this Agreement may be extended by a writing executed by the City Manager and the City Attorney. SUBRECIPIENT acknowledges and agrees that it must provide follow-up services for one (1) year after the Term, whether funded or not. B. SUBRECIPIENT agrees to comply with the closeout procedures detailed in 2 CFR §200.343, including the following: 1. SUBRECIPIENT must submit, no later than ninety (90) calendar days after the end date of the period of performance, all financial, performance, and other reports as required by the terms and conditions of the Federal award; 2. Unless the CITY authorizes an extension, SUBRECIPIENT must liquidate all obligations incurred under the Federal award not later than ninety (90) calendar days after the end date of the period of performance as specified in the terms and conditions of the Federal award; 3. SUBRECIPIENT must promptly refund any balances of unobligated cash that the CITY paid in advance or paid and that is not authorized to be retained by SUBRECIPIENT for use in other projects (See OMB Circular A-129 and 2 CFR §200.345); Page 6 of 18 EXHIBIT 3 4. SUBRECIPIENT must account for any real and personal property acquired with Federal funds or received from the Federal government in accordance with 2 CFR §§200.310-200.316 and 2 CFR 200.329; and, 5. The CITY should complete all closeout actions for the Federal award no later than one year after receipt and acceptance of all required final reports. IV. INDEPENDENT CONTRACTOR Consultant shall, during the entire term of this Agreement, be construed to be an independent contractor and not an employee of the City. This Agreement is not intended nor shall it be construed to create an employer-employee relationship, a joint venture relationship, or to allow the City to exercise discretion or control over the professional manner in which Consultant performs the services which are the subject matter of this Agreement; however, the services to be provided by Consultant shall be provided in a manner consistent with all applicable standards and regulations governing such services. Consultant shall pay all salaries and wages, employer's social security taxes, unemployment insurance and similar taxes relating to employees and shall be responsible for all applicable withholding taxes. V. WORKER'S COMPENSATION AND EMPLOYER'S RIGHTS A. SUBRECIPIENT shall use appropriate funds received from CITY to provide workers' compensation to all those hired by SUBRECIPIENT under this Agreement. B. SUBRECIPIENT shall have the right to hire, dismiss, or promote its employees or contract personnel hired under this Agreement so long as its hiring or dismissal policy or standard does not violate Title VII of the Civil Rights Act of 1964, Fair Labor Standards Act of 1938, or any other applicable law, and SUBRECIPIENT maintains itself as an Equal Opportunity employer. VI. APPLICABLE GUIDELINES A. The parties hereto agree that SUBRECIPIENT shall comply with all applicable federal and state laws and regulations, including, but not limited to the Performance Indicators (Exhibit B) and general program requirements described in Sections 2 and 116 of the Act, and applicable regulations, and the U.S. Department of Labor guidelines and regulations, including amendments or revisions made during the terms of this Agreement. Said applicable laws are hereby incorporated by reference and made part of this Agreement as though fully set forth herein. B. SUBRECIPIENT also assures and certifies that: 1. SUBRECIPIENT acknowledges and confirms that the U.S. Department of Labor has established six (6) performance indicators for youth: (a) Percent of Participants who are in education/training activities, or in unsubsidized employment during the 2"d quarter after exit; (b) Percent of Participants who are in education/training, or in unsubsidized employment during the 4t'' quarter after exit; (c) the median earnings of Participants in unsubsidized employment during the 2"d quarter after exit; (d) Percent of Participants who obtain recognized postsecondary credential or Page 7 of 18 EXHIBIT 3 secondary diploma during participation or within 1 year after exit; (e) Percent of Participants who, during the program, are in education or training that leads to a recognized postsecondary credential or employment and who are achieving measurable skill gains; and, (f) effective in serving employers. SUBRECIPIENT agrees to implement and shall meet any additional performance indicators that may be subsequently required by the Workforce Innovation and Opportunity Act or by any other Federal, State, and local law. 2. SUBRECIPIENT shall comply with Title VII of the Civil Rights Act of 1964 (P.L. 88-352) and in accordance with Title VII of the Act, requiring that no person shall, on the grounds of race, color, religion, sex, age, disability or national origin be excluded from participation in, be denied the benefits of, or be otherwise subjected to discrimination under this Agreement. 3. SUBRECIPIENT shall comply with any and all federal laws limiting the political activity of employees hired under this Agreement. 4. SUBRECIPIENT shall comply with the requirements that no program under the Act shall involve political activities. 5. RECORD INSPECTION. SUBRECIPIENT shall provide the U.S. Department of Labor and the Controller General, by and through any authorized representative, as well as the WIB Administrative Office, access to and the right to examine all records, books, papers or documents relating to the accounting and use of funds under this Agreement for a three-year period from and after the effective date of this Agreement. 6. No person with responsibilities in the operation of any program under the Act shall discriminate with respect to any program Participant or any application for participation in such program because of race, religion, color, national origin, sex,political affiliation or beliefs. 7. SUBRECIPIENT shall maintain appropriate standards for health and safety in work and training situations. 8. SUBRECIPIENT shall comply with general provisions, assurances, and execute the Assurances and Certifications attached hereto as "Exhibit H" and incorporated herein. 9. EQUAL OPPORTUNITY. Any literature distributed by SUBRECIPIENT for the purpose of apprising businesses, Participants, or the general public of its programs under this Agreement shall state that its programs are supported by the City of Santa Ana and the Santa Ana Workforce Investment Board, and shall state that the program is an "equal opportunity employer/program" and that "auxiliary aids and services are available upon request to individuals with disabilities." 10. Based on the population eligible to be served, or likely to be directly affected by the WIOA program or activity, the services or information may need to be provided in a language other than English in order to allow such population to be effectively informed about or able to participate in the program or activity. Pursuant to 29 CFR 37.35, SUBRECIPIENT must take reasonable steps to provide services and information in appropriate languages after considering the scope of the program or activity, and the size and concentration of the population that needs services or information in a language other than English. Page 8 of 18 EXHIBIT 3 11. SUBRECIPIENT certifies that all property, finished or unfinished documents, data, studies and reports prepared or purchased under this Agreement, will be disposed of in accordance with the direction of the CITY. In addition, any tools and/or equipment furnished to the SUBRECIPIENT by the CITY and/or purchased by the SUBRECIPIENT with funds pursuant to this Agreement, will be limited to use within the activities outlined in this agreement and will remain the property of the United States Government and/or CITY. Upon termination of this Agreement, SUBRECIPIENT will immediately return such tools and/or equipment to the CITY or dispose of them in accordance with the direction of the CITY. 12. SUBRECIPIENT certifies that this Agreement does not provide for the advancement or aid to any religious sect, church or creed, or sectarian purpose, nor does it help to support or sustain any school, college, university, hospital or other institution controlled by any religious creed, church, or sectarian denomination, as specified by Article XVI, Section 5, of the Constitution of the State of California, regarding separation of church and state. 13. PATENT, COPYRIGHTS AND RIGHTS IN DATA. The SUBRECIPIENT will disclose to the CITY any invention, written product, or computer program developed, or data assembled, as a result of performance of work under this Agreement, within seventy-four (74) days of invention, development or assembly. The CITY, State of California, and U.S. Department of Labor will have the right to patent any invention and copyright any written product or computer program or data generated by SUBRECIPIENT. Upon written request, SUBRECIPIENT will transfer all pertinent information, specifications and right, title and interest to the designated agency. 14. INVENTIONS, PATENTS AND COPYRIGHTS. A. Reporting Procedure. If any project produces patentable items, patent rights, processes, or inventions in the course of work under a U.S. Department of Labor (DOL) grant or agreement, the SUBRECIPIENT shall report the fact promptly and fully to the CITY. The CITY shall report the fact to the Grant Officer, at the DOL. Unless there is a prior agreement between the CITY and the DOL and its representative on these matters, the DOL shall determine whether to seek protection on the invention or discovery. The DOL and its representative shall determine how the rights in the invention or discovery, including rights under any patent issued thereon, will be allocated and administered in order to protect the public interest consistent with the "Governmental Patent Policy" (President's Memorandum for Heads of Executive Departments and Agencies, August 23, 1971, and Statement of Government Patent Policy as printed in 36 FR 16889). B. Copyright Policy. 1. Unless otherwise provided in the terms of the grant or agreement, when copyright- able material is developed in the course of or under a DOL Grant or agreement, the author and the CITY which developed the work is free to copyright material or to permit others to do so. The SUBRECIPIENT and the Workforce Development Board (WDB) shall have a royalty-free, nonexclusive and irrevocable license to reproduce, publish, use and to authorize others to use all copyrighted material. 2. The DOL reserves a royalty-free, nonexclusive, and irrevocable license to reproduce, publish or otherwise use, and to authorize others to use, for Federal Government purposes: Page 9 of 18 EXHIBIT 3 (a) The copyright in any work developed under any grant, sub-grant, or contract under a grant or subgrant; (b) Any right of copyright to which a grantee, subgrantee or a SUBRECIPIENT purchases ownership with grant support; and, (c) SUBRECIPIENT shall comply with the requirements of 29 CFR § 97.34. C. Rights to Data. The DOL and the CITY shall have unlimited rights to any data first procured or delivered under this Agreement. 15. CLEAN AIR / CLEAN WATER ACT. If the grant hereunder exceeds $100,000, SUBRECIPIENT must comply with Section 306 of the Clean Air Act [(42 USC 7606 ]; Section 508 of the Clean Water Act (33 USC 1368); Executive Order 11738 and Environmental Protection Agency ("EPA") regulations (40 CFR Part 35) as any may now exist or be hereafter amended. Under these laws and regulations, the SUBRECIPIENT assures that: (a) No facility to be utilized in the performance of the proposed grant has been listed on the EPA List of Violating Facilities; (b) It will notify CITY prior to award of the receipt of any communication from the Director, Office of Federal Activities, U.S. EPA, indicating that a facility to be utilized for the grant is under consideration to be listed on the EPA List of Violating Facilities; and, (c) It will notify the CITY and the EPA about any known violation of the above laws and regulations. 16. SUBRECIPIENT agrees to adhere to the following STANDARDS OF CONDUCT: a. General Assurance. Every reasonable course of action will be taken by SUBRECIPIENT in order to maintain the integrity of this expenditure of public funds and to avoid favoritism. This Agreement will be administered in an impartial manner, free from errors to gain personal, financial, political gain. SUBRECIPIENT, its officers and employees, in administering this Agreement, will avoid situations which give rise to a suggestion that any decision was influenced by prejudice, bias, special interest or desire for personal gain. b. Employment of Former State or CITY Employees. SUBRECIPIENT will ensure that any of its employees who were formerly employed by the State of California or CITY, in a position that could have enabled such individuals to impact policy regarding or implementation of programs covered by this Agreement, will not be assigned to any part or phase of the activities conducted pursuant to this Agreement for a period of not less than two (2) years following the termination of such employment. c. Conducting Business Involving Relatives. No relative by blood, adoption or marriage of any executive or employee of SUBRECIPIENT will receive favorable treatment when considered for enrollment in programs provided by, or employment with, SUBRECIPIENT. d. Conducting Business Involving Close Personal Friends and Associates. Executives and employees of SUBRECIPIENT will be particularly aware of the varying degrees of influence that can be exerted by personal friends and associates and, in administering this Agreement, will exercise due Page 10 of 18 EXHIBIT 3 diligence to avoid situations which give rise to an assertion that favorable treatment is being granted to friends and associates. When it is in the public interest for SUBRECIPIENT to conduct business with a friend or associate of an executive or employee of SUBRECIPIENT, an elected official in the area or a voting or non-voting member of the Workforce Investment Board (WIB), a permanent record of the transaction will be retained. e. Avoidance of Conflict of Economic Interest. No executive or employee of SUBRECIPIENT elected official in the area, or voting or non-voting member of a WDB, will solicit or accept money or any other consideration from a third person, for the performance of an act reimbursed in whole or part by SUBRECIPIENT or CITY. Supplies, materials, equipment or services purchased with Agreement funds will be used solely for purposes asserted or allowed under this Agreement. No voting member of the WDB will cast a vote on the provision of services or vote on any matter which would provide direct financial benefit to that member or any business or organization which the member directly represents. £ Salary and Bonus Limitations. All Subrecipients of WIOA program funds are required to comply with federal requirements regarding the limitations on salary and bonus payments in accordance with Public Law 109-149, Section 503. VII. HOLD HARMLESS A. SUBRECIPIENT shall indemnify and save harmless CITY, its officers, agents and employees, from and against any and all damages to property or injuries to or death of any person or persons, including property and employees or agents of CITY, and shall defend, indemnify and save harmless CITY, its officers, agents and employees, from any and all claims, demands, suits, actions or proceedings of any kind or nature, including, but not by way of limitation, workers' compensation claims, resulting from or arising out of the negligent acts, errors or omission of SUBRECIPIENT, its employees or subcontractors. B. SUBRECIPIENT shall indemnify and save harmless CITY, its officers, agents and employees, from and against any and all damages to property or injuries to or death of any person or persons, including property and employees or agents of CITY, and shall defend, indemnify and save harmless CITY, its officers, agents and employees, from and against any and all claims, demands, suits, actions or proceedings therefore, resulting from or arising out of the intentional or malicious acts of SUBRECIPIENT, its employees or subcontractors. VIII. INSURANCE SUBRECIPIENT shall procure and maintain for the duration of the agreement, the following insurance coverages: MINIMUM SCOPE AND LIMIT OF INSURANCE SUBRECIPIENT shall maintain limits of insurance coverage in the following minimum amounts and shall be at least as broad as: Page 11 of 18 EXHIBIT 3 1. Commercial General Liability (CGL): Insurance Services Office Form CG 00 01 covering CGL on an "occurrence" basis, including products and completed operations, property damage, bodily injury and personal & advertising injury with limits no less than $1,000,000 per occurrence and $2,000,000 aggregate. 2. Sexual Abuse or Molestation Liability (SAML): If the CGL policy referenced above is not endorsed to include affirmative coverage for sexual abuse or molestation, SUBRECIPIENT shall obtain and maintain a policy covering Sexual Abuse and Molestation with a limit of no less than $1,000,000 per occurrence or claim. 3. Automobile Liability (AL): Insurance Services Office Form CA 00 01 covering Code 1 (any auto), with combined single limits of $1,000,000. In the event SUBRECIPIENT does not maintain commercial automobile liability insurance, City will accept evidence of personal automobile insurance with existing limits, which can be lower than $1,000,000. 4. Workers' Compensation (W/C): as required by the State of California, with statutory limits, and Employer's Liability Insurance with limit of no less than $1,000,000 per accident, per employee, per policy for bodily injury or disease. This requirement can be waived if SUBRECIPIENT has no employees. If SUBRECIPIENT maintains broader coverage and/or higher limits than the minimums shown above, City requires and shall be entitled to the broader coverage and/or the higher limits maintained by SUBRECIPIENT. Any available insurance proceeds in excess of the specified minimum limits of insurance and coverage shall be available to City. Other Insurance Provisions The insurance policies are to contain, or be endorsed to contain, the following provisions: 1. CGL, SAML and AL policies: City of Santa Ana, its City Council, its officers, officials, employees, agents, and volunteers are to be covered as additional insureds with respect to liability arising out of work or operations performed by or on behalf of the SUBECIPIENT including materials, parts, equipment, and personnel furnished in connection with such work or operations. 2. All required insurance policies: Insurance company(ies) agrees to waive all rights of subrogation against City, its City Council, its officers, officials, employees, agents, and volunteers for losses paid under the terms of any policy which arise from work performed by SUBRECIPIENT for City. 3. All required insurance policies: For any claims related to this contract, SUBRECIPIENT's insurance coverage shall be primary and any insurance maintained by City, its City Council, its officers, officials, employees, agents, or volunteers shall not contribute with it. 4. All required insurance policies: A severability of interest provision must apply for all the additional insureds, ensuring that SUBRECIPIENT's insurance shall apply separately to each insured against whom a claim is made or suit is brought, except with respect to the insurer's limits of liability. 5. Each insurance policy required herein shall provide that coverage shall not be canceled, suspended, voided, reduced in coverage or in limits, non-renewed by the carrier, or materially changed except after thirty (30) days prior written notice has been given to City. Ten (10) days prior written shall be provided to City for policy cancellation or non-renewal due to non- payment. 6. Certificate Holder on each Evidence of Insurance certificate shall be: City of Santa Ana, Attention: Risk Management Division, 20 Civic Center Plaza, Santa. Ana, CA 92701. The Page 12 of 18 EXHIBIT 3 name and location of event should be included in the Description of Operations section of each certificate. Self-Insured Retentions Self-insured retentions must be declared to and approved by the City. City may require SUBRECIPIENT to purchase coverage with a lower retention or provide proof of ability to pay losses and related investigations, claim administration, and defense expenses within the retention. Acceptability of Insurers Insurance is to be placed with insurers authorized to conduct business in the state of California with a current A.M. Best rating of no less than A:VII, unless otherwise acceptable to City. Verification of Coverage SUBRECIPIENT shall furnish City with original Certificates of Insurance including all required amendatory endorsements (or copies of the applicable policy language effecting coverage required by this clause) and a copy of the Declarations and Endorsement Page of the CGL policy listing all policy endorsements to City before work begins. However, failure to obtain the required documents prior to the work beginning shall not waive Permittee's obligation to provide them. City reserves the right to require complete, certified copies of all required insurance policies, including endorsements required by these specifications, at any time. Claims Made Policies If any of the required policies provide coverage on a claims-made basis: 1. The retroactive date must be shown and must be before the date of the contract or the beginning of work. 2. Insurance must be maintained and evidence of insurance must be provided for at least three (3) years after completion of work. 3. If coverage is canceled or non-renewed, and not replaced with another claims-made policy form with a retroactive date prior to the contract effective date, Company must purchase "extended reporting" coverage for a minimum of three (3) years after completion of work. Subcontractors SUBRECIPIENT shall require and verify that all sub-contractors maintain insurance meeting all the requirements stated herein, and SUBRECIPIENT shall ensure that City is an additional insured on insurance required from sub-contractors. Special Risks or Circumstances City reserves the right to modify these requirements, including limits, based on the nature of the risk,prior experience, insurer, coverage, or other special circumstances. IX. CORPORATE STATUS All corporate SUBRECIPIENTs shall be in good standing, without suspension by the California Secretary of State, Franchise Tax Board or Internal Revenue Service. Any change in corporate status or suspension shall be reported immediately to CITY. X. Page 13 of 18 EXHIBIT 3 ASSIGNABILITY None of the duties of, or work to be performed by, SUBRECIPIENT under this Agreement shall be subcontracted or assigned to any agency, consultant, or person without the prior written consent of CITY. SUBRECIPIENT must submit all subcontracts and other agreements that relate to this Agreement to CITY. SUBRECIPIENT acknowledges and agrees that it must follow procurement regulations for subrecipients (2 CFR §200.317). No subcontract or assignment shall terminate or alter the legal obligations of SUBRECIPIENT pursuant to this Agreement. XI. LAWS GOVERNING THIS AGREEMENT In its performance under this Agreement, SUBRECIPIENT shall fully comply with the requirements of the following, whether or not otherwise referred to in this Agreement: 1. The Act and all applicable federal statutes, regulations, policies, procedures and directives, including but not limited to, 2 CFR Part 200 and 20 CFR Parts 651 and 654 2. All applicable State statutes, regulations,policies,procedures and directives; 3. All applicable CITY policies,procedures and directives; 4. All applicable local ordinances and requirements, including use permits and licensing; 5. Court orders applicable to its operation; and, 6. The terms and conditions of this Agreement. If any of the foregoing is enacted, amended, or revised, SUBRECIPIENT will comply with such or will notify CITY after enactment or modification that it cannot so comply. CITY may thereupon terminate this Agreement, if necessary. XII. EXCLUSIVITY AND AMENDMENT OF AGREEMENT This Agreement supersedes any and all other agreements, either oral or in writing, between the parties hereto with respect to the employment of SUBRECIPIENT by CITY, and contains all the covenants and agreements between the parties with respect to such employment. Each party to this Agreement acknowledges that no representations, inducements, promises or agreements, orally or otherwise, have been made by any party, or anyone acting on behalf of any parry, which are not embodied herein, and that no other agreement or amendment hereto shall be effective unless executed in writing and signed by both CITY and SUBRECIPIENT. XIII. FRAUD Page 14 of 18 EXHIBIT 3 SUBRECIPIENT shall immediately report to CITY all instances and facts concerning possible fraud, abuse or criminal activity relating to expenditure or receipt of funds under this Agreement. XIV. CONTINGENCY OF FUNDS SUBRECIPIENT acknowledges that approval of and funding for this Agreement is contingent upon State approval, and funds received or obligated from the State of California to CITY. If such approval of funds is not forthcoming, or is otherwise limited, CITY shall immediately notify SUBRECIPIENT. Within twenty (20) days of receipt of such notice, SUBRECIPIENT shall modify or cease operations as directed by CITY and negotiate necessary modification to this Agreement and/or reimbursement of costs incurred hereunder. XV. TERMINATION A. This Agreement may be terminated by either party at its sole discretion, upon thirty (30) days written notice to the other party. Notice shall be deemed served on the date of mailing. However, SUBRECIPIENT may not terminate this Agreement if undue hardship will result to any Participant. B. In the event SUBRECIPIENT defaults by failing to fulfill all or any of its obligations hereunder, CITY may declare a default and termination of this Agreement by written notice to SUBRECIPIENT, which default and termination shall be effective on a date stated in the notice which is to be not less than ten (10) days after certified mailing or personal service of such notice, unless such default is cured before the effective date of termination stated in such notice. If terminated for cause, CITY shall be relieved of further liability or responsibility under this Agreement, or as a result of the termination thereof, including the payment of money, except for payment for approved expenses incurred for services satisfactorily and timely performed prior to the mailing or service of the notice of termination, and except for reimbursement of(1) any payments made for services not subsequently performed in a timely and satisfactory manner, and (2) costs incurred by CITY in obtaining substitute performance. XVI. DISPUTES Except as otherwise provided in this Agreement, any dispute concerning any question arising under this Agreement shall be decided by CITY. In such a case CITY shall reduce its decision to writing and mail or otherwise furnish a copy thereof to SUBRECIPIENT. The decision of the City shall be final and conclusive unless within thirty (30) calendar days from the mailing or delivery of such copy, CITY receives from SUBRECIPIENT written request to appeal said decision. Procedures governing the appeal shall be prescribed by CITY and/or the State of California in accordance with the Act and all corresponding regulations and OMB circulars. Pending final disposition of the appeal, SUBRECIPIENT shall act in accordance with CITY's decision unless the dispute involves a change order. XVII. BREACH- SANCTIONS Page 15 of 18 EXHIBIT 3 If, through any cause, SUBRECIPIENT violates any of the terms and conditions of this Agreement, and/or prior agreements whereby grant funds were received by SUBRECIPIENT pursuant to this Agreement, or if SUBRECIPIENT reports inaccurately or if any Audit Report makes disallowances, SUBRECIPIENT shall promptly remedy its acts or omissions and/or repay CITY all amounts due CITY as a result of SUBRECIPIENT's violation. For any such failures or violations, CITY shall also have the right at its sole discretion to either: (1) discontinue program support until such time as SUBRECIPIENT fulfills its obligations or remedies all violations of this Agreement or prior agreements; and/or (2) collect outstanding amounts as determined by CITY due CITY by offsetting or debiting from current claims or invoices, if after thirty (30) days' written notice SUBRECIPIENT has failed to repay same or a repayment schedule has not been made; and/or (3) terminate this Agreement by giving written notice to SUBRECIPIENT of such termination in accordance the notice provision in Paragraph XVIII herein below. XVIII. NOTICES All notices, reports and correspondence between the parties hereto respecting this Agreement shall be in writing and deposited in the United States Mail, postage prepaid, addressed as follows: CITY: City of Santa Ana Manager, WDB Administrative Office P.O. Box 1988 (M-76) Santa Ana, CA 92702 CLERK: City Clerk City of Santa Ana 20 Civic Center Plaza(M-30) P.O. Box 1988 Santa Ana, CA 92702-1988 Telefacsimile (714) 647-6956 SUBRECIPIENT: Taller San Jose Hope Builders 801 N. Broadway, Santa Ana 92701 Phone: (714) 543-5105 XIX. MERGER This Agreement, together with the attachments hereto, expresses the total understanding of the parties. There are no oral understandings of the parties or terms and conditions other than as stated herein. XX. VALIDITY Page 16 of 18 EXHIBIT 3 The invalidity in whole or in part of any provision of this Agreement shall not void or affect the validity of any other provision of this Agreement. XXI. MISCELLANEOUS PROVISIONS a. Each undersigned represents and warrants that its signature hereinbelow has the power, authority and right to bind their respective parties to each of the terms of this Agreement, and shall indemnify CITY fully, including reasonable costs and attorney's fees, for any injuries or damages to CITY in the event that such authority or power is not, in fact, held by the signatory or is withdrawn. b. All Exhibits referenced herein and attached hereto shall be incorporated as if fully set forth in the body of this Agreement. (Signatures on following page) Page 17 of 18 EXHIBIT 3 IN WITNESS WHEREOF, the parties hereto have executed this Agreement the date and year first above-written. ATTEST: "CITY" By: Jennifer Hall Alvaro Nunez City Clerk City Manager APPROVED AS TO FORM: Sonia R. Carvalho "SUBRECIPIENT" City Attorney By: � u By: Andrea N. Garcia Name: Shawna Smith Senior Assistant City Attorney Title: Executive Officer Tax ID #: EIN 59-3816355 RECOMMENDED FOR APPROVAL: Michael L. Garcia Executive Director Community Development Agency Page 18 of 18 EXHIBIT 3 Workforce Innovation & Opportunity Act Youth Program Provider Hope Builders 2026-2027 EXHIBIT A EXHIBIT 3 Hope Builders' Proposal Experience/Qualifications Description of Organization: Hope Builders empowers young adults in Orange County by providing mentorship, life skills, and job training that align with employer needs. Since 1995, Hope Builders has served as a pathway to opportunity, guiding disadvantaged young adults toward career success through comprehensive support and hands-on training. Recognizing that access to meaningful careers can significantly transform lives, the organization is dedicated to equipping Orange County's most vulnerable young adults with the skills and support needed to secure quality jobs with competitive wages, health benefits, safe work environments, stable schedules, and opportunities for advancement. Each year, Hope Builders serves more than 200 diverse young adults and equips them with the essential technical and professional skills needed to thrive in the workforce. Programs in Clinical Medical Assisting (CMA), Child Development Careers (CDC), and Construction Training (CTP) provide industry-specific training while also addressing social and emotional barriers that may hinder long-term success. Facility Addresses: Hope Builders has three facility locations: 1. CDC training is implemented at 801 N. Broadway, Santa Ana, CA 92701 (major cross streets: N. Broadway & E. Civic Center Dr.) 2. CTP training is implemented at 810 Poinsettia St N, Santa Ana, CA 92701 (major cross streets: Poinsettia St N & W. Washington Ave.) 3. CMA training is implemented at 100 N. Harbor Blvd, Unit 200, Anaheim, CA 92805 (major cross streets: N. Harbor Blvd & W. Lincoln Ave.) The Santa Ana location at 801 N. Broadway also serves as Hope Builders' headquarters. Hours of Operation: Hope Builders' hours of program operation are Monday—Friday, 8:00 AM- 4:30 PM for CDC and CMA, and 7:00 AM-3:00 PM for the Construction CTP. Administrative hours are Monday—Friday, 8:00 AM-4:30 PM. Youth Friendly Characteristics of Facilities: Hope Builders' facilities are intentionally designed to be youth-friendly, creating a welcoming, safe, and supportive environment where young adults can thrive. The CDC program features a space modeled after a childcare center, allowing trainees to practice classroom management and caregiving skills in a realistic setting. The CMA program includes training spaces that mimic medical offices, equipping participants with experience in administrative and clinical procedures. The CTP facility is designed like an indoor construction site, complete with tools and materials that simulate actual job site conditions. EXHIBIT 3 These immersive environments ensure that trainees are well-prepared to transition seamlessly into the workforce. Additionally, the training facilities have been designed to create warm and inviting learning environments, featuring artwork throughout the buildings and classrooms that resemble professional workstations, helping young adults prepare for the settings they will encounter in the workforce. To further support students, the facilities include study and meeting spaces, comfortable mentorship areas, and lunch areas equipped with microwaves. The CTP facility also features a coffee station and a basketball hoop, fostering camaraderie among trainees. Beyond the physical environment, Hope Builders' staff is trained to provide a positive, encouraging atmosphere, helping youth overcome challenges and stay motivated in their career journeys. These elements combined make Hope Builders' facilities ideally suited to support young adults as they build confidence, develop skills, and prepare for successful futures. Operating Budget & Sources of Revenue: Hope Builders has 30 years of experience managing multiple funding streams and a strong track record of income growth. The agency prioritizes diversifying its funding base to avoid reliance on a single revenue source. Hope Builders' FY2026 consolidated budget is $4,476,487. Expected revenue includes $1,825,000 from individual contributions, $1,420,000 from grants, $630,000 from program service revenue, and $601,487 from Hope Builders Career Connections (HBCC),the organization's social enterprise staffing agency (net of labor costs). Description of Staff: Hope Builders has a total of 31 staff members and will dedicate a team of 11 staff members to this project to ensure comprehensive support and training for participants. The assigned staff include 4 Training Supervisors to provide hard skills training. Additionally, 2 Employment Readiness Coordinators, 1 Employment Readiness Specialist, and 1 Employment Readiness Manager will focus on preparing youth for the workforce. Moreover, an Admissions Manager will oversee participant intake, a Grants Administrator will manage compliance and reporting, and a Director of Programs will provide leadership and strategic direction for program effectiveness. Past WIA/WIOA Experience: Hope Builders served as a Workforce Investment Act (WIA) contractor for the City of Santa Ana from 2006 to 2015 and has been implementing Workforce Innovation and Opportunity Act (WIOA) services for the City of Anaheim since 2016. Community Impact: Since 1995, Hope Builders has equipped more than 7,500 young adults with the skills and support needed to achieve economic stability. In FY2025, Hope Builders enrolled 282 young adults (106 of whom were Santa Ana residents) in its workforce training programs; and provided 254 with the hard and soft skills necessary to secure employment in construction, medical assisting, or child development. The program successfully placed 212 young adults into career pathways, defined as full-time employment that pays at least $2 above minimum wage, EXHIBIT 3 includes employer-sponsored health benefits, and offers opportunities for advancement. Additionally, 165 retained their jobs for at least six months. Among the 282 participants enrolled in the previous fiscal year, 14%were parents, 15% had been involved in the justice system, 30% had experienced trauma specifically related to domestic violence or foster care emancipation, 60% were women, 96%were Hispanic/Latino, and 100%were low-income. Hope Builders also connected program graduates with over 100 employers across Orange County. Proposed Program Admissions & Readiness Assessment: Hope Builders will recruit out-of-school youth (ages 18- 24) who demonstrate a strong desire to turn their lives around. Before enrollment, candidates will undergo a vetting process to assess their readiness for the program. Prospective trainees must show commitment by submitting an application, completing an interview, passing a drug test, providing right-to-work documents, and taking the Test of Adult Basic Education (TABE). During the admissions process, Hope Builders will use the IRIS assessment to evaluate youth across more than 100 behavioral mindsets and essential skills, including initiative, problem- solving, critical thinking, creativity, productivity, grit, and interpersonal skills. IRIS is then used to map career goals to performance targets, guiding a life skills curriculum that: (1) supports trainees in building foundational workplace behaviors; (2) helps staff identify and address skill gaps; and (3) provides ongoing feedback on attendance, punctuality, work habits, and employability. Findings from IRIS will inform weekly staff meetings, and trainees and support staff will set and review goals for personal and professional growth. Once participants are enrolled, the training model will be implemented in four stages: (1) Job Skills, (2) Mentoring/Life Skills, (3) Links to Career& Education Pathways, and (4) Employment Services: 1. Job Skills: This stage provides trainees with essential industry-specific skills, including contextualized basic skills remediation to develop the reading and math competencies needed for success in their fields. CTP trainees will focus on algebra, geometry, and trigonometry for estimating costs, reading blueprints, and carpentry, while healthcare trainees will strengthen their medical vocabulary and dosage calculations. Instruction will be reinforced through worksheets, college-level books, lectures, and hands-on learning. This phase will also include a weekly stipend and financial assistance for childcare and transportation. Trainees will be required to show up every day, on time, and dressed professionally for careers in these industries: a. Construction, a 12-week pre-apprenticeship program that teaches construction fundamentals, construction theory, daily math and leadership development; and, b. Healthcare, which incorporates HIPAA Compliance in two fields: EXHIBIT 3 i. Clinical Medical Assisting (24 weeks): Prepares trainees to measure vital signs, assist physicians with procedures, administer medications and injections, record electrocardiograms, draw blood, and complete records to support medical staff. Training includes a 160-hour practicum at a doctor's office or medical clinic. ii. Child Development Careers (6 weeks): Prepares graduates to work in schools and clinics as Behavioral Technicians, Para-educators, Instructional Aides, or Early Childhood Assistant Teachers. 2. Mentoring/Life Skills: Hope Builders will provide comprehensive wraparound support services to help trainees successfully transition into the workforce. These services will include individualized case management and employment readiness support. Each trainee will be assigned an Employment Readiness Specialist/Coordinator to provide guidance in overcoming obstacles to program completion and employment. Throughout the training, participants will work closely with an Employment Readiness Specialist/Coordinator, to address employment barriers and develop essential workplace behaviors such as accountability, initiative, productivity, grit, and leadership. Using IRIS assessment results, specialists will create individualized service plans with tailored goals. In addition to case management, trainees will receive weekly life skills instruction covering social and emotional wellness, healthy behaviors, technological literacy, financial responsibility, and educational achievement. Additionally, participants receive weekly Employment Readiness workshops and coaching sessions to develop essential job search skills and workplace professionalism. Training will cover interview preparation, resume writing, networking, professional presentation, and career exploration. Sessions will also focus on telephone/video conferencing techniques, dressing for success, and identifying employment pathways. 3. Links to Career & Education Pathways: Hope Builders, in partnership with the Rancho Santiago Community College District, will offer trainees the opportunity to earn post- secondary credentials. The Career Readiness team will conduct weekly sessions to guide participants in creating resumes, setting up professional email accounts, conducting job searches, dressing professionally, and practicing interview skills. To expand career awareness, guest speakers from industries such as Providence, Kaiser Permanente, Hoag Hospital, ABA Enhancements, and 24HRC will introduce trainees to potential career pathways. Additionally, trainees will participate in industry field trips, including visits to the Orange County Carpenter's Union, ABC Craft Championship, and AGC, providing hands-on exposure to various career opportunities. 4. Employment Services: Through its social enterprise staffing agency, Hope Builders Career Connections (HBCC), participants will be supported to secure, maintain, and advance in their careers. EXHIBIT 3 Program Objectives: Hope Builders aims to equip youth with the skills, resources, and support needed to achieve long-term career success. The program's primary objectives align with key WIOA performance goals: 1. Measurable Skills Gains— CMA Trainees earn a Vocational Medical Certificate of Completion (non-credit) from Santiago Canyon College, American Heart Association BLS Certification, HIPAA and PPE Training Certificates, OSHA Certifications in Bloodborne Pathogens, Hazard Communication, Workplace Violence Prevention, and Hope Builders' Certificate of Completion. CDC Trainees earn a 40-Hour Behavior Technician Training Certificate, American Heart Association Heartsaver Pediatric First Aid & CPR Certification, California Mandated Reporter Certificate, and Hope Builders' Certificate of Completion. CTP Trainees earn MC3 Certification, Career Technical Education Certification through Santa Ana College, OSHA 10-Hour Certification, American Heart Association First Aid & CPR Certification, and Hope Builders' Certificate of Completion. Additionally, program staff will support trainees in furthering their education through employer-sponsored training programs, such as Associated Builders and Contractors, Associated General Contractors, or certificate and degree programs at local community colleges. At least 59% of youth will attain a recognized post-secondary credential through training AND achieve measurable skills gains. 2. Credential Attainment—All program participants will receive at least 12 hours of Education Pathways curriculum, designed to strengthen study skills, introduce career ladders and post-secondary pathways, and provide guidance on accessing financial aid and scholarships. At least 62% of youth will attain a Credential/Diploma/Certificate within 1 year after exit. 3. Employment or Placement Rate for Youth — Hope Builders will provide job preparation workshops,job fair participation, resume support, referrals, and job coaching to connect youth to employment opportunities. Additionally, trainees who complete Hope Builders' skills training academies will be linked to educational and training pipeline programs at local community colleges, career technical schools, and apprenticeship programs. Youth identified as needing basic literacy and numeracy remediation will receive at least 25 hours of tutoring and other services alongside their vocational training. At least 69% of youth will secure employment or enroll in postsecondary education by the second quarter after exit, with 62% by the fourth quarter. 4. Median Earnings—Youth will attain employment at an average 3-month salary of$4,000 no later than the second quarter after exit. EXHIBIT 3 By achieving these objectives,youth participants will secure stable employment, increase their earning potential, and create pathways for career advancement, leading to greater financial security and improved well-being. At the same time, the City of Santa Ana will benefit from a stronger workforce, reduced unemployment rates, and increased economic growth. Target Population Total Number of Youth to Be Served: Hope Builders will serve 20 youth through this project. Age Range of Youth to Be Served: Hope Builders will serve youth between the ages of 18-24. Minimum Requirements to Be Enrolled: Participants must be Out-of-School youth ages 18-24 and a resident of the City of Santa Ana (except for foster youth, emancipated youth, and wards of the court). Participants must demonstrate stable housing and pass a drug test prior to enrollment. Eligible youth include school dropouts, those with a secondary diploma or equivalent who are basic skills deficient or English language learners, youth in the juvenile or adult justice system (for CTP only), parenting youth, and individuals with disabilities. Participants must demonstrate motivation and readiness (which includes obtaining a driver's license and right-to-work documents). Youth who have already obtained a postsecondary degree will be ineligible to enroll. Hope Builders encourages pregnant individuals to apply once they are ready to fully participate in training and employment. This ensures they can complete the program successfully and secure stable, long-term careers with the support and resources available. Serving Foster Youth, Homeless Youth, & Youth on Probation: Hope Builders' programs are open to foster and emancipated youth, as well as wards of the court. Hope Builders does not enroll homeless youth; applicants must demonstrate stable housing before enrollment to avoid the challenges associated with homelessness, such as inconsistent attendance or difficulties focusing on training. Hope Builders also serves youth offenders through CTP, but participants cannot have an open court case at the time of their enrollment. Additionally, parolees must coordinate with their Parole Officer to ensure they can meet program requirements. Due to employer partner restrictions, youth offenders are not eligible to enroll in the CMA or CDC programs. How Targeted Youth Populations Will Be Recruited: Hope Builders will recruit targeted populations through a variety of efforts. Outreach Specialists will actively market the program at local churches, community centers, and other youth-serving nonprofits. A significant portion of students (about 65%) will be referred by current or former participants. Additional referrals will come from community partners such as Learn4Life, Big Brothers Big Sisters, Centennial Education Center, La Familia, Youth Provider Network, and others. Hope Builders' Outreach team will also hold regular office hours at partner locations like Project Kinship, Orangewood, and certain ACCESS schools, where they will meet with prospective applicants to discuss the EXHIBIT 3 program and start the application process. In addition, advertising and social media campaigns will help raise awareness and generate over 10,000 "Applicant" page views quarterly on the organization's website. Recruitment Plan: Recruitment will be ongoing, with efforts taking place on a weekly or monthly basis. Hope Builders will recruit youth through a variety of channels, including outreach at community centers, churches,jails, social service programs, and schools. Hope Builders' Outreach team will also maintain office hours at several community partner locations such as Big Brothers Big Sisters, Orange County Conservation Corps, and Phoenix House, among others. Social media campaigns will be used to increase awareness about the program. In the most recent quarter, Hope Builders' social media efforts drove 5,349 website sessions, 66,011 total social media engagements, 78,664 organic video views, and 1,652 clicks to the applications page from both paid and organic campaigns. Prospective trainees will complete an application form documenting their employment history, income, household size, and participation in social service programs. They will also take the TABE test to assess their basic skills levels (5th-8th grade). In addition, right-to-work documents, driver's licenses, school transcripts, and background screenings will be collected. These materials will be reviewed and discussed, along with motivations and potential barriers during the applicant's interview to determine readiness. Once eligible, the youth will attend a one-week orientation at Hope Builders where they will meet staff, review program expectations, and commit to fulfilling them. Youth who are admitted into the program will be expected to demonstrate reliability by showing up every day, on time, drug-free, and with a good attitude. Program Assessment Required Assessment Tools: Hope Builders will use the required Test for Adult Basic Education (TABE) assessment. Assessment Procedures for Youth Participants: During the admissions process, Hope Builders uses the TABE assessment to measure academic skills in areas such as reading, mathematics, and language. Additionally, the IRIS assessment is used to evaluate over 100 behavioral mindsets and essential skills, including basic and occupational skills, prior work experience, employability interests, aptitudes, and support service needs. The data from these assessments is used to create personalized service strategies for each participant. These strategies are linked to key performance indicators, identify career pathways that include education and employment goals, outline achievement objectives, and specify appropriate services. Hope Builders staff meet weekly to review each participant's progress toward their individualized service strategy goals. Understanding of Youth Participant Barriers: With an average household income of just $30,639, all 282 participants enrolled in the previous fiscal year met HUD's low-income EXHIBIT 3 threshold for Orange County. Of those, 89% were classified as extremely low-income, and 55% lived at or below the Federal Poverty Level guidelines. Of those served, 14%were parents, 15% had been involved in the justice system (limited to the construction pathway, as healthcare roles require clean backgrounds), 30% had experienced trauma specifically related to domestic violence or foster care emancipation, 60% were women, and 96% identified as Hispanic/Latino. Consequently, many participants experience significant barriers that delay their progression toward self-sufficiency. These barriers include lack of childcare, transportation, family instability, unstable housing, food insecurity, abusive relationships, anger management issues, mental/emotional health challenges, substance abuse history, low self-esteem, criminal records, ongoing legal or court obligations, difficulty managing finances, and lack of computer literacy. Addressing the Barriers Faced by Youth: Hope Builders addresses barriers faced by youth by offering personalized support through a structured process focused on improving employment readiness and life skills. The program helps trainees set concrete goals, such as completing a high school diploma, obtaining a valid driver's license, managing a bank account, setting up a professional email account, and avoiding unhealthy relationships, crime, and drugs. The process begins with an intake meeting, where an Employment Readiness Specialist/Coordinator builds rapport with each participant and identifies potential barriers. Using intake data and assessments, the specialist develops two key goals: an IRIS goal, based on the participant's assessment, and a Workforce Readiness goal, co-created with the trainee to address specific needs for employment preparedness. Additionally, the Employment Readiness Specialist/Coordinator leads weekly soft skills classes to help trainees develop essential workplace skills and holds one-on-one meetings to monitor progress. This holistic approach is designed to help youth overcome barriers and achieve long-term success in both employment and personal development. Paid & Unpaid Work Experience Paid & Unpaid Work Experience Opportunities: Hope Builders' CMA program includes a 160- hour externship designed to provide hands-on clinical experience essential for employment as a Medical Assistant. After successfully completing 16 weeks of training, trainees are matched with a clinical site for a four-week, unpaid externship. This opportunity allows participants to gain real-world experience, demonstrate their skills to potential employers, and prepare for job placement. Trainees are expected to maintain reliable attendance, adhere to workplace professionalism, and communicate regularly with both their employer and Hope Builders' Employment Services team. Additionally, the program encourages trainees to take steps toward reliable transportation, such as obtaining a driver's license or creating a savings plan for future vehicle ownership. Throughout the externship, performance is evaluated based on employer feedback to ensure trainees are job-ready and equipped for long-term career success. EXHIBIT 3 Hope Builders does not offer paid work experience; it offers employment in career pathway jobs through its social enterprise staffing agency, Hope Builders Career Connections (HBCC). As an employer, HBCC places graduates of the CTP, CMA, and CDC programs and places them in full-time positions that provide a living wage and opportunities for career advancement. HBCC carefully vets job opportunities, facilitates placements, and offers ongoing support during the first six months of employment to ensure job retention and success. Graduates are placed in roles through either temp-to-hire opportunities, allowing employers to assess fit before making permanent offers, or direct placement into long-term positions. Through this structured approach, Hope Builders helps young professionals build stable careers with clear pathways for growth Preparing Youth for Targeted In-Demand Industries: Hope Builders will support workforce development in the Healthcare industry through its CDC and CMA programs. These programs equip participants with the essential skills, training, and certifications needed to secure employment in high-demand healthcare roles. By aligning with employer needs and industry standards, Hope Builders ensures that graduates are prepared for sustainable careers in healthcare, addressing workforce shortages while providing young professionals with pathways to economic mobility. Job Training & Preparation Through STEAM: Hope Builders integrates elements of STEAM (Science, Technology, Engineering, Arts, and Mathematics) into its job preparation training by providing basic skills remediation in math and reading, tailored to industry needs. Construction trainees develop math skills such as algebra, geometry, and trigonometry for estimating material costs and reading blueprints, while healthcare trainees focus on science and math concepts like medical vocabulary and dosage calculations. Up to two hours daily are dedicated to building these essential skills through worksheets, college-level books, lectures, and support from volunteer tutors. Work Experience Opportunities Related to Postsecondary Certificate Programs: Hope Builders' CMA program provides work experience opportunities through a 160-hour externship, which is a required component of the program. This hands-on experience allows trainees to apply their skills in a real-world clinical setting, ensuring they are job-ready upon completion. Graduates who successfully complete the program and externship receive a Vocational Medical Certificate of Completion (Non-Credit) in partnership with Santiago Community College. Employers That Support Paid/Unpaid Work Experience: Hope Builders partners with approximately 10 healthcare businesses across Orange County to serve as host sites for CMA externships. These include Associated Gastroenterology Medical Group, Dr. Irene Pe, Lestonnac, Sunrise Healthcare Centers, Kindred Healthcare, Zhana Rapoport, MD, Centers of Rehabilitation & Pain Medicine, Reviv Functional Psychiatry, Beach Family Doctors Medical Group, and Jason Kurtz, DO. Alternative Secondary School Services EXHIBIT 3 Alternative Secondary School Services: For youth who require alternative secondary school services, Hope Builders provides referrals to Learn4Life and the Orange County Department of Education (OCDE) for GED and High School Equivalency (HSE) support. These partnerships ensure that young people who have not completed high school have access to flexible, accredited programs that help them earn their diploma or equivalency. By connecting youth with these educational resources, Hope Builders supports their academic advancement and prepares them for workforce training and career opportunities. Activities That Will Support Secondary School Diploma: Hope Builders supports youth in attaining their secondary school diplomas through a combination of academic assistance, mentorship, and holistic support services. Tutoring is available both before enrollment and during training to help applicants strengthen their academic skills. Personalized support and mentorship provide guidance from staff and mentors to keep students motivated and on track. Additionally, case management and counseling offer one-on-one support to help students overcome academic and personal challenges, while goal-setting and career coaching assist them in planning their educational and career pathways. To further support students, Hope Builders provides social and emotional resources, including mental health services such as counseling and stress management. Through these activities, Hope Builders ensures that youth have the necessary resources and support to complete their secondary education and successfully transition into career training and employment. Preparation for Postsecondary Education and TraininjR Preparation for Postsecondary Education &Training: Hope Builders equips youth with the skills, knowledge, and support needed to succeed in postsecondary education and training for high- demand industries such as healthcare and construction. Medical assisting remains one of the top ten in-demand allied health professions in California, with more than 12,000 positions left unfilled each year, according to California Competes. Additionally, California's Employment Development Department projects over 15,000 openings for paraprofessionals through 2028. Through CDC, CMA, and CTP, Hope Builders trains youth for middle-skill positions that ensure long-term employability, economic mobility, and career advancement. These positions are in industries offering livable wages, with entry-level jobs in healthcare and construction typically paying at least $18.50 per hour (adjusted annually) or offering full-time employment with a minimum of 30 hours per week. By focusing on these key industries, Hope Builders ensures that its graduates are prepared for sustainable careers that provide opportunities for growth and job security. Collaborations With Postsecondary Institutions: Hope Builders collaborates with postsecondary institutions to provide trainees with industry-recognized credentials that enhance their career EXHIBIT 3 opportunities. The CTP program partners with Santa Ana College to support MC3 Certification for trainees. Additionally, the CMA program connects participants to Santiago Canyon College, where they earn a Vocational Medical Certificate of Completion. These partnerships ensure trainees receive both hands-on training and formal education, strengthening their career readiness. Career Pathways for Youth to Obtain Occupations with Livable Wages: Hope Builders' CDC, CMA, and CTP programs provide clear pathways for career advancement in applied behavior analysis, healthcare, and construction. CDC graduates start as behavior technicians (BTs) and can advance to Board Certified Behavior Analysts (BCBAs), occupational therapists, or teachers by gaining experience, earning additional college units, and obtaining higher-level certifications. CMA graduates begin as medical assistants (MAs) and can progress to roles such as licensed vocational nurses (LVNs), registered nurses (RNs), or healthcare administrators through further education and certifications. CTP graduates enter the construction field with foundational skills, with opportunities to become journeymen, foremen, site supervisors, or project managers through experience and additional training. By equipping youth with industry-recognized credentials,job placement support, and long-term career guidance, Hope Builders ensures that participants have access to stable employment with opportunities for professional growth and higher wages. How Youth will be prepared for Postsecondary Education &Training: Hope Builders prepares youth for postsecondary education and training by offering a comprehensive, personalized approach that equips them with the essential skills needed for success in both technical instruction and hands-on learning. Trainees receive the support they need to develop academic and practical competencies, with a focus on building a strong foundation for success in their chosen industries, such as healthcare and construction. In addition to academic readiness, Hope Builders places a strong emphasis on soft skills development, which is crucial for workforce success. Employment Readiness Specialists/ Coordinators work with trainees to enhance communication, problem-solving, teamwork, and time management skills. Through weekly meetings and workshops, Employment Readiness Specialists/Coordinators provide individualized guidance, helping trainees develop key soft skills such as accountability, initiative, and professionalism. By combining academic support, soft skills development, and personalized case management, Hope Builders ensures that youth are well-prepared for both technical training and real-world applications, positioning them for success in high-demand industries and long-term job retention. WIOA Recognized Certificates for Youth: Hope Builders provides youth with the opportunity to earn WIOA-recognized certificates during training or within one year after program completion, equipping them with industry-recognized credentials for career advancement. EXHIBIT 3 As previously noted, CMA trainees earn a Vocational Medical Certificate of Completion (non- credit) from Santiago Canyon College,American Heart Association BLS Certification, HIPAA and PPE Training Certificates, OSHA Certifications in Bloodborne Pathogens, Hazard Communication, Workplace Violence Prevention, and Hope Builders' Certificate of Completion. CDC Trainees earn a 40-Hour Behavior Technician Training Certificate, American Heart Association Heartsaver Pediatric First Aid & CPR Certification, California Mandated Reporter Certificate, and Hope Builders' Certificate of Completion. CTP trainees earn MC3 Certification, Career Technical Education Certification through Santa Ana College, OSHA 10-Hour Certification, American Heart Association First Aid & CPR Certification, and Hope Builders' Certificate of Completion. The certifications listed above include a combination of credentials accredited by state- recognized educational institutions and those widely recognized by employers in their respective industries. These certifications equip Hope Builders graduates with the qualifications needed for employment, career advancement, and long-term success in high-demand fields. Supporting Data & Research for Identified Industries/Pathways: Economic instability remains a significant challenge in Orange County, despite its reputation for affluence. According to Orange County United Way's 2025 Real Cost Measure study, 311,862 households (34%) are low-income and struggle to meet basic living expenses, with highest rates among Hispanic/Latino (53%) households. Economic hardship is closely tied to education, with 71% of households without a high school diploma falling below the poverty line, compared to 20% of those with a college degree. Workforce training and education are critical to breaking the cycle of poverty. The 2023 California Jobs First survey, conducted by the Orange County Business Council, found that education, training, and skills development programs are the most effective strategy for creating accessible jobs for economically disadvantaged individuals. In response, Orange County's High Road Transition Collaborative (HRTC) has prioritized workforce development in Healthcare & Social Assistance and Construction, two of the top five key industry sectors. By aligning its training programs with these high-demand industries, Hope Builders ensures that youth gain the skills and credentials needed for stable, well-paying careers, creating pathways to economic mobility. Tutoring Tutoring Resources &Academic Support for Youth: Hope Builders' service population typically tests between a 5th and 8th-grade level in math and reading, as measured by a pre-training TABE assessment. To help youth improve their basic skills, each training program integrates math and English remediation into the curriculum. Weekly tutoring is available to candidates upon submission of an application to the job training program. Once enrolled, participants engage in 2-3 hours of daily instruction tailored to their field—algebra and geometry for construction, dosage calculations and healthcare vocabulary for medical careers, as well as EXHIBIT 3 business math and English. To assist youth struggling with the curriculum, volunteers provide weekly math and English tutoring. After successful completion of training, participants are expected to demonstrate at least a one-grade-level improvement in either math or English on their post-training TABE test, increasing their preparedness for and likelihood of success in the workforce. Mentoring Mentoring Opportunities for Youth: Hope Builders provides mentoring opportunities as part of its comprehensive approach to workforce development. Recognizing that skills training and job placement alone are not enough to support disconnected youth, Hope Builders integrates adult mentoring to help participants develop life skills and sustain long-term employment. Upon enrollment, each youth is paired with an Employment Readiness Specialist/Coordinator who provides guidance and helps them achieve tangible goals. Throughout the 6-to 24-week training program, Employment Readiness Specialists/Coordinators meet with participants weekly to monitor their progress. After training, staff supports graduates to ensure a smooth transition into the workforce until 6 months of employment retention is achieved. Hope Builders' holistic model is rooted in research and best practices in youth development, ensuring that participants receive the mentorship and support needed for long-term success. Support Services for Youth Facing Significant Challenges: Hope Builders provides comprehensive support services to help youth facing significant challenges overcome barriers to employment and long-term stability. Many participants experience challenges such as economic hardship, involvement in the justice system, or lack of a high school diploma. To address these challenges, Hope Builders offers personalized case management, mental health counseling, and life skills training to ensure youth have the resources they need to succeed. Each participant is assigned an Employment Readiness Specialist/Coordinator who works closely with them to set and achieve personal and professional goals. Employment Readiness Specialists/Coordinators provide bi-weekly check-ins, mentoring, and referrals to essential services such as GED programs, childcare assistance, and housing support. Additionally, Hope Builders offers financial literacy training, transportation assistance, and legal aid referrals to remove common barriers to employment. Through this holistic approach, Hope Builders ensures that youth not only receive job training but also build self-confidence, resilience, and stability, equipping them for self-sufficiency and long-term career success. Mental Health Services & Referral Support: Hope Builders offers both mental health support services and referrals to external mental health agencies. Employment Readiness Specialists/Coordinators help trainees navigate social, emotional, and mental health barriers by encouraging them to connect with their natural support systems and external resources to improve their overall well-being and workforce readiness. Using a biopsychosocial framework, Employment Readiness Specialists/Coordinators provide comprehensive case management that integrates personalized support and targeted EXHIBIT 3 interventions. They focus on developing trainees' social and emotional skills, including self- awareness, social awareness, self-management, and healthy relationship-building. This is accomplished through weekly one-on-one meetings, soft skills workshops, and regular assessments to identify and address barriers. Additionally, Hope Builders connects trainees to external mental health resources as needed, ensuring they have access to professional support that enhances their ability to succeed in both their personal and professional lives. Comprehensive Guidance & Counseling for Substance Use Issues: Prior to enrollment, Hope Builders provides guidance and support regarding drug and alcohol use as part of the intake process. All prospective trainees are required to pass a drug test to ensure they are ready to fully engage in training. If a participant has a history of substance use, the Employment Readiness Specialist/Coordinator will set a recovery goal and provide ongoing support throughout the training. If further support is needed, referrals to community-based drug and alcohol counseling services are provided to help individuals address these challenges. Throughout the training, Employment Readiness Specialists/Coordinators will provide ongoing guidance, emphasizing the importance of making healthy choices and staying focused on career readiness. This proactive approach ensures that youth receive the necessary support to overcome barriers related to drug and alcohol use. Workshops Financial Literacy/Budget Management: Hope Builders provides workshops on financial literacy and budget management to equip youth with essential money management skills. At the start of training, banking partners lead financial literacy sessions for each program cohort, covering topics such as opening and using a bank account, online banking, writing checks, and saving money. Later in the program, Employment Readiness Specialists/Coordinators facilitate budgeting workshops, teaching trainees how to create and manage a budget based on their income and expenses. Entrepreneur Skills Training: Currently, Hope Builders does not offer Entrepreneur Skills Training. However, our focus remains on preparing youth for direct employment in in-demand industries such as healthcare and construction. Labor Market Information: Employment Readiness Specialists/Coordinators provide weekly 1- hour employment readiness workshops to explore labor market information. This includes three lessons on careers and career planning, two lessons on job searching, one lesson on reviewing job applications, two lessons on understanding the hiring process, one lesson on navigating job websites and platforms, and one lesson on researching potential employers. Family Planning: Hope Builders does not offer formal family planning workshops but provides support for trainees who need assistance with childcare planning to help them complete the EXHIBIT 3 program. Additionally, each cohort participates in a workshop led by nonprofit partner Laura's House to help participants build and maintain positive relationships, make informed decisions, and resist peer pressure, all of which contribute to a stable foundation for career success. Worker's Rights/Labor Laws: While Hope Builders does not currently offer dedicated workshops on Worker's Rights or Labor Laws, professionalism and responsible workplace behavior are reinforced throughout training. Trainees learn about workplace expectations, ethical practices, and their rights as employees. Additionally, OSHA training provides essential knowledge of workplace safety regulations, ensuring trainees understand the standards employers must uphold. Analytical Skills at the Workplace: Hope Builders does not offer standalone workshops on analytical skills in the workplace; however, these skills are integrated into industry-specific training programs. Health Resources: Although Hope Builders does not offer specific workshops on Health Resources, our Employment Readiness Specialists/Coordinators provide one-on-one assistance and guidance related to mental health and well-being. Youth are encouraged to utilize these resources to address any challenges they may face during their training and transition to employment. Professional Communication Skills (verbal, written, physical): Throughout the training period, Employment Readiness Specialists/Coordinators conduct weekly 1-hour employment readiness workshops to develop professional communication skills. These include 14 lessons on interview skills, one mock interview, one lesson on resume writing, one lesson on written communication etiquette, one lesson on writing a resignation letter, and one lesson on effective communication and accountability. Navigating the Workplace: Employment Readiness Specialists/Coordinators conduct weekly 1- hour employment workshops on workplace navigation, covering key topics such as performance management (1 lesson), workplace communication and code-switching (1 lesson), workplace development through the "Sole Survivor" activity (1 lesson), and the process of resigning from a job (2 lessons). Civic Engagement& Leadership Development Civic Engagement & Leadership Development Opportunities: Hope Builders provides education on voter registration. Additionally, the organization incorporates limited leadership development within its "Workforce Readiness" framework, which focuses on key soft skills such as Accountability, Initiative, Attendance, Productivity, Cooperation, and Grit. Employment Readiness Specialists/Coordinators meet bi-weekly with youth to assess and support their growth in these areas, which are critical for a successful transition into the workforce. As part of EXHIBIT 3 this process, each trainee is required to participate in at least one outreach or volunteer event, helping them develop leadership skills while contributing to their community. Number of Youth in Civic Engagement & Leadership Development: All 20 youth who will be supported through this program will participate in the leadership development activities provided above. Supportive Services Hope Builders provides supportive services to youth enrolled in our training programs to help address financial hardships and barriers to participation. Transportation Assistance: Bus passes and gas cards are available to trainees during the training phase and, in rare or emergency situations, may also be provided during the placement phase. To qualify, trainees must demonstrate financial hardship. Employment Readiness Specialists/Coordinators work with trainees to create a budget plan, offering financial guidance alongside this support. Bus passes may be distributed at the start of training at the discretion of the Employment Readiness Specialist/Coordinator, with proper documentation and approval from the Employment Readiness Manager. For trainees without a driver's license, Hope Builders partners with GNC Driving School to provide behind-the-wheel instruction as needed, including six hours of training, one hour of supervised practice before the test, and the use of a vehicle for the exam. Childcare Assistance: Hope Builders offers childcare stipends to active trainees in the training phase. "Childcare" is broadly defined and includes traditional childcare facilities, babysitting by family or neighbors, and essential child-related expenses such as diapers, formula, food, and clothing. This assistance is intended to support trainees in attending classes, externships, and achieving their program goals. Emergency/Special Funds: Limited emergency funding may be provided to trainees facing financial hardships that could impede their ability to complete training or secure employment. This may include one-time assistance for essential expenses, such as a utility bill or fees for a DMV permit test. These supportive services are designed to ensure trainees can fully participate in their training and successfully transition to employment. Supportive Service Policy: Please see Attachment N for Hope Builders' supportive service policy. Incentives EXHIBIT 3 Incentives for Youth Achievement & Goal Attainment: Hope Builders offers training stipends of $100 per week ($20 per day) to program participants. During the first 6-24 weeks of training, Employment Readiness Specialists/Coordinators meet bi-weekly with trainees to monitor their progress and set goals with actionable steps. The stipends are designed to maintain engagement during the training period and encourage participants to take proactive steps toward their career and educational goals. Stipend amounts are at the discretion of the Training Supervisor and may be reduced based on attendance and cooperation. At program completion, Employment Readiness Specialists/Coordinators (alongside the entire training team) conduct end-of-training assessments to ensure that participants are ready to enter the workforce or a post-secondary program. Follow-Up Services Services Provided During the 12-Month Follow-Up Period: After exit, Hope Builders will provide employment placement support, case management support, and quarterly check-ins after. Case Management, Job Retention, & Mentoring to Support Goal Attainment: Throughout the 12-month follow-up period, a Grant Administrator will conduct quarterly check-ins to track employment status, provide additional resources, and ensure youth remain on a path toward long-term career success. Hope Builders will also provide 12 months of support to program graduates through its HBCC staffing agency to help them secure employment and ensure a smooth transition into the workforce. To promote job retention and career success, graduates may receive case management support up to twice a week for six weeks after program completion. This will include addressing workplace challenges, connecting participants to resources, and providing guidance to help them stay employed and achieve their career goals. Ensuring Youth Meet Performance Indicators During Follow-Up: During the follow-up period, Hope Builders will ensure that youth meet the Performance Indicators through regular case management, support, and goal tracking. A Grant Administrator will conduct follow-up with program graduates in the 1st, 2nd, 3rd, and 4th quarters after exit to monitor progress. Additionally, case management services are provided up to 6 weeks after exit, offering guidance on job retention, career advancement, and overcoming barriers. These efforts ensure that youth stay on track to meet their performance goals. Incentives & Supportive Services to Enhance Youth Retention: Program graduates do not receive additional incentives after graduation, as they are expected to earn income from their employment. Supportive services, including case management and follow-up assessments, are available as previously described to assist with job retention and career advancement. Frequency of Youth Engagement & Services During Follow-Up: As noted, HBCC will provide up to 12 months of employment placement support. During the follow-up period, program graduates may receive case management support up to twice a week for the first six weeks after program completion. Additionally, a Grant Administrator will conduct quarterly check-ins EXHIBIT 3 to track employment status, provide additional resources, and ensure youth remain on a path toward long-term career success. WIOA Performance Indicators Percent of participants who are in education or training or unsubsidized employment during the 2nd quarter after exit. Anticipated Strategies Measures Outcome Youth will attain Hope Builders will provide job At least 68% of youth will attain employment placement assistance through its employment or enter post- and/or enter post- HBCC staffing agency and secondary education, no later secondary maintain employer partnerships than the second quarter after education. to connect youth with job exit. opportunities. Case management and career coaching will help participants navigate the transition to employment or further education. Percent of participants who are in education or training or unsubsidized employment during the 4th quarter after exit. Anticipated Strategies Measures Outcome Youth will attain Ongoing follow-up services, At least 62% of youth will attain employment including quarterly check-ins and employment or enter post- and/or enter post- additional job search support, will secondary education, no later secondary ensure youth remain employed than the fourth quarter after exit. education. or enrolled in post-secondary education. Retention strategies include mentorship, professional development workshops, and access to community resources. Document the median earnings of participants in unsubsidized employment during the 2nd quarter after exit. Anticipated Strategies Measures Outcome Youth will attain Hope Builders will document the Youth will attain employment at earnings above median earnings of participants an average 3-month salary of minimum wage. through follow-up surveys and $0,000 no later than the second direct communication with quarter after exit. EXHIBIT 3 employed graduates. For non- responsive participants, Hope Builders will obtain employment data through the Work Number. All collected data will be recorded in Social Solution's Apricot software. Percent of participants who obtain recognized postsecondary credential or secondary diploma during participation or within 1 year after exit. Anticipated Strategies Measures Outcome Attain a Credential/ Training programs will At least 62% of youth will attain a Diploma/Certificate incorporate industry-recognized Credential/Diploma/Certificate certifications and provide within 1 year after exit. structured support, including tutoring, study groups, and test preparation, to ensure participants successfully complete certification requirements. Percent of participants who, during the program, are in education or training that leads to a recognized postsecondary credential or employment AND who are achieving measurable skills gains. Anticipated Strategies Measures Outcome Youth attain a Hope Builders provides industry- At least 59% of youth will attain a recognized post- recognized certifications through recognized post-secondary secondary its CDC, CTP, and CMA programs. credential through training AND credential through CDC participants can earn achieve measurable skills gains. training and certifications such as the RBT increase their basic Examination, Behavior Technician skills levels. 40-Hour Training, and Pediatric First Aid & CPR, preparing them for careers in early childhood education and behavioral therapy. CTP trainees obtain MC3 Certification, Career Technical Certification, and OSHA 10-Hour Certification, equipping them with essential construction skills. CMA participants earn the EXHIBIT 3 Vocational Medical Certificate of Completion from Santiago Canyon College, along with certifications in BLS, HIPAA, and OSHA safety standards for healthcare. To further support credential attainment, Hope Builders integrates basic skills remediation in reading and math, ensuring trainees meet academic requirements for certification. Additionally, all participants receive employment readiness training, including interview skills, resume writing, workplace communication, teamwork, and leadership, ensuring they are fully prepared to enter the workforce and advance in their chosen careers. Effectiveness in serving employers. Anticipated Strategies Measures Outcome Employers report Hope Builders will foster strong Pending further State and Federal satisfaction with employer relationships by Guidance. program graduates. maintaining regular communication, providing job- ready candidates, and offering post-placement support. Employers will receive structured evaluation surveys to assess participant performance in technical skills, initiative, and professionalism. Feedback will be reviewed to improve training programs and ensure graduates meet employer expectations. Prior Outcomes EXHIBIT 3 Performance Outcomes (Santa Ana WDB Grant) 2023 (Example 5_ 15 = 33%) 2024(Example 5_ 15 = 33%) Measurable Skill Gain n/a n/a Entered Employment or n/a n/a Post Secondary Attained n/a n/a Credential/Diploma/ Certificate Performance Outcomes (Other OC WDB Grant) 2023 2024 Measurable Skill Gain 86% 96% Entered Employment or 93% (41h Quarter after exit) 73% (41h Quarter after exit) Post Secondary Attained 100% 73% Credential/Diploma/ Certificate Fiscal Competency Process for Capturing & Reporting Fiscal Data: Hope Builders captures and reports fiscal data using QuickBooks Enterprise, which records all income and expenses. The data is tracked on an accrual basis of accounting to ensure accuracy and compliance with federal requirements. The agency develops accounting and administrative measures to manage fiscal records, including tracking all income, expenses, and grants. Monthly financial statements are prepared by staff and reviewed by the Executive Director. Additionally, an annual independent audit is conducted to ensure financial integrity and compliance. Systems for Fiscal Accountability & Cost Management: Hope Builders ensures fiscal accountability through a well-established internal control system. The agency uses an annual budget, approved by the Board of Directors, to plan expenditures and costs. Financial data is tracked by account and grant in the general ledger, ensuring proper documentation and management of funds. The Finance Committee, Department Managers, and Board of Directors conduct bi-monthly reviews of financial statements to monitor expenditures and ensure alignment with the budget. A procurement policy is in place to guide expenditure decisions and ensure costs are appropriate and in compliance with planned budgets. Invoicing Process & Staff Qualifications: Hope Builders generates quarterly invoices for services provided, ensuring that all costs are appropriately documented and aligned with grant requirements. Invoices and cost reports are reviewed by the Controller, who is responsible for verifying the accuracy of these reports and ensuring compliance with the budget. The EXHIBIT 3 Controller holds a BS in Accounting and has significant experience working with small businesses, particularly non-profit organizations. This ensures that the invoicing process is accurate and aligns with fiscal policies. Financial Stability & Independence from WIOA Funds: Hope Builders' financial stability is not solely reliant on WIOA funds due to its diversified revenue streams. While WIOA funds contribute to the budget, they represent only a portion of the overall funding. As previously noted, the organization generates revenue from multiple sources, including $1,825,000 from individual contributions, $1,420,000 from grants, $630,000 from program service revenue, and $601,487 from Hope Builders Career Connections (HBCC), the organization's social enterprise staffing agency (net of labor costs). This diversity in funding ensures that the organization remains financially stable, even in the absence of fluctuations in WIOA funding. Budget Allocation (Direct Youth Support vs. Administrative Costs): 82.5% of the budget will go directly to youth in the form of work experience payments, direct training, supportive services, and other related expenses. The remaining 17.5%will be allocated to administrative costs, primarily to fund the Grants Administrator and Director or Programs positions. EXHIBIT 3 WORK EXPERIENCE POLICY EXHIBIT 3 EXTERNSHIP In order to obtain employment as a Medical Assistant need to complete 160 hours of hands-on work experience in the field. After you successful completed the first 16 weeks of training, Hope Builders will match you with a clinical site where you will complete a 4-week, 160-hour externship. This externship is unpaid, and you will not receive a stipend during this time. This is your chance to impress the employer and show them you're ready to work. Here's some of what you'll need to do: Grow your Work Experience Complete 160-hours of clinical experience over 4- weeks • Turn in your weekly time report through an approved method • Communicate with the Employment Services team at Hope Builders at least weekly Maintain Reliable Attendance • Be on-time • Come to work every day as scheduled • Communicate with your employer ahead of time Take the next step to ensure If you received your permit in the first 12 weeks, get a Reliable Transportation driver's license. If you have your driver's license, work with Hope Builders to set up a savings plan to own your own vehicle some day! During your externship, we will rely on feedback from your Field Supervisor at your assigned job site to evaluate you. The goal is to ensure you have the skills and experience to prepare you for employment and job placement. EXHIBIT 3 STIPEND POLICY EXHIBIT 3 HOPE BUILDERS STIPEND ACKNOWLEDGEMENT Stipend Policy Applicants that become active trainees and are enrolled in the training program are eligible to earn a $100.00 weekly stipend that is paid bi-weekly. If a trainee is dismissed or withdrawn from the training program, that trainee's final stipend amount will be prorated depending on the number of days active in the pay period. All borrowed materials, such as laptop, laptop charger, laptop case, textbooks, tools/supplies, etc., need to be returned to Hope Builders the same daythey are dismissed or withdrawn.The final payment(and any other regular stipends) will be placed on hold until the trainee returns all HB property. The trainee will forfeit their remaining stipend if HB property is not returned. • Stipends are issued bi-weekly according to the Stipend Calendar Schedule o Payments are disbursed via Skylight One Prepaid Mastercard • Stipend amounts are at the discretion of the Training Supervisor and may be reduced based on attendance and cooperation. Any full day of absence will result in the loss of a day's pay ($20 per day). • Stipends and other student assistance payments are considered earned income and may be taxable by the Federal and State government. o Hope Builders may issue and mail a 1099 misc. tax form for IRS reporting at the end of the calendar year. o Notify Accounting &Admissions dept. if there is a mailing address update for one year after the dismissal/withdrawal/or training end date. • Prior to receiving a stipend, individuals must fill out the I-9 employment authorization form and provide required documentation. Acknowledgements • I read and understand the Hope Builders Stipend Policy. • My signature indicates I will comply with the Hope Builders stipend policy. Print Name Date Signature Trainee Handbook revised 1012023 28 EXHIBIT 3 SUPPORT SERVICE POLICY alai HOPE BUILDERS Standard Operating Procedures Table of Contents Introduction ....................................................................................................................................................................... 3 Pronoun Usage and Preferred Names ................................................................................................................................ 3 SOPChange Language ........................................................................................................................................................... 4 SupportServices .................................................................................................................................................................... 5 Pre-Orientation .................................................................................................................................................................... 12 Orientation ........................................................................................................................................................................... 13 Training ................................................................................................................................................................................. 15 Endof Training/Career Builder.......................................................................................................................................... 23 OtherDuties ......................................................................................................................................................................... 24 2 INTRODUCTION This handbook outlines the guidelines, requirements, and procedures for the work performed by Support Specialists at Hope Builders. It aims to provide direction about how to conduct services from intake through program completion and ensure common procedures, which must be followed in their entirety. PRONOUN USAGE AND PREFERRED NAMES Purpose: This SOP establishes guidelines for the respectful and inclusive use of preferred pronouns and names at Hope Builders. Our commitment to diversity, equity, and inclusion ensures that all individuals feel acknowledged and valued. Scope: This policy applies to all employees, contractors, volunteers, and any representatives of Hope Builders. Policy Statement: All individuals at Hope Builders are entitled to be addressed by their preferred pronouns and names. Respecting gender identities fosters a positive and inclusive workplace culture. Guidelines: 1. Ask for and Use Preferred Pronouns: o When meeting new individuals, politely inquire about their preferred pronouns using phrases like: • "What pronouns do you use?" • "How would you like to be addressed?" o Avoid making assumptions about a person's gender identity. o Respectfully use the pronouns and names provided in all interactions. o Enter the preferred name in Apricot. o Enter the legal name on all legal documents, including attendance logs, certificates, and CPR cards. o On non-legal documents, the preferred name will be included within parentheses between the First and Last legal names. For example: Madeline (Matt) Baker 2. Respect Preferred Names: o Always refer to individuals by the name they provide as their preference. o If an individual includes a preferred name, use the preferred name in day-to-day conversations. o Update communication records and directories to reflect preferred names, if applicable. 3. Correction and Apology: 3 o If a mistake is made in pronoun or name usage, promptly acknowledge and correct the error. o Offer a brief and sincere apology if appropriate and continue the conversation respectfully. o Avoid prolonged apologies that may draw undue attention. 4. Educational Resources: o Hope builders will provide training and resources to promote understanding of gender identity, inclusive language, and respectful communication. o Encourage employees to participate in these learning opportunities. o Trainees will be provided training in Orientation. 5. Privacy and Confidentiality: o Treat all information regarding an individual's gender identity, pronouns, and preferred name with strict confidentiality. o Do not disclose this information without explicit consent. o Ensure that internal systems and records are updated to reflect the individual's preferences while maintaining privacy. Enforcement: Failure to adhere to this policy may result in corrective action, in accordance with Hope Builder's disciplinary procedures. Review and Updates: This SOP will be reviewed annually and updated as needed to reflect best practices in inclusivity and respectful communication. Contact: For questions or additional resources, contact Human Resources and/or the Director of Programs. By following this policy, we contribute to a respectful and welcoming environment for all members of our community. SOP Change Langua+ie Trainees who have not achieved Demonstrating Progress or better by the half-way point of the cohort (week 6 on 12-week cohort trackers or week 8 of 16-week cohort trackers) will be exited for CMA and CTP. o This should be communicated as a policy to prospective trainees at a minimum in Admissions, Week 1 of training, and during Week 4 Progress Reports. o WR Readiness Facilitators will trigger DOP to be present for the mid-point WR Meeting to discuss dismissals as a WR Triangle. o Note: trainees who have demonstrated a pattern of WR progress, but who temporarily moved into Needs Improvement week 6 or 8 due to a PC can remain in the program. 4 SUPPORT SERVICES The purpose of the Support Services (Employment Readiness) team is to facilitate the success of trainees through resources and a safe environment to address barriers, enhance social emotional and soft skills to assist in collaboration with their workforce readiness team in meeting program outcomes. Support Services refer to services and activities provided and conducted by Hope Builder's Employment Readiness Specialists/Coordinators. Hope Builders Support Services model takes an intentional case management approach using a biopsychosocial framework to understand the needs of trainees. This approach recognizes that trainees face barriers that are beyond issues of access. Employment Readiness Specialists/Coordinators are equipped to help trainees address social, emotional, and mental health barriers and encourage the participant to connect with their natural supports systems and external resources to improve workforce preparedness. Support Specialists have differing levels of education and training, but all understand the role systems, the environment and trauma impact the lives of Hope Builders trainees and use the strengths of the individual and social and emotional skill building to enhance their lives. Employment Readiness Specialists/Coordinators use a biopsychosocial framework that integrates personal involvement and various interventions to improve a trainees social and emotional skills and address their personal and environmental challenges to improve their workforce preparedness while maximizing a trainee's strengths. To achieve this, Employment Readiness Specialists/Coordinators conduct the following activities: ■ Comprehensive case management services with emphasis on social and emotional skill sets: self-awareness, social awareness, self-management, and healthy relationships (Done through 1:1 encounters and soft skills workshops) ■ 1:1 weekly meeting's ■ Weekly Soft Skills classes ■ Linkages to external resources ■ Assess for barriers ■ Collaborate with the trainee and/or with colleagues Participant Stipends (Work Experience/WEX) Participant stipends are provided to participants engaged in structured Work Experience (WEX) activities as part of program participation. Participants receive a $100 weekly stipend tied to documented participation hours in approved work-based learning placements and related program activities. These stipends support consistent engagement in training, reduce financial barriers to program completion, and are issued in accordance with established eligibility, approval, and documentation procedures. All stipend payments are tracked through required internal systems to ensure compliance with program and fiscal requirements. 5 Program Materials, Supplies, and Stipends Supportive Services at Hope Builders include essential materials, equipment, certifications, and program supplies required for participants in the CMA, CDC, and CTP programs to fully engage in training and successfully complete program requirements. These supports ensure equitable access to instruction and hands-on learning across all training pathways. Program supplies include industry-specific textbooks, workbooks, tools, uniforms, safety equipment, and certification-related materials required for training and credential attainment. Additional classroom and learning supplies such as notebooks, binders, writing materials, calculators, and organizational tools are also provided to support participant engagement and skill development throughout the program. Supportive Services also include certification and testing/exam fees required for credential attainment, in addition to required training materials. Supportive Services further include transportation assistance (including bus passes and gas cards) and childcare assistance provided to reduce barriers to participation in approved program activities, in accordance with established program procedures. Supportive Services also include required drug testing and background checks to meet program, training site, and employer eligibility requirements. These services are provided in accordance with established program procedures and are documented and tracked as part of participant onboarding and compliance requirements. Supportive Services described above are aligned with and implemented through the corresponding detailed procedures outlined in the Transportation Assistance and Childcare Stipend sections of this policy. Gas Cards and Bus Passes Bus passes and gas cards are available to Hope Builders trainees in training phase only and in very special circumstances or emergencies to trainees in placement phase. To be eligible, trainees must be enrolled in a Hope Builders training program and present with a financial hardship. Upon providing a gas card or bus pass the Employment Readiness Special ist/Coordinator should review the budget previously created with trainee (budgeting sheets/handouts located in Employment Readiness Teams folder). In some circumstances, a bus pass may be distributed to a trainee at the start of training at the discretion of the trainee's Support Specialist. Staff should request bus pass from Employment Readiness Manager and must complete the bus pass log located in the Employment Readiness Teams folder, in addition to completing the 1:1 Case note in Apricot. See below for restrictions/limitations per Accounting Department. Gas cards and bus passes will be provided using non-WIOA funds. RESTRICTION: Only the Finance Department is allowed to purchase gas/gift cards and bus passes. 6 LIMITATION: All gift cards are considered as cash equivalents. Only hand out if the trainee is in need of the supportive service during training. Gift Card Log: Each Employment Readiness Specialist/Coordinator issuing any type of gift card, gas card, bus pass to a trainee must complete the Card Log and enter a case note in Apricot. (The finance department uses the log and case note to expense the gift card appropriately in QuickBooks and for internal controls.) The Employment Readiness Manager is responsible for ensuring timeliness and accuracy of the Card Log and Case Notes are entered by the Employment Readiness Specialist/Coordinator. ➢ Fill out the log. ■ Date Issued to Trainee ■ Trainee Name ■ Program/Cohort# ➢ Enter an apricot case note (this is useful for grant reimbursements) ■ Select the type of service provided. ■ Enter Amount ■ Upload a copy of the card and the signature of the recipient on the case note. *Support Prvrldrd: 'Oac Card Ama4an s C. Childcare Stipend `�U�1 ❑ Bus Pass ❑ Emergency Assistance [] Cereer Readiness Stipend ❑ Car"f eiuildar Stipend a Gigs Card ❑ Training Stipend so 99 Attach Flee for eitipand/Voucher Chaosa Fva N�fle,:hosan Up to 25 nt9 Requesting More Gas/Gift Cards and Bus Passes: ■ The Employment Readiness Specialist/Coordinator will submit a request via email for additional gas cards to the Employment Readiness Manager. ■ It is recommended that the Employment Readiness Special ist/Coordinator request additional gas cards when there are 2 left in their possession. Bus passes should be requested on as needed basis (due to expiration date) Allow 2-week lead-time to process orders. Per the Finance Department: ■ The Employment Readiness Manager is the only authoritative body to submit requests for more cards. ■ The purchase of all cards may be delayed if the gift card log and case note & supporting document have not been completed by the Employment Readiness Specialist/Coordinator. Distribution of Cards to the Employment Readiness Specialist/Coordinator: ■ Requested cards will be hand delivered to each Employment Readiness Specialist/Coordinator. ■ Upon delivery, the Employment Readiness Specialist/Coordinator must sign a "received receipt" to receive gift cards. Delivery will be rescheduled if the Support Specialist is unavailable. ■ Received receipt will be kept for accounting records (Name, date, signature) ■ Azucena will upload backups to the folder in Teams labeled "STAFF—Gift Cards Copies 2023." o Rename the file as follows, Date given_Card Name_ Employment Readiness Specialist/Coordinator first & last name_# of cards given (easier access) 0 2023.02.28_Shell Gas Card—Jane Doe_(7) Distribution to Trainees: The Employment Readiness Specialist/Coordinator will provide trainees with a gas card/gift card, or bus passes upon eligibility, based on financial need. Transportation assistance is generally limited to one bus pass per month or up to two gas cards per month during the training phase, based on documented participation and financial need. Additional assistance outside of these limits may only be provided in special circumstances or emergencies with approval from the Employment Readiness Manager and appropriate documentation in Apricot. The Employment Readiness Specialist/Coordinator will make a copy of the gas card/ buss pass with a trainee signature of receipt and date given. The trainee must also acknowledge receipt by signing a receipt form confirming the item was received, the date issued, and the value/type of support provided. ■ The Employment Readiness Specialist/Coordinator will enter a case note in Apricot and upload the signed copy. ■ The Employment Readiness Specialist/Coordinator will upload backups to the folder in Teams labeled "TRAINEE—Gift Cards Copies 2022-2023." ■ Rename the file as follows, trainee's first & last name—Card Name—Date given (easier access) 8 ■ Jane Doe—Shell Gas Card_2023.02.28 ■ The Employment Readiness Specialist/Coordinator will also retain and upload receipts or equivalent proof of issuance (e.g., activation receipt, purchase record, or distribution log) for all gas cards and gift cards to ensure proper tracking, audit compliance, and verification of allowable supportive service expenditures. Childcare Stipends Childcare stipends are available to active trainees in the training phase at Hope Builders. The word "childcare" is a broad term and not limited to a childcare facility but includes babysitting by family, neighbors, etc. for the purpose of allowing trainees to attend classes, externship, study, and advance goals and action items established as part of their participation at Hope Builders. Childcare support is defined as payment for caregiving services that allow a participant to attend approved program activities such as training, externship, or study time. This may include care provided by licensed childcare providers or informal caregivers (e.g., family members or neighbors), provided that the care is documented and approved according to program procedures. Childcare support is limited strictly to documented caregiving services provided during approved program participation hours. It does not include reimbursement for any child-related personal expenses. Requirements: ✓ Employment Readiness Specialist/Coordinator will determine that trainee is eligible for childcare assistance. ✓ Trainee must complete an application and provide dependent verification documentation, verify dependent lives with or has shared custody of them. ✓ Trainee application is approved by the Support Specialist Manager. Application Process: ■ Employment Readiness Specialist/Coordinator will provide trainees requesting childcare stipend assistance with a Childcare Application to be completed. ■ Trainees will provide verification of child by showing SS card or birth certificate. ■ Dependent must live with trainee or have some shared custody with trainee to qualify for the stipend. ■ Employment Readiness Specialist/Coordinator will email completed applications to Employment Readiness Manager that they are ready for review for approval. Employment Readiness Manager will review for approval. Stipend Amounts: Childcare support is reimbursed only for actual, documented childcare services or costs incurred by the trainee in order to participate in approved program activities. 9 Reimbursement is based on verified expenses and is not provided as a flat monthly payment per child or household-based allowance. Trainees who receive childcare assistance from an outside agency, such as Social Services, CALWORKS or others, may be eligible to receive a stipend from Hope Builders if the amount they receive from the outside provider does not fully cover their expenses. In this case, the Support Specialist must determine: 1. The trainee's childcare expense. 2. The amount of assistance the trainee receives from the outside agency. 3. Calculate the trainee's eligible childcare stipend amount. In some cases, trainees may be granted less than the eligible amount through Hope Builders. For example, a trainee who has two children may report she receives $250 in monetary assistance from CALWORKS but pays $300 per month in childcare. If this is the case, this trainee would only be eligible for $50 monthly from Hope Builders. Prorating Stipend Amounts: Use the excel file: Childcare Stipend Prorate Template to calculate any prorated amounts for the beginning of training or the end of training. 1. If active trainees complete the training program and move on to the next phase prior to the month-end, issue a prorated check request stipend from the beginning of the final month to the end of training. 2. All active trainees will not receive their normal monthly childcare stipend during the office closure between December 25th through January 1 st or its observed holidays. Stipend amounts will need to be prorated during the month of December. (Prorated dates: 12/1 to 12/24 or 23rd if the 24th is an observed holiday) 3. If a trainee is dismissed or withdraws from the training program, the trainee is not eligible to receive the stipend. Submitting Childcare Stipend Roster Requests: It is the responsibility of the Employment Readiness Special ist/Coordinator to submit signed childcare stipend rosters to the SSM by the 23rd of each month (see procedure for submitting below). The SSM will email signed rosters to accounting via email at acctspay@tsjhopebuilders.org within 24 hours. o During the holiday season, due dates for submitting check requests will vary depending on office closure days. o Accounting will issue payment at the beginning of the following month. o The Support Specialist must complete the 1:1 Case note Form, StipendNoucher section in Apricot. • If a trainee is dismissed or leaves training phase prior to completing an entire month, the trainee is not eligible to receive the stipend. If a trainee moves on to the 10 placement phase of the program prior to completing an entire month, the stipend must be prorated for the time the trainee was in training. Childcare Stipend Roster Procedure: Child Care Stipend Roster form is located in the Employment Readiness Teams Folder. 1. Only use this new version of the Childcare Stipend Roster as this is a MACRO enabled file. (Previous files will not work in this new process. Transfer data from other files to this version and delete any previous version of the childcare stipend roster form.) 2. Update the Child Care Roster as normal. When ready, please send a link to the file to your manager, Ruth, for her review and approval. a. To copy the link the file, follow these steps. i. Click Share at the Top Right corner. ii. Click Copy Link ch up �Editing n 8 Share nd& Q) Copy Link lect EE Copy Link To This Sheet IN Co-edit in Teams w Manage Access III. iv. Send Employment Readiness Manager a message stating the Child Care Stipend Roster is ready for your review/approval/signature. Here is the link: OD Master Child Care Stipend Roster Form CMA-24.xlsm (For example) v. Upon approval Employment Readiness Manager will sign and inform Employment Readiness Specialist/Coordinator that Childcare Stipend has been approved/signed. 3. Once the roster is signed by both Employment Readiness Specialist/Coordinator and Employment Readiness Manager, Employment Readiness Special ist/Coordinator will Save the file as a PDF using the MACRO enabled version only available on the Desktop App and email PDF to Employment Readiness Manager. a. Select Editing on the Top Right corner. b. Select Open In Desktop App Q Comments ✓Y Catch up IIEEdit.ng v ® Editing Make any changes e Format v F /9G Viewing 6 View the file,but make no changes Open in Desktop App I, M N O P Q c. Enable Content and Enable Macros if the file is asking for permission. 11 d. When the file is ready to save as a PDF, select the icon "CLICK HERE TO SAVE TO PDF" i. Each file will be saved in the cohort folder linked Step #1. ii. Contact briteClTY if you are having issues. iii. Email the signed PDF version to SSM. 4. Employment Readiness Manager will send ALL Employment Readiness Specialist/Coordinators' rosters to acctspay(a)tsihopebuilders.org for processing. Feel free to reach out to briteClTY at help(o)-briteCITY.com, if you need the following assistance: • SYNC teams/SharePoint to your file explorer and how to use them. o Attached are PDF instructions on how to SYNC the HB Program team. • How to use MACRO excel files. • Need assistance signing PDF forms on your laptop. PRE-ORIENTATION Handoff Meeting The week before Orientation, the Admissions team will conduct a "Handoff Meeting" where they inform the Employment Readiness Team about the applicants attending Orientation. This is an opportunity to learn more about your future trainees, the barriers that they may have, and the support that the team may need to provide during training. The Admissions team will schedule the meeting, coordinating a time that works best for both teams. Prior to Orientation Email Admissions Manager and CC Support Services Manager your Intake Schedule. This email should be sent 1-2 weeks prior to Orientation. ORIENTATION Orientation Responsibilities Employment Readiness Specialists/Coordinators are responsible for completing the following with trainees during orientation week: ❖ Presentation: Intro to Support Services. The purpose of this presentation is to provide trainees with an overview of the support services provided during training. This presentation should be conducted by the Support Specialist assigned to work with the trainees for that cohort or covering for the cohort. The Admissions team will schedule a time for Support Specialist to present this topic during Orientation week. 12 o PowerPoint will be available on Schoology and on Teams (SS Channel and Orientation Channel). ❖ Presentation: Time Management and Study Habits. The purpose of this presentation is to provide trainees with the tools needed to be successful in the training program by managing their time efficiently. This presentation should be conducted by the Support Specialist assigned to work with the trainees for that cohort or covering for the cohort. The Admissions team will schedule a time for Support Specialist to present this topic during Orientation week. o PowerPoint will be available on Schoology and on Teams (SS Channel and Orientation Channel). ❖ Orientation Kick-off/ Team Building Activity: This is done with your team to help build comradery amongst the cohort. Together, introduce yourself to the trainees and execute an icebreaker to help everyone get to know one another. ❖ Grade Orientation Assignment: Every staff member presenting during Orientation will be responsible for grading the Orientation assignment associated with their presentations. The following assignments will need grading in the "Orientation" course on Schoology. Please ensure that these items are graded the following morning/as soon as possible to ensure that Admissions acts in live time if action needs to be taken. • Note: Employment Readiness Special ist/Coordinator will grade the Time Management & Study Habits assignment. There is no assignment for Intro to Support Services presentation. ➢ Prior to Intakes: ✓ Prior to the Intake Meeting, review each trainee's application, interview notes and information provided by Admissions to identify potential challenges and barriers. ✓ Review each trainee IRIS assessment survey, to identify IRIS goal. ➢ Communication with Admissions Please communicate with the Admissions team and your Employment Readiness Manager in live time throughout Orientation if any behavioral or concerning issues arise with trainees. This could include performance-based behaviors, tardy, lack of participation, falling asleep, individuals on cell phone, etc. When these issues arise, it is critical that admissions speak with the trainees promptly, provide opportunity to course correct, or if needed, dismiss the individual. Please note: In the event there is more than one Employment Readiness Specialist/Coordinator assigned to a cohort, the Employment Readiness Manager will assign trainees to each Employment Readiness Specialist/Coordinator based on the best fit. 13 Conduct Intakes An "intake" is the first meeting with each participant and allows Employment Readiness Special ist/Coordinator to build rapport and identify possible barriers. Support Specialist should allot 30 minutes for the intakes. Intakes will start the first day of Orientation and will take place throughout Orientation week. 1. Intake questionnaire located in Apricot. 2. Discuss confidentiality and mandated reporting. 3. Assess potential barriers (transportation, childcare, mental health, housing etc.) 4. Reenforce the importance of reliable transportation and establish a Plan A and Plan B for arriving at training every day and on time (discuss the impact on attendance). 5. Enter your intake note in Apricot. Preparation for Cohort/Create Syllabus ✓ Build cohort course in Schoology- Learning Manager sends email when course is available for new cohort. ✓ Prior to the start of your cohort create your class syllabus. ✓ Ensure assessments have a due date. ✓ Send your syllabus to SSM for review and upload to your Schoology course. ✓ Contact & Schedule any Presenters ahead of time to include in your syllabus (i.e. Financial Literacy Presenter and Laura's House) TRAINING Case Manager Assignment Employment Readiness Specialists/Coordinators assigns their case load of trainees to themselves at the start of each new cohort. See Apricot Guide for further details. Creating Goals The purpose in setting goals with trainees is to help drive them toward improved workforce readiness. As noted in the intake section, prior to intake Employment Readiness Special ist/Coordinator reviews trainees IRIS assessment survey in addition to the information gathered at the intake. The Employment Readiness Specialist/Coordinator will create a IRIS goal and Workforce Readiness goal. The IRIS goal is based on the trainees IRIS assessment. In addition, to creating a IRIS goal the Employment Readiness Specialist/Coordinator should work collaboratively with the trainee to determine what the trainee needs to address to improve workforce preparedness and together will create a Workforce Readiness goal. 14 For Trainees that do not have a driver's permit or valid driver's license. Employment Readiness Specialists/Coordinators will create a transportation goal (this would be their Workforce Readiness goal). Trainees must be able to demonstrate meaningful advancement of their transportation status prior to training completion: a. Securing a permit— Minimum level of advancement at end of hard-skills training b. Upon completing permit goal, Employment Readiness Specialist/Coordinator will open Driver's License goal. c. Securing a driver's license — Minimum level of advancement at end of hard-skills training for those with permit at entry Trainees should have 2 goals, (1) IRIS goal and (1) Workforce Readiness goal (goals should be created by week 2). When developing goals with a trainee, ensure that they are SMART (specific, measurable, achievable, relevant, and time-sensitive), action oriented and achievable within the timeframe of their program enrollment considering our programs are short term (12 & 16 weeks). Therefore, the goals determined are goals the trainee can reasonably achieve during the training phase. •Specific:State exactly what you want to accomplish (Who, What, Where, Why) J •Measurable: How will you demonstrate and evaluate the extent to which the goal is met? •Achievable: stretch and challenging goals wtihin ability to achieve outcome. What is the action- oriented verb? •Relevant: How does the goal tie into the Steps to Success? •Time-bound: Set a target date, the "by when" to guide your trainee to successful and timely completion.This doesn't need to be entered into Apricot, but set a target date for the trainee. Soft Skills For Success L_ 15 The Employment Readiness Specialist/Coordinator is responsible for conducting weekly soft skills class for trainees during training phase. In cases where multiple Employment Readiness Specialists/Coordinators are assigned to a cohort, the ER Manager will appoint one Specialist/Coordinator to take the lead on this. 1. Employment Readiness Specialist/Coordinator to enter accurate attendance for each trainee in Schoology same day group is held. 2. Soft Skills for Success classes are typically held in person. 3. Guest speakers should be scheduled ahead of time, upon syllabus completion. 4. Follow Blended Learning Model: a. Keep lecture under 30 minutes. b. Include opportunity for trainee-to-trainee interaction. c. Include small group discussion. d. Include interactive group learning. e. Allow time at the end of class for assessment completion. ➢ Below is an example of the SSFS topics: Soft Skills Topic: Learning Target: Emotional Self- Read my own emotions and recognize the impact of my emotions. Awareness Order Organize and plan Duty Display personal self-discipline, reliability, and effective decision making. Self-Assessment Demonstrate a basic personal awareness of my own strengths and areas for growth. Self-Alignment Real and ideal self-images are in alignment. Self-Confidence Demonstrate a healthy feeling of trust in my own abilities and ideas. Responsibility Purposeful, productive, and dependable Assertiveness Healthy confidence and self-assurance in social or professional situations Cooperation Work effectively alongside others toward individual or group goals Conflict Effectively negotiate and resolve conflict when it arises Management Social-Awareness Recognize the impact of my emotions on others Resiliency Recover from adversity and adapt to change, able to regain positivity Relationship Effectively engage in interactions with others Management Stress Tolerance Endure physical or mental pressure without becoming negative toward myself or others HEART Presentation j Laura's House, Healthy Relationships Financial Literacy I Budgeting, Credit, Identity Theft 1:1 Weekly Trainee Meetings 16 1:1 Meetings with trainees are mandatory and occur on a weekly basis (at the same scheduled day and time during training). The 1:1 weekly meeting is documented in Apricot within 24-48 hours. Below is an example of a 1:1 meeting. • Meeting Agenda: o Begin with a check-in, what's working & what's not working, discuss any PC's given that week. (5 min) o Update on Workforce Readiness/Review WR tracker (5 min) o Follow up on SSFS Group. Trainees to provide 2 takeaways from the group & how it relates to WR (5 min) o Work on goals (15 min) Characteristics of an Effective 1:1 Support Meeting during Training Phase An effective meeting has the following characteristics: ✓ Employment Readiness Specialists/Coordinators assesses how the trainee is coping with the demands of training and address barriers to employment. ✓ Help trainee address challenges and issues that impact their life stability and future ability to work. ✓ Review progress on goals. ✓ Always provide opportunities for trainee to come up with solutions. ✓ Focus on an individual's strengths. ✓ Take a trauma informed lens. • If a trainee is tardy or does not show up for a meeting, the Employment Readiness Specialist/Coordinator enters a case note documenting the tardy/missed meeting and informs TS that a PC needs to be issued to trainee for attendance infraction. • If an Employment Readiness Specialist/Coordinator must miss a meeting due to a crisis, emergency, or personal time off the Employment Readiness Special ist/Coordinator should reschedule that trainee for another time in the same week. If a meeting cannot be made up, the Employment Readiness Specialist/Coordinator should check in through email, phone call or teams' message and notify Employment Readiness Manager. Case Noting Well-written case notes provide accountability, confirm the decisions made to deliver certain services and support decisions a staff member has made. Hope Builders staff should use the SOAP format for writing case notes (Please note: The SOAP format has been adapted to fit Hope Builders'needs and may not be comparable to what agencies outside Hope Builders may use). There are four components to SOAP. They follow: Subjective (S): What the trainee tells you relating to their goal. Example: Trainee feelings, concerns, goals, thoughts; intensity of problem Objective (0): Factual- What was observed or witnessed by staff; what was seen, counted, heard, or measured. 17 Example: Trainees' appearance, affect, arrival time, etc. Action (A): Action/Intervention performed by Employment Readiness Specialists/Coordinators and progress toward goal(s) Example: What Employment Readiness Specialist/Coordinator did during 1:1 meeting; intervention used by Employment Readiness Specialists/Coordinators, referral provided, trainee progress etc. Plan (P): What Employment Readiness Specialist/Coordinator plans on doing on behalf of the trainee or plan for trainee to do; date of next meeting or follow up on referral if provided during 1:1. Example: Next meeting date, follow-up on referral provided Scenario & Sample SOAP Note: (S) Trainee shared personal awareness regarding his struggles with showing his emotions and feelings with others. Trainee reported he just holds it all in and has done this since his childhood. Trainee also shared his struggle with time-management. (0) Employment Readiness Special ist/Coordinator observed trainee was receptive during meeting, as he openly shared areas he struggles with. (A) Employment Readiness Specialist/Coordinator reviewed and created IRIS goal with trainee to work on balancing self-restraint. Employment Readiness Specialist/Coordinator commended trainee for his transparency and willingness to work towards goals. Employment Readiness Special ist/Coordinator created WR goal to work on Time-Management. Employment Readiness Specialist/Coordinator stressed the importance of attendance and punctuality. Employment Readiness Specialist/Coordinator provided examples of skills to improve time- management and explained the benefits of practicing these skills while in the program and for future employment. (P) Employment Readiness Specialist/Coordinator to meet with trainee next week to continue working on goals and action steps. Do's and Don'ts —As a general rule, Hope Builders staff should observe some of the following Do's and Don'ts when writing a case note: Do's • Keep quotes to a minimum and add when necessary. • Record immediately after meeting. • Use proper spelling, grammar, and punctuation. • Document all contacts or attempted contacts. Dont's • Avoid laden language, opinionated statements. • Avoid using names. • Don't procrastinate on notes (case notes are due 24-48 hours) 18 Hope Builders case notes are to be kept current and documented in Apricot. The Employment Readiness Specialist/Coordinator is responsible for documenting case notes in Apricot within 24-48 hours. In highly sensitive cases, those situations where staff deems it inappropriate to write a case note that is visible to other staff in Apricot, a private case note can be created in Apricot. Scheduling Trainee Meetings in TEAMS Scheduling 1:1 check-in in TEAMS will be important for ensuring that trainees are looking at their calendars to see what they have for the day. At HB we use both Outlook and Teams both should sink. All Employment Readiness Specialist/Coordinator meetings/appointments should be scheduled on Teams, even for meetings that are not held virtually, (For 1:1's that are held virtually the trainee will click on the link to attend). To schedule Meetings in TEAMS: 1. Open your TEAMS calendar. 2. Click button. 3. Insert day, time, and add trainees to "attendees" row. 4. Add reoccurring status for the duration of training. 5. Click "Save" to send to trainees. Workforce Readiness WR Team Weekly Huddle While training is in session, it is important to meet with your team on a weekly basis (or more) as needed, to discuss trainees and be on the same page regarding coaching, PC's, who is doing well, resources needed, etc. You should be meeting with your WR team at minimum, one 30-minute huddle a week. *Please note that this is different from the WR Meeting set with management and is executed in addition to. Inputting Workforce Readiness MR) Scores Video Link for Visual Guide Utilize the HB Workforce Readiness Rubric to score each trainee on a weekly basis within Schoology. - If your WR meeting is on Monday, WR scores need to be completed by EOD Friday - If your WR meeting is on Friday, WR scores need to be completed by EOD Thursday To enter scores, follow the steps below. 19 1. Log in to Schoology. 2. Select your cohort's "Workforce Readiness" course. 3. Go to the "Gradebook" 4. Under "All Materials", select "SSS" for Soft Skills CDC 4 . All Materials . Due Date,A • View I� 5. Find the correct week of training that you are in and utilize the rubric to determine each trainee's score for each individual category. 6. Do not manually type in the score. Instead, hover your mouse over the box and click on the square icon that appears and select the score using the pop-up that appears as shown below. ,n,b i•i 4.OD 3.20 3.00 '.70 _.00 1.00 _ Approachingprofioency! Approaching Proficient Not Proficient/Action Not Evident/Action Plan Advanced/Keep it upL Proficient/On Target Demonstrating Prog ress Needs Im rovement Plan Needed Needed Total Score. C can el 'Please add comments for anyone with less than a 3. Attendance below a 4.0 should always include a note. Positive notes for trainees are also encouraged. See Pro Tip for Updating WR Assessment Scores for more details. Entering Attendance Enter attendance in Schoology. a. This is important to complete in Schoology each day that you teach. b. It is recommended to start with attendance at the beginning of class. c. If a trainee is marked anything other than a green check mark for "Present", a note MUST be entered on the attendance log. d Present O Absent *Late Excused Progress Reports MR) Progress Reports are given twice within a cohort. CDC will have Progress Reports after week 2 (presented to trainees in week 3). CTP will have Progress Reports after week 3 and week 7 (presented to trainees in weeks 4 and 8). CMA will have Progress Reports after week 4 and week 8 (presented to trainees in weeks 5 and 9). The lead in your WR meetings will create and send an Excel Spreadsheet with the Progress Reports for each trainee. See example below: 20 Tnlm NAME Paa: n,.r su• wk i wk x wk 3 D•mo V.tlnj PAIRhW PAII h Fro Qrrtia Ferlmrrnan[e. Pa4e Type Re Eerr.ellmn[: Arm of ser IM! Progress Report Meetings with each trainee will need to occur. PR Meetings typically take 10 minutes or so. To make coordination of meeting possible, it is encouraged to arrange these meetings to be the first 5-10 minutes of the Employment Readiness Special ist/Coordinator 1:1 Meetings. At minimum, 2 of 3 team members need to be present in a PR Meeting. The Employment Readiness Specialist/Coordinator should send the team their scheduled 1:1's via Outlook calendar. Should the TS members of the WR team not be available, the team can use their huddle time or search alternative routes for when these meetings can best occur. Follow the steps below with your team. 1. Before scheduling meetings, assign each team member 1/3 of your list of trainees. The trainees assigned to you will be the meetings that you lead (see below). a. For example, if your cohort has 21 trainees, the TS will be assigned 7 trainees, the Employment Readiness Specialist/Coordinator will be assigned 7 trainees. 2. Arrange meeting times and inform trainees about the upcoming Progress Report. Please ensure that you are available for the PR Meetings of the trainees that are assigned to you in step 1. 3. If you cannot attend a PR Meeting, please write notes for the trainee in the "Areas of Strength" and "Areas of Improvement" boxes noted on the excel spreadsheet prior to the meeting time. a. Note*: The more meetings that you make yourself available to attend, the less notes you must write ahead of time. 4. Execute meetings. a. Remember to take turns leading these meetings based on who you were assigned. b. If no notes are in the "Areas of Strength" and "Areas of Improvement" boxes, assign the non-leading team member to type notes into the boxes while the meeting is occurring for efficiency, these notes can be bulleted/brief since you are going into detail speaking with the trainee. 21 c. Once the meeting is over and all notes are added, print or email trainee a copy of their progress report. 5. Employment Readiness Specialist/Coordinator will acknowledge in her 1:1 case management case note that the PR was completed and who was present for the WR meeting. a. Should the meeting have to be scheduled outside of Employment Readiness Specialist/Coordinator one-on-one time, whoever led the PR meeting will need to add a case note on Apricot to document the meeting. WR Self-Assessments WR Self-Assessments are created in Schoology in the Workforce Readiness course associated with your cohort. Trainees are asked to complete this self-assessment during orientation, as well as during training. The due date is already pre-set in Schoology for trainees to complete it by deadline time provided: week 3 and week 7 CTP; week 4 week 8 for CMA; and week 2 for CDC. Please review these assessments with your team and address any prevalent information the following week when meeting with each trainee for Progress Reports. Additionally, work with your WR team to ensure that the self-assessments are reviewed and graded in Schoology. Transition Team Meeting with HBCC An HBCC recruiter will be joining your WR Meeting the last week of training. During this time, you will be discussing trainees, any concerns or barriers that may need to be addressed, and who will be going to extended training versus Career Builder. -_ND OF TRAINING/CAREER BUILDER Workforce Readiness Record in Apricot Once training is complete, the Workforce Readiness Record in Apricot needs to be completed. This report can be found in each individual trainees "Folder". There is a section for the TS to fill out and sections for the Employment Readiness Specialist/Coordinator to fill. The Employment Readiness Specialist/Coordinator will fill out the Employment Readiness Specialist/Coordinator section for each trainee and email/notify TS when Employment Readiness Special ist/Coordinator sections are complete. Q+ Workforce Readiness Report(1 record) Extended Training Process (if applicable) Trainees who are not Workforce Ready at the end of training period (includes externship for CMA), are granted up to 4 weeks of training extension to demonstrate Workforce Readiness. Should a trainee not be able to demonstrate Workforce Readiness in 4 weeks and show 22 adequate growth towards meeting goals, the trainee will be dismissed from training and will not advance to Career Builder. During extended training: • The trainee will be required to meet with Employment Readiness Specialist/Coordinator 2x a week for case management. • The Employment Readiness Specialist/Coordinator will create an Action Plan and goals Employment Readiness Specialist/Coordinator will be working on during ET. • Depending on reason for extended training, the trainee may be required to meet with Employment Readiness Specialist/Coordinator & TS for 2x weekly check-ins. o For example, one check-in with Employment Readiness Specialist/Coordinator and one check-in with TS. • The trainee will be required to participate in any supplemental Hard Skills, Soft Skills, or Employment Readiness tasks related to their goals. o For example, if they need to demonstrate stronger grades, the TS may work with them as well to increase their knowledge. If they need to show accountability in meeting deadlines, the TS may assign them a Hard Skills assignment to complete. • The trainee will be allowed to keep their Chromebooks during extended training. It is the responsibility of the TS to collect the Chromebook upon completion of extended training. o Note: Trainees final stipend will be held if the trainee does not return the Chromebook by the date designated by TS. • The TS will be responsible for completing the Stipend Roster for the trainees in extended training. Once a trainee is in the Career Builder stage, HBCC will reach out to them monthly for 6 months to check-in on how their job is going. If there is a barrier during employment or communication with HBCC is a challenge, HBCC will provide a referral to trainee to reach out to Employment Readiness Services for Career Readiness Assistance to work through their barriers or employment skills with an Employment Readiness Specialist/Coordinator. OTHER DUTIES Career Readiness Process: 1. When HBCC refers the trainee in Apricot, the trainee will receive an automatic email from Apricot stating they were dismissed from CB and referred to CR for additional support. See sample email below. Subject:Important Notice: Career Readiness Support Dear Hope Builders Participant, 23 We are reaching out to inform you that you have been referred to the Career Readiness program for additional support to enhance your Workforce Readiness skills. Your Support Specialist will be in touch soon to guide you through the Career Readiness process. Please make sure to return their call within 24 hours to avoid being placed on inactive status. Ms. Michelle Cooper, 714-543-5105 ext.193, mcooper(@tsjhopebuilders.org Ms. Maria Davis, 714-790-8767 ext.145, mdavis(a)tsjhopebuilders.org Ms. Maria Plancarte, 714-543-5105 ext.137, malancarte(@tsjhopebuilders.org Ms. Sabine Shah, 714-543-5105 ext.167, sshah(@tsjhopebuilders.org Ms.Angelica Alvarez, 714-543-5105 ext.147, aalvarez(@tsjhopebuilders.org Thank you for your prompt attention. Best regards, a. Upon receiving referral: b. Employment Readiness Manager marks them inactive in Apricot. c. Employment Readiness Manager notifies Employment Readiness Specialist/Coordinator of new CR referral. d. Employment Readiness Specialist/Coordinator reaches out with one phone call informing them to reach out within 24 hours. e. Employment Readiness Specialist/Coordinator enters a case note and triggers Employment Readiness Manager, noting contact has been made and participant has been informed if no response in 24 hours, they will remain in inactive status. f. If they respond to Employment Readiness Specialist/Coordinator, Employment Readiness Specialist/Coordinator will assess for commitment. g. If they are committed to CR support Employment Readiness Specialist/Coordinator will notify Employment Readiness Manager, open an action plan and move forward. h. Employment Readiness Specialist/Coordinator will email Employment Readiness Manager the following information: 60 days from HS to assess for stipend eligibility, and anticipated WR date. i. Employment Readiness Manager will remove them from inactive status in Apricot. 2. For those marked inactive in CR we will send a quarterly engagement email to invite them to re-engage. See sample email below. Subject:Re-Engage with Career Readiness Support Dear Hope Builders Participant, We are writing to inform you that you are currently on inactive status but remain eligible for Career Readiness support. Our Support Services team would like to re-engage with you and offer assistance through the Career Readiness program. If you are interested in resuming support, please contact Ruth lbarra, Employment Readiness Manager, at ribarra(@tsjhopebuilders,nrg. Remember,you have two years from the completion of your training to re-engage and receive these services. We are here to help you achieve your career goals and look forward to supporting you. Best regards, a. For those that reach out via email and are interested in CR support. Employment Readiness Manager will ask for their updated contact information and will inform them their Employment Readiness Specialist/Coordinator will contact them. 24 b. Employment Readiness Specialist/Coordinator makes contact and will assess for commitment. c. If they are committed to CR support Employment Readiness Specialist/Coordinator will notify Employment Readiness Manager, open an action plan and move forward. d. Employment Readiness Manager will remove them from inactive status in Apricot. e. For those trainees that have obtained a career pathway job on their own in the CR phase, Employment Readiness Specialist/Coordinator will assess if trainee has attained the requirements needed: i. Gather employment information to update Employment Record and confirm job meets career pathway requirements ✓ Start Date: ✓ Company Name: ✓ Company Address: ✓ Position: ✓ Pay Rate: ✓ Hours per week: ✓ Benefits: ✓ Temporary or Permanent: ✓ Placement Method: Self, HB Assisted or HBCC ii. A Career Pathway job: A middle-skill position in an industry where HB provides training, ensuring long-term employability, and opportunities for advancement within the organization. ✓ It must also offer competitive earnings of$18.50/hr. or more (adjusted annually and at least $2/hr. above minimum wage) OR be full-time, averaging at least 30 hours per week. f. If a participant meets Career Pathway requirements listed above update their Employment Record in Apricot. a. Employment Readiness Specialist/Coordinator will create a case note with the following information ✓ Employment Readiness Specialist/Coordinator updated employment record ✓ Employment Readiness Specialist/Coordinator assessed participant meets Career Pathway requirements ✓ Employment Readiness Specialist/Coordinator communicated & noted importance of answering all contacts made by HBCC ✓ Employment Readiness Specialist/Coordinator will trigger Employment Readiness Manager on case note b. For participants who meet the career pathway requirements and are in that position for a minimum of 6 months will be moved to the CB phase by Employment Readiness Manager as they have met full impact. 25 EXHIBIT 3 INCENTIVE POLICY For Hope Builders' Incentive Policy, please see the Stipend Policy. EXHIBIT 3 PROCUREMENT POLICY& PROCEDURES EXHIBIT 3 FISCAL POLICIES AND PROCEDURES MANUAL FOR: Taller San Jose Hope Builders TALLER SAN JOSE as HOPE RIBUILDERS FEBRUARY 2024 PREPARED FOR FEDERAL AWARDS EXHIBIT 3 2 HB Fiscal Polices&Procedures TABLE OF CONTENTS SECTION 1: INTRODUCTION...................................................................... 3 SECTION 2: REVENUE - CASH RECEIPTS, ACCOUNTS RECEIVABLE, AND IN-KIND DONATIONS ......................................................................................... 7 SECTION 3: PURCHASING....................................................................... 12 SECTION 4: TRAVEL AND BUSINESS EXPENSES............................................. 18 SECTION 5: ACCOUNTS PAYABLE £t CASH DISBURSEMENTS PROCESS ................. 21 SECTION 6: PAYROLL PROCESS ............................................................... 24 SECTION 7: FIXED ASSETS...................................................................... 27 SECTION 8: ASSETS AND LIABILITIES......................................................... 30 SECTION 9: ACCOUNTING PERIOD CLOSE ................................................... 30 SECTION 10: FINANCIAL PLANNING £t OVERSIGHT ........................................ 35 SECTION 11: GRANTS MANAGEMENT PROCESS (INCLUDES FEDERAL AWARDS)...... 41 SECTION 12: FISCAL OVERSIGHT ROLES Ft RESPONSIBILITIES OF THE BOARD....... 44 SECTION 13: WHISTLEBLOWER SAMPLE..................................................... 52 SECTION 14: RECORD RETENTION SAMPLE ................................................. 55 Last updated September 2022 EXHIBIT 3 3 HB Fiscal Polices&Procedures Section • • • A. Overview This manual documents the fiscal policies and procedures to be upheld by Hope Builders (HB). The fiscal policies and procedures ensure sound internal controls, fiscal responsibility, and accountability in accordance with Generally Accepted Accounting Principles (GAAP), and adherence to standards set by the Financial Accounting Standards Board (FASB). As a 501(c)(3) tax exempt nonprofit organization, HB is entrusted with funds granted by foundations and individual contributors and must adhere to the highest standards of accounting. Fiscal policies and procedures comprise HB's internal control structure. The control structure's main objective is limiting any potential unwarranted use of assets or misstatement of account balances. Several basic components of the internal control structure include: (1) the control environment, (2) the accounting system, (3) control procedures, and (4) the accounting cycle. 0 An organization's policies and procedures can dictate its business practices. Ranging from day-to-day accounting principles to board oversight, policies and procedures touch all activities and people at a nonprofit. While it may seem that these policies merely reflect current and/or best practices, in fact they represent the values of the organization. While establishing or revisiting policies, organizations benefit from examining whom the policy impacts and how, whether some individuals or groups might feel the policy's impact disproportionately, and whether the policy perpetuates inequity. Consider policies that allow staff to propose policy/process updates, the decision-makers, and the expectations. Establish equitable consequences for not following procedures - the tone at the top matters. B. Internal Control Structure 1. The Control Environment The control environment reflects the importance HB places on internal controls as part of its day- to-day activities. Factors that influence the control environment can include the tone at the top set by management and the Board of Directors, organizational structure, ways of assigning authority and responsibility, methods of management and control, personnel policies and practices, protection of informants of improper activities, and external influences such as significant funder expectations. 2. The Accounting System The accounting system encompasses the methods, accounting software, and records used to identify, assemble, classify, record, and report accounting transactions. Ideally, the accounting system should: • Identify and record all of HB's transactions. • Provide detailed descriptions of transactions allowing for classification in financial reporting. • Highlight the time period when transactions occurred to ensure they are recorded in the correct accounting period. 3. Control Procedures Last updated September 2022 EXHIBIT 3 4 HB Fiscal Polices tt Procedures Control procedures are the procedures set up to strengthen HB's internal control structure and thus safeguard the agency assets. They are divided into the following: • Segregation of Duties: Allocation of tasks ensures that one individual does not have the ability to both make an accounting error (either intentionally or unintentionally) and also cover it up. • Restricted Access: Restrict physical access to valuable and movable assets to authorized personnel. Restrict systems access to make changes in accounting records to authorized personnel. • Document Control: To ensure that all documents are captured by the accounting system, pre-number documents and account for the sequence for documents. To ensure compliance with the Sarbanes-Oxley Act's provision to prevent destruction of litigation- related documents, HB has adopted policies and procedures for document retention. • Processina, Controls: These are designed to catch errors before they are posted to the general ledger. Common processing controls include batch controls, source document matching, clerical accuracy of documents, and general ledger account code checking. • Reconciliation Controls: These are designed to catch errors after transactions have been posted to the general ledger. 4. The Accounting Cycle The overall purpose of an accounting system is to accurately process, record, summarize, and report on HB's transactions. The component accounting cycles fall into one of four primary functions: I. Revenue, Accounts Receivable, and Cash Receipts Key steps in this area are: • Processing cash receipts • Making deposits • Recording cash receipts in the general ledger • Performing month-end reconciliation procedures II. Purchases, Accounts Payable, and Cash Disbursements Key steps in this area are: • Authorizing the procurement of goods and/or services • Processing purchase transactions • Processing invoices • Issuing checks • Recording disbursements • Performing month-end reconciliation procedures • Completing year-end reporting for 1099 tax forms III. Payroll Last updated September 2022 EXHIBIT 3 5 HB Fiscal Polices tt Procedures The payroll process consists of processing payroll and remitting amounts due to employees, the government, and other agencies such as health insurers, retirement plan trustees, etc. Key steps in this area are: • Obtaining and gathering information for processing • Preparing payroll checks and depositing payroll taxes • Performing month-end reconciliation procedures • Preparing quarterly payroll tax returns • Preparing W-2s, the W-3, and other annual payroll tax returns IV. General Ledger and Financial Statements The general ledger process consists of posting the period's transactions to the general ledger and preparing the financial statements. Key steps in this area are: • Preparing monthly journal entries • Reconciling bank accounts and other general ledger accounts • Monitoring and reconciling prepaid, accrued, deferred, and fixed asset accounts • Reviewing general ledger activity and posting adjusting journal entries • Producing the general ledger and financial statements C. Key Details 1. Fiscal Year HB's fiscal year is July 1 - June 30. 2. Accrual Accounting HB is on the accrual basis of accounting and uses this system when preparing the organization's financial statements. Unlike cash basis accounting, which records revenue and expenses based on the timing of cash receipts and disbursements, accrual accounting recognizes revenue when it is receivable and expenses when incurred. 3. Approvals As an internal control, approval may be required for many of the processes and transactions outlined in this manual. In general, staff will obtain approval from a supervisor. For processes and transactions made by the ED, this individual must obtain approval from the Board of Directors (Board). 4. Board Involvement The day-to-day fiscal responsibilities of HB are assigned to its management and fiscal staff. However, ultimate responsibility for the overall fiduciary oversight of the organization rests with the Board. 5. Software and Applications HB uses the following to process and track financial information: • Accounting Software: QuickBooks Desktop, Enterprise Version • Development Software: Raiser's Edge Last updated September 2022 EXHIBIT 3 6 HB Fiscal Polices tt Procedures • Online Donation System: Stripe, Blackbaud, and Raiser's Edge • Online Bill Payment System: Chase BillPay • Payroll System: Paychex 6. Maintenance of this Manual and Exceptions In order to ensure this manual accurately reflects the financial policies and procedures followed by HB, the Executive Director and the Director of Finance undertake an annual review of this manual. The Finance Committee, on behalf of the Board of Directors, must approve changes and updates to the fiscal policies. In certain cases, exceptions may be made to policies and procedures contained in this manual. All exceptions must be approved by the Director of Finance. Last updated September 2022 EXHIBIT 3 7 HB Fiscal Polices&Procedures Section 2: Revenue - Cash Receipts, Accounts Receivable, and In-Kind Donations A. Overview HB properly receives, processes, deposits, and records revenue in a timely and appropriate manner. HB ensures that an appropriate segregation of duties, as included in the procedures below, is in place in order to ensure a checks and balances system for the revenue process. B. Policies &t Controls 1. Receive and record cash receipts on a timely basis. 2. Record revenue in accordance with donor stipulations and acknowledge receipt. 3. Store cash receipts in a secure, locked location prior to deposit. 4. Monitor all receipts due to the organization for likelihood of collection and create adequate reserves for uncollectible amounts. 5. Deposit cash and checks within one week of receipt. 6. Guard donor credit card information securely. 7. Sell donated stock within 48 hours of receipt. Value contribution income at the sale price and record any realized gain or loss on sale on the day of the sale of the stock. 8. Analyze proposed donations of goods and services for usability prior to acceptance. If the goods or services cannot be effectively used by HB, reject or donate them to another public charity, or otherwise discard them. 9. Periodically review activities for applicability to the IRS Unrelated Business Income Tax (UBIT) definition. C. Process Description Accounts Receivable Revenue pledged or earned but • Pledges Receivable not yet received in cash. • Grants Receivable Accounts Receivable • Cash Revenue received as a donation or . Checks Cash Receipts as a payment for services that HB . Electronic/Wire Transfers provides. . Credit Card payments via Stripe and Blackbaud Donations of goods or services to • Supplies In-Kind Donations be used for internal operations • Space and/or programs. aProfessional Services • Items for auction EXHIBIT 3 8 HB Fiscal Polices tt Procedures � 1 • Revenue without Donor Contributions for which purpose or timing of use has not been restricted by Restrictions donors. Includes earned revenue and interest income. Contributions for which purpose or timing of use has been restricted by donors. May be further categorized as Temporarily or Permanently restricted: • Temporarily restricted contributions are grants/gifts which are received with donor stipulations limiting use of the contribution by time or Revenue with Donor purpose. Restrictions • Permanently restricted contributions are grants/gifts where the donor states that the donation must be maintained permanently but may permit the organization to expend part or all of the income derived from the asset. • Interest earned on an endowment may be purpose restricted by the donor(s) but is often unrestricted. Pledges, also called promises to give, are written commitments to contribute cash or other assets to the organization. PledgesUnderstanding TYPE • Recorded as income at the Agreement to contribute does not time the pledge is made. Unconditional Pledge depend on the occurrence of a a Create an Allowance for specified future and uncertain Doubtful Accounts (5-10% event. of pledged revenue recommended). • Not recognized as income. Agreement to contribute Once the condition has Conditional Pledge dependent on the occurrence of a been met, the pledge specified, future, and uncertain becomes unconditional event. and is then recognized as income. Donor-imposed Restriction Limits the use of the contributed asset to a specific purpose. Specifies a future and uncertain event that must take place. If this Donor-imposed Condition event does not occur, the donor is released from the obligation to contribute assets. All pledges and promises to give, along with supporting documentation, are communicated to Finance on a Pledge Form. The Director of Finance, with assistance from the Donor Relations Manager, determines if the pledge can be recognized as revenue, either with or without restriction, based on GAAP guidelines. The documentation for promises to give must include: The name of the donor Last updated September 2022 EXHIBIT 3 9 HB Fiscal Polices£t Procedures • The amount of the gift • When the payment of the pledge is expected • Any restrictions on the use of the donation Unrelated Business Income Tax UBIT is tax on activities not related to the mission of a 501(c)(3) tax exempt organization. Under IRS publication 598 (Tax on Unrelated Business Income of Exempt Organizations), an organization is subject to UBIT if the activity meets all of the following three requirements: 1. Trade or business 2. Regularly conducted 3. Not substantially related Earned Revenue • Partnerino, Agency Contracts: HB provides supplemental programming through partnerships with local colleges and other educational institutions. This income comes in two ways: o HB proposes a scope of work and service fee for supplemental programming and contracts directly with a school. HB invoices schools for payment according to the contract terms. This earned revenue is unrestricted. o HB provides educational programming as a subcontractor for San Jose City College and other organizations on a reimbursement basis. Based on a proposed budget, both parties sign a reimbursement-based contract. HB submits invoices with detailed expense reports and records funds as Tuition Revenue in the accounting software. • Subtenants: HB acts as a sublandlord and subleases portions of its leased office space to subtenants. HB maintains a detailed sublease with each subtenant that covers all terms of the agreement. HB invoices its subtenants for rental fees on a monthly basis. This earned revenue is unrestricted and is recorded in the accounting software as Space Rental Income. • Fiscal Sponsorship: HB acts as a fiscal sponsor for certain projects that align with HB's mission. HB maintains a detailed Memorandum of Understanding (MOU) with each sponsored project covering all terms of its fiscal sponsorship of the project. In return for the services described in the MOU, HB retains a percentage of funds received by each project. This earned revenue is unrestricted and is recorded in the accounting software as Fiscal Sponsorship Fees. D. References Pledge A donor fills out and signs a form created for each campaign, or provides Form/Communication another form of written documentation, to communicate their pledge to give monetary support. E. Procedures Exec. Dir. of Staff Deputy Donor Finance Acct. LDirector 1. Receive mail and distribute to Receives appropriate staff. checks x from Dev. Last updated September 2022 EXHIBIT 3 10 HB Fiscal Polices Et Procedures Exec. Dir. of Staff Acct. Deputy Donor Devt. Dir. Finance Acct. Clerk Director 2. Copy checks and supporting documentation, file a copy for Receives Finance and forward a copy to copy for X Finance Development (for contributions). 3. Enter donation information and code donations in development X software. Provide coding to Finance as necessary. 4. Create batch(es) by revenue X account in development software. 5. Prepare and make the bank deposit (at least weekly): • Prepare deposit slip. • Deposit at bank. X • Review receipt to verify amount and account. • Attach receipt from bank to cash receipts backup. 6. Enter cash receipts into accounting software, classifying revenue in accordance with donor X stipulations and satisfying grants or accounts receivable as applicable. 7. File deposit slips, check copies, and other supporting X documentation. 8. Reconcile batch report from development software with X X checks/cash received (monthly). 1. If received by mail: • Process credit card through Development Software. Notified X • Redact credit card information after credit cards clear. 2. If received via Online Donation System: Notified X • Provide transaction report for Finance. 3. Enter new donations in X development software. 4. Create credit card batch(es) in X development software. 5. Enter credit card transactions in X accounting software. 6. Reconcile development software batch to bank deposits and online X X donation statement (monthly). Last updated September 2022 EXHIBIT 3 11 HB Fiscal Polices Et Procedures DonorExec. Dir. of Staff Acct. Deputy Dir. Finance Acct. Clerk Director 1. Notify Finance department if wire transfer donation is expected, and X supply coding information. 2. Review bank accounts weekly and notify Development department X Notified Notified of unexpected wire transfers. 3. Enter wire deposit in accounting X software. 4. Enter wired donation in X development software. 1. Provide donor with account X information for stock transfer. 2. Notify Finance department when X stock donation is expected. 3. Sell stock within 48 hours of X receipt. 4. Receive funds from clearing service for proceeds of stock, and X process following check and cash procedures above. 5. Enter deposit in accounting X software. 6. Enter stock donation in development software. X 1. Determine whether to accept in X kind donation. 2. Determine the Fair Market Value of in-kind donation for the X purpose of recording revenue. Save documentation. 3. Enter donation information in X development software. 4. Enter donation in accounting X system. 1. Reconcile revenue information in development software to X X information in the general ledger and bank statement. 2. Reconcile bank account at month- X end. 3. Print acknowledgment letters and X X obtain appropriate si natures . Last updated September 2022 EXHIBIT 3 12 HB Fiscal Polices Et Procedures Section A. Overview HB makes purchases are made in order to support its day-to-day activities and services. An appropriate segregation of duties, as included in the procedures, ensures checks and balances in the purchasing process. The following applies to all purchases, including both goods and services. B. Policies lit Controls 1. Report and review all potential conflicts of interest. 2. Purchase goods and services using the best combination of quality, service, availability, and price. 3. Only make and receive authorized purchase commitments. 4. Obtain and submit proper documentation for all purchases. 5. Only authorized personnel are issued credit cards; they must agree to the credit card policies. 6. Authenticate every consulting engagement with an agreement and appropriate documentation of services prior to payment. 7. Review and document each consulting arrangement to ensure that the consultant qualifies for consultant status and not for classification as an employee. 8. Review all agreements on a yearly basis to make sure they remain current. Periodically review the ledger and check against a list of agreements to make sure there are appropriate agreements for all consulting engagements. C. Process Description Annual Conflict of Interest Staff with purchasing responsibilities, management, and members of the Board of Directors may not participate in self-interested or related party transactions. Each such individual authorized to obligate funds must sign a Conflict of Interest Statement on an annual basis to confirm adherence to the policy and disclose any actual or potential self-interested or related party transactions in writing. Pre-Purchase Where we spend our money matters. Vendor selection is a key area in which nonprofits can express their values and serve their mission. During the vendor selection process, many nonprofits consider bids from multiple companies or partners, evaluating the options on price, speed, or product quality. What would happen if you expanded this evaluation to include metrics like footprint (international corporations vs. local shops), ownership (BIPOC or LGBTQ+ -owned or -led companies), and other areas of mission alignment? EXHIBIT 3 13 HB Fiscal Polices Et Procedures Competitive Bidding For purchases or contracts costing more than $10,000, staff must obtain three prices prior to purchase commitment. Bids may include online or print advertisements and must detail the vendor, date, cost, and goods/services to be received. HB will identify what factors, materials, services must be fulfilled by contractors to be evaluated. HB will ensure that all prequalified lists of persons, firms, or products which are used in acquiring goods and services are current and include enough qualified sources to ensure maximum open and free competition. Also, HB will not preclude potential bidders from qualifying during the solicitation period. • Sole Sourced Vendors: When only one vendor is available for a product or service, the vendor is considered a sole sourced vendor. Competitive bidding is not required for sole sourced vendors, although staff should check for new and emerging vendors periodically and note any sole sourced vendor purchase. Due to a limited market, HB considers textbook printers as sole source vendors. • All contractors must incorporate a clear and accurate description of the technical requirements for the material, product, or service to be procured. Such description must not contain features which unduly restrict competition. The description may include a statement of the qualitative nature of the material, product or service to be procured and, when necessary, must set forth those minimum essential characteristics and standards to which it must conform if it is to satisfy its intended use. The specific features of the named brand which must be met by offers must be clearly stated. Approval Prior to purchase commitment, staff must complete a Check Request Form for all purchases according to the approval authorization levels in the chart below. Blanket Purchase Orders Blanket purchase orders apply to regularly recurring expenses (e.g., utilities, office supplies). After a supervisor approves a blanket purchase order at the outset of a service engagement or at the beginning of the fiscal year, staff are not required to complete additional bidding, purchase requests, or approvals to process payment during the course of the service engagement or fiscal year. Consultant Services Before beginning a consulting arrangement, HB evaluates criteria established by the IRS to confirm if the consultant performing the services qualifies for independent contractor status. In essence, in order to be categorized as a consultant, the party in question should be: • Largely autonomous in their work • Not subject to overt direction and control by the person(s) for whom the service is performed Specific guidance and examples from the IRS may be found in the Employer's Supplemental Tax Guide, Publication 15-A, found online at www.irs.gov. Staff must complete and obtain approval for any contractor agreement prior to commencement of work. Last updated September 2022 EXHIBIT 3 14 HB Fiscal Polices Et Procedures Email or verbal purchase Direct supervisor • Contractor < $1,499 request agreement (for services Complete and submit Executive Director and a . Contractor Between $1,500 and Purchase/Check Direct supervisor agreement (for $99,999 Request form services) • Competitive bidding Complete and submit Board approval required • Contractor > $100,000 or outside Purchase Request form agreement (for of the approved budget services) • Competitive bidding Purchase Method of Payment Purchases may be made using one of three methods of payment, listed in order of preference: (1) the vendor invoices HB for the good or service; (2) staff uses a HB-issued credit card; or (3) the employee pays for expenses using their personal funds (i.e., out-of-pocket) and HB reimburses the expense. • Vendor Invoices: HB processes payments without the vendor invoice only on an exception basis. HB selects invoices based on due dates, discounts available, and availability of cash, and does not process payments for goods not yet received. Vendor invoices must include the following for recording in the accounting system: o General ledger account(s) o Class(es) o Allocation % and/or dollar amount to each account and class o Signature of requestor • Credit Card Purchases: Individuals may be issued HB designated credit cards for authorized expenses with approval of the ED. Staff may not use corporate credit cards for personal expenses; cash advances on credit cards are prohibited. Cardholders who use HB designated credit cards improperly will be held liable for any and all unapproved purchases and will reimburse HB for unapproved purchases within 30 days of the purchase. • Out-of-Pocket: Individuals may be reimbursed for purchases using personal or out-of- pocket funds. HB will reimburse out-of-pocket funds through the Accounts Payable process. Staff must submit requests for reimbursement within 30 days of incurring the expense. Vendor Qualification HB completes new vendor qualification prior to any purchase.. Accounting Staff must complete a New Vendor Verification Form for all applicable new vendors prior to set up in the Vendor Master File. Any edits to the Vendor Master File are approved on a quarterly basis by accounting staff. Last updated September 2022 EXHIBIT 3 15 HB Fiscal Polices Et Procedures D. References Conflict of Interest This statement must be reviewed and signed by each new employee or Board Statement member with purchasing authority or influence over purchasing. All consultant engagements must be documented in a formal agreement. In Contractor Agreement the case the consultant does not provide an agreement, staff may use this template. Credit Card Each staff member who is issued an organization credit card must review and Authorization Form sign this form prior to receipt of the card. Employee Mileage Et Expense Used to document receipts for all out-of-pocket expense reimbursements. Reimbursement Report Monthly Credit Card Used to document receipts for all expenses incurred using a HB-issued credit Expense Report card Used for all purchase and check requests involving payment to a vendor. The Check Request Form requester must complete this form for purchases over $1,499 requiring pre- approval. This form must be reviewed and signed prior to purchase commitment by the authorized approver. New Vendor Must be completed in order to add a vendor to the Vendor Master File. Verification Form E. Procedures Goods 1. Ensure purchase is within the approved budget and obtain pre- approval for purchase either through email or on the Approve Approve X Purchase Request Form as needed according to the thresholds above. 2. For purchases of $5,000 or more, conduct comparative price shopping and document the Approve Approve Receive X results using the Purchase as needed Form Request Form. 3. Make the purchase. If possible, request that the vendor invoice X HB for the purchase. Last updated September 2022 EXHIBIT 3 16 HB Fiscal Polices Et Procedures 4. Receive goods (if applicable) and forward to purchase requestor to X ensure order is accurate. 5. For purchases made via vendor invoice or submit the following to Finance: • Purchase Request Form (if applicable) • Signed Check Request Form • Invoice • Packing Slip (if applicable) For purchases made with a HB Receive, credit card or out-of-pocket Review, Ft funds, submit the following to Reconcile X Finance: Forms to • Purchase Request Form (if Invoices applicable) • Signed Employee Mileage Ft Expense Reimbursement Report or Monthly Credit Card Expense Report, as applicable • Credit Card Statement (if applicable) • Receipt(s) 6. Enter vendor into accounting software, if applicable. Approve X 7. Record purchase in accounting Approve X software. Services 1. Ensure purchase is within the approved budget and obtain pre- approval for purchase on the Approve Approve X Purchase Request Form as needed according to the thresholds above. 2. Obtain a signed contract from Review& X the consultant or organization. Sign 3. Determine if individual qualifies X as an independent contractor. 4. Scan contract and set up vendor X in accounting software. 5. Record purchase in accounting software. Approve X Last updated September 2022 EXHIBIT 3 17 HB Fiscal Polices Et Procedures qP It 1. Determine and complete New Vendor Verification Form as appropriate: • Contact information • Call, email, or website search to gather basic information X All independent contractors: • W-9 (US citizen or resident) • W-8BEN (foreign national working in US) • CV or equivalent (foreign national working outside of US) 2. Enter new vendor into Chase for payment. X 3. Enter new vendor into accounting software, including tax X ID. 4. Attach New Vendor Verification Form to first Purchase Request or purchase that brings vendor to a new level X (in terms of cumulative purchases that fiscal year). 5. Approve new vendor upon review of documentation. X 5. Review Vendor Master File annually and ensure all X X documentation exists. Last updated September 2022 EXHIBIT 3 18 HB Fiscal Polices Et Procedures • 4: Travel and Business A. Overview This section contains policies and procedures related to authorized expenses as incurred while traveling or conducting business on behalf of and for the benefit of HB. B. Policies 8t Controls 1. Obtain pre-approval for out-of-town and overnight travel; keep travel to a reasonable level. 2. Try to find a cost-effective mode of transportation. 3. Submit complete expense reporting, supported with appropriate documentation, on a timely basis for proper processing. C. Process Description The primary purpose for HB employees' travel should be for purposes of executing programmatic work, pursuing fundraising opportunities with individual and institutional donors, and for strategic opportunities to increase the visibility, profile, and reputation of HB in accordance with its strategic goals and objectives. When possible, the traveler should make travel arrangements at least 30 days in advance to maximize opportunity for lower fares. Staff traveling on business related to HB are entitled to transportation, hotel accommodations, meals, and incidentals which meet reasonable standards for convenience, safety, and comfort. Staff are expected to use discretion and good judgment regarding expenses charged to HB. Regular commuting costs will not be reimbursed. 0 Policies around reimbursements represent an organization's values. For example, a policy stating that staff will receive reimbursement at the end of the pay period places undue pressure on individuals whose personal finances do not allow them to wait for such funds. Revisiting an existing policy such as this one helps the organization benefit from examining whom the policy impacts and how, whether some individuals or groups might feel the policy's impact disproportionately, and whether the policy perpetuates inequity. Consider who has access to company credit cards? Business - EXPENSE REIMBUR s Tourist, coach, or economy class Business class ticket unless ticket • Baggage fees for up to one (1) approved in advance; The Airfare / Rail • bag per traveler will be cost of changing a ticket reimbursed each way for non work related Internet used reasons •Business-related meals or Reasonably-priced meal When meals are provided meals while traveling on Up to 20% gratuity (by HB, hotel, conference, business Not to exceed $59 per day for an or other party) individual when traveling Ground Transportation Taxi fare plus up to 20% gratuity and/or public transportation Rental Vehicles Rental car, gas, tolls, parking, Rental vehicle expenses when and insurance other modes of transit are Last updated September 2022 EXHIBIT 3 19 HB Fiscal Polices Et Procedures Businessp- - available, practical, and affordable • Reasonable room charges 8t Extra days at the hotel for Hotel taxes business not related to HB • Up to $5/day in gratuity • Current standard mileage rate set by IRS, tolls, and parking Personal Automobile • Driving directions between locations serve as appropriate documentation for mileage reimbursement Credit Card Purchases and Out-of-Pocket Reimbursements Prior to processing credit card payments or employee reimbursements, staff reconcile the documents below and resolve any discrepancies prior to payment: • Signed Employee Mileage Et Expense Reimbursement Report • Coded and signed Monthly Credit Card Expense Report, if applicable • Receipt(s) The Employee Mileage Et Expense Reimbursement Report must be approved by the traveler or purchaser's supervisor. Expenses should be: • Reported on a daily basis • Submitted within 2 weeks of the traveler's return Documentation All expenses need to be supported with appropriate, original receipts. Please number the receipts and reference on the Employee Mileage Et Expense Reimbursement Report and Monthly Credit Card Expense Report, as applicable. Missing Receipts Staff should make every effort to obtain receipts for credit card and out-of-pocket business expenses. However, in cases where no receipt is available or the employee lost the receipt, they must include a Lost Receipt Form. Home Office Reimbursement Employees will receive a monthly home office reimbursement of $50. The staff accountant submits a monthly home office reimbursement request according to an approved work from home schedule. D. References Employee Mileage Er Used to document receipts for all mileage and out-of-pocket expense Expense reimbursements. Reimbursement Report Monthly Credit Card Used to document receipts for all expenses incurred using a HB-issued credit Expense Report card. Lost Receipt Form Used to document cases where no receipt is available, or the employee lost the receipt. Last updated September 2022 EXHIBIT 3 20 HB Fiscal Polices Et Procedures E. Procedures 1. Incur business or travel expenses, ensuring all purchases meet the reimbursement guidelines and that7Approve, X a receipt is obtained for each purchase. Receive 2. Complete and submit an Employee Mileage &t Expense and Reimbursement Report and/or Monthly Credit Card Approve reconcile X Expense Report along with receipts with receipts 3. Process employee reimbursements according to guidelines in Accounts Payable. Approve X 4. Process credit card statement payments according to Approve X guidelines in Accounts Payable. Last updated September 2022 EXHIBIT 3 21 HB Fiscal Polices Et Procedures FSecti•n 5: Accounts PayableDisbursements • A. Overview This section refers to the payment of all purchases in which a vendor invoices for goods or services. Some portions of this section also apply to the reimbursement of expenses to HB employees and the payment of HB-issued credit card statements. HB maintains an appropriate segregation of duties, as included in the procedures, to ensure checks and balances in the accounts payable process. B. Policies Et Controls 1. Only make and record authorized and accurate disbursements. 2. Appropriate individuals with fiscal oversight and fiduciary responsibility to the organization review and approve all major expenditures. C. Process Description Vendor Invoices Et Payments to Participants HB selects vendor invoices based on due dates, discounts available, and availability of cash and confirms that that the goods arrive within a reasonable period after ordering. Services may include payment prior to delivery, per the agreement. HB processes payments without the vendor invoice or participant voucher only on an exception basis approved by the Director of Finance. Staff must attach a Payment Request Form to each vendor invoice and include the following for recording in the accounting system: • General ledger account(s) • Class • Project/activity • Payment date HB also provides stipends to participants for training and childcare. HB processes payments based off of the approved the Master Training Stipend Roster and Childcare Check Request Forms. Check Processing HB keeps blank check stock in a secure, locked location with access limited to the Director of Finance, Staff Accountant, and Accounting Clerk. Online Bill Payment is used for pre-approved recurring charges, vendor payments greater than $5,000, and the reissuance of lost payments. The Director of Finance also uses Online Bill Payment for vendors that do not accept checks. When appropriate, the Executive Director makes payments electronically (i.e., ACH or wire transfer) rather than by check or Online Bill Payment. Signatures on checks and releases for wire transfers are obtained in accordance with the approval authorization guidelines below. Checks and BillPay payments are processed weekly. EXHIBIT 3 22 HB Fiscal Polices Et Procedures Approval Authorization Guidelines METHOD OF PAYMENT THRESHOLD SIGNATORIES/APPROVERS • Executive Director • Less than $24,999 0 Deputy Director Checks • Director of Program • $25,000 or more • Executive Director • Executive Director • Less than $5,000 0 Deputy Director Online Bill Payment Director of Program • $5,000 or more • Executive Director Intra-Account Transfers • Any amount (Initiation and Executive Director release) Automated Clearing House and Third-Party Electronic Transfers • Any amount 0 Executive Director Wires Money transferred internally from one HB bank account to "Intra-account Transfers another. Third Party Electronic Money transferred externally from HB bank account to a third Transfers (Wires) party's bank account or for payment. D. References Used for all purchase and check requests involving payment to a vendor. The Purchase/Check requester must complete this form for purchases over $1,499 requiring pre- Request Form approval. This form must be reviewed and signed prior to purchase commitment by the authorized approver. Master Training Used to communicate a report of all students eligible to receive stipends, Stipend Roster Form and the amounts, to the Accounting Clerk Child Care Check Used for all participant childcare voucher requests Request Form Last updated September 2022 EXHIBIT 3 23 HB Fiscal Polices Et Procedures E. Procedures 1. Complete Check Request Form for vendor AIR invoices, Master Training Stipend Roster Form or Childcare Check Request Form, as Receive X applicable, and submit to Finance. 2. Reconcile payment documents and resolve any discrepancies before entry in accounting X system. Refer to Purchasing procedure 3.1 for required documents. 3. Enter payment information into the accounting software, recording each expense X to the appropriate account, class, funder/grant, and project. 4. Select invoices to pay and approve check Provides Reviews X run. input 5. If payment is being made via ACH or wire, initiate transfer via online banking. X 6. Retrieve blank check stock and cut checks. Review X 7. Route checks for signatures with supporting documentation. X 8. Mail checks. X 9. File all documentation. X Last updated September 2022 EXHIBIT 3 24 HB Fiscal Polices Et Procedures Section •: Payroll Process A. Overview This section applies to the tracking of time worked and the processing and disbursement of salaries to employees. HB maintains an appropriate segregation of duties, as included in the procedures, in order to ensure checks and balances in the payroll process. B. Policies 8t Controls 1. Process payroll for work performed. 2. Properly calculate and process payroll amounts and deductions, record them in the accounting system. 3. An individual independent of payroll processing responsibilities verifies payroll for accuracy. 4. Properly communicate, approve, and track employee leave. 5. Record status changes in a timely manner to prevent unauthorized or erroneous payroll disbursements. 6. Maintain and store payroll files securely to limit inappropriate access to confidential information. C. Process Description HB calculates gross pay of salaried employees by dividing the annual salary by the number of pay periods during the year. Salaried employees receive the same gross pay each pay period regardless of the number of hours worked. Hourly employees are paid based on the number hours worked, as documented on an approved timesheet, using the most recently approved hourly pay rate for that employee. HB follows all State and Federal laws and regulations when calculating pay for overtime. HB processes payroll on a biweekly basis through an outsourced payroll processing company. The payroll processing company provides the following services: • Calculation and electronic deposit of all federal and state taxes. • Preparation of all quarterly payroll tax returns. • Preparation of the annual W-2 statements. Changes to net pay include changes to insurance and other deductions. Staff must complete a Personnel Transaction £t Payroll Deduction Form for all actions that create a change in net pay. In accordance with the Fair Labor Standards Act, all payroll records must show the date, amount, and description of deductions from wages. The employee's personnel file should contain the original documents supporting the authorization of each deduction. Finance staff accumulates confidential payroll information, including timesheets and payroll registers, and maintains them in the payroll files, which are stored electronically in a secure location. Last updated September 2022 EXHIBIT 3 25 HB Fiscal Polices Et Procedures D. References Manual Payroll Check Refers to an off-cycle payroll check that is processed through the Payroll Software and then cut in-house if not electronically delivered. Used to communicate new hires, salary changes, and terminations of both Personnel Transaction hourly and salaried employees. This form is also used to communicate Ft Payroll Deduction changes to benefits deductions including health insurance, dental, salary Form garnishments, and other tax-preferred plans. This form must be approved by the employee's direct supervisor, executive director, and HR Specialist. E. Procedures r 1. Determine allocation of salaries between programs/function as X X well as rants if applicable. 2. Maintain allocations on a spreadsheet and updates as X needed. 3. Using a Personnel Transaction Ft Payroll Deduction Form, communicate the following to Finance: • New hire information • Salary adjustments • Employee status changes Notified X • Benefits changes • Changes to payroll deductions • Address or personal information changes 4. Complete timecards and obtain X approval from supervisor. 5. Collect timesheets from hourly X employees. 6. Add new hires to the payroll X system. 7. Request vacation time and obtain supervisor approval. Report other X PTO. 8. Prepare and submit payroll to Submits Reviews Prepares payroll system for processing. Last updated September 2022 EXHIBIT 3 26 HB Fiscal Polices Et Procedures 40 .- 7Ensure ayroll into accounting sing third-party import X . hat terminated employees are removed after X their final paycheck has been processed. 11. Review payroll change report to ensure all changes are accurate X and appropriate before distribution. 12. Perform payroll reconciliations: • Prior period to current period payroll register (bi- weekly) • Employee deductions to payments made to insurers X and other benefits providers (monthly) • Quarterly Form 941 to GL (quarterly) • Gross salaries (per W2 Forms) to GL (annually) 13. Maintain payroll files. X r • • • • 1. Approve the issuance of a manual payroll check. X 2. Submit the manual payroll check information to the outsourced Approve payroll processor on the next payroll submission. Et submit Enter 3. Input manual payroll check into the accounting software and cut check according to standard Accounts Payable process (see Section X 5 . 4. Submit the manual payroll check information to the outsourced Approve payroll processor on the next payroll submission. Et submit Enter `Manual payroll checks will be processed on an exception basis only and are signed by the ED or Director of Programs. Last updated September 2022 EXHIBIT 3 27 HB Fiscal Polices Et Procedures Section - . Assets A. Overview This section applies to the acquisition, tracking and disposal of fixed assets. HB must track assets appropriately to ensure the ability to value fixed assets. B. Policies Et Controls 1. Obtain appropriate approval via written requests (supported by sufficient operational and financial justification) for the purchase of capital assets. 2. Identify, tag, track, and inventory all fixed assets inventoried on an annual basis. 3. Only count leasehold improvements and purchases that materially add to the value of the property and prolong the useful life as capital assets. 4. Appropriately record depreciable and non-depreciable fixed assets. 5. Properly authorize and record disposals of capital assets. C. Process Description HB considers fixed assets costing $5,000 or more, with a useful life of at least three years, to be capital assets. Note that an exception to this rule may be batch orders of goods with identical useful life that are valued at more than $5,000 in aggregate and are on the same invoice. This should be reviewed on a case-by-case basis. HB calculates depreciation of property and equipment by the straight-line method of the estimated useful lives of the assets. See definitions below for more information. Capital Asset Fixed assets costing $5,000 or greater with a useful life of at least one year. Asset Tag Special identification number that is numerically sequenced and visibly attached to the asset. Depreciation Calculation used to decrease the value of assets equally over the estimated useful life. Estimated Useful Life The length of time that a depreciable asset is expected to be useable. Fixed Asset Tangible property not expected to be consumed or converted to cash in the short-term. Office Equipment tt Furniture Desks, chairs, printers/copiers, 5 to 15 years telephones Appliances Refrigerators, stoves, washing 3 to 10 years machines Leasehold Improvements Replacing floors, tiles, roofing Term of Lease EXHIBIT 3 28 HB Fiscal Polices Et Procedures Capitalization of Expenditures HB considers capital expenditures to be the following: expenditures that increase the value of property, extend its life, or alter it to a new or different use. HB also capitalizes significant improvements to property leased by HB, including improvements that add value to the leasehold. Basis for Cost The accounting records show the depreciable assets at the acquisition cost. Acquisition costs include the invoice price plus all expenses incurred to prepare the asset for operation, including such costs as preliminary engineering studies and surveys, legal fees to establish title, installation costs, freight, and labor and material used in construction or installation. Non-depreciable capital assets (e.g., [and) are carried in the records at the original net cost. Determination of Useful Life When HB acquires an asset, the Director of Finance estimates its useful life using such indicators as terms of time, units of production, or hours of service. The cost of an asset is determined over its useful life via depreciation or depletion. When an asset has an indeterminable useful life, such as that for land, HB does not depreciate it. In the event of a significant change in the estimate of the remaining useful life after the asset has been placed into use, HB will distribute the remaining cost to be depreciated over the revised remaining life. Fully Depreciated Assets Fully depreciated assets remain in the fixed asset ledger with the related accumulated depreciation as long as the property is still in use to ensure accurate tracking and safeguarding of assets. Asset tagging for government-funded organization When HB uses government contract funds to acquire assets, these cannot be treated as fixed assets belonging to the organization. Staff should identify and tag such assets appropriately and keep them available for inspection in case of an audit. D. References Asset Disposal Form Used to track and obtain approval for the disposal of capital assets. E. Procedures PROCESS7.1 ASSET ACQUISITION 1. Obtain capital asset according to the purchasing X guidelines in Section 3. 2. Upon receipt of capital asset, label item with X organization name and identifying number. 3. Assign the asset an estimated useful life. X Last updated September 2022 EXHIBIT 3 29 HB Fiscal Polices Et Procedures IN • � 4. Enter asset information into the Fixed Asset Tracker and share with Finance. The fixed asset tracker should contain the following information: • Name and description of asset • Estimated useful life • Tag number X • Serial number, model, or other identification • Vendor name, acquisition date, and cost • Location and condition of asset • Disposition data, including date of disposition 5. Enter asset information into the Fixed Asset Depreciation X Schedule. 6. Track depreciation of assets and adjust amounts in X accounting system on a monthly basis. 7. Complete physical inventory of capital assets and X X reconcile to fixed asset inventor (annually). -�Zo1. Prepare and submit Asset Disposal Form to Finance, including: Description of asset Reason for disposal Approves X • Method of disposal 2. Dispose of the asset through retirement or sale. X 3. Remove asset from fixed asset tracker. X 4. Forward approved Asset Disposal form and retirement or sale Receive X information to Finance. 5. Remove asset from fixed asset depreciation schedule and make X appropriate adjustments to asset accounts in the accounting system. Last updated September 2022 EXHIBIT 3 30 HB Fiscal Polices Ft Procedures I'Secti•n 8: Assets and Liabilities A. Overview This section refers to the approval of taking on long-term debt as well as the process for investments. HB should implement these procedures in accordance with the investment policy and the roles and responsibilities of the Board as they relate to long-term debt and investments. B. Policies 1. Properly approve, document, and record all long-term debt. 2. The Board of Directors sets the investment policy to determine how assets are purchased and sold. 3. Properly approve, document, and record the purchase and sale of investments. 4. Properly reconcile investment statements to the supporting books and records on a periodic basis. 5. Limit access to the organization's credit line to authorized users for appropriate uses. Monitor and reconcile the credit line monthly. C. Process Description Assets: Investment Purchase and Sale The Board approves the investment policy set by the Finance Committee to determine how assets are purchased and sold. Liabilities:Assumption of Long-term Debt Staff or Board members present proposals to issue debt to the Board, including bonds payable, notes payable, lease obligations, and pension plan obligations. In its approval, the Board should have a proper understanding of the obligations of the debt and the organization's ability to meet those obligations. The Board prepares a resolution to document the Board's approval of the issuance of the debt. If there are any assets collateralizing the debt, HB keeps a register specifically identifying them, updating this register periodically with the current book value of the assets. HB records debt at the present value of future cash flows and accounts for a discount or premium using the effective interest method. D. Procedures LA • e e Provide 1. Set investment policy; review on an annual basis. in Provide put inputid X 2. Enter investment income in the accounting software on a Forward X monthly basis. statement 3. Reconcile investment accounts to bank statements on a Review& X monthly basis. approve 4. Distribute reports detailing the earnings and activity in all investment accounts to the Finance Committee on a X bimonthly basis. Section . • • Close EXHIBIT 3 31 HB Fiscal Polices Et Procedures A. Overview This section applies to the closing processes that occur at month, quarter, and year-end. The close process results in a set of financial statements that provide critical information as to the financial performance and condition of HB. The primary purpose of closing procedures is to bring control, reliability, and audit-ability to the accounting process. Finance completes close process with information submitted by staff on a regular basis (outlined in sections 3 and 4). B. Policies Et Controls 1. Staff provide information critical to the close process to Finance in a timely manner. 2. Perform a monthly, quarterly, and annual closing process of the accounting records in a timely manner. C. Procedures Period Target Date* 71cashRecei is int cash receipts summary ports after final day's receipts Month 5 X are recorded. 2. Review cash receipts and post to Month 5 Review Enter GL, if not already posted. Cash Accounts 1. Complete bank reconciliations Month 10 Review Ft X for each cash account approve 2. Analyze aging of un-cleared checks and clear stale checks as appropriate. Follow up on Month 10 Review X significant outstanding amounts, including outstanding checks issued to em to ees. 9.2 REVENUE RECOGNITION ACTIVITIES Accounts Receivable 1. Generate and analyze Accounts Follow up Receivable aging report. Follow on up on significant outstanding Month 5 Review X outstandi amounts. ng led es 2. Post interest and dividends Month 10 Review X income to GL 3. Post grants and pledges Provide receivable to GL as per executed Month 10 Review X pledges award letters/contracts and and pledge forms. awards 4. Prepare and send invoices for amounts owed to the Quarter 15 X organization. Last updated September 2022 EXHIBIT 3 32 HB Fiscal Polices Et Procedures Period Target •` Date" 5. Reconcile revenue reports from the development software and Month 10 Review X X make any necessary updates to the GL. 6. Reconcile investment income. Month 10 Review X 9.3 OTHER CURRENT ASSETS Prepaid Expenses 1. Adjust pre-paid expenses (e.g., insurance, real estate taxes, interest expense, etc.) to Month 10 Review X recognize expense in proper month. 9.4 ASSET ANALYSIS Fixed Assets 1. Record depreciation amounts for capital assets according to Month 18 X approved depreciation schedule. 2. Review new fixed asset purchases made in the previous month to verify they have been Quarter 30 X recorded properly with the correct depreciation schedule. 3. Review disposals of fixed assets and adjust the fixed asset ledger Quarter 30 Approve X and appropriate. 4. Reconcile fixed asset ledger to Annual 30 Approve X year-end fixed asset inventory. 1. Analyze classifications of net asset accounts to ensure net assets are appropriately Provide Provide classified as unrestricted, Month 20 X input input temporarily restricted, or permanently restricted. 9.6 ACCOUNTS 1. Review credit card statement; match to supporting documentation for approved Month 5 Review X travel and business expenses and verify coding. 2. Review expense reports; match supporting documentation for Month 5 Review X approved travel and business expenses and verify coding. 3. Follow up with staff on missing Month 5 X documentation as needed. Last updated September 2022 EXHIBIT 3 33 HB Fiscal Polices Et Procedures Period Target Date" - 4. Review A/P and other payables for possible accruals, and post to Month 10 X G L. 5. File annual property taxes. Annual 30 X Payroll Activities 1. Enter payroll to GL via download Review Er from Accounting Software. Bi weekly 2 approve X 2. Perform payroll reconciliations. Month 3 Review l* X approve 3. Record FSA withdrawals in Month 15 Review Et X accounting software approve 4. Perform reconciliations of all benefit liabilities (401 K, FSA, Month 15 Review�t X etc.) approve 5. Perform reconciliation of payroll Review It taxes (Form 941). Quarter 30 approve X 6. Track employee vacation and other PTO and record accrued Annual 15 X leave balances in accounting software. 7. Perform reconciliation of gross Annual 30 Review& X salaries (W-2 Forms). approve 9.7 NOTES PAYABLE _= 1. If applicable, analyze notes payable accounts (e.g., notes payable for mortgages or lines of Month 15 Review X credit) and post any unrecorded interest and principal amounts. REPORTING9.8 FINANCIAL O• 1. Update cash flow forecast. Month 15 X 2. Run preliminary budget-to-actual expense reports. Quarter 20 X 3. Run preliminary balance sheet, Month 20 X including detail on AR and AP. 4. Perform necessary review and analysis of month-end financial Month 22 X data. 5. Review budget-to-actual reports, balance sheet, and AR and AP Bi- 22 X aging prior to preparation of full Monthly financial report package. 6. Generate investment report. Quarter 22 X Last updated September 2022 EXHIBIT 3 34 HB Fiscal Polices Et Procedures Period Target Date" - 7. Draft management narrative to _ accompany financial report B' 25 X package. Monthly 8. Generate full final financial package and complete financial Bi- 25 X statements for management Monthly team and Board of Directors. 9. Distribute reports to Month 27 X management. 10. Distribute reports to Board of Quarter 27 X Directors. 11. Meet with Department Heads to Month 30 X discuss variances. 12. Generate financial grant reports As Needed N/A Provide X for funders. data "Number of calendar days following end of period. Last updated September 2022 EXHIBIT 3 35 HB Fiscal Polices Et Procedures Section1 Oversight A. Overview This section applies to the budgeting, cash management, internal and external financial reporting, and audit processes. The annual operating budget is a managerial tool HB staff and board use to facilitate decisions regarding the allocation of resources. Financial reports are managerial tools used to communicate the financial activities of the organization to managers, the Board, and outside organizations. B. Policies 1. Maintain a comprehensive chart of accounts and review it annually (including Cost Centers). Mark any inactive accounts/cost centers as such, adding new accounts only when necessary. 2. Produce a budget on an annual basis and obtain Board approval prior to end of fiscal year. Any significant increases or decreases to the budget require additional approval. 3. Forecast cash balances on a regular basis and take appropriate steps to ensure the availability of liquid reserves sufficient to meet ongoing obligations. 4. Enter into relationships with banking institutions only with appropriate authorization. 5. Reconcile bank accounts in a timely manner, led by someone who is not an authorized check signer. 6. Produce bi-monthly financial reports for management and the Board on a timely basis to ensure proper controls of the accounting process, and to facilitate effective monitoring and oversight. C. Process Description Chart of Accounts and Cost Centers The chart of accounts is a listing of all the accounts that make up HB's accounting system, providing the framework for defining every transaction in the organization. Additional segmentation in the accounting system is used in conjunction with the chart of accounts to capture all relevant information for each revenue and expense transaction. Each year, HB reviews and updates its chart of accounts and system for coding revenues and expenses with the goal of increasing accuracy, efficiency, and effectiveness. EXAMPLESIMF— Accounting Segments • A listing of all the natural • Assets and Liabilities Chart of Accounts accounts that make up . Net Assets the accounting system. • Revenue and Expenses • Segmentation by type of • Without Donor Restriction Fund funding, and availability of funds for use. With Donor Restriction • Segmentation to capture relevant information for • Program Organizational Functions each revenue and expense • Administration transaction by functional . Fundraising area. EXHIBIT 3 36 HB Fiscal Polices Et Procedures • Segmentation to capture relevant information for • Applicant Classes each revenue and expense • Trainee transaction by program or • Career Builder function. • Segmentation to capture • Outreach relevant information for • Construction Technical Sub-Classes each revenue and expense transaction by Program ro'ect/activit Career Readiness • Segmentation to capture relevant information for • Irvine Foundation Customer/Job each revenue and expense • City of Anaheim transaction by revenue a City of Santa Ana source or grant. Budget Development The annual operating budget is a managerial tool used for planning and facilitating decisions regarding the allocation of resources. The budget expresses in financial terms the mission and goals of the organization. It is also a means of monitoring results to ensure that financial activity conforms to the plan. Staff begin the budget development process no less than 3 months prior to the end of the fiscal year and obtains Board approval prior to the start of the fiscal year. Financial Reporting (Internal) Financial reports are managerial tools used for reporting the financial activities of the organization to management and the Board. Careful analysis of financial reports allows measurement of past performance and helps predict future performance. Results of this analysis assist in making decisions that affect the resource allocation. Internal - . . Budget vs. Actual Provides comparison of HB's Department/ Work Team Organization-wide budget to actual revenues and Heads Management • By class expenses. • Board of Directors Provides a snapshot of HB's Statement of Financial Position assets, liabilities, and net assets. . Management Also referred to as the Balance • Board of Directors Sheet. Cash Flow Forecast Indicates expected cash receipts • Management and disbursements. • Board of Directors Lists of receivables and payables AR and AP Aging Reports showing length of time Management outstanding. Written analysis summarizing Management Narrative operating results and highlighting • Management significant fluctuations between • Board of Directors the budget and actual results. Financial Reporting (External) HB is audited annually by an independent external auditor. The audited financial statements are the auditor's attestation that the financial records of the organization are complete and accurate Last updated September 2022 EXHIBIT 3 37 HB Fiscal Polices Et Procedures according to GAAP for the fiscal year audited. These statements are distributed to Board members, senior management, and funders. The annual audit includes the reports in the following chart. Mil Statement of Financial ' Provides a snapshot of HB's assets, liabilities, and net assets at a fixed point Position in time. Also known as the Balance Sheet. Details income recognized less expense incurred over the course of the fiscal Statement of Activities year, resulting in the total change to the net asset balance. • Includes restricted revenue raised for future periods. • Also known as the Income Statement or Profit Et Loss Statement. Reports the cash inflows and outflows of the organization on an annual Statement of Cash basis. Flows . This statement is used to adjust accrual reporting to obtain a snapshot view of the or anization's position on a cash basis. Statement of a Discloses expenses by functional classification (Program, Administration, and Functional Expenses Fundraising). Reporting and Audit Requirements The Audit Committee of the Board reviews and approves the contract with the external auditor annually. HB rotates its lead audit partner a minimum of once every seven years. In addition, HB also issues a formal RFP and conducts a competitive bidding process for external auditors once every five years. ReportingState and Federal RequirementsTYPE • P•RDEFINITION/PURPOSE • Annual report to IRS. IRS Form 990 • Public document showing financial position (hard copies must be available to public upon request). Prepared two months after annual financial audit. California Exempt Organization annual information return. CA Form 199 . Required for CA nonprofits with gross receipts normally equal to or greater than $50,000. RBF-1 Form Registration/Renewal Fee Report • Annual filing to CA Attorney General for charitable organizations Annual review of financial records. Annual Audit • Performed by independent, external auditor. According to best practice, should be completed within 6 months after fiscal year close. Applicable only if HB expends $750,000 or more a year in federal awards. Single Audit . Covers the entire operation of the organization, or at a minimum, the departments and/or units that receive and expend federal awards. Last updated September 2022 EXHIBIT 3 38 HB Fiscal Polices&Procedures D. References Chart of Accounts and Detailed list of general ledger accounts and segments for tracking additional Cost Centers information related to revenue and expenses E. Procedures M : • • . . � 1. Establish goals for the upcoming fiscal year, both X Provide X Provide Provide Provide X programmatic and financial input input input input in nature. 2. Designate budget Provide X development team. input 3. Communicate goals, timeline, and templates in a Attend Attend X Attend Attend Attend budget development kickoff meeting. 4. Distribute historical data and template for revenue and expense budgets by X Receive Receive program/function. 5. Create program/department X expense projections for HB. 6. Create expense projections Provide Provide for HB X input X input X 7. Create Administration X expense projections and X (Joey) earned revenue projections. 8. Create contributed revenue Provide X projections. s Input 9. Create earned revenue Provide X X projections s input (Gov. Grants 10. Assemble individual budgets Review into one master budget. if X approve 11. Revise budgets, as necessary, Provide Provide Provide Provide to meet revenue and input input X X input input expense targets. 12. Incorporate adjustments into Review Provide full budget, as necessary, Et X and draft budget narrative. approve input Provide 13. Draft cash flow projection. X Input (Jessica) 14. Present draft budget to X Provide X finance committee input 15. Present draft budget to full Finance Board of Directors. Comm. Last updated September 2022 EXHIBIT 3 39 HB Fiscal Polices Et Procedures M�MMM. tmifim' 1 1 I • 'ZOOM 16. Approve budget, following the incorporation of any X requested changes. 17. Enter budget into accounting Review X system. 1. Produce budget-to-actual Receive Receive Receive reports by program/ function Et Et Support X Receive & and organization-wide. review review Et review Et review review 2. Draft full financial report Receive Receive Review Receive package and distribute to the Et Et Et X 8 review Board. review review approve 3. Hold variance analysis meetings with Department Receive Et Receive and Work Team heads on a X Et review review quarterly basis. 4. Reforecast the budget at midyear, as necessary, to reflect significant changes. Support Review Et X Et Keep the original and review approve reforecast budget in the accounting system. • External - Auditor r 1. Identify and engage lead external auditor (every 5 X ears or as needed). 2. Draft audit engagement letter identifying services, terms, and Receive Receive Receive X delegations of roles of responsibilities of HB and the auditor. 3. Define audit timeline and deliverables with X Provide Provide external auditor. input input 4. Hold pre-audit kickoff X Attend Attend Attend Attend meeting to communicate Last updated September 2022 EXHIBIT 3 40 HB Fiscal Polices Et Procedures -• • External - Auditor timeline and responsibilities. 5. Coordinate audit X Support Support preparation. 6. Draft necessary audit X X X X schedules. 7. Conduct audit. X 8. Provide auditors with necessary documentation X X X X X for testing purposes. 9. Receive audited financial statements and X X X X management letter. 10. Present results of the audit to the Board of Attend Attend Attend X Directors. Last updated September 2022 EXHIBIT 3 41 HB Fiscal Polices Et Procedures SectionProcess A. Overview This section applies to the grants management process, from identifying new funding opportunities to reporting on grants received. HB maintains and monitors all grants in accordance with funder guidelines. B. Policies 8t Controls 1. Manage grants to minimize agency risk and maintain fiscal integrity. 2. Appropriately identify, secure, and manage funding. C. References Cash Flow Projections Multi-tabbed Excel spreadsheet that captures actual cash received to-date plus projected cash inflows and outlays for organization-wide revenue and expense. Grant Budget Detail Document prepared to track spend down compliance against a funder-approved Sheet budget for each restricted grant and government contract Document prepared to communicate to Finance the detailed information needed Grant Cover Sheet to account for the grant, such as the funder, amount, grant terms and payment schedule. D. Procedures Support i 71dentifyfunding with with nities. new Senior funding Dir. of Dev 2. Receive and review RFPs. X X 3. Develop and maintain income Provide with projections and funding plan. input X Senior X Dir. of Dev 4. Develop and maintain a Grant Budget Detail Sheet to track expenditures by restricted Support X grant, program/work team, and project. 5. Prepare proposals (narrative) X Assists for new or renewed grants. 6. Create list of required supporting documents and X Assists attachments EXHIBIT 3 42 HB Fiscal Polices Et Procedures r - � X 7. Prepare budgets for new or with X renewed grants and projects Support Director for Gov as needed. of grants Finance 8. Coordinate submission of grant proposals. • Assemble supporting documents in Grants folder X • Delegate responsibility for submission based on method (simple email vs. upload via onlineportal) 9. Receive notification of funding award and notify X X Notified Notified Development. 10. Add award to weekly deposit X report 11. Prepare Grant Cover Sheet Notified X and notify Finance. Dir. of Dir. Of Donor DeputyExec. Dir. Finance Program Devt. Asst. Relations CONTRACTSManager Ll 1.2 GRANTS AND • • ' • A'D 1. Review the most updated applicable compliance requirements and prepare to X X answer questions (at outset of each new contract and at Least once annually 2. Conduct a kickoff meeting to discuss details of funding award, including: • Timeframe Participate Participate Participate • Restrictions (including X as needed as needed Participate as needed X federal and grant- specific regulations) • Reporting and compliance requirements 3. Create grant tracking documents and staff X allocation plan. 4. As funds are spent, track against Grant Budget Detail X Sheet. Last updated September 2022 EXHIBIT 3 43 HB Fiscal Polices Et Procedures of • Donor Exec. Dir. Finance Program 11 Manager r Devt. Asst. Relations 011.2 GRANTS AND CONTRACTS MANAGEMENT PROCESSS: POST-AWARD 5. Collect receipts, payroll reports, and any other necessary reporting X attachments on shared drive for report submission. 6. Meet on monthly basis to monitor programmatic and fiscal compliance and ensure X X funds are spent according to budget. 7. Monitor receipt of funder payments and track grants X Provide Provide receivable. input input 8. Prepare non-financial reports Provide to funder. Approve X input 9. Submit final invoice Approves X 10. Prepare and submit financial Provide Provide X reports to funder. input input (Gov X rants X 11. Create and maintain grant Found- and funder files. grantsGov ation rants 12. Discusses any need for X extensions, budget X X Found- X modifications, or other Approves ation issues. grants 13. Perform budget modifications as agreed upon Approves X by grantingagency. 14. Write justification for budget X modification or extension. 15. Inform funder of need for extension and/or budget X modifications. Last updated September 2022 EXHIBIT 3 44 HB Fiscal Polices Et Procedures Section - FederalA. Overview This Section provides additional internal controls, practices, policies, and procedures regarding managing Federal awards. The procedures herein aim to safeguard assets and expend funds in accordance to Federal award requirements. Uniform guidance to administer federal grant awards comes from the Office of Management Office through the documentation found in 2 CFR Part 200 and subparts. Reporting and compliance are two required components to successfully administer grant awards. B. Description of Policies and Guidelines 1. Payments This section sets the policies and procedures to comply with 2 CFR 200.302(b)(6). Hope Builders will always default to seeking or requesting reimbursement for expenses directly or indirectly related to the government grant in accordance to 2 CRF 200.305 (3). This is the preferred method to simplify the processing of government grant payments. Hope Builders management may decide to request an advance depending on the nature of the government grant and project. Advance payments will only be requested if Hope Builders is able to meet the following: A. Must maintain or demonstrate the willingness to keep written procedures that minimize the time elapsing between the transfer of funds and disbursement of those funds. B. Maintain financial management systems that meet the standards for fund control and accountability as established in this part. C. The funds must be limited to the minimum amounts needed and be timed to be in accordance with the actual, immediate cash required to carry out the purpose of the approved program or project. D. The timing and amount of advance payments must be as close as is administratively feasible to the actual disbursements for direct program or project costs and the proportionate share of any allowable indirect costs. E. Timely payment to contractors in accordance with the contract provisions. Please see section 11 of this manual for all policies and procedures regarding processing of government grant funding. 2. Allowable Costs: This section sets the policies and procedures when considering Allowable Costs under 2 CFR 200.302(b)(7) and 2 CFR 200.403 HB is responsible for: A. The efficient and effective administration of the Federal award through the application of sound management practices and executing the unique combination of staff, facilities, and experience to accomplish the goals set forth. EXHIBIT 3 45 HB Fiscal Polices Et Procedures B. Administering Federal funds in a manner consistent with underlying agreements, program objectives, and the terms and conditions of the Federal award. All costs must meet the following general criteria to be allowable under Federal awards as follows (except where otherwise authorized by statute): A. Be necessary and reasonable for the performance of the Federal award and be allocable thereto under these principles. B. Conform to any limitations or exclusions set forth in these principles or in the Federal award as to types or amount of cost items. C. Be consistent with policies and procedures that apply uniformly to both federally financed and other activities of HB. D. Be accorded consistent treatment. A cost may not be assigned to a Federal award as a direct cost if any other cost incurred for the same purpose in like circumstances has been allocated to the organization as an indirect cost. E. Be determined in accordance with generally accepted accounting principles (GAAP). F. Not be included as a cost or used to meet cost sharing or matching requirements of any other federally-financed program in either the current or a prior period. G. Be adequately documented: i. All eligible costs supported by source documents (such as invoices, check requests, or similar document) and approved by designated, authorized approvers. ii. All direct and indirect costs must comply with restrictions, limitations, and conditions of the applicable available grants. iii. Costs need to comply with other factors (2 CFR 200.403). H. Cost must be incurred during the approved budget period. The Federal awarding agency is authorized, at its discretion, to waive prior written approvals to carry forward unobligated balances to subsequent budget periods. I. Reasonable and necessary costs that are required to operate and manage programs funded by grants. 3. Procurement: This section addresses the policies and procedures when considering procurement under 2 CFR 200.318. HB is responsible for properly documenting procurement procedures. See Sections 3 and 7 of this manual for details. HB will also follow the procurement guidelines set forth by 2 CFR 200.320 when dealing with informal procurement methods, formal procurement methods, noncompetitive procurement methods. 3. Competition: This section addresses the policies and procedures when considering procurement under 2 CFR 200.319. Last updated September 2022 EXHIBIT 3 46 HB Fiscal Polices Et Procedures HB is responsible for ensuring that all procurement transactions for the acquisition of property or services required under a Federal award must provide full and open competition. See the competitive bidding section under Sections 3 of this manual for details. 4. Compensation: This section addresses the policies and procedures when considering compensation and fringe benefits under 2 CFR 200.430. HB employees are hired in a competitive process documented by Human Resources. The job description of each employee's title can be used to support his/her role and reflect their functions and responsibilities. Actual current compensation rates and fringe benefits as approved by the Executive Director are used to request reimbursement from Federal award agencies. In certain cases, grantors have certain limitations to employee compensation built in their grant agreements. As a grant recipient, HB has been and continues to honor and comply with limitations and conditions of a signed Federal award agreement. HB is responsible for ensuring that all personnel compensation fall under the proper guidelines and requirements as follows: A. All personnel salaries will be considered reasonable based on labor market analysis performed by HR and HB Management. This will also include any incentive compensation, awards, performance-based bonuses, etc. B. HB Management and HR will review each employee and perform a labor market analysis every year during the preparation of the annual budget. HR will compare each employee's compensation with the adequate labor market analysis reports from outside agencies. C. HB uses Paychex as the system to properly record and keep the official payroll records. All internal controls between HR and Payroll processing staff will be maintained. 1. HR Staff are responsible for creating and updating personnel files and profiles in Paychex only. They will not be running payroll. 2. Payroll staff are responsible for processing payroll but do not have access to personnel files or profiles. 3. Paychex abides by state and federal employment laws and regulations. 4. Paychex will record all payroll items, job costing, and labor distributions for each employee. All hours and total compensation is imported into QuickBooks. This import clearly outlines all job cost and labor distribution allocations. D. Time and Effort Procedures: 1. In accordance with 2CFR 200.430 timesheets are utilized to track time and effort. It documents staff time spent on projects and or programs so that the correct grant/fund is charged. Staff codes their timesheet as follows: • Class Code (identifies the correct program or class in QuickBooks) • Customer Code (identifies the grant) • Account Number (identifies the account within to the grant) 2. Bi-weekly timesheets are maintained and include the time period and number of hours allocated to each account number and customer code (required for reimbursement by grantor). Staff submit their timesheets Paychex Time and Last updated September 2022 EXHIBIT 3 47 HB Fiscal Polices Et Procedures Attendance system, and it is reviewed by the Supervisor for accuracy and approves it in the system. 3. Payroll Accountant reviews timesheets to ensure accuracy. Payroll expenditure reports are maintained and utilized as supporting documentation for reimbursement requests. These reports are reviewed by Contracts Coordinator to ensure the actual costs charged to a grant meet contract requirements and within the approved budget for the program. Please refer to Section 6 of this manual for payroll procedure details. 4. Fringe Benefits: This section addresses the policies and procedures when considering fringe benefits under 2 CFR 200.431. Fringe benefits are allowances and services provided by HB to their employees as compensation in addition to regular salaries and wages. Fringe benefits include, but are not limited to, the costs of leave (PTO, ETO, sick or military), employee insurance, pensions, and unemployment benefit plans. Except as provided elsewhere, the costs of fringe benefits are allowable provided that the benefits are reasonable and are required by law, HB and employee agreement, or an established policy of HB. HB is responsible for ensuring that all fringe benefits fall under the proper guidelines and requirements as follows: A. These fringe benefits must be allocated to Federal awards and all other activities in a manner consistent with the employees whose salaries and wages are chargeable to such Federal awards. B. Fringe benefits that are classified as direct or indirect costs will also be allocated in accordance with FIB'S accounting practices and with the Federal award requirements. Please refer to Section 6 of this manual for payroll procedure details. 5. Employee Relocation Costs: This section addresses the policies and procedures regarding employee relocation costs under 2 CFR 200.464. HB will not be providing any relocation costs to current or future employees at this time. All current recruiting efforts are concentrated on hiring individuals that are local and live within the surrounding area. The Executive Director will be the only person allowed to make and update to this policy when the occasion arises or when it is needed. 6. Travel Costs: This section addresses the policies and procedures regarding travel costs under 2 CFR 200.475. Travel costs are the expenses for transportation, lodging, subsistence, and related items incurred by employees who are in travel status on official business of HB. Such costs may be charged on an actual cost basis, on a per diem or mileage basis in lieu of actual costs incurred, or on a combination of the two, provided the method used is applied to an entire trip and not to selected days of the trip, and results in charges consistent with those normally allowed in like circumstances in the HB's no-federally-funded activities and in accordance with HB travel Last updated September 2022 EXHIBIT 3 48 HB Fiscal Polices Et Procedures reimbursement policies. See Section 4 of this manual for more details on the travel reimbursement procedures. Last updated September 2022 EXHIBIT 3 49 HB Fiscal Polices Et Procedures Section 12: Fiscal Oversight Roles Et Responsibilities of the Board A. Overview The Board provides effective financial oversight, which includes making financial decisions that further HB's mission, program(s), and goals. B. Description of Roles Et Responsibilities 1. Board Fiscal Oversight Responsibilities • The Board approves HB's fiscal policies, adopting and updating them annually. • The Board is aware and knowledgeable of its fiscal responsibilities. • The Board reviews and approves HB's annual budget. The Board reviews and approves operating, cash, and capital budgets for HB annually, based on Finance Committee recommendations. • The Board monitors key variances between HB's budget and the current financial reports on a regular basis. The Finance Committee receives and reviews variance reports as it deems necessary. Staff provide the Board with reports bi-monthly. • The Board approves large expenditures in excess of a pre-determined limit. HB establishes a threshold amount on purchases for which Board approval is required. 2. Roles of the Finance Committee The Finance Committee takes the lead in reviewing and recommending internal accounting and financial controls, practices, and procedures for HB. A standing or ad hoc committee of the Board reviews large or unusual purchases, relying on expertise appropriate to the requirements of the decision. Appointed committees are authorized to consult with outside experts, as necessary, to fulfill their responsibility and make recommendations to the full Board on these issues. i. Overall Responsibilities • Each Board member of the Finance Committee shall be in good standing and shall be independent in order to serve on this committee. • At least one member of the Committee shall be designated as Finance Committee Chair by the Board. This member must have a background and expertise in fiscal management or accounting. • The Committee reviews its charter annually, reassesses the adequacy of this charter, and recommends any proposed changes to the Board. It considers changes that are necessary as a result of new laws or regulations. • The Committee meets at bi-monthly prior to board meetings. The Committee may ask members of management or others to attend the meetings and provide pertinent information as necessary. ii. Financial Responsibilities • Ensure that accurate and timely financial information is presented to and understood by the Board. Last updated September 2022] EXHIBIT 3 50 HB Fiscal Polices Et Procedures • Ensure the distribution of a financial reporting package that provides financial reports with sufficient detail to support the Board's fiscal oversight responsibilities. • Ensure that all Board members receive required statements before each board meeting allowing sufficient time for Board members to review. • Regularly review financial results. • Ensure development of the annual budget, review the proposed budget with management, and recommend final operating budget to the full Board for approval. • Ensure the budget allows management to make spending decisions within pre- authorized guidelines. • Perform ongoing monitoring of the budget, including re-estimates, if necessary. • Ensure management has mechanisms in place to monitor the budget on a monthly basis. • Oversee the management of organization-wide financial assets. • Set investment objectives, strategy, and policy. • Approves the opening and closing of all HB's bank accounts. • Establish satisfactory reserves. • Meet guidelines and requirements set by funders. • Avoid and resolve conflicts of interest at staff or Board level. • Approve executive compensation level. 3. Roles of Audit Committee The Audit Committee oversees internal controls and risk-management procedures. i. Audit Responsibilities • Appoint the independent auditors to be engaged by HB, approve the audit fees, and pre-approve any non-audit services before the services are rendered. Review and evaluate the performance of the independent auditors and review with the full Board any proposed discharge of the independent auditors. • Review the audit of the financial statements, judgments about the quality (not just acceptability) of organization's accounting principles, significant changes required in the audit plan, and serious difficulties with management during the audit. • Review all material written communications between the independent auditors and management, such as the management letter. • Review legal and regulatory matters that may have a material impact on the financial statements. • Conduct executive sessions with the outside auditors, outside counsel, and anyone else as desired by the committee. • Inquire about significant risks or exposures facing HB, assess the steps management has taken or proposes to take to minimize such risks, and periodically review compliance with such steps. Last updated September 2022 EXHIBIT 3 51 HB Fiscal Polices Et Procedures • Review the adequacy of HB's internal controls including computerized information system controls and security. • Review procedures for receipt, retention, and treatment of complaints regarding accounting, internal controls, or auditing matters by any party internal or external to HB (Whistleblower Policy). • Periodically review officer expense reimbursement. Last updated September 2022 EXHIBIT 3 52 HB Fiscal Polices Et Procedures • - • • A. Overview This section outlines clear procedures for handling whistleblower complaints. The Sarbanes-Oxley Act of 2002, Section 1107, Retaliation Against Informants states that it is illegal to retaliate against a whistleblower. Proper handling of complaints will help protect HB from being accused of retaliation against whistleblowers. To be effective, this policy must be circulated to all employees and board members. This policy establishes procedures for the receipt and treatment of employee complaints regarding wrongful conduct relating to HB. The policy has been adopted to: 1. Provide employees with a confidential mechanism to alert management of alleged Wrongful Conduct (as defined below). The Finance Committee determines the confidential mechanism and shall outline it in the Employee Handbook. 2. Ensure that all information regarding such conduct is handled in a professional and thorough manner. 3. Protect employees from retaliation for bringing such concerns to the attention of management. HB requires employees to observe the highest standards of business and personal Standards for ethics in the conduct of their duties and responsibilities. Employees must Employee Conduct practice honesty and integrity in fulfilling their job responsibilities and must comply with all applicable laws, government regulations and agency rules and procedures. Definitions of WrongfulConduct CONDUCT • Baseless Allegations Claims or accusations made with reckless disregard for their truth or falsity. A deliberate act or failure to act with the intention of obtaining an unauthorized benefit. Examples: • Forgery or alteration of documents • Unauthorized alteration or manipulation of computer files • Fraudulent financial reporting Fraudulent or Dishonest . Pursuit of a benefit or advantage in violation of the Institute's conflict of Conduct interest policy • Misappropriation, misuse, or theft of Institute resources, such as funds, supplies, or other assets • Authorizing or receiving compensation for goods not received or services not performed • Authorizing or receiving compensation for hours not worked Examples of other wrongful conduct include: Other Wrongful • Criminal behavior Conduct • Inappropriate behavior towards a coworker • Other violations of agency policies or applicable laws Last updated September 2022] EXHIBIT 3 53 HB Fiscal Polices Et Procedures B. Policy 1. Reporting Responsibility Each employee is responsible for complying with the above standards, and for reporting wrongful conduct or suspected wrongful conduct by other employees. Wrongful conduct includes, but is not limited to, fraud, theft, embezzlement, mishandling of funds, criminal behavior, questionable accounting or auditing practices, inappropriate behavior towards a client or other violations of agency policies or applicable laws. 2. Non-Retaliation No employee shall suffer harassment, retaliation, or any other adverse employment consequence as a result of: • Reporting suspected wrongful conduct in accordance with the procedures of this policy; • Providing information, causing information to be provided or otherwise assisting in any investigation, including investigations by local, state, or federal governmental bodies, regarding any wrongful conduct; or • Filing, causing to be filed, testifying, or otherwise assisting in a criminal, civil or regulatory investigation or proceeding relating to HB. Employees seeking retaliation against someone who accounts for a violation in good faith shall be subject to discipline including potential termination. By encouraging and enabling employees and others to raise serious concerns within HB, the Whistleblower Policy hopes to initially address the situation internally. 3. Reporting Violations This Whistleblower Policy encourages employees to share their questions, concerns, suggestions, or complaints about other employees' conduct with someone who can address them properly. In most cases, an employee's primary supervisor is in the best position to address an area of concern. However, an employee who is not comfortable speaking with his/her supervisor or is not satisfied with the supervisor's response is encouraged to speak with his/her Department Head. Senior managers are required to report suspected violations to HB's Compliance Officer and/or HB's General Counsel, who has specific and exclusive responsibility to investigate all reported violations. An employee who is not satisfied or is uncomfortable with speaking to staff members in their department should contact HB's Compliance Officer directly. 4. Compliance Officer This role is played by the Finance Committee Chair. The Compliance Officer is responsible for investigating and resolving all reported complaints and allegations concerning violations and, at his or her discretion, shall advise HB's Chair of the Board of Directors if the complaint concerns an alleged violation by the organization President. The Compliance Officer shall have direct access to the Board of Directors and shall report to the Board of Directors at least annually on compliance/whistleblower activity. 5. Accounting and Auditing Matters The Executive Director shall immediately notify the Chair of the Board of Directors and the Treasurer of the Board of any reported concerns or complaints regarding HB's finances, including accounting practices, internal controls, alleged malfeasance or illegal conduct, or auditing issues. After immediately notifying the Board of Directors of any such grievance, the Compliance Officer, Last updated September 2022 EXHIBIT 3 54 HB Fiscal Polices Et Procedures and the Executive Director (unless one or the other is the subject of a complaint) is expected to work with the Board of Directors until the situation is settled. 6. Acting in Good Faith Anyone filing a complaint concerning a violation or suspected violation must be acting in good faith by having reasonable grounds for believing that the activity occurred and have reasonable grounds for believing the information disclosed indicates a violation of the Standards set forth above. Any allegations that prove to be unsubstantiated and which prove to have been made maliciously or with knowledge of their falsehood will be treated as a serious disciplinary offense. 7. Confidentiality The complainant may submit violations or suspected violations on a confidential basis. Anonymous submissions are acceptable as well. Aligning with the need to execute a thorough investigation, reports of violations or suspected violations will be kept confidential to the extent possible. Handling of Reported Violations The Compliance Officer will notify the complainant and acknowledge receipt of the reported violation or suspected violation within five business days. All reports will be timely researched and, if stipulated by the investigation, necessary corrective measures will be pursued. The Compliance Officer will update the complainant of the status of the reported violation or suspected violation within 30 business days of the acknowledgement of receipt and will notify the complainant of the investigation into the complaint. Last updated September 2022 EXHIBIT 3 55 HB Fiscal Polices Ft Procedures •n 14: Record Retention A. Overview This section applies to the retention, maintenance and destruction of HB's records and documents. In accordance with the Sarbanes-Oxley Act, which makes it a crime to alter, cover up, falsify, or destroy any document with the intent of impeding or obstructing any official proceeding, this policy provides for the systematic review, retention, and destruction of documents received or created by HB in connection with the transaction of organization business. B. Policies 1. Maintain records as required by government regulations, grant requirements, audit requirements, and other legal needs as may be determined. 2. Obtain Board approval for any exceptions to the record retention requirements. 3. Protect data and information from unauthorized access, use, modification, disclosure, and destruction. C. Process Description User Access Prior to being given access to any confidential information, incoming employees are required to sign a Privacy Policy concerning access to and use of confidential information. HB full implements authorization and privilege controls for the network operating system and applications, as well as specific applications and information. Maintenance of Accounting Records The design and implementation of a file structure is critical to having a fully documented, completely traceable, and fully usable accounting system. The types of accounting records the organization maintains include all original documentation submitted to substantiate transactions recorded on the general ledger and the financial reports issued to management, the Board of Directors, and the public. Accounting File Maintain electronic and hard copy files which contain the accounting files listed above. Maintain all current hard copies of accounting documents, contracts, and funder agreements at the organization's main office with access is limited to authorized users only. Permanent File Maintain a permanent file including audits, incorporation papers, personnel policies, corporate-by- laws, board reports and other documents that span calendar and fiscal periods in the main office with access limited to authorized users only. Maintain electronic back-up copies and hard copies off-site. Electronic Financial Records Access to electronic financial records is available to authorized users on a shared and limited basis. HB incorporates the internal control concept of separation of duties in assigning access to its electronic financial records. Electronic records are backed-up daily and stored on a virtual server. Last updated September 2022 EXHIBIT 3 56 HB Fiscal Polices Et Procedures D. Procedures Document Retention Guidelines TYPE OF DOCUMENT HOW • • RETAIN Accounting Annual reports 7 years Audits: Audited financial statements 7 years • Internal audit reports 3 years Bank: Bank deposit records 3 years Bank statements and reconciliations 7 years Canceled checks: • Ordinary 7 years • Taxes, property, and important payments 7 years Contributions and grants: • Unrestricted Temporarily restricted and perm. 7 years • restricted/endowment Indefinitely Indefinitely Life income agreement Expense analyses / distribution schedules 7 years Fixed asset records, appraisals, depreciation schedules 7 years General ledger and subsidiary ledgers 7 years Physical inventory records 7 years Purchasing: Purchase orders and requisitions 3 years • Invoices (to customers/from vendors) 3 years • Shipping and receiving reports 3 years Taxes: • Tax returns and worksheets 7 years • Withholding tax statements 4 years Vouchers for payment to vendors, employees, and 7 years others Donor and Grant Records Donor records and acknowledgement letters 7 years Grant applications and contracts 7 years (after completion) Organization Records Annual Reports to Attorney General Indefinitely Articles of Incorporation Indefinitely Board policy resolutions Indefinitely Charters, constitutions, bylaws Indefinitely Construction documents Indefinitely Contracts, mortgages, notes and leases (expired) 7 years Contracts still in effect Indefinitely Deeds, mortgages, bills of sale Indefinitely Last updated September 2022 EXHIBIT 3 57 HB Fiscal Polices Et Procedures Vocurnent - - • Guidelines _IEWMI! LYPE OF DOCUMENT • • • RETAIN Ow Labor contracts Indefinitely Fixed asset records Indefinitely IRS Application for Tax-Exempt Status Indefinitely IRS Determination Letter Indefinitely State Sales Tax Exemption Letter Indefinitely Loan documents, notes Life of loan Licenses Indefinitely Minutes from board and committee meetings Indefinitely Patents and related papers Indefinitely Trademark registrations and copyrights Indefinitely Personnel Accident reports and workers compensation records 7 years (after termination) Employment applications (not hired) 3 years Employment and termination agreement Indefinitely Garnishments 7 years 1-9 Forms 3 years (after termination) Payroll records and summaries 7 years Personnel files 7 years (after termination) Retirement and pension records Indefinitely Timesheets 7 years (after termination) Insurance Accident reports and claims Indefinitely Fire inspection reports 6 years Group disability reports 7 years Insurance records (expired contracts) 7 years Correspondence General 3 years Legal and important matters Indefinitely Electronic Documents Email 7 years Last updated September 2022 EXHIBIT 3 YSPN MEMBER PERFORMANCE PLAN 2026-2027 Hope Builders WIOA YOUTH POPULATION Youth Population Ages #of Youth to be Served In-School 16-18 0 Out-of-School(75%minimum) 16-24 20 TOTAL NUMBER OF YOUTH TO BE SERVED PROJECTED ENROLLMENTS&EXPENDITURES (NOTE:100%OF YOUTH MUST BE ENROLLED BY 2ND QUARTER-DECEMBER 31,2026) #of Enrollments Quarter per Quarter Estimated Expenditures per Quarter [4th 5 $50,000 Enrollment Required) 5 $50,000 5 $50,000 5 $50,000 TOTAL 1 20 $200,000 14 WIOA ELEMENTS PERFORMANCE MEASURES mark a "x" next to the elements provided in your (Projected Benchmarks subject to change program Baseline=BL) x 1.Tutoring,study skills training, dropout prevention 1.%of Participants who are in education/training, strategies or in unsubsidized employment during the 2nd 2.Alternative secondary school services or dropout quarter after exit recovery Benchmark: 68% x 3. Paid &unpaid work experience that have 2.%of Participants who are in education/training academic and occupational components,which may or in unsubsidized employment during the 4th include:summer employment, pre-apprenticeship, quarter after exit internships&job-shadowing,or On-the-Job training Benchmark:62% (20%of funds must be used for this element) x 4. Occupational skills training—priority for 3.The median earnings of Participants in recognized credentials aligned with sectors in unsubsidized employment during the 2nd quarter demand after exit Benchmark:$4000 *Pending further State and Federal guidance. x S. Education offered concurrently with workforce 4.%of participants who,during the program,are preparation activities in education or training that leads to a recognized x 6. Leadership development,community service& postsecondary credential or employment AND peer-centered activities who are achieving measurable skill gains x 7. Supportive Services Benchmark:59% x 8.Adult mentoring *Pending further State and Federal guidance. x 9. Follow-up services for not less than 12 months 5.%of Participants who obtain a recognized after exit(required) I postsecondary credential or secondary diploma 10.Comprehensive guidance&counseling drug& during participation OR within 1 year after exit alcohol, etc. Benchmark:62% x 11. Financial literacy 6. Effectiveness in serving employers 12. Entrepreneurial skills training Benchmark: BL* x 13. Labor marker information-career awareness and exploration *Pending further State and Federal guidance. 14.Activities to help youth prepare for and transition to postsecondary education EXHIBIT B 1 EXHIBIT 3 COMPLAINT HANDLING PROCEDURES EXHIBIT 3 COMPLAINT HANDLING UNDER THE Workforce Innovation Opportunity Act Santa Ana Local Workforce Development Area Revised May 20, 2019 EXHIBIT C EXHIBIT 3 Table of Contents I. Information Regarding Complaints 3 A. Nondiscrimination and Equal Opportunity Complaints 3 1. Policy Statement 3 2. Civil Rights 4 3. Nondiscrimination laws under WIOA 4 4. How to File Your Complaint 5 B. Criminal Complaints 6 II. General Procedures for Handling Non-Criminal Violations of the Act 6 III. Procedures for Handling Complaints at the LWDA Level 8 IV. Procedures for Handling Complaints at the State Level 12 V. Procedures for Handling Discrimination Complaints by Participants 15 VI. Procedures for Handling Disability Complaints by Participants 17 GLOSSARY OF WIOA TERMS 20 2 EXHIBIT C EXHIBIT 3 I. Information Regarding Complaints A. Nondiscrimination and Equal Opportunity Complaints 1. Policy Statement In carrying out the purpose of the Workforce Innovation Opportunity Act (WIOA), the City of Santa Ana Local Workforce Development Area (LWDA) will establish programs to prepare youth and unskilled adults for entry into the labor force and to afford job training to those individuals facing serious barriers to employment. Every effort will be made to provide services necessary for eligible individuals to obtain productive employment. In implementing WIOA, all contractors in the Santa Ana LWDA will foster equal opportunity and non-discrimination, as provided in State and Federal equal opportunity and non-discrimination laws including, but not limited to: • Title VI of the Civil Rights Act of 1964 • Title VII of the Civil Rights Act of 1964 • The Age Discrimination Act of 1975, as amended • Section 503 of the Rehabilitation Act of 1973 • Section 504 of the Rehabilitation Act of 1973 • Title IX of the Education Amendments of 1972 • Section 188 of the Workforce Innovation Opportunity Act of 2014 In keeping with our commitment, no individual shall be excluded from participation in, denied benefits of, subjected to discrimination under, or denied employment, in the administration or of in connection with any WIOA funded program because of race, color, religion, sex, national origin, age, disability, or political affiliation or belief. Participation in programs and activities financially assisted in whole or in part under WIOA shall be open to citizens and nationals of the United States, lawfully admitted permanent resident aliens, lawfully admitted refugee, parolees, and other individuals authorized by the Attorney General to work in the United States. No individual will be intimidated, threatened, coerced, or discriminated against because of filing a complaint, furnishing information, or assisting or participating in any manner in an investigation, compliance review, hearing or any other activity related to the administration of WIOA. 3 EXHIBIT C EXHIBIT 3 Administration responsibility for this Equal Opportunity/Affirmative Action (EO/AA) Program is delegated to the Equal Employment Opportunity (EEO) Officer for the Santa Ana local Workforce Development Area. Equal opportunity and non- discrimination, however, will only be achieved through leadership and implementation of a viable Affirmative Action Equal Opportunity Program. 2. Civil Rights No one applying for or enrolled in the Workforce Innovation Opportunity Act (WIOA) programs may be discriminated against because of race, color, creed, disability, national origin, sex, age, political affiliation, or beliefs. This means that —for any of the characteristics listed above: • You may not be denied the opportunity to enroll in WIOA. • No benefits or services may be denied you for discriminatory reasons. • You may not be segregated or treated any differently from other applicants or participants, while you are being registered, interviewed, counseled or tested; or while you are working or attending classes as part of the program. • You must be provided an equal chance to use all facilities available in the program. • Fair employment practices must be provided to all staff with regard to recruiting, hiring, transferring, promotions, training, compensation, benefits, layoff, and termination. You have the right to make a complaint if you feel you have been denied any of the above opportunities. You cannot in any way be penalized for filing a complaint. Your WIOA sponsor has established a mechanism for handling complaints and grievances. Your complaint must be filed within 180 days. All complaints will be handled confidentially. 3. Nondiscrimination Laws under WIOA Title VI of the Civil Rights Act of 1964 Prohibits discrimination on the basis of race, color, national origin, or religion. The Age Discrimination Act of 1975 Prohibits arbitrary discrimination against persons' age 40-70. The Rehabilitation Act of 1973 4 EXHIBIT C EXHIBIT 3 Prohibits discrimination based on disability. Title IX of the Education Amendments of 1972 Prohibits discrimination in any education or training program or activity receiving federal financial assistance. OTHER CIVIL RIGHTS LAWS: Title VII of the Civil Rights Acts of 1964 Prohibits discrimination in employment based on race, color, religion, sex, or national origin in all terms and conditions of employment and establishes the Equal Employment Opportunity Commission as the administrative agency. White House Executive Order no. 11246 as Amended by Executive Order No. 11375 Creates the office of Federal Contract Compliance and prohibits discrimination based on race, color, sex, religion, or national origin. Department of Labor Secretary's Order no. 4-73 Prohibits discrimination based on sex. Equal Pay Act of 1963 Prohibits pay differential solely because of sex. Emergency Employment Act of 1971 Prohibits discrimination based on race, creed, national origin, political affiliation, or beliefs. 4. How to File Your Complaint a. Put your complaint in writing. b. Have it sworn to before a notary public, if possible. c. Provides details that tell what happened, where it happened and when it happened. d. Give the name and addresses of all persons who were present or who had anything to do with the matter. ...Complaints on the basis of race, color, or national origin, age, sex, religion, political affiliation or belief, retaliation and citizenship, must be filed within 180 days of the alleged occurrence directly with: 5 EXHIBIT C EXHIBIT 3 Director Civil Rights Center U.S. Department of Labor, Room N-4123 200 Constitution Ave., NW Washington, D.C. 20210 Complaints on the basis of disability must be filed within 180 days of the alleged occurrence. These complaints must be filed directly with the WIOA administrative entity. The WIOA administrative entity shall issue a written decision within 30 days of the filing of the complaint. If the complaint is still unresolved, an appeal may be made to the Chief of State Workforce Investment Division Office. The Department of Labor, the Civil Service Commission, the Equal Employment Opportunity Commission, and many other offices and agencies are committed to assuring equal employment opportunities for all persons. They will protect you. A case may be taken to court if the other processes do not yield satisfactory results. You may hire your own lawyer, or if you cannot afford one, the court may appoint one for you. It is unlawful for an employer, union, or employment agency to punish you or any witness for attempting to present the facts in a case. YOUR CIVIL RIGHTS UNDER THE WORKFORCE INNOVATION OPPORTUNITY ACT Santa Ana Local Workforce Development Area 801 W. Civic Center Drive, Suite 200 Santa Ana, CA 92701 (714)565-2600 B. Criminal Complaints In accordance with the WIOA and the implementing code of Federal section 667.600.... Federal handling of criminal complaints and report fraud, abuse and other criminal activity. "All information and complaints involving fraud, abuse or other criminal activity shall be reported directly and immediately to the City of Santa Ana and the Secretary of Labor." II. General Procedures for Handling Non-Criminal Violations of the Act The following procedure is promulgated to meet the requirements of Title 20, of the Code of Federal Regulations, Section 186 through 188 of the WIOA regulations, and Section 181 of the Act (Public Law 105.200: 29 U.S. Code Sec. 2931 et seq.) at the State and LWDA level for the receipt, investigation, hearing, and resolution of complaints by WIOA participants, sub 6 EXHIBIT C EXHIBIT 3 recipients, applicants for participation, or financial assistance, labor unions, community based organizations, or any other persons. These procedures provide for resolution of non-criminal complaints arising from the operation of the Santa Ana LWDA. A complaint is defined here as a written expression by a party alleging a violation of the Act, regulations promulgated under the Act, recipient grants, sub agreements, or other specific agreements under the Act, including terms and conditions of employment of such participants in employment training programs. All complaints, amendments and withdrawals shall be in writing. These procedures are intended to resolve matters which concern policies, procedures or action(s) arising in connection with WIOA programs operated by each LWDA grant recipient and sub recipient under the Act. These procedures shall not be construed as affecting any other available legal remedy outside of the WIOA complaint process (i.e., disputes regarding terms and conditions of employment of any employee who is not a participant), either separately or simultaneously, that a person may wish to pursue in the resolution of a non-WIOA complaint. Also, these procedures do not restrict the LWDA grant recipient staff in carrying out informal discussion Procedures do not restrict the LWDA grant recipient staff in carrying out informal discussion and resolution of any problems outside of and without resort to the formal complaint procedure. A. The following principles and rules apply to all complaints at all steps of the complaint procedures: 1. All complaints must be made in writing within 180 days of the alleged occurrence, except complaints alleging fraud or criminal activity. 2. All persons filing a complaint shall be free from restraint, coercion, reprisal, or discrimination. Good faith efforts shall be made to informally resolve the complaint prior to the scheduled hearing. Complainants have the right to withdraw their complaints (in writing) at any time prior to the hearing. A complainant may amend his/her complaint to correct technical deficiencies but not to add issues. 3. Complainants shall have the right to be represented at their own expense by person(s) of their choosing at all levels of the complaint process. 4. Upon enrollment into employment or training, participants shall be provided with a written description of these procedures, including notification of their right to file complaints and instructions for filing. An employer of participants, including private-for-profit employers of participants, may use this or other complaint resolution procedures so long as the participant is informed of the complaint resolution procedure they are to follow and the time frames governing review of complaints are met. EXHIBIT C EXHIBIT 3 A "participant", within the meaning of these procedures, is an individual who receives employment-training services under a program funded by Santa Ana LWDA. The Complaint Resolution Procedures contained herein (or the alternative procedures which an employer may use) shall be available to participants to resolve disputes regarding items and conditions of employment of such participants in employment training programs. However, such procedures shall not be used to resolve disputes regarding terms and conditions of employment of an employee who is not a participant, as defined herein. 5. If a complaint does not receive a decision at the LWDA grant recipient level within 60 days of filing the complaint or receives an unsatisfactory decision, the complainant then has a right to request a review of the complaint by the Governor. 6. Complainants must initially file and exhaust LWDA grant recipient/hearing procedures prior to appealing to the State except where the State determines that the LWDA grant recipient's procedures are not in compliance with the State's procedures. III. Procedures for Handling Complaints at the LWDA Level A. Receipt Complaints Pursuant to the WIOA regulations found at 20 CFR, Section 683.600, the LWDA administrative entities have the responsibility to conduct hearings and resolve complaints made by individuals about the administration of programs in the LWDA. "LWDA level" encompasses LWDA administrative entity and employers to which the administrative entity has delegated the complaint resolution process. The following comprise the guidelines for resolving issues arising in connection with WIOA programs operated by the Santa Ana LWDA including resolutions of complaints arising from actions, such as audit disallowances or the imposition of sanctions taken by the Governor with respect to audit findings, investigations or monitoring reports. 1. Form and Filing of Compliant Official filing date of the compliant is the date the written complaint is received. The filing of the complaint with the Santa Ana LWDA Equal Employment Opportunity Officer shall be considered as a request for hearing and a decision must be issued within 60 days. The complaint must be in writing and must be signed and dated. The complaint should also contain the following information: a. Full name, telephone number, if any, and mailing address of the complainant; b. Full name, telephone number, and mailing address of the agency involved (respondent); c. Clear and concise statement of facts including dates constituting alleged violation; d. What provisions under the Act, regulations, grant or other agreements under the Act, are believed to have been violated; s EXHIBIT C EXHIBIT 3 e. Remedy sought by the complainant; and f. If the complainant is a private or public entity or corporation, and not a natural person, the filing of the complaint must be duly authorized by the governing body of such entity or corporation. The absence of any of the requested information shall not be a basis for dismissing the complaint. A copy of the complaint must be sent to the respondent and both parties notified of the opportunity for an informal resolution. At each step of the complaint process, the complainant must be notified in writing of the next procedural step. 2. Informal Conference Informal conferences will be utilized by the Santa Ana LWDA to resolve complaints; however, such informal conferences shall not extend the time within which a decision must be issued after receipt of a complaint. Attempts at informal resolution will commence with two (2) weeks of the date of filing of the complaint. a. The EEO Officer will review the case and ascertain facts prior to the conference so that appropriate resolution can take place at the time of this meeting whenever possible. b. Although the complainant should be encouraged to attend this conference, his/her failure to do so should not preclude his/her right to request a hearing on the matter. c. If mutually satisfactory resolution results and the Santa Ana LWDA concurs, the EEO Officer will write a brief report for the file stating the issues and resolution. The matter shall then be considered closed. d. If resolution does not result, the complainant shall be provided the necessary information and assistance to request a hearing if he/she so desires. 3. Request for Hearing a. As in the case of the complaint, the request for a hearing should be put in writing and be filed in person or by mail. A governing board resolution of authorization to appeal should also be submitted when appropriate. The request should be filled with: Jennifer Sommers Sr. Personnel Analyst— EEO Officer 20 Civic Center Drive, M-24 Santa Ana, CA 92701 (714) 647-5348 9 EXHIBIT C EXHIBIT 3 b. A hearing will be scheduled by the EEO Officer within thirty (30) days of the date of filing of the complaint. 4. Notice of Hearing Upon receipt of the request for hearing, the complainant and the respondent will be notified in writing of the hearing ten (10) calendar days prior to the date of the hearing. The ten-day notice may be shortened with the written consent of the parties. A decision will be issued by the Santa Ana LWDA within sixty (60) days of the date of filing of the complaint. The hearing notice shall be in writing and contain the following information: a. The date of notice, name of the complainant, and the name of the party against whom the complaint is filed. b. The date, time and place of hearing before an impartial hearing officer. c. A statement(s) of the alleged violation(s) d. Advise as to where information or assistance may be obtained, and the name, address, and telephone number of the Santa Ana LWDA Equal Employment Opportunities (EEO) Officer who can answer inquiries. B. Conduct of Hearing The hearing shall be conducted in an informal manner with strict rules of evidence not applicable. Unnecessary technicalities should be avoided. It should provide the flexibility to enable adjustment to the circumstances presented. 1. The hearing officer shall have complete independence to obtain facts and make decisions. The hearing officer shall be in a position to render impartial decisions and thus should not be subordinate to the Santa Ana LWDA or its sub recipients. The hearing officer will be selected from a list of names on file with the EEO Officer. 2. Full regard must be given to the requirements of due process to insure a fair and impartial hearing. 3. The hearing office designated by the EEO Officer to function in a quasi-judicial capacity should begin the hearing by summarizing the record and the issue and should explain the manner in which the hearing will be conducted, making sure that everyone involved understands the proceedings. Such explanations should be adapted to the needs of the specific situation. The hearing officer might take testimony under oath or affirmation to give some assurance of veracity to the hearing. so EXHIBIT C EXHIBIT 3 4. The burden of proof should be reasonable and flexible, dependent upon the circumstances of the case involved. The hearing officer determines the order of proof. Generally, the party making the complaint has the obligation of establishing his or her case and should be examined first. 5. The party involved should have the right to be represented (at their own expense) if he/she so desires. Other he/she is limited to his/her own abilities and those to the hearing officer in obtaining testimony in the case. 6. It is important that the hearing officer obtain the fullest information for the record. If the parties involved, or their representatives, do not know how to ask the right or pertinent questions in pursuing their right to due process, it shall be necessary for the hearing officer to step in to have all the materials and relevant facts elicited. 7. The practice in informal hearings is generally not to apply strict rules of evidence in obtaining facts. However, the quantity of evidence required to support a decision on an issue should be sufficiently credible that the state (or other appropriate agency), upon reviewing the decision, would conclude that the decision is supported by substantial evidence. 8. The hearing officer should attempt to negotiate a resolution of the issue at any time prior to the conclusion of the hearing. 9. Within ten (10) days of the conclusion of the hearing, the hearing officer will issue a recommended decision to the LWDA for final determination. The recommended decision shall be in writing and may be accepted, rejected or modified by the Santa Ana Workforce Development Board. C. Issuance of Decision Within sixty (60) calendar days of filing of the complaint, the Santa Ana LWDA shall issue a written decision to all parties by first class mail. The final decision shall contain the following information: 1. The name of the parties involved. 2. A statement of the alleged violation and issues related to the alleged violation. 3. A statement of the facts. 4. The decision and the reasons for the decision. 5. A statement of corrective action, if any, to be taken. 6. Notice of the right to request, within ten (10) calendar days of receipt of the decision, a review of the decision by the State Review Panel. 11 EXHIBIT C EXHIBIT 3 D. Record of Hearing An administrative file containing support documents on the complaint resolution process hearing conducted will be retained by the Santa Ana LWDA. The purpose of a record is to serve as substantiation of the process followed by the Santa Ana LWDA on the resolution of the issues and the results. This information would then be available for subsequent review in the event the matter is raised with the State. Such records must be retained for a three- year period after the grant has been officially closed out. The Santa Ana LWDA's written decision will be included in the record. Evidence received at the hearing, notes by the hearing officer, stenographer's notes and tape recordings may also be used. E. Establishment of Complaint Procedures In accordance with Section 683.600, each employing agency including private-for-profit employers of participants under the Act is required to establish a complaint procedure for resolving matters relating to the terms and conditions of employment. Employers may operate their own grievance system or may utilize the Santa Ana LWIDA's established procedures under Section 683.600. At a minimum these procedures must include: 1. Written notice, upon enrollment into employment training services, of the scope and availability of such procedures. Employer's grievance procedures shall be set forth in a written document and must meet the regulation mandate that a complaint will be resolved with sixty (60) days from the date the complaint was filed. A copy of employer's grievance procedure shall be provided to each participant upon enrollment in employment training. 2. Written notice, at the time the grievance is filed, of the procedures under which the grievance will be processed. 3. Written notification of the disposition of the grievance and a written decision shall be issued within thirty (30) days of the filing of the grievance unless a present and long established grievance specifically provides other limits; and 4. Written notification of the participant's right to request a review of the employer's decision by the Santa Ana LWDA and the State Review Panel in accordance with Section 683.600. IV. Procedures for Handling Complaints at the State Level Section 181 (c) of the Act and the WIOA regulations at 20 CFR, Section 683.600 (d) requires the Governor to establish a State Review process of complaints filed at the LWDA grant recipient level and of complaints initially filed at the State level. Appeals of decisions issued at the LWDA level including audit disallowances and sanctions shall be reviewed by the State Review Panel. The State Review Panel shall review the record 12 EXHIBIT C EXHIBIT 3 established at the LWDA level and shall issue a decision based on the information contained therein. Complaints which may be initially filed at the State level will be heard by an independent hearing officer designated by the State Workforce Investment Division (WID). The hearing officer shall conduct a hearing and issue a recommended decision to the State Panel. The recommended decision shall be in writing and may be accepted, rejected or modified by the State Review Panel. A. Form and Filing of Complaint. 1. Request for State Review of LWDA Level Decisions On receipt of a complainant's request for review because of an unsatisfactory decision, the State shall provide for an independent state review. 2. Filing of Requests for State Review The State Review Panel shall review all LWDA level decisions when a request for review is filed within 10 days of receipt of the adverse decision. Such requests must be filed in writing with the Chief of the WID Office. The request for review should contain the following information: a. Full name, address, and telephone number of the party requesting the review b. Full name, address, and telephone number of the other party c. A copy of the decision d. Brief statement of reasons for review or the section of the LWDA decision to be reviewed including regulatory and statutory citations e. A statement of the relief sought. 3. Complainant Responsibility It is the responsibility of the complainant to include in the request for review a written statement setting forth the facts presented at the LWDA hearing which support the requested relief. The Chief, WID, shall mail a copy of the request for review to the other party and to the LWDA. It shall be the responsibility of the LWDA to submit the complete record including a typed record of the hearing to the Chief, WID, within ten (10) days. B. Conduct of Hearings. 1. Request for Hearing at the State Level 13 EXHIBIT C EXHIBIT 3 If no decision has been issued at the LWDA level or the State has determined an audit disallowance or imposed sanctions, the complainant may request a hearing. The hearing officer will then issue a recommended decision to the State's Review Panel for final determination. 2. Filing for Request for Review The request for a State hearing shall be filed within ten (10) days after LWDA should have issued a decision or ten (10) days after the issuance of the audit disallowance or sanction. The request shall be filed directly with the Chief of the WID in writing and should include the following: a. Full name, address, and telephone number of the LWDA b. Name, address, and telephone number of the LWDA C. Copies of complaints made at LWDA level from which no decisions were issued or sanctions and imposed. d. A statement of basis for the request for hearing. 3. Evidentiary Hearing Upon receipt of the request for a State level hearing, a hearing before a designated hearing officer will be scheduled. The hearing will be recorded mechanically or by court reporter. Both parties concerned will have the opportunity to present oral and written testimony under oath, to call and question witnesses in support of his/her position, to present oral and/or written arguments, to examine records and documents relevant to the issue(s), and to be represented. The hearing officer shall issue a written decision, which shall be forwarded to the State Review Panel for final determination. The State Review Panel may accept, reject or modify this recommendation. The decision of the State Review Panel is final except for audit disallowances, which must be approved by the Secretary of Labor C. State Review Panel The State Review Panel will consist of a panel of three representatives from the Employment Development Department: one from the Legal Offices, one from the WID, and one from the Director's office. The panel will issue a written decision, which will be sent to the appropriate parties within thirty (30) days of receipt of the request for State review. 14 EXHIBIT C EXHIBIT 3 Decisions issued by this panel, under the authority of the Governor, are final. D. Issuance of State Review Decision. The State review will be limited to violations of the WIOA, implementing WIOA regulations or the grant agreement. This review shall be limited to the record established at the LWDA hearing. V. Procedures for Handling Discrimination Complaints by Participants. A. Complaints on the basis of race, color, or national origin, age, sex, religion, political affiliation or belief, retaliation, and citizenship, where appropriate, must be filed within 180 days of the alleged occurrence. 1. It is the responsibility of the Santa Ana LWDA's Equal Employment Opportunity (EEO) Officer to determine jurisdiction and to make the complainant aware of and provide assistance in filing a complaint in accordance with the Santa Ana LWDA's procedure under Section II (A). 15 EXHIBIT C EXHIBIT 3 PROCEDURES FOR HANDLING NON-CRIMINAL COMPLAINT No later than 180 days of Handling of complaints filed at LWDA level arising in connection with alleged WIOA programs operated by LWDAs discrimination Informal Resolution Process Filing of Complaint/Request for Hearing w 0 0 Notice of Hearing issued by LWDA 0 0 a Hearing Conducted LWDA Decision within 60 days Unsatisfactory Decision or LWDA Decision not issued within 60 days Within 10 days of ° receipt of ° unsatisfactory decision or 10 days from date Request for State Review o LWDA decision o 0 should have been issued. Governor's Decision issued by State Review Panel If no decision issued by State Review Panel Appeal to DOL 16 EXHIBIT C EXHIBIT 3 2. In cases where areas of authority overlap, it is the responsibility of the EEO Officer to advise the complainant of the existence of State, Federal and other proper action agencies, which may also have a bearing. 3. Complainants alleging discrimination under this part will be made aware of their right to file directly with the Office of Civil Rights (OCR), U.S. Department of Labor and applicable procedures. 4. Complainants must file their complaint directly with: Jennifer Sommers Sr. Personnel Analyst— EEO Officer 20 Civic Center Drive, M-24 Santa Ana, CA 92701 (714) 647-5348 VI. Procedures for Handling Disability Complaints by Participants Complaints alleging discrimination on the basis of disability will be filed and processed under the Department of Labor regulations implementing Section 504 of the Rehabilitation Act of 1973 at 29 Code of Federal Regulations Section 32. 1. Complaints must exhaust the Santa Ana LWDA's informal resolution procedures before filing their complaint with OCR. 2. Complainants will be made aware of the 180 days requirement in which to file his/her complaint. A. Procedures at the LWDA Level 1. The complainant shall file his/her complaint directly with the Santa Ana LWDA. Upon receipt of the complaint, the EEO Officer shall investigate and gather information concerning the complaint. 2. An informal conference will be held with the parties concerned in an effort to resolve the issue(s). The complainant has the right to be present and may be represented during the conference. 3. The Santa Ana LWDA shall issue in writing its decision to the complainant no later than thirty (30) days after the filing of the complaint. B. Procedures at the State Level 1. The complainant may appeal to the State if he/she is not satisfied with the decision of the Santa Ana LWDA. 17 EXHIBIT C EXHIBIT 3 2. The Complainant must file his/her appeal as a request for review directly with the Chief WID within ten (10) calendar days after the receipt of the Santa Ana LWDA's decision. 3. The Chief-WID, shall issue a decision no later than thirty (30) calendar days after receipt of the request for review. 4. After the complainant has received a decision or no decision has been received from the Director of Employment Development Department (on behalf of the Governor), the complainant has the right to appeal his/her complaint within thirty (30) calendar days to the Office of Civil Rights (OCR) with the Department of Labor. 18 EXHIBIT C EXHIBIT 3 PROCEDURES FOR HANDLING COMPLAINTS ON BASES OF DISABILITY No later than 180 days of Filing of complaint on the basis of Disability with LWDA Da 1 alleged y discrimination Informal Resolution If no resolution reached Request for Hearing Notice of Hearing Hearing Conducted Day/45 Day LWDA Decision Unsatisfactory Decision or No Decision State Review Filed within 30 days of LWDA/State Governor's Decision Decision or 90 60 Days days from date of initial filing of Appeal to Assistant Secretary Department of Labor complaints 19 EXHIBIT C EXHIBIT 3 GLOSSARY OF WIOA TERM AGE DISCRIMINATION ACT — A law passed by Congress in 1975 which prohibits discrimination on the basis of age by any program or activity receiving Federal Funds. APPLICANT — An individual who applies to a subrecipient or contract for services provided under WIOA and who has not yet transitioned to the status of participant. ASSESSMENT — Services designed to determine each participant's employability, aptitudes, abilities and interests and to develop a plan to achieve the participant's employment and related goals; also to identify the available employment and traning activities appropriate for the participant. Testing and counseling may also be used during assessment process. CHARGING PARTY (CP), COMPLAINANT, GRIEVANT, OR AGGRIEVED PERSON — The person who charges that he/she has been discriminated against under Department of Justice nondiscrimination and civil rights regulations and/or guidelines. DISCRIMINATION — In general, a failure to treat all equally, whether intentional or unintentional; the effect of an action, policy or practice which selects an individual or class of persons to receive unequal treatment. ELIGIBLE NON-CITIZEN — Lawfully admitted permanent resident, aliens, lawfully admitted refugees, and parolees and other individuals authorized by the Attorney General to work in the United States. EMPLOYER — An employer subject to the provisions of the Civil Rights Act of 1964, as amended, including state and local governments and any Federal agency subjects to the provisions of Section 717 of the Civil Rights Act, as amended; and any Federal contractor or subcontractor covered by executive Order 11246, as amended. GRIEVANCE — An allegation that something imposes an illegal obligation or burden or denies some equitable or legal right, or causes injustice . INDIVIDUAL WITH A DISABILITY — Any individual who has a physical or mental disability that constitutes or results in a substantial challenge to employment. INTAKE — Includes screening to determine eligibility; to select from eligible applicants those individuals who are most in need and can benefit from program services; to complete procedural requirements necessary to enroll an individual into the program and to refer those not enrolled to other programs. JOINT COMPLAINT — A complaint of employment discrimination covered by Title VII or the Equal Pay Act and by Title VI or Title IX. Individual 'joint complaints" are normally investigated by EEOC unless OCR has a compelling reason to investigate. "Joint complaints" alleging discrimination in employment and other practices and pattern or practice "joint complaints" are normally investigated by OCR. 20 EXHIBIT C EXHIBIT 3 JURISDICTION — Authority to investigate and resolve complaints against an institution subject to a law or statute which has been assigned to OCR for enforcement, i.e., Title VI, Title IX, etc. PARTICIPANT — Any applicant who has: (1) Been determined eligible for participation upon intake; and (2) Who is receiving subsidized employment, training or services (except post-termination services) funded under the Act, following intake, except for an individual who receives only outreach and/or intake and assessment services. 21 EXHIBIT C EXHIBIT 3 GRIEVANCE POLICY If you believe Hope Builders has violated your rights, treated you unfairly or discriminatory in any manner, you have the right to appeal the decision. Appeals can be voiced to the appropriate staff member listed below via telephone and/or through a written complaint at: Hope Builders 801 N. Broadway Santa Ana, California 92701 Hope Builders will not retaliate against you in any way should you choose to file a complaint. Amber Rizkalla, Director of Programs arizkalla(c�r�,tsjhopebuilders.org 714-543-5105 Ext: 136 Trainee Handbook revised 1012023 27 EXHIBIT 3 Hope Builders Budget Narrative Total Program Cost: Total program cost is $1,461,112, which represents the full cost of delivering all program services, instruction, supportive services, and operational activities across all funding sources. Total WIOA Allocation: Total WIOA allocation is $200,000, which supports a portion of direct program implementation, instructional staffing, and participant services within the overall program model. Match/In-Kind:Total match/in-kind is $1,261,112, which represents leveraged funding and contributed resources that significantly expand program capacity and support full service delivery beyond the WIOA investment. Summary of Personnel Salaries & Benefits: Total WIOA budget is $146,168, which supports instructional staff and program personnel responsible for delivering direct training and workforce preparation services across all program components. Operating Expenses: Total is $53,832, which covers program-related costs such as supportive services, participant incentives, and other direct program supports that enable participant success and retention. Indirect Cost/Administrative Cost: Total is $21,925, which represents 15% of allowable Personnel Salaries and Benefits costs in accordance with the approved indirect cost limitation. Indirect costs are applied only to eligible staff salary and benefit expenses and are not calculated against the total program budget. WEX Allocation: Total WEX allocation is $151,687, which includes Personnel Salaries & Benefits ($129,687) for staff directly supporting Work Experience (WEX) and workforce preparation activities, as well as Participant Stipends ($22,000) that provide weekly $100 stipends to participants engaged in structured work-based learning activities. The WEX allocation demonstrates a strong emphasis on direct training, work-based learning, and participant workforce preparation activities. Personnel Salaries: These personnel provide direct instruction and hands-on training to participants across program areas, ensuring the delivery of job-ready skills and structured learning experiences aligned with industry standards. Clinical Medical Assisting (CMA) Instructor—Sofia Diaz; 21% FTE for 12 months; $15,565 salary. Sofia Diaz will deliver hands-on instruction and skills training for participants in the CMA program. She will teach core clinical competencies, support skill development through guided practice, and provide individualized feedback to help participants build confidence and proficiency for employment in the healthcare field. Her role is essential in preparing youth with practical,job-ready skills that increase their employability. Exhibit D EXHIBIT 3 Clinical Medical Assisting (CMA) Instructor—Manara McCobb; 21% FTE for 12 months; $16,291 salary. Manara McCobb will deliver hands-on instruction and skills training for participants in the CMA program. She will teach core clinical competencies, support skill development through guided practice, and provide individualized feedback to help participants build confidence and proficiency for employment in the healthcare field. Her role is essential in preparing youth with practical,job-ready skills that increase their employability. Child Development Careers (CDC) Instructor—Lauren Eddy; 21% FTE for 12 months; $16,800 salary. Lauren Eddy will deliver hands-on instruction and skills training for participants in the CDC program. She will teach foundational child development concepts, facilitate applied learning activities, and provide individualized support to help participants develop the skills needed for careers working with children. Her role is essential in preparing youth with practical, job-ready skills that increase their employability. Construction Training Program (CTP) Instructor—Michael O'Neill; 21% FTE for 12 months; $15,750 salary. Michael O'Neill will deliver hands-on instruction and skills training for participants in the CTP program. He will teach construction fundamentals, guide participants through practical, tool-based learning, and provide individualized feedback to build competency and confidence in the trades. His role is essential in preparing youth with practical,job-ready skills that increase their employability. Admissions Lead—Erika Rios-Streitz, 21% FTE for 12 months; $15,120 salary. Erika Rios-Streitz will manage the admissions process, ensuring the smooth intake of eligible participants into the program. She will support youth in navigating the application process, ensuring that they meet program requirements and receive appropriate support. Her role supports the grant by ensuring that qualified participants are recruited, contributing to the program's overall success. Employment Readiness Lead—Cindy Mendizabal, 21% FTE for 12 months; $15,750 salary. Cindy Mendizabal will oversee the employment readiness activities of the program. She will coordinate job preparation workshops, resume writing, and interview coaching to ensure that participants are fully equipped for employment. Her role directly impacts the success of the program by improving the employability of youth participants. Employment Readiness Specialist—Sabine Shah, 21% FTE ($13,374) for 12 months; $14,362 salary. Sabine Shah will provide direct support services to program participants. She will assist participants with accessing resources, offer guidance, and ensure that they stay on track to achieve their career readiness goals. Her role is critical in ensuring that participants receive the necessary support to succeed throughout their training and transition into employment. Employment Readiness Coordinator—Julia Montgomery, 21% FTE ($55,162) for 12 months; $12,230 salary. Julia Montgomery will provide employment readiness training to participants. She will assist participants with job search activities, resume development, and interview Exhibit D EXHIBIT 3 preparation. Her role is essential in ensuring that participants are fully equipped with the skills and resources needed to successfully transition into employment. Employment Readiness Coordinator—Blanca Valenzuela, 21% FTE ($55,162) for 12 months; $12,230 salary. Blanca Valenzuela will provide employment readiness training to participants. She will assist participants with job search activities, resume development, and interview preparation. Her role is essential in ensuring that participants are fully equipped with the skills and resources needed to successfully transition into employment. Personnel Benefits: These costs reflect employer-required payroll taxes associated with instructional staff, including Social Security, Medicare, and state employer taxes that support compliance with federal and state employment requirements. Clinical Medical Assisting (CMA) Instructor—Sofia Diaz: 9% benefits of$15,770 salary: $1,401 for Benefits (6.2% Fed Social Security Tax, 1.45% Fed Medicare Tax, and 1.35%State Employer Taxes) Clinical Medical Assisting (CMA) Instructor—Manara McCobb: 9% benefits of$17,152 salary: $1,466 for Benefits (6.2% Fed Social Security Tax, 1.45% Fed Medicare Tax, and 1.35% State Employer Taxes) Child Development Careers (CDC) Instructor—Lauren Eddy: 9% benefits of$15,310 salary: $1,512 for Benefits (6.2% Fed Social Security Tax, 1.45% Fed Medicare Tax, and 1.35% State Employer Taxes) Construction Training Program (CTP) Instructor—Michael O'Neill: 9% benefits of$16,072 salary: $1,418 for Benefits (6.2% Fed Social Security Tax, 1.45% Fed Medicare Tax, and 1.35% State Employer Taxes) Admissions Lead—Erika Rios-Streitz: 9% benefits of$13,461 salary: $1,361 for Benefits (6.2% Fed Social Security Tax, 1.45% Fed Medicare Tax, and 1.35% State Employer Taxes) Employment Readiness Lead—Cindy Mendizabal: 9% benefits of$15,440 salary: $1,418 for Benefits (6.2% Fed Social Security Tax, 1.45% Fed Medicare Tax, and 1.35%State Employer Taxes) Employment Readiness Specialist—Sabine Shah: 9% benefits of$13,374 salary: $1,293 for Benefits (6.2% Fed Social Security Tax, 1.45% Fed Medicare Tax, and 1.35%State Employer Taxes) Employment Readiness Coordinator—Julia Montgomery: 9% benefits of$11,603 salary: $1,101 for Benefits (6.2% Fed Social Security Tax, 1.45% Fed Medicare Tax, and 1.35%State Employer Taxes) Exhibit D EXHIBIT 3 Employment Readiness Coordinator—Blanca Valenzuela: 9% benefits of$11,603 salary: $1,101 for Benefits (6.2% Fed Social Security Tax, 1.45% Fed Medicare Tax, and 1.35%State Employer Taxes) Operating Expenses: These costs represent facility and operational categories that support program delivery; however, no funds are allocated in these areas for this project. Rent: $0 - No rent costs are allocated to this project. Utilities: $0 - No utility costs are allocated to this project. Phones: $0 - No phone costs are allocated to this project. Internet Fees: $0 - No internet costs are allocated to this project. Parking Fees: $0 - No parking costs are allocated to this project. Security: $0 - No security costs are allocated to this project. Maintenance: $0 - No maintenance costs are allocated to this project. Insurance: $0 - No insurance costs are allocated to this project. Equipment Rental Fees: $0 - No equipment rental costs are allocated to this project. Vehicle Lease: $0 - No vehicle lease costs are allocated to this project. Office Expenses (Consumables): $0 - No office consumable costs are allocated to this project. Accounting Services: $0 - No accounting service costs are allocated to this project. Legal Services: $0 - No legal service costs are allocated to this project. Auditing Services: $0 - No auditing service costs are allocated to this project. Indirect Cost: $21,925 for administrative costs that support overall program operations, including organizational oversight, compliance, and general administrative functions. Staff Training: $0 - No staff training costs are allocated to this project. Staff Conferences: $0 - No staff conference costs are allocated to this project. Staff Travel/Mileage: $0 - No staff travel or mileage costs are allocated to this project. Exhibit D EXHIBIT 3 Participant Wages: $22,000 - Provides weekly$100 stipends to participants engaged in Work Experience (WEX) activities. These payments are treated as participant compensation for participation in structured work-based learning placements and are reported under participant wages in accordance with program and budget guidelines. Supportive Services: $9,907 Supportive Services cover essential materials, equipment, certifications, and supplies needed for participants in the CMA, CDC, and CTP programs to fully engage in training. These include industry-specific textbooks and tools, uniforms and safety gear, certification and testing costs, transportation and childcare assistance, drug and background testing, and general classroom and learning supplies that support successful program completion. Participant Incentives: $0 - No participant incentive costs are allocated to this project. Youth Conferences: $0 - No youth conference costs are allocated to this project. IT Expenses: $0- No IT costs are allocated to this project. Program Supplies: $0 - No program supply costs are allocated to this project. Exhibit D Budget Form EXHIBIT 3 Hope Builders Administrative Total Cost(Not to Program Total WIA Cost Match/In Kind Exceed 15%) Cost Personnel Salaries CMA Instructor $74,1181 $15,565 $58,553 CMA Instructor $77,577 $16,291 $61,286 CDC Instructor $80,000 $16,800 $63,200 CTP Instructor $75,000 $15,750 $59,250 Admissions Lead $72,000 $15,120 $56,880 Employment Readiness Lead $75,000 $15,750 $59,250 Employment Readiness Specialist $68,390 $14,363 $54,027 Employment Readiness Coord. $58,240 $12,230 $46,010 Employment Readiness Coord. $58,240 $12,230 $46,010 Personnel Benefits CMA Instructor $18,530 $1,401 $17,129 CMA Instructor $19,394 $1,466 $17,928 CDC Instructor $20,000 $1,512 $18,488 CTP Instructor $18,750 $1,418 $17,333 Admissions Lead $18,000 $1,361 $16,639 Employment Readiness Lead $18,750 $1,418 $17,333 Employment Readiness Specialist $17,098 $1,293 $15,805 Employment Readiness Coord. $14,560 $1,101 $13,459 Employment Readiness Coord. 1 1 $14,560 $1,101 $13,459 Total Personnel Salaries&Benefits $798,207 $146,168 $652,039 Operating Expenses Rent $138,168 $0 $138,168 Utilities $7,200 $0 $7,200 Phones Internet Fees $9,360 $0 $9,360 Parking Fees Security Maintenance Insurance $3,996 $0 $3,996 Equipment rental fees* Equipment rental fees* Vehicle lease* Office expenses(consumables) Accounting Services Legal Services Auditing Services Indirect Cost* $21,925 $21,925 $0 Staff Training Staff Conferences Staff Travel/Mileage Participant Wages* $22,000 $22,000 $0 Supportive Services* $9,907 $9,907 $0 Participant Incentives* Youth Conferences IT Expenses $54,000 $0.00 $54,000 Program Supplies $298,543 $0.00 $298,543 Total Operating Expenses $0 $565,099 $53,832 $511,267 GRAND TOTAL(Personnel+operating) $0.00 $1,363,306 $200,000 $1,163,306 EXHIBIT D Budget Form EXHIBIT 3 Hope Builders Budeet Form Instructions for Y PN M m r hi All costs related to the program activities described in the proposal must be included on the Budget Form. A budget narrative must be attached on a separate sheet of paper for all line items marked with an*asterisk. Personnel Salaries: List each individual position dedicated to this project. List title, percentage of full time equivalent (FTE)or the amount of time to be charged to this project. Benefits: List each individual position dedicated to this project. List title, percentage of full time equivalent (FTE)or the amount of time to be charged to this project. OPERATING EXPENSES Rent or User Fee: Provide percent of office space that will be charged to this project. Describe how percentage was determined. Equipment Rental Fee(equipment may not be purchased): List items that will be used for this project. Provide percent of rental fee that will be charged to this project. Describe how percentage was determined. Vehicle Lease(vehicles may not be purchased): Provide list of vehicles dedicated for this project. Describe vehicle use and percentage of use that will be charged to this project. Describe how percentage was Indirect Cost: Provide indirect cost rate plan. Participant Wages: Describe costs directly related to individual participants such as paid training and/or work experience. Include number of youth,hourly wage,benefits and bonuses. Include length of activity. Support Services:Attach policies and procedures for supportive services. Policy must include spending limits. Participant Incentives: Indicate the type of payment,rate of payment and describe what youth must achieve to receive the incentive. Other: This item may include fieldtrips and youth stipends. All items must listed and include cost details. States, local governments and non-profit institutions who receive$500,000 or more in federal funds in a fiscal year shall meet the audit requirements of the OMB Circular A-133,"Audits of States,and Local Governments EXHIBIT D 1 EXHIBIT 3 CITY OF SANTA ANA CERTIFICATION REGARDING LOBBYING Exhibit E The undersigned certifies, to the best of his or her knowledge and belief, that: 1) No Federal appropriated funds have been paid or will be paid, by or on behalf of the undersigned, to any person for influencing or attempting to influence an officer or employee of any organization, a Member of Congress in connection with the awarding of any Federal contract, the making of any Federal grant, the making of any Federal loan, the entering into of any cooperative agreement, and the extension, continuation, renewal, amendment, or modification of any Federal contract, grant, loan, or cooperative agreement. 2) If any funds other than Federal appropriated funds have been paid or will be paid to any person for influencing or attempting to influence an officer or employee of any organization, a Member of Congress, an officer or employee of Congress, or an employee of a member of Congress in connection with this Federal contract, grant, loan, or cooperative agreement, the undersigned shall complete and submit Standard Form-LLL, "Disclosure Form to Report Lobbying." in accordance with its instructions. 3) The undersigned shall require that the language of this certification be included in the award documents for all subawards at all tiers (including agreements) and that all subrecipient's shall certify and disclose accordingly. This certification is a material representation of fact upon which reliance was placed when this transaction was made or entered into. Submission of this certification is a prerequisite for making or entering into this transaction imposed by 31 U.S.C. 1352. Any person who fails to file the required certification shall be subject to a civil penalty of not less than $10,000 and not more than $100,000 for each such failure occurring on or before October 23, 1996, and of not less than $11,000 and not more than $110,000 for each such failure. Taller San Jose Hope Builders Grantee/Contractor Organization 4 03/16/26 ignature Date Shawna Smith Name of Certifying Official Signature EXHIBIT 3 Certification Regarding Drug-Free Workplace Requirements The certification set out below is a material representation upon which reliance is placed by the U.S. Department of Housing and Urban Development in awarding the grant. If it is later determined that the contractor knowingly rendered a false certification, or otherwise violates the requirements of the Drug-Free Workplace Act, the U.S. Department of Housing and Urban Development, in addition to any other remedies available to the Federal Government, may take action authorized under the Drug-Free Workplace Act. CERTIFICATION A. The contractor certifies that it will provide a drug-free workplace by: (a) Publishing a statement notifying employees that the unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is prohibited in the contractor's workplace and specifying the actions that will be taken against employees for violation of such prohibition; (b) Establishing a drug-free awareness program to inform employees about— (1) The dangers of drug abuse in the workplace; (2) The contractor's policy of maintaining a drug-free workplace; (3) Any available drug counseling, rehabilitation, and employee assistance program; and (4) The penalties that may be imposed upon employees for drug abuse violations occurring in the workplace; (c) Making it a requirement that each employee who will be engaged in the performance of the grant be given a copy of the statement required by paragraph (a); (d) Notifying the employee in the statement required by paragraph -(a) that, as a condition of employment under the contract, the employee will - (1) Abide by the terms of the statement; and (2) Notify the employer of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction. (e) Notifying the U.S. Department of Housing and Urban Development within ten days after receiving notice under subparagraph (d)(2) from an employee or otherwise receiving actual notice of such conviction; EXHIBIT 3 (f) Taking one of the following actions, within 30 days of receiving notice under subparagraph (d)(2), with respect to any employee who is so convicted - ( 1) Taking appropriate personnel action against such an employee, up to and including termination; or (2) Requiring such employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by a Federal, State, or local health, law enforcement, or other appropriate agency; (g) Making a good faith effort to continue to maintain a drug-free workplace through implementation of paragraphs (a), (b), (c), (d), (e) and (f). B. The contractor shall insert in the space provided on the attached "Place of Performance" form the site(s) for the performance of work to be carried out with the grant funds (including street address, city, county, state, and zip code) .the contractor further certifies that, if it is subsequently determined that additional sites will be used for the performance of work under the contract, it shall notify the U.S. Department of Housing and Urban Development immediately upon the decision to use such additional sites by submitting a revised "Place of Performance" form. Hope Builders Organization March 16, 2026 Authorized Signature Date EXHIBIT F EXHIBIT 3 PLACE OF PERFORMANCE FOR CERTIFICATION REGARDING DRUG-FREE WORKPLACE REQUIREMENTS Name: Hope Builders Date: March 16, 2026 The Contractor shall insert in the space provided below the site(s) expected to be used for the performance of work under the contract covered by the certification: Place of Performance (include street address, city, county, state, zip code for each site): 801 N. Broadway, Santa Ana, CA 92701 (Headquarters & CDC Program 810 Poinsettia St N, Santa Ana, CA 92701 (CTP Program) 100 N. Harbor Blvd, Unit 200,Anaheim, CA 92805 (CMA Program) t4A @I'1 b 1 CITY OF SANTA ANA CERTIFICATION REGARDING DEBARMENT This certification is required by the regulations implementing Executive Order 12549, Debarment and Suspension, 29 CFR Part 98, Section 98.510, Participants' Responsibilities. The regulations were published as Part VII of the May 16, 1988, Federal Register (Pages 19160-19211). (Before completing certification, read instructions which are an integral part of certification) 1. The prospective primary participant, (i.e. grantee) certifies to the best of its knowledge and belief, that it and its principals: a. Are not presently debarred, suspended, proposed for debarment, declared ineligible, or voluntarily excluded from covered transactions by any federal department or organization; b. Have not within a three-year period preceding this proposal been convicted or had a civil judgment rendered against them for commission of fraud or a criminal offense in connection with obtaining, attempting to obtain, or performing a public (federal, state or local) transaction or contract under a public transaction; violation of federal or state antitrust statues or commission of embezzlement, theft, forgery, bribery, falsification or destruction of records, making false statements, or receiving stolen property. c. Are not presently indicted for or otherwise criminally or civilly charged by a government entity (federal, state or local)with commission of any of the offenses enumerated in paragraph (1)(b) of this certification; and d. Have not within a three-year period preceding this application/proposal had one or more public transactions (federal, state or local) terminated for cause or default. 2. Where the prospective primary participant is unable to certify to any of the statements in this certification, such prospective participant shall attach an explanation to this proposal. Taller San Jose Hope Builders Grantee/Contractor Organization Shawna Smith, Executive Director Name and Title of Official Authorized to Certify On Behalf of the Grantee 03/16/2026 Date CITY OF SANTA ANA SIGNATURES &ASSURANCES The assurances are: 1. I am authorized by my Board of Directors, Trustees, or other legally qualified officer to submit this proposal on behalf of the "Applicant." 2. Applicant is not currently on any federal, State of California or local Debarment List. 3. Applicant will provide records to show fiscal solvency, if required. 4. Applicant will meet all applicable Federal, State and local compliance and regulatory requirements. These include but are not limited to a. Ensuring that records accurately reflect actual performance; b. Maintaining record confidentiality, as required; c. Reporting financial participant, and performance data, as required; d. Meeting requirements of Section 504 or the Rehabilitation Act of 1973; e. Meeting all applicable labor laws, including Child Labor Law standards; and f. Meeting all lobbying certification and disclosure of lobbying activities requirements. 5. Applicant will establish, in accordance with section 184 of the Workforce Innovation &Opportunity Act, fiscal control and fund accounting procedures necessary to ensure the proper disbursement of, and accounting for funds provided to the Local Workforce Development Board. 6. That it will comply with the uniform administrative requirements referred to in WIOA. 7. Compliance with the confidentiality requirements of WIOA. 8. That no funds received under the Workforce Innovation & Opportunity Act will be used to assist, promote or deter union organizing. 9. That it will comply with the nondiscrimination provisions of WIOA, including an assurance that Methods of Administration have been developed and implemented. 10. That it will collect and maintain data necessary to show compliance with the nondiscrimination provisions of WIOA. 11. That there will be compliance with grant procedures of WIOA. 12. That all funds will be spent in accordance with the Workforce Innovation &Opportunity Act, written Department of Labor guidance, and other applicable Federal and State laws and regulations. 13. That it will endeavor to partner and plan with such entities, that the SAWDB, its subcommittees or staff direct, including regionally, statewide or nationally. 14. That it will comply with such new regulations that are set forth in the new Law that will govern the activities set forth herein. 15. That it will comply with new policies initiated by the State of California, City of Santa Ana, as appropriate. 16. Respondent will not: a. Place a costumer in a position that will displace a current employee; b. Use WIOA money to assist, promote, or deter union organizing; c. Use funds to employ to train persons in sectarian activities; and d. Use funds for customers in the construction, operation, or maintenance of any part of a facility to be used for sectarian instruction or religious worship. SIGNATURES &ASSURANCES I recognize that I must give assurance for each item above, 1 through 16, as applicable. If I cannot, this proposal will be automatically rejected. - 44�� (Si nature required) COMMENTS: 1 EXHIBIT 3 CITY OF SANTA ANA SUBRECIPIENT COMPLIANCE FORM Instructions: Please complete this form sign and submit to the Santa Ana Workforce Investment Board. Subrecipient Taller San Jose Hope Builders Agreement Date 03/16/2026 Agreement Amount $200,000 SAM.gov UEI #SYUWJWBCZKU3 Catalog of Federal Domestic Assistance (CFDA) The Catalog of Federal Domestic Assistance (CFDA) is a government-wide compendium of Federal programs, projects, services, and activities that provide assistance or benefits to the American public. It contains financial and nonfinancial assistance programs administered by departments and establishments of the Federal government. The primary purpose is to assist users in identifying programs that meet specific objectives (for more information refer to: https://sam.gov/content/assistance-listings ) CFDA Title & Number: WIOA Youth Activities #17.259 = initial if you understand and agree with the above statement Monitoring Subrecipient will or may be monitored by officials from the City, State, or Federal entities. Monitoring may include the review of the subrecipient's use of Federal awards through reporting, site visits, regular contact, or other means to provide reasonable assurance that the subrecipient administers Federal awards in compliance with laws, regulations, and the provisions of contracts or grant agreements and that performance goals are achieved. = initial if you understand and agree with the above statement Audits Subrecipients expending $750,000 or more in Federal awards during the fiscal year must have met the audit requirements of OMB Super Circular section 200.501 within 9 months of the end of the subrecipients audit period (refer to: https://www.ecfr.gov/current/title-2/subtitle-A/chapter-II/part- 200/subpart-F ). Please provide documentation that demonstrates the most recent audit in compliance with the above mentioned OMB Circular or a letter indicating why you didn't require a single audit for PY 2024. V1 See Attached ❑Not Applicable = initial if you understand and agree with the above statement 4444w ' 03/16/2026 1 EXHIBIT 3 CITY OF SANTA ANA AMERICANS WITH DISABILITY ACT (ADA) AND EQUAL OPPORTUNITY (EO) LAW SURVEY I. Is there a minimum of 2 designated disabled parking slots? Per Dept. of Rehab Sect. 504 YES®NO❑ II. Are individuals able to reach the building's entrance for individuals with a disability without having to go behind any other cars, or any other barriers (curb, sidewalks, etc.). Per Dept. of Rehab. Sect. 504 YES®NO❑ III. Is there a front door labeled with the international wheelchair access sign? Per Dept. of Rehab. Sect. 504 YES®NO❑ Is the labeled entrance's threshold not higher than '/2 inch to allow for wheelchair access? Per Dept. of Rehab. Sect. 504 YES®NO❑ IV. Is the door-handle to the labeled wheelchair entrance door, a lever handle (not a round doorknob)? Per Dept. of Rehab. Sect. 504 YES®NO❑ V. If any services are available on the second floor, does the building have an elevator? Per Dept. of Rehab. Section 504 YES❑NOV NA❑ VI. Does the classroom, working area, and break-room have enough room to maneuver a wheelchair and/or crutches? Per Dept. of Rehab. Sect. 504 YES®NO❑ VI I. Does the provider catalog/employee manual, contain the organization's Grievance Policy? Per WIOA Section 188 & 29 CFR Part 38 YES®NO❑ Vill. Is Grievance Procedure and contact person made available in writing to the participant on or before the first day of program participation. Per WIOA Section 188 & 29 CFR Part 38 YES®NO❑ IX. If serving any Limited English individuals is the grievance procedure and procedures available in their language. Per Title 29 CFR Section 38.36(b) YES❑NOV X. Is there at least one internationally labeled accessible restroom for the disabled. Per Dept. of Rehab. Sect. 504 YES®NO❑ 1 EXHIBIT 3 CITY OF SANTA ANA XI. Does toilet stall for individuals with a disability have bars on each side of the wall. Per Dept. of Rehab. Sect. 504 YES®NO❑ XII. Is there a telephone reasonably accessible to individuals with a disability? Per Dept. of Rehab. Sect. 504 YES®NO❑ XIII. Is there a water fountain reasonably accessible to individuals with a disability? Per Dept. of Rehab. Sect. 504 YES®NO❑ XIV. Are auxiliary (supplementary) aides available when requested by the individual. Per CFR Title 20,29,41 YES❑NOV Youth Service Provider Information: Shawna Smith Print First & Last Name 9940� 03/16/26 ervice Provider Signature Date 801 N Broadway, Santa Ana, CA 92701 Business Address 714-543-5105 Business Phone Number All information is subject to validation by SAWDB staff upon approval of award. ACC?R"® CERTIFICATE OF LIABILITY INSURANCE EXHI AT4/zz/zoz6YY) THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER. THIS CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S), AUTHORIZED REPRESENTATIVE OR PRODUCER,AND THE CERTIFICATE HOLDER. IMPORTANT: If the certificate holder is an ADDITIONAL INSURED,the policy(ies) must have ADDITIONAL INSURED provisions or be endorsed. If SUBROGATION IS WAIVED, subject to the terms and conditions of the policy, certain policies may require an endorsement. A statement on this certificate does not confer rights to the certificate holder in lieu of such endorsement(s). PRODUCER CONTACT NAME: Julie Doan Patriot Growth Insurance Services, LLC PHONE 714-733-6200 A/c,No 7777 Center Avenue, Suite 600 A/C No Ext Huntington Beach CA 92647 ADDRESS: Julie.Doan@patriotgis.com INSURER(S)AFFORDING COVERAGE NAIC# INSURERA: Nonprofits'Insurance Alliance of California 11384 INSURED TALLSAN-01 INSURERB:QBE Insurance Corp/The ILM Group Taller San Jose Hope Builders dba Hope Builders Hope Builders Career Connections INSURERC: Philadelphia Indemnity Insurance 18058 801 N Broadway INSURERD: Cornerstone Insurance Plc Santa Ana CA 92701 INSURER E: INSURER F: COVERAGES CERTIFICATE NUMBER:2093043825 REVISION NUMBER: THIS IS TO CERTIFY THAT THE POLICIES OF INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD INDICATED. NOTWITHSTANDING ANY REQUIREMENT, TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT TO WHICH THIS CERTIFICATE MAY BE ISSUED OR MAY PERTAIN, THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS, EXCLUSIONS AND CONDITIONS OF SUCH POLICIES.LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS. INSR TYPE OF INSURANCE ADDL SUBR POLICY EFF POLICY EXP LIMITS LTR I POLICY NUMBER MM/DD/YYYY MM/DDIYYYY A X COMMERCIAL GENERAL LIABILITY Y Y 20236888 10/1/2025 10/1/2026 EACH OCCURRENCE $1,000,000 CLAIMS-MADE OCCUR DAMAGE TO RENTED PREMISES Ea or $500,000 MED EXP(Any one person) $20,000 PERSONAL&ADV INJURY $1,000,000 GEN'L AGGREGATE LIMIT APPLIES PER: GENERAL AGGREGATE $2,000,000 PRO- POLICY JECT X 1:1EC 1:1LOC PRODUCTS-COMP/OP AGG $2,000,000 X OTHER: Prof.Liability Aggregate $$2,000,000 C AUTOMOBILE LIABILITY Y Y PHPK2606749 10/1/2025 10/1/2026 COMBINED SINGLE LIMIT $1,000,000 Ea accident ANY AUTO BODILY INJURY(Per person) $ OWNED X SCHEDULED BODILY INJURY(Per accident) $ AUTOS ONLY AUTOS X HIRED X NON-OWNED PROPERTY DAMAGE $ AUTOS ONLY AUTOS ONLY Per accident A X UMBRELLALIAB X OCCUR Y 202368880UMB 10/1/2025 10/1/2026 EACH OCCURRENCE $2,000,000 EXCESS LIAB CLAIMS-MADE AGGREGATE $ DED RETENTION$ $ D WORKERS COMPENSATION Y WC04400336024 9/1/2025 9/1/2026 X PER OTH- AND EMPLOYERS'LIABILITY YIN STATUTE ER ANYPROPRIETOR/PARTNER/EXECUTIVE E.L.EACH ACCIDENT $1,000,000 ❑ OFFICER/MEMBER EXCLUDED? NIA (Mandatory in NH) E.L.DISEASE-EA EMPLOYEE $1,000,000 If yes,describe under DESCRIPTION OF OPERATIONS below E.L.DISEASE-POLICY LIMIT $1,000,000 B Accident/Sexual Misconduct MHH010307/202268BOACC 10/1/2025 10/1/2026 Aggregate $1,000,000 A Social Service Professional Liab 20236888 10/1/2025 10/1/2026 Per Event/Aggregate $2mm/$2mm C Crime PHPK2606749 10/1/2025 10/1/2026 Aggregate $250,0000 DESCRIPTION OF OPERATIONS/LOCATIONS/VEHICLES (ACORD 101,Additional Remarks Schedule,may be attached if more space is required) RE: 100 N Harbor Blvd.,Ste 200,Anaheim CA 92805 City of Santa Ana,its City Council,officers,officials, employees,agents,and volunteers are named as additional insured with respects to General liability,auto liability. Policies are primary and non-contributory.Waiver or subrogation applies. CERTIFICATE HOLDER CANCELLATION SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE THE EXPIRATION DATE THEREOF, NOTICE WILL BE DELIVERED IN ACCORDANCE WITH THE POLICY PROVISIONS. City of Santa Ana 20 Civic Center Plaza AUTHORIZED REPRESENTATIVE Santa Ana CA 92701 { c� @ 1988-2015 ACORD CORPORATION. All rights reserved. ACORD 25(2016/03) The ACORD name and logo are registered marks of ACORD EXHIBIT 3 POLICY NUMBER: 2023-6888 COMMERCIAL GENERAL LIABILITY Named Insured: Taller San Jose Hope Builders dba: Hope builders CG 20 26 12 19 THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. ADDITIONAL INSURED - DESIGNATED PERSON OR ORGANIZATION This endorsement modifies insurance provided under the following: COMMERCIAL GENERAL LIABILITY COVERAGE PART SCHEDULE Name Of Additional Insured Person(s) Or Organization(s): Any person or organization that you are required to add as an additional insured on this policy, under a written contract or agreement currently in effect, or becoming effective during the term of this policy.The additional insured status will not be afforded with respect to liability arising out of or related to your activities as a real estate manager for that person or organization. Information required to complete this Schedule, if not shown above, will be shown in the Declarations. A. Section II—Who Is An Insured is amended to B. With respect to the insurance afforded to these include as an additional insured the person(s)or additional insureds, the following is added to organization(s) shown in the Schedule, but only Section III— Limits Of Insurance: with respect to liability for"bodily injury", "property damage"or"personal and advertising injury" If coverage provided to the additional insured is caused, in whole or in part, by your acts or required by a contract or agreement, the most we omissions or the acts or omissions of those acting will pay on behalf of the additional insured is the on your behalf: amount of insurance: 1. In the performance of your ongoing operations; 1. Required by the contract or agreement; or or 2. Available under the applicable Limits of 2. In connection with your premises owned by or Insurance shown in the Declarations; rented to you. whichever is less. However: This endorsement shall not increase the 1. The insurance afforded to such additional applicable Limits of Insurance shown in the insured only applies to the extent permitted by Declarations. law; and 2. If coverage provided to the additional insured is required by a contract or agreement, the insurance afforded to such additional insured will not be broader than that which you are required by the contract or agreement to provide for such additional insured. CG 20 26 12 19 ©Insurance Services Office, Inc., 2012 Page 1 of 1 EXHIBIT 3 POLICY NUMBER: 2023-6888 COMMERCIAL GENERAL LIABILITY Named Insured: Taller San Jose Hope Builders dba: Hope builders CG 20 37 12 19 THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. ADDITIONAL INSURED - OWNERS, LESSEES OR CONTRACTORS - COMPLETED OPERATIONS This endorsement modifies insurance provided under the following: COMMERCIAL GENERAL LIABILITY COVERAGE PART PRODUCTS/COMPLETED OPERATIONS LIABILITY COVERAGE PART SCHEDULE Name Of Additional Insured Person(s) Or Organization(s) Location And Description Of Completed Operations Any person or organization that you are required to All insured premises and operations. add as an additional insured on this policy, under a written contract or agreement currently in effect, or becoming effective during the term of this policy. The additional insured status will not be afforded with respect to liability arising out of or related to your activities as a real estate manager for that person or organization. Information required to complete this Schedule, if not shown above, will be shown in the Declarations. A. Section II—Who Is An Insured is amended to B. With respect to the insurance afforded to these include as an additional insured the person(s)or additional insureds, the following is added to organization(s)shown in the Schedule, but only Section III—Limits Of Insurance: with respect to liability for"bodily injury" or "property damage" caused, in whole or in part, by If coverage provided to the additional insured is "your work" at the location designated and required by a contract or agreement, the most we described in the Schedule of this endorsement will pay on behalf of the additional insured is the performed for that additional insured and amount of insurance: included in the "products-completed operations hazard". 1. Required by the contract or agreement; or 2. Available under the applicable Limits of However: Insurance shown in the Declarations; 1. The insurance afforded to such additional whichever is less. insured only applies to the extent permitted bylaw; and This endorsement shall not increase the applicable Limits of Insurance shown in the 2. If coverage provided to the additional insured is Declarations. required by a contract or agreement, the insurance afforded to such additional insured will not be broader than that which you are required by the contract or agreement to provide for such additional insured. CG 20 37 12 19 © Insurance Services Office, Inc., 2012 Page 1 of 1 EXHIBIT 3 POLICY NUMBER: 2023-6888 COMMERCIAL GENERAL LIABILITY Named Insured: Taller San Jose Hope Builders dba: Hope builders CG 20 10 12 19 THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. ADDITIONAL INSURED - OWNERS, LESSEES OR CONTRACTORS - SCHEDULED PERSON OR ORGANIZATION This endorsement modifies insurance provided under the following: COMMERCIAL GENERAL LIABILITY COVERAGE PART SCHEDULE Name Of Additional Insured Person(s) Or Organization(s) Location(s) Of Covered Operations Any person or organization that you are required to All insured premises and operations. add as an additional insured on this policy, under a written contract or agreement currently in effect, or becoming effective during the term of this policy. The additional insured status will not be afforded with respect to liability arising out of or related to your activities as a real estate manager for that person or organization. Information required to complete this Schedule, if not shown above, will be shown in the Declarations. A. Section II—Who Is An Insured is amended to 2. If coverage provided to the additional insured include as an additional insured the person(s)or is required by a contract or agreement, the organization(s)shown in the Schedule, but only insurance afforded to such additional insured with respect to liability for"bodily injury", "property will not be broader than that which you are damage" or"personal and advertising injury" required by the contract or agreement to caused, in whole or in part, by: provide for such additional insured. 1. Your acts or omissions; or B. With respect to the insurance afforded to these 2. The acts or omissions of those acting on your additional insureds, the following additional behalf; exclusions apply: in the performance of your ongoing operations for This insurance does not apply to "bodily injury" or the additional insured(s)at the location(s) "property damage" occurring after: designated above. 1. All work, including materials, parts or However: equipment furnished in connection with such 1. The insurance afforded to such additional work, on the project (other than service, insured only applies to the extent permitted maintenance or repairs)to be performed by by law; and or on behalf of the additional insured(s)at the location of the covered operations has been completed; or CG 20 10 12 19 © Insurance Services Office, Inc., 2012 Page 1 of 2 EXHIBIT 3 2. That portion of"your work" out of which the 2. Available under the applicable Limits of injury or damage arises has been put to its Insurance shown in the Declarations; intended use by any person or organization whichever is less. other than another contractor or subcontractor engaged in performing operations for a This endorsement shall not increase the principal as a part of the same project. applicable Limits of Insurance shown in the Declarations. C. With respect to the insurance afforded to these additional insureds, the following is added to Section III— Limits Of Insurance: If coverage provided to the additional insured is required by a contract or agreement, the most we will pay on behalf of the additional insured is the amount of insurance: 1. Required by the contract or agreement; or CG 20 10 12 19 ©Insurance Services Office, Inc., 2012 Page 2 of 2 NMINONPROFITS EXHIBIT 3 INSURANCE ALLIANCE OF CALIFORNIA AHeadfor Insurance.AHeartforNonprofits.' POLICY NUMBER: 2023-6888 THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. ADDITIONAL INSURED PRIMARY AND NON-CONTRIBUTORY ENDORSEMENT FOR PUBLIC ENTITIES This endorsement modifies insurance provided under the following: COMMERCIAL GENERAL LIABILITY COVERAGE PART SCHEDULE Name of Person or Organization: A. Section II—WHO IS AN INSURED is amended to include: 4. Any public entity as an additional insured, and the officers, officials, employees, agents and/or volunteers of that public entity, as applicable, who may be named in the Schedule above, when you have agreed in a written contract or written agreement presently in effect or becoming effective during the term of this policy, that such public entity and/or its officers, officials, employees, agents and/or volunteers be added as an additional insured(s) on your policy, but only with respect to liability for"bodily injury', "property damage" or "personal and advertising injury" caused, in whole or in part, by: a. Your negligent acts or omissions; or b. The negligent acts or omissions of those acting on your behalf; in the performance of your ongoing operations. No such public entity or individual is an additional insured for liability arising out of the sole negligence by that public entity or its designated individuals. The additional insured status will not be afforded with respect to liability arising out of or related to your activities as a real estate manager for that person or organization. B. Section III— LIMITS OF INSURANCE is amended to include: 8. The limits of insurance applicable to the public entity and applicable individuals identified as an additional insured(s) pursuant to Provision A.4. above, are those specified in the written contract between you and that public entity, or the limits available under this policy, whichever are less. These limits are part of and not in addition to the limits of insurance under this policy. C. With respect to the insurance provided to the additional insured(s), Condition 4. Other Insurance of SECTION IV—COMMERCIAL GENERAL LIABILITY CONDITIONS is replaced by the following: 4. Other Insurance a. Primary Insurance This insurance is primary if you have agreed in a written contract or written agreement: (1) That this insurance be primary. If other insurance is also primary, we will share with all that other insurance as described in c. below; or NIAC-E61 02 19 Page 1 of 2 NMINONPROFITS EXHIBIT 3 INSURANCE ALLIANCE OF CALIFORNIA AHeadfor Insurance.AHeartforNonprofits.' POLICY NUMBER: 2023-6888 (2) The coverage afforded by this insurance is primary and non-contributory with the additional insured(s)' own insurance. Paragraphs (1) and (2) do not apply to other insurance to which the additional insured(s) has been added as an additional insured or to other insurance described in paragraph b. below. b. Excess Insurance This insurance is excess over: 1. Any of the other insurance, whether primary, excess, contingent or on any other basis: (a) That is Fire, Extended Coverage, Builder's Risk, Installation Risk or similar coverage for "your work"; (b) That is fire, lightning, or explosion insurance for premises rented to you or temporarily occupied by you with permission of the owner; (c) That is insurance purchased by you to cover your liability as a tenant for"property damage" to premises temporarily occupied by you with permission of the owner; or (d) If the loss arises out of the maintenance or use of aircraft, "autos" or watercraft to the extent not subject to Exclusion g. of SECTION I—COVERAGE A— BODILY INJURY AND PROPERTY DAMAGE. (e) Any other insurance available to an additional insured(s) under this Endorsement covering liability for damages which are subject to this endorsement and for which the additional insured(s) has been added as an additional insured by that other insurance. (1) When this insurance is excess, we will have no duty under Coverages A or B to defend the additional insured(s) against any"suit" if any other insurer has a duty to defend the additional insured(s)against that"suit". If no other insurer defends, we will undertake to do so, but we will be entitled to the additional insured(s)' rights against all those other insurers. (2) When this insurance is excess over other insurance, we will pay only our share of the amount of the loss, if any, that exceeds the sum of: (a) The total amount that all such other insurance would pay for the loss in the absence of this insurance; and (b) The total of all deductible and self-insured amounts under all that other insurance. (3) We will share the remaining loss, if any, with any other insurance that is not described in this Excess Insurance provision and was not bought specifically to apply in excess of the Limits of Insurance shown in the Declarations of this Coverage Part. c. Methods of Sharing If all of the other insurance available to the additional insured(s) permits contribution by equal shares, we will follow this method also. Under this approach each insurer contributes equal amounts until it has paid its applicable limit of insurance or none of the loss remains, whichever comes first. If any other the other insurance available to the additional insured(s) does not permit contribution by equal shares, we will contribute by limits. Under this method, each insurer's share is based on the ratio of its applicable limit of insurance to the total applicable limits of insurance of all insurers. NIAC-E61 02 19 Page 2 of 2 NMNONPROFITS POLICY NUMBER: 2023-6888 FORM: NIAC-E26 1111 17 INSURANCE NAMED INSURED: Taller San Jose Hope Builders dba:��e PICer� ALLIANCE OF CALIFORNIA A Head for Insurance.A Heart for Nonprofits. THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. WAIVER OF TRANSFER OF RIGHTS OF RECOVERY AGAINST OTHERS (WAIVER OF SUBROGATION) This endorsement modifies insurance provided under the following: COMMERCIAL GENERAL LIABILITY COVERAGE PART SOCIAL SERVICE PROFESSIONAL LIABILITY COVERAGE FORM SCHEDULE Name of Person or Organization: Where you are so required in a written contract or agreement currently in effect or becoming effective during the term of this policy, we waive any right of recovery we may have against that person or organization, who may be named in the schedule above, because of payments we make for injury or damage. NIAC-E26 11 17 Page 1 of 1