Loading...
HomeMy WebLinkAboutORANGE COUNTY CONSERVATION CORPS (3) - 2010 City of Santa Ana . ,'- Clerk of the Council - AGREEMENT TERMINATION Please complete this form when the attached agreement is no longer in effect. Return form to the Clerk of the Council Office (M-30). Call 647-6520 if you have any questions. NOTE: PLEASE INCL AL ENDrC)U \ ENT IF ANY. T YOU. The agreement with -11r t ;�� L C[, van Do /G, No. -AT dDtO 0 1 was completed on al i J \ � 1 and final payment has been made. : t ) /► I Department: �(/f� kid Phone/Ext.: Signature: � Date: 161 (3 l `pQ Ravisad 12.07-07 t t - ~ e iNSUNANC~ ~~'a F71~ WORK MAY P?OCEEU E7NTIl.. INSUP.°N0~ ~XPIRE~ n 20^ ~-___-___.._. CLE KRKR OF COl~NC1L ~ t~aT~ 3 _Y - ~ f~ Contract No. AGREEMENT UNDER THE WORKFORCE INVESTMENT ACT A-2010-0 l 9 0 v ~ ~ THIS AGREEMENT, made and entered into this ~ day of March, 2010, by and `~'~ between the City of Santa Ana, a charter city and municipal corporation duly organized and existing ' ~ elf under the Constitution and laws of the State of California ("CITY") and Orange County Conservation -~ ~ Corps, anon-profit corporation ("CONTRACTOR"). `~ ~ W-I-T-N-E-S-S-E-T-H ~ Recitals: A. CITY has been designated a Local Workforce Investment Area (LWIA) under the Workforce Investment Act of 1998, Public Law 105-220 ("the Act"). B. The State of California has created the LWIA to administer the Act programs operated by the State of California pursuant to the Act. C. As a LWIA, CITY is entitled to receive federal funds to establish programs to prepare economically disadvantaged youths for entry into the labor market and to provide basic skills development to those individuals who are economically disadvantaged or otherwise face serious barriers to succeeding in life. One goal of California's Workforce Investment System is to provide youth with the opportunities to achieve career goals that will allow them to successfully compete in the labor market and prepare them for higher education. D. CONTRACTOR is experienced in operating education, occupational development and employment programs for economically disadvantaged youths for entry into the labor market ("said program"). E. CONTRACTOR 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. Page 1 of 15 r *~, t CONTRACTOR'S OBLIGATIONS A. CONTRACTOR agrees to provide the following services pursuant to said program, as more specifically set forth in CONTRACTOR'S program narrative contained in "Exhibit A" and in the Statement of Work (Exhibit B), attached hereto and by this reference incorporated herein: CONTRACTOR'S failure to provide said services may be grounds for CITY to readjust the level of payment to CONTRACTOR otherwise provided for hereinafter. B. CONTRACTOR 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 Workforce Investment Act of 1998, Public Law 105-220. C. CONTRACTOR agrees to perform the services set forth herein in a professional, timely and diligent manner. D. CONTRACTOR shall provide wages and benefits to individuals who participate in the activities and services funded by this Agreement ("participants") in accordance with the standards and requirements of the Act, including Section 181 of the Act. E. CONTRACTOR shall adhere to the Labor Standards described in the Act including Section 181 of the Act. F. CONTRACTOR agrees to comply with the "Complaint Handling Procedures under the WIA", attached hereto as "Exhibit C" and incorporated herein as though fully set forth in 20 CFR §667.200, Subpart F. CONTRACTOR 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 CONTRACTOR. CONTRACTORS 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 CONTRACTOR from CITY, CONTRACTOR 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 Part 33 and 37. The United States, the State of California and CITY have the right to seek judicial enforcement of this assurance. Page 2 of 15 t , T H. CONTRACTOR agrees that no participant(s) shall commence training prior to the approval of funding pursuant to Section 123 of the Act. I. CONTRACTOR agrees to maintain such records and submit such reports, data and information, on the form and containing such information, at such times as CITY may request or require regarding the performance of CONTRACTOR'S services or activities, costs or other data, including but not limited to, participants' attendance, payroll records and job duty statements. CONTRACTOR agrees to forward to the Santa Ana Work Center Administrative Office, 1000 East Santa Ana Blvd., Suite 200, Santa Ana, California 92701 a completed Workforce Investment Act Application form (WIA EWIR) and supporting documents within 45 days of application date; a complete Workforce Investment Act Enrollment/Registration form (WIA EWIE) within 30 days of determination (reviewer) date; any subsequent updates to EWIE within 10 days of the begin date of activity or end date of an activity; Workforce Investment Act Youth Test Scores form (WIA EYTS) within 30 days of application date; Workforce Investment Act Exit form (WIA EWIT) within 15 days of completion/termination of active enrollment of trainee; and the Workforce Investment Act Follow-Up Contact Information form (WIA EWIF) within 21 days following 30, 60, 90,180, 270, and 360 days of exit. 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 CONTRACTOR'S activities, performance, books, documents, papers, and records of CONTRACTOR subcontractors, bookkeepers and accountants, and employees and participants related to this Agreement. Such agencies or representatives shall also schedule on-site monitoring in 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 CONTRACTOR are kept. Nothing herein shall be construed to require access to any privileged or confidential information as set forth in federal or state law. In the event CONTRACTOR does not make the above-referenced documents available within the City of Santa Ana, California, CONTRACTOR 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. All accounting records and evidence pertaining to all costs of CONTRACTOR and all documents related to this Agreement shall be kept available at the location where CONTRACTOR 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, CONTRACTOR 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, CONTRACTOR agrees to submit to CITY, the State of California and/or the United States Page 3 of 15 Government or their representatives, all records requested for administrative purposes, including audits, examinations, monitoring and verification of records submitted by CONTRACTOR, costs incurred and services rendered hereunder. K. CONTRACTOR agrees to complete in triplicate, a monthly Invoice/Voucher on CITY's Invoice/Voucher form, showing in detail the amount of money already expended by CONTRACTOR hereunder, as this is a cash reimbursement contract. Accounting records must be supported by such source documentation such as cancelled checks, paid bills, payrolls, time and attendance records, contract and subgrant award documents [29 CFR-Subpart C, Section 97.20 (b)(6)]. CONTRACTOR agrees to submit the above-stated documents to the WIB Administrative Office, 1000 East Santa Ana Blvd., Suite 200, Santa Ana, California, 92701, by the tenth (10th) day of the month following the month in which CONTRACTOR'S services are performed. Should CONTRACTOR fail to deliver said documents to CITY, CITY shall have the option to cancel this Agreement by giving CONTRACTOR ten (10) days written notice thereof. CONTRACTOR shall either return to the CITY excess revenues over costs or use such excess revenues as program income by utilizing such program income for additional training activities authorized under the Act. L. CONTRACTOR agrees to expend all funds in accordance with all applicable federal, state and local laws and regulations. CONTRACTOR also agrees to provide at CONTRACTOR'S own expense supplies and other costs of said PROGRAM. M. CONTRACTOR shall arrange independently for an audit that includes WIA funds received from CITY, in accordance with the Act, 20 CFR Section 667.200 and OMB Circular A- 133. CONTRACTOR shall submit one original of each required audit report to CITY within (30) days after the date received by CONTRACTOR. Should CONTRACTOR fail to comply with these requirements, CITY may at its option withhold payment of funds, or disallow funds or suspend additional grant funds. N. CONTRACTOR 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. CONTRACTOR shall comply with the provisions of Circular A-102 of the U.S. Office of Management and Budget (OMB) and the related "Common Rule" entitled "Uniform Administrative Requirements for Grants and Cooperative Agreements to State and Local Government", Subpart C, paragraphs 37 and 42, Circular A-128, and all other applicable federal statutes and executive orders and their implementing regulations, including regulations at 29 CFR Part 97. P. CONTRACTOR shall comply with the requirements of federal regulations found at 29 CFR 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. CONTRACTOR shall sign a certification to that effect in a form as set forth in "Exhibit D," attached hereto and by this reference incorporated herein. CONTRACTOR 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 Page 4 of 15 e i of CITY to pay any sums to CONTRACTOR under the terms and conditions of this Agreement Q. CONTRACTOR agrees to provide adrug-free work place and to execute a certification as set forth in "Exhibit E" attached hereto and incorporated herein by this reference. R. CONTRACTOR, 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. CONTRACTOR agrees to comply with all applicable provisions of the ACT and the federal regulations, including but not limited to the regulations found at 20 CFR part 629. T. CONTRACTOR 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. II. CITY'S OBLIGATIONS A. CITY agrees to pay to CONTRACTOR when, if and to the extent federal funds are received under the provisions of the Act a sum not to exceed $161,643.00 for CONTRACTOR'S performance in accordance with the payment schedule attached hereto as "Exhibit F" during the period of this Agreement. Said sum shall be paid after CITY receives invoices submitted by CONTRACTOR as provided hereinabove. B. CITY agrees to provide for on-site monitoring reviews of said program operation at least twice annually. In addition, monthly desk-top reviews of pertinent information will be conducted. C. CITY has the right to de-obligate the funds hereunder and take such funding back from CONTRACTOR due to any of the following reasons: (a) lack of performance by CONTRACTOR; (b) lack of fiscal accountability of CONTRACTOR; or (c) decrease in available funding. III. TIME PERIOD OF AGREEMENT This Agreement shall commence on March 1, 2010, and all duties arising under this Agreement shall have been performed by February 28, 2011. The term of this Agreement may be extended by a writing executed by the Deputy City Manager for Development Services and the City Attorney. Page 5 of 15 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. CONTRACTOR shall use appropriate funds received from CITY to provide workers' compensation to all those hired by CONTRACTOR under this Agreement. B. CONTRACTOR 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 CONTRACTOR maintains itself as an Equal Opportunity employer. VI. APPLICABLE GUIDELINES A. The parties hereto agree that CONTRACTOR shall comply with all applicable federal and state laws and regulations, including, but not limited to the Performance Standards (Exhibit B) and general program requirements described in Sections 106 and 141 of the Act (29 USC Sections 1516 and 1551) 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 as part of this Agreement as though fully set forth herein. B. CONTRACTOR also assures and certifies that: 1. CONTRACTOR acknowledges and confirms that the U.S. Department of Labor has established three (3) common measures for youth: (a) Placement in employment or education; (b) Attainment of degree or certificate; and, (c) Literacy or numeracy gains. With regard to the Summer Youth Program, the only measure is "Work Readiness". Pending WIA reauthorization and or U.S. Department of Labor and EDD updates, CONTRACTOR agrees to implement and shall meet any additional performance measures that may be subsequently required by the Workforce Investment Act or by any other Federal, State, and local law. 2. CONTRACTOR shall comply with Title VII of the Civil Rights Act of 1964 (P.L. 83-354) and in accordance with Title VII of the Act, no person shall, on the grounds of race, color, religion, sex, age, handicap or national origin be excluded from participation in, be denied Page 6 of 15 the benefits of, or be otherwise subjected to discrimination under this Agreement. 3. CONTRACTOR shall comply with any and all federal laws limiting the political activity of employees hired under this Agreement. 4. CONTRACTOR shall comply with the requirements that no program under the Act shall involve political activities. 5. RECORD INSPECTION. CONTRACTOR 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 athree-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, creed, color, national origin, sex, political affiliation or beliefs. 7. CONTRACTOR shall maintain appropriate standards for health and safety in work and training situations. 8. CONTRACTOR shall comply with general provisions, assurances, and certifications attached hereto as "Exhibit G" and incorporated herein. 9. EQUAL OPPORTUNITY. Any literature distributed by CONTRACTOR 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 WIA 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, the Contractor 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. 11. CONTRACTOR 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 CONTRACTOR by the CITY and/or purchased by the CONTRACTOR 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, CONTRACTOR will immediately return such tools and/or equipment to the CITY or dispose of them in accordance with the direction of the CITY. 12. CONTRACTOR certifies that this Agreement does not provide for the Page 7 of 1 S 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 CONTRACTOR will disclose to the CITY any invention, written product, 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 CONTRACTOR. Upon written request, CONTRACTOR 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 CONTRACTOR 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 rightsin 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 CONTRACTOR and the Workforce Investment Board (WIB) shall have aroyalty-free, nonexclusive and irrevocable license to reproduce, publish, use and to authorize others to use all copyrighted material. 2. The DOL reserves aroyalty-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 CONTRACTOR purchases ownership with grant support; and (c) CONTRACTOR shall comply with the requirements of 29 CFR Part 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, CONTRACTOR must comply with Section 306 of the Clean Air Act [(42 USC 1875(h)]; Section 508 of the Clean Water Act (33 USC 1368); Executive Order 11738 and Environmental Protection Agency ("EPA") regulations (40 CFR Part 15) as any may now exist or be hereafter amended. Under these laws and regulations, the CONTRACTOR assures that: Page 8 of 15 (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; (c) It will notify the CITY and the EPA about any known violation of the above laws and regulations. C. CONTRACTOR agrees to adhere to the following STANDARDS OF CONDUCT: 1. General Assurance. Every reasonable course of action will be taken by CONTRACTOR 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. CONTRACTOR, 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. 2. Employment of Former State or CITY Employees. CONTRACTOR 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 years following the termination of such employment. 3. Conducting Business Involving Relatives. No relative by blood, adoption or marriage of any executive or employee of CONTRACTOR will receive favorable treatment when considered for enrollment in programs provided by, or employment with, CONTRACTOR. 4. Conducting Business Involvin Cg lose personal Friends and Associates. Executives and employees of CONTRACTOR 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 CONTRACTOR to conduct business with a friend or associate of an executive or employee of CONTRACTOR, 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. 5. Avoidance of Conflict of Economic Interest. No executive or employee of CONTRACTOR elected official in the area, or voting or non-voting member of a WIB, 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 CONTRACTOR 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 WIB 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. 6. Salary and Bonus Limitations. All Subrecipients of WIA program funds are required to Page 9 of 15 comply with federal requirements regarding the limitations on salary and bonus payments in accordance with Public Law 109-149, Section 7013. VII. HOLD HARMLESS A. CONTRACTOR 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 CONTRACTOR, its employees or subcontractors. B. CONTRACTOR 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 CONTRACTOR, its employees or subcontractors. VIII. INSURANCE 1. Commercial General Liability. CONTRACTOR agrees to obtain and keep in force during the term of this Agreement a policy of comprehensive commercial public liability insurance insuring the State of California, CITY, and CONTRACTOR against any liability for accident, injury or death arising out of or in consequence of this Agreement. Such insurance shall be in an amount not less than One Million Dollars ($1,000,000.00) for any injury to or death of any person or persons in any single accident or occurrence. Said policy of comprehensive public liability insurance shall be endorsed to provide to CITY and to the State of California, Employment Development Department, at least thirty (30) days written notice prior to cancellation; name CITY, its officers, agents, employees, and volunteers, and the State of California, its officers, employees, and volunteers as additional insured; and state that such coverage is primary to any other coverage or self-insurance of the State of California and CITY. Governmental entities may substitute a certificate ofself-insurance. 2. Automobile Liability Coverage. CONTRACTOR shall also obtain and maintain, during the effective period of this Agreement, broad form automobile liability coverage with a $1,000,000 limit unless reduced by CITY, which applies to both owned/leased and non-owned automobiles used by CONTRACTOR employees or participants in performance of this Agreement, or, in the event that CITY will not utilize such owned leased automobiles but intends to require employees, participants or other agents to utilize their own automobiles in the performance of this Agreement, CONTRACTOR shall secure and maintain on file from all such employees, participants, or agents as self-certification of automobile insurance coverage. Governmental entities may substitute a certificate of self-insurance. 3. Workers' Compensation. If CONTRACTOR is an "employer", as set forth in California Labor Code Section 3300 et seq., or utilizes participants as "employees," as set forth in Page 10 of 15 California Labor Code Section 3350 et seq., CONTRACTOR shall obtain and keep in force during the term of this Agreement full Workers' Compensation insurance coverage for injuries suffered by participants. Said insurance policy shall guarantee CITY at least thirty (30) days written notice of cancellation or modification. CONTRACTOR shall carry medical and accident insurance for those participants not qualifying as "employees" for Worker's Compensation Coverage, pursuant to California Labor Code Section 3350, et seq. 4. Equipment Coverage. CONTRACTOR shall purchase a policy or policies of insurance covering loss or damage to any and all Equipment provided to or purchased by CONTRACTOR in accordance with this Agreement. Said insurance shall be in the amount of the full replacement value thereof, providing protection against the classification of fire, extended coverage, vandalism, malicious mischief, theft, and special extended perils. Governmental entities may substitute a certificate ofself-insurance. 5. Proof of Insurance. Certificates and endorsements must be submitted and approved by CITY prior to any work under this Agreement. CONTRACTOR understands that CITY will make no payments under this Agreement until the required certificates and endorsements have been approved by CITY. IX. CORPORATE STATUS All corporate CONTRACTORS shall be in good standing, without suspension by the California Secretary of State, Franchise Tax Board and 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, CONTRACTOR under this Agreement shall be subcontracted or assigned to any agency, consultant, or person without the prior written consent of CITY. CONTRACTOR must submit all subcontracts and other agreements that relate to this Agreement to CITY. No subcontract or assignment shall terminate or alter the legal obligations of CONTRACTOR pursuant to this Agreement. XI. LAWS GOVERNING THIS AGREEMENT In its performance under this Agreement, CONTRACTOR 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, 20 C.F.R. Parts 652 and 660 through 671. 2. All applicable State statutes, regulations, policies, procedures and directives; 3. All applicable CITY policies, procedures and directives; Page 11 of 15 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, CONTRACTOR 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 CONTRACTOR 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 CONTRACTOR. XIII. FRAUD CONTRACTOR 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 CONTRACTOR 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 CONTRACTOR. Within twenty (20) days of receipt of such notice, CONTRACTOR 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, CONTRACTOR may not terminate this Agreement if undue hardship will result to any participant. B. In the event CONTRACTOR 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 CONTRACTOR, which default and termination shall be effective on a date stated in the notice which is to Page 12 of 15 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 CONTRACTOR. 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 CONTRACTOR 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, CONTRACTOR shall act in accordance with CITY's decision unless the dispute involves a change order. XVII. BREACH -SANCTIONS If, through any cause, CONTRACTOR violates any of the terms and conditions of this Agreement, and/or prior agreements whereby grant funds were received by CONTRACTOR pursuant to this Agreement, or if CONTRACTOR reports inaccurately or if any Audit Report makes disallowances, CONTRACTOR shall promptly remedy its acts or omissions and/or repay CITY all amounts due CITY as a result of CONTRACTOR'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 CONTRACTOR 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 CONTRACTOR has failed to repay same or a repayment schedule has not been made; and/or (3) terminate this Agreement by giving written notice to CONTRACTOR 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, WIB Administrative Office P.O. Box 1988 (M-73) Page 13 of 15 and, Santa Ana, CA 92702 CLERK: Clerk of the City Council City of Santa Ana 20 Civic Center Plaza (M-30) P.O. Box 1988 Santa Ana, CA 92702-1988 Telefacsimile (714) 647-6956 CONTRACTOR: Orange County Conservation Corps 1853 N. Raymond Ave. Anaheim, CA 92801 Phone: (714)956-6222 Fax: (714)956-1944 Attn: Max Carter 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 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. IN WITNESS WHEREOF, the parties hereto have executed this Agreement the date and year first Page 14 of 15 above-written. ATTEST: Maria D. Huizar Clerk of the Council APPROVED AS TO FORM: Joseph W. Fletcher City Attorney Lisa E. Storck Assistant City Attorney CITY OF SANTA ANA, a municipal corporation of the State of California "CITY" David N. Ream City Manager "CONTRACTOR" Orange County Conservation Corps BY: Name: M Title: E~ Tax ID #: ;cut~Ge Director 33 ' 05 6 37$ Page I S of 15 I. About fhe Program A. Executive Sc~fnnaafy Taller San Jose-in partnership with the Orange County Conservation Corps (OCCC)-seeks funding to recruit and train 20 out-of school Santa Ana youth in the fundamentals of green construction. The growth of the nation's green industry creates enormous employment opportutzities in an otherwise stagnant economy. This boom presents these two agencies with the opportunity to continue to do what they have been doing for many years-link unemployed and unskilled urban youth to elltzy-Ievel jobs that offer pathways out of poverty. Professionals in the building trades are not only looking far workers with traditional skills, but also for those who have up-to-date training and certification in energy-efficient technology. The proposed training in Green Construction will initially focus on solar panel installation and expand to include weatherization. The program--which will begin in January 2010-will include core training in basic construction skills, green teclulology, life skills, job readiness programming and athree= month externship providing on-the job training. Program training is offered at TaIlez• San Jose's facilities in partnership with Golden West College and Tierra Institute International and the on- the jab training is offered by the OCCC in conjunction with its industry paI•tners. Tallef• San Jose (St. Joseph's Workshop} has one focused mussion-to walk undereducated, - unskilled and unemployed young people (ages 18-28} out of poverty through job training that offers the hope of a productive and self-reliant future. Young people in Santa Ana, who have not completed high school, who have no de#ined job skills, and who have criminal records, face a number of significant obstacles. Taller San Jose addresses these barriers to eInploylllent or academic achievement through intensive classroom instruction, hands-on training, and effective adult mentoring. It is a highly focused, goal-oriented program that challenges its participants to build a foundation for future sustainability. Through intensive job-training efforts in office careers, medical careers, and construction, youth acquire essential hands-on skills while learning . how to adhere to basic employment principles such as: showing up on-time and as scheduled, woI•king as team members to complete assignments, keeping work aI•eas clean, safely using all tools and equipment, and property filling out time cards. Taller San Jose challenges students to complete the following seven goals: obtain a high school diploma; open and use a bank account; • enroll in a computer class; find a job paying above the minimum wage; relnain crime free; register to vote; and obtain a valid driver's license. Trainees are also provided support services that ijrclude mentoring and counseling, legal assistance and job placement. The vision is to assist out-of-school youth to become economically self-sufficient in a relatively short period of time through intensive hands-on job training coupled with employability and social development. The more than 200 youth who attend Taller -San Jose annually reflect the following profile: Ethnic diversdty: 72% of youth are Latino, 13% are Caucasian, 7% Asian, 3% African American and 5% Other; Age: Youth arrd young adults between the ages of 18 and 28. Median age is 23; Corr~•t-involvente~rt: 59% of male students are currently on probation or parole; Edc[catiott ntrd s/dll levels: 9S% are deficient in basic skills (i.e., 6{I' grade math and reading levels); 38% did not complete their High School Diploma; Job ex~et•lence: 77% are unemployed. 37% have never held a job. Of those who have been employed, 85% have not held a job for more than 6 months; Fa111i1y hl'Oflle: 22% of female students and 17% of male students are parents. Long-term Life changes for Taller San Jose graduates include: 92% of students are not arrested for violent crime as tong as 3 years post-graduation; and, 82% of students who complete their program goals move on to full-time employment beyond minimum wage or to community EXHIBIT A fpouro,•raGy r/~e Si,rers of St. Jorepl: of Ormrge college or apprenticeship. In fourteen years, Taller San Jose has helped over 4,000 young people in Central Orange County restructure their lives, finish their education and develop marketable job skills. The Orange Cattttty Cottservation Carps {OCCC) serves at-risk young adults tluough employment, training and educational programs that build self sufficiency and benefit the community through consezvation-related projects. OCCC strives to help troubled youth enter the workforce and become successful, productive members of society. The OCCC employs more than 220 youth each year from throughout Orange County to work on projects for local cities, county agencies, and nonprofit organizations. As a transitional work and job training program, the OCCC recruits and employs 18-25 year old marginalized youth and trains them to work on OCCC's projects in habitaf/trailJpark restoration, construction, and recycling. OCCC offers corps members paid work experience and helps them develop a strong work ethic and leadership skills. All carps members must also be enrolled iii an educational program. The OCCC is affiliated with the John Muir Chatter School, which is administered by the Nevada County Supez•intendent of Schools. OCCC corps members who do not have a high school diploma are enrolled in the OCCC/John Muir Charter School to complete then degree and pass the California High School Exi# Exam. Those corps members who already have their high school diploma are required to enroll in a cornrnunity college, Regional Occupation Program {ROP) or local trade scliool. OCCC corps members reflect these characteristics: Average age: 20 years; Education: 81% have not completed high school; Residency: 30% Iive in Santa Ana; Court itavolvettrettt: 65% are or have been court-involved, including on probation/parole; 30% are gang-affiliated; Fatrtily: 26% are parents and 13% are or have been in foster care. The proposed Green Construction Program will target low-income, Santa Ana youth who are between the ages of 18 and 21, with right-to-work documents and who share one or more of the following cliaracter•istics: are deficient in basic skills, have dropped out of school, are homeless or foster youth, are pregnant or patenting a child and/or are current or past offenders. The program will provide WIA elements 1 through 10. Each partner agency will recruit 10 students (20 total) to the Green Construction Program. Taller San Jose will utilize the following recruitment efforts: 1) Community Outreach Coordinator -a staff member actively markets the program to potential students and organizes recruitment efforts at, among other locations, local churches, jails, conununity centers, other youth-sezving nonprofits, etc.; 2) Referrals fi•ottt current Taller San Jose students -about 65% of students are referred by a fiierrd or relative; 3} Referrals fi•otn C0i11)ltunlty par'tner's inchtding: the Orange County Probation Department, the Santa Ana WORK Center, Santa Ana Regional Occupation Center (ROP), Centennial Education Center, La Familia, Youth Provider Network, Daisy Wheel Network, as well as nonprof t institutions, including: Christ Our Redeemer CDC, Jamboree Housing, Orangewood Children's Foundation and Phoenix House; and, 4) Local netivsprint publications such as the free Pemrysaver. OCCC will recruit 10 youth primarily from ifs Corps 2 Career Program-those who have already successfully completed job training and education at the Corps and are working with OCCC staff to transition into the workplace. In exceptional circumstances, and determined an a case-by-case EXH IB1T A jporaorerl Gy tLe Slitert of St. Jotepl~ of Ormige basis, carps members who are enrolled in the high school program and who display exemplary leadership skills, may also be eligible to enroll. In addition to the normal recruitment strategies of job fairs, partner networks, and presentations to and referrals fiom local groups and organizations, the OCCC employs "street ouh•each" to recruit out-of-school youth. Street outreach involves interacting with you#h where youth "hang out" in Santa Ana such as parks, malls, food courts, week-end community evezrts, and sometimes walking local neighborhoods. Historically the OCCC's most effective recruitment strategy has been referrals fiom former and current corps members, their family, and friends. The program in Green Construction will s#rive to achieve the following outcomes: • Recruit and enroll 20 eligible out-of-school youth between the ages of 18-21 iii a green tecluiology program, 70% of whom will be enrolled by March 2010. o Taller San Jose will recruit 10 youth to complete apse-apprenticeship program o OCCC will recruit 10 primarily Corps 2 Career youth who are exiting their education and training program ® Ensure certificate attaimnent for 75% of youth who complete green construction program • Facilitate the placement of 100% of youth into internships at the OCCC • Facilitate the placement of 70% of youth into jobs above minimum wage and/or community college. • Ensure literacy/numeracy gains for at least 30% of youth participants ® Increase youth wage earnings by $3,500 or more. A. Mama Purpose of Pr•ogf~araa Taller San Jose's program in Green Construction is a new ventuxe of its original construction training program that will prepare students for jobs as solar panel installers and weatherization technicians. The program will also include a paid, on-the job training component for graduates offered in conjunction with the Orange County Conservation Corps {OCCC). The U.S. Conference of Mayors estimates that the green economy could account far as much as 10% of job growth over the next 30 years. The growth rate of green jobs nationwide was 9.1 fiom 1998 to 2007, compared to a 3.7% increase for all jobs dtu•ing the same period according to the Pew Charitable Trusts. Thus, even before the recession, the green jobs market was growing at a faster pace than overall employment in most states, with California leading the way {Los Angeles Times, "Green Jobs Sprout All Over," Novembex 1~, 2009). According to the California Center for Sustainable Energy, Orange County's green economy is poised for enormous growth and is one of the top five counties {behiixd Los Angeles and San Diego counties} pushing the growth of the state's green economy. This • trend towards energy-efficient construction and retroftting will not only result in an improved quality of life for individuals and families living and working in increasingly green environments, but will also help to create a new employment sector. Taller San Jose believes that it is well positioned to link the employment needs of disadvantaged youth to the emerging market in green construction. Its new program will initially focus on solar panel installation- specifically on photovoltaic and thermal solar panels-the two emerging teelu~ologies in solar installation. Program graduates will receive entry-level certification fiom the ~Vot•tlz American Board of Certified Bnet•gy Practitione~•s (NABCEF). Once Taller San Jose receives approval to EXHIBIT A ,Po„so,~«ray.~,~srfr~,fofSt.JorephofOrauge operate as a weatherization #raining center fiom the California Community Services Department, it can expand its green technology training to include coursework in weatherization. In Southern California there is a shortage of training facilities where workers can learn new skills needed for green jobs. The closest weatherization and energy-efficiency training centers axe in neighboring Los Angeles and San Bernardino counties. This has a tremendous impact on travel time, production downtime and training costs for companies wishing to train their workforce iu the use of green products and technology, thus a local training center is highly demanded by employers. Taller San Jose walks marginalized youth, ages 18-28, out of poverty through job training programs that teach skills that will lead to employment with a living wage. Taller San Jose is a highly focused, goal oriented program that helps students develop into self-reliant adults tlu•ough tIuee key job-ft•aining academies-Office Careers, Medical Careers and Construction-as well as support services such as meiitoring, legal assistance, substance abuse counseling and job placement. Taller San Jose's paid training programs ($100/week) are short term and simulate the workforce. Candidates for training ace interviewed, possess right-to-work documents, must pass a drug screen, are required to comply with uniform standards and axe expected to be present daily and on time. Studen#s who are not capable of meeting expectations and requirements axe dropped from the program. Those who complete the training program are certified in identified skills and have demonstrated stable, work-ready behavior. Taller San Jose's program in Green Construction will focus on four key areas: Constructions Firtadafnentals, Gt•eett Technology, Life Skills artd Job Readiness and On-the-,lab Trai~zing. Taller San Jose will recruit 10 WIA-eligible youth to its 16-week consftl~ction fundamentals course. This training-Ied by a licensed general contractor-includes both classroom and hands-on instruction and focuses on the fundamentals, including; safety awareness, industry-related math proficiency, construction theory, hands-on experience, adherence to attendance poliCle5, mentoring, job coaching, and leadership development. Daily math classes concentrate on the algebra, geometry and trigonometry needed for basic construction principles, such as estimating material costs, reading blueprints, rough carpentry, and so forth. Taller San Jose certifies each graduate with 10 hours of Occupational Safety and Health Administration (OSI-IA) ft•aining. Once this basic course requirement is met, Taller San Jose's 10 WIA studen#s will transition into the 40-hour, intensive solar panel installation course, which meets Monday -- Friday, from 8:00 4:00. Beginning in January 2010, this course will be offered tluee times in the year. Ten WIA- eligible youth from the OCCC's Corps 2 Career program will also enroll in this intensive training, after having participated in a month-long, 32-hour per week "Tools of the Construction Trade" boat camp with OCCC supervisors, in which Corps members will review basic construction and math principles and receive case management and job readiness training. Solar panel training will focus on the fundamentals of solar electricity, solar energy installation and maintenance principles, system design, electrical integration, mechanical integration, aff- grid and remote power and safety practices. Eventually, basic weatherization cowsework will include an introduction to home energy conservation; measurement and verifcation of building performance; insulation energy savings and installation; window and door weather stripping; other energy-saving measures to reduce energy costs; the fundamentals of BPI standards and project specifications; safety practices; and, professional ethics, conduct and communications. EXHIBIT A sponsored Gy the Sirrers of Sr. joteQli of arnrrge Upon program completion, all 20 WIA pazticipants will transition to a tluee-month, 32-hour per week paid externship with OCCC and their industry partners to gain on-the job experience. Youth will earn minimum wage during their externship, which will include a znix of job- shadowing and hands-an experience fabricating and s#aging iz}stallation materials. One industry paztner on this project is Sun Energy,' Inc., aMission-Viejo-based company focused on commercial solar energy. During this externship, all WIA-enrolled youth will meet weekly with their respective case managers, either at Taller San Jose or at OCCC. Taller San Jose's program in green construction will also provide support services to help students address many of the factors that prevent them from successfully transitiozaing in#o the workforce. Young people in Santa Ana, who have not completed high school, who have no defined job skills, and who have criminal records face a number of significant obstacles to self- sufficiency. TSJ's Case Managers help shzdents address these barriers to employment through regular mentoring and life skills sessions. Upon arrival in the program, all 10 Taller San Jose- enrolled WIA students will be matched to a case manager who conducts an initial assessment and develops goals with the student to help them show up every day, on time, and to increase their likelihood of remaining enrolled in the progz•am. Case Managers will challenge students to complete the following seven goals: Obtain a high school diploma; Open and use a bank account; Learn basic computer skills; Secure a job with a living wage; Remain crime free and drug free for one year; Register to vote; and, Obtain a valid driver's 1zcense. Casa Managers refer students expeziencing more serious issues to our on-site counselor who is a Licensed Clinical Social Worker or connects them to appropriate community resources. Staff provides monthly childcare vouchers and bus passes to help alleviate students' childcare and transportation needs. Casa Managers also offer a weekly life skills program that focuses on relationship building and healthy relationships and based on FuturoNow's YYithln My Reach(t7 curriculum. Within My Reach is a zelationship skills and decision-making program aimed at helping individuals achieve their goals in relationships, family and marriage. The curriculum is especially tailored for those with economic hardships and focuses on two fundamental premises. The first is that virtually alI people have aspirations for relationships that are happy, healthy, and stable-and that these aspirations are most o$en expressed in terms of a desire for success in marriage. The second premise is that the decisions one makes in romantic relationships will affect the possibility of success in every other aspect of life-especially in child rearing and employment. The program teaches that success in life on virtually every dimension depends on success, or at the very least, the absence of high danger or derailment of personal goals due to problems in personal relationships. Taller San Jose's Employment and Alumni Services provides 24-months of comprehensive follow-up services to graduates including links to employment and ongoing coaching that includes resume building, interviewing skills and confidence building that helps students remain employed and focused on career progression. All follow-up services include intensive support far the first 90 days after placement. As graduates acclimate to the workplace, meetings with staff mentors occur on a bi-weekly or monthly basis. Alumni Incentives ($10 gift cards) are given for proof of employment at 30 and 90 days after placement. The career center is open until ?}?M every Wednesday to ensure that alumni have adequate access to this resource.. Taller produces a quarterly alumni and student newsletter, Standing Talley; which has a circulation of roughly 500 individuals. The publication highlights student success stories, inspirational 5 EXHIBIT A spontorerl6y~brSittrrtojSt.Jotep/ofor,,,,88 messages and upcoming events sponsored at Taller. A special Students & Alumni page is featured on Teller's website and includes information outlining career progression, additional training opportunities and employment opportunities. Alumni can also electronically update their contact information and request additional support services via the website. The OCCC also offers extensive support services to help corps members learn how to work and go to school. In addition to frequent mentoring, OCCC offers regularly-scheduled A.A•/N.A. meetings; workshops on issues ranging from financial literacy and anger management to tobacco cessation; and educational field trips. OCCC Program Specialists monitor individual corps members' progress towards program completion and provide referrals as needed to other agencies for legal issues, health, housing and guidance and counseling. Program Specialists award corps members financial bonuses for achieving specific goals, such as: getting a driver's license, being discharged from probation or parole, achieving 100% program attendance and earning a high school diploma. As carps members complete their training, they transition to the Corps-2-Career program, where program specialists offer up to 13 weeks of pre-employment skills training, individualized job searches and placements, continuing education support, mentoring and 12 months of follow-up services to alumni. C. Goals/ObjectivesruzrlPeffojnzarrceLevels Taller San Jose and OCCC will recruit and ento1120 out-of-school youth over the course of the next year. By focusing on the high-growth area of green construction and emphasizing living- wage employment with health benefits, Taller San Jose and OCCC will give students the skills needed to enter today's workforce and move out of poverty so that they can support themselves and their families. All 20 WIA participants will receive certification from the North American Board of Certified Energy Practitioners (NABCEF). Talle~• San Jose's Green Consixuction Program will simulate the workforce and strive to assist young adults to become economically self-sufficient through intensive training that leads to living-wage employment. Candidates for training are interviewed, possess right-to-work documents, must pass a drag screen, are required to comply with uniform stazidards and are expected to be presenf daily and on time. Youth who meet the minimum requirements far enrollment take part in an interview and assessment priox to begizming job-training. The TABE assessment test is used to identify the basic skill proficiency levels of each student, Program components are then adjusted to meet the youth's basic skills needs as determined by the assessment. Students enrolled in Taller San Jose's green construction program will participate in two hours of daily math training during the 15-week basic construction course. The classes will concentrate on the algebra, geometry and trigonometzy needed for basic construction pri~ieiples. Historically, the typical graduate of our canshuetion training program experiences an average increase of two grade levels in their math abilities. Taller San Jose's Case Managers monitor student attendance, goal setting and achievement, educational assessment and progress, to identify students in danger of dropping out of its job- training programs. Those who complete the training program work with onsite job developers to prepare resumes, practice interviewing skills and find employment. Program graduates will also xeceive WIA-recognized certification from the U.S. Department of Labor/Occupational Safety and Health Administration (OSHA). 6 EX H I B I T A Iponmred Ly 11x Siitart of SG Joseph of Ora~rge Furthermore, a transition specialist fiom Santa Ana College works directly with students to help them complete the necessary application, registration, and financial aid forms for enrolling in community college. Santa Ana College's Continuing Education program welcomes any interested Taller San Jose student or graduate to came to campus and take a free Math and English skills assessment. These students can then participate in free small group or orie-on-one tutoring sessions on campus. As an organization, Taller San Jose is distinguished by program refinement and continuous improvement. Taller San Jose uses an established evah~ation method including: client surveys, focus groups, and feedback collected during mentoring sessions to address client concerns. Taller San Jose program staff meets bi-monthly to discuss and refine existing programs and services. To evaluate its community impac#, Taller measures five "critical to qualify" outcomes: I) recruitment of troubled youth motivated to change; 2) training all students in soft and hard skills; 3) strong and appropriate support services; 4) placement of graduates into permanent jobs with alining-wage prospect; and 5) 24 months ofjob-retention support and follow-up. Taller San Jose uses the Efforts to Outcomes {ETO} student txacking system to monitor= student attendance, goal setting and achievement, educational assessment and progress, graduation rates and job placement, as well as assisting with recruitment and retention efforts. This information also helps staff target students in danger of dropping out of educational or job training programs. Taller San Jose strives to move young people out of poverty and an to employment with a living wage and benefits while maintaining acrime-free lifestyle. In the last fiscal year, 351 students enrolled in Taller San Jose and: . • 201 graduated • 82% of graduates were placed in employment or continued their education though an apprenticeship or community college • $11.26 is the average wage of graduates • 45% of employed graduates receive full health benefits • 92% of graduates with a criminal record did not re-offend. As an employer, the D~CC teaches youth how to work and go to school. The OCCC follows all applicable Labor and charter school laws aizd regulations That California employers and charter schools must follow. Corps members must abide by OCCC policies and pr•acedures for work and school in order to remain employed by the program. To work at the OCCC, corps members must also have an educational goal and demonstrate satisfactory progress towards that goal. Prior to efuollment, all applicants take a TARE test to assess their basic skills and to place them in the appropriate educational program. Once enrolled, Program Specialists meet with corps members regularly to review their progress acid develop a dropout prevention plan. By learning employer expectations and following standard work rules and procedures, corps members are prepared to both find and maintain employment. If a corps member has chronic attendance problems and has exhausted all forms of progressive discipline, then they will be referred to partnering agencies that may be more for suitable for their needs. Program Specialists meet monthly with each corps member's work supervisor and teacher. During these visits, Program Specialists monitor corps member's progress and performance using ISS (WIA Individual Sef•vice St~•ategy). Far corps members who are high school graduates, Program Specialists monitor their progress in the Corps-2-Career program. OCCC corps members may receive the following WIA-recognized credentials: California high school 7 EXH I B I T A tpauored by the Sistcrt of SL Jareph of Oimfge diploma; Forklift, Chainsaw, Red Cross CPR/First Aid Certifications; as well as these internal certifications: AmeriCorps Education Award (scholarship); Corps me3nber Bonus Plan awards include a certificate plus a cash bonus. Jointly, through the program ui Green Construction, Taller Sai~ Jose and OCCC will strive to achieve the following outcomes: ® Recruit and emolI 20 eligible out-of-school youth between the ages of 18-21 in a green technology program, 70% of whom will be enrolled by March 2010. o Taller San Jose will recruit 10 youth to complete apre-apprenticeship program o OCCC will recruit 10 primarily Corps 2 Career youth who are exiting their education and training program Ensure certificate attainment for 75% of youth who complete green construction program a Facilitate the placement of 100% of youth into internships at the OCCC e Facilitate the placement of 70% of youth into jobs above minimum wage and/or community college. ® Ensure literacy/numeracy gains for at least 30% of youth participants • increase youth wage earnings by $3,500 or more, D. Pt~ogstt~n Desct~rptio~t The program in green construction offered by Taller San Jose and OCCC is designed to place graduates in a ligh-demand industry that offers career ladders for growth. According to a June 2009 report by The Pew Charitable Trusts, California has the nation's most green jobs with 125,000, or .77% of the labor force. Over the coming years, this trend is expected to continue. President Obama has endorsed a 25% by 2025 standard, which refers to the initiative of producing 25% of the nation's electricity fiom sources such as wind power, solar panels, wood chips and dams by 2025. Although Taller San Jose and OCCC have slightly different, yet complementary, program designs, all enrolled WIA students will participate in training that offers a mix of these three key areas: Herd Slcr'lls Development -work experience, E~nployabrlity Developntefzt -job preparation, and Life Skills Developtnettt - on-going personal development. Over the course of the training period, the 20 WIA participants will complete a curriculum that addresses these topic areas: ~ e ~ ^ Cons#~uction Pre- Customer Service ^ Auger Management Apprenticeship ^ Employer Expectations ^ Communicathon & ^ Fundamentals of Sohar ^ Interview Techniques Listening Skills Electricity, Energy ^ Job Search Strategies ^ Conflict Resolution Installation and ^ Mock Interview Drug & Alcohol Maintenance Principles ^ Networking Education ^ Basic Weatherization ^ Resume Writing ^ Goal Setting (pending cert~cation) Workplace Safety ^ Leadership Development ^ OSHA Certification , Personal Finance • NABCEF Certification ^ Public S Baking 8 EX H I B IT A fpa~for~d Gy the sifters of St. Jateph of Orange d On-the job training/externship Taller San Jose and OCCC are each responsible for recruiting 10 WIA participants. The WIA participant will access Taller San Jose through the following activities: 1. Outreach/Recf•arihnent/Eligibility: Taller San Jose recruits out-of school and unemployed youttg adults (18-28) tluough the following avenues: a. Community Outreach Coordinator -Taller San Jose employs afull-time staff member to design community-centered recruitment activities and recruit program participants b. Referrals from current Taller San Jose students - GS% of cutrent students are referred by a friend or relative involved with Taller San Jose c. Referrals from cotntnuttity partners including: the Orauge County Probation Department, the Santa Ana WORK Center, Centennial Education Center, La Familia, OCCC, and others d. Referrals from Orangewood Children's Home: Taller San Jose is a Guardian Scholars School for Orangewood's Emancipated Youth. Each year approximately 10 students are referred to Taller San Jose from Orangewood. Eligibility is determined tltrouglt an application process. The minimum requirements for enrollment are as follows: e. Must be between the ages of 18-28 years of age £ Possess valid right-to-wot•k documents g. Read English at a 6`~' grade Ievel lt. Pass pre-hire drug screen. 2. Intake%lssessntent.• An assessment of each sfident takes place prior to training at Taller San Jose. Youth are interviewed by a staff member and complete a TABE assessment exam which determines the basic skills proficiency level of each youth. Program components are adjusted to meet the youth's skill level 3. Case Management; Taller San Jose links each student with an adult staff mentor within one week of enrollment in job-training. The mentors assess individual student risk factors, oversee attendance, student performance and have long-term responsibility far the student-apprentices assigned to them. Regular attendance, punctuality, drug-free behavior, a positive attitude and appropriate dress are viewed as job-ready~behaviors and emphasized on a daily basis. Students who are experiencing more serious issues are referred to our on-site counselor who is a Licensed Clinical Social Worker. 4. Program Services: In addition to its program in green construction, Taller San Jose provides daily, paid job training in the areas of basic construction, office careers and medical careers. Youth who successfully complete their training at Taller San Jose receive cextif cation from one of the following entities: Certiport (Microsoft}, American fleart Association (Basic Life Support for Healthcare Providers), North American Board of Certified Energy Practitioners {NABCEF} or the Depattment of Labor/Occupational Safety and Health Administration (OSHA). 5. Placement in .lobs or Continuing Education; Taller San Jose has a strong program linking participants to employment through job preparation workshops, participation in Job fairs, resume preparation, referrals and job coaching. The Employment Services Manager works full time as a liaison between employers, students and community 4 EXH I B I T A tQauortd by !!e Sitlert oJSl. JofaQb oJOrange resources such as the One-Stop Center to ensure that program graduates locate employment within 30 days of graduation from Taller San Jose. A network of local employers provides employment opportunities to graduates upon their completion of training at Taller San Jose. In addition, Taller San Jose participants who have not completed their secondary education are encouraged to co-enroll in a high school diploma program offered in the evenings and on Friday and Saturday. These diploma and certification programs are sponsored through filte local community college, Santa Ana College Office of Continuing Education. Taller San Jose staff work with Continuing Education staff to monitor participant progress and meet educational goals as appropriate. 6. Follow-up: Taller San Jose is committed to providing follow-up services including mentoring, job coaching, and support services to 100% of ifs graduates. All follow-up services are provided to graduates for 24-months after thei• completion of job-paining activities. Staff meritors provide weekly support through the first 90 days after placement. As graduates acclimate fo the workplace, meetings occur on a bi-weekly or monthly basis. QCCC will recruit 10 WTA participants from its Corps-2-Career program. Generally, OCCC participant flow is divided into four phases: 1. Work/school: Corps members spend the majority of their time working (32 hours/week) and going to school (10 hours/week). This may last from 3 to 24 months depending on the number of high school credits needed for graduation. 2. Life Skills/Co~~s-2-Career: Once corps members earn their high school diploma or if they have a diploma at the time of hire they enter the Life Skills and Carps-2-Career phase of the OCCC. Corps members normally spend 3-6 months completing a variety of activities designed to help then2 become self sufficient, find employment and/or enroll in post- secondary instruction. 3. Program Completion: Once all program components have been completed, the corps member has 60 days to exit the program into work and/or school with help and support from staff. This time may be extended based on individual needs. 4. Follo~wup: Staff remains in monthly contact with graduates for a minimum of 12 months to help them remain employed and/or stay in school. Not all corps members complete all four phases as some choose to Leave for a job or school and enter the follow-up phase as soon as they earn their high school diploma. All corps members, regardless of their reason for leaving the OCCC, are included in the 12 month follow up phase and have access to OCCC staff and resources (computer lab, fax, voicemaii) for maintaining employment, job searches, updating resumes, contacting employers, scheduling interviews, enrolling in advanced training or college, seeking help filling out financial aid forms, and other support as needed to pursue post-000C employment and education. E. Facilities The program in Green Construction will be offered at both Taller San Jose and OCCC. Each facility is compliant with the Americans with Disability Act (see attachment li). i0 EX H I B I T A spo„f~f:d 6y rG~ s,~eErr ofsf. ~o,Epf, of ors„~B Taller San Jose - Constrtcctiort 810 N. Poinsettia, Santa Ana, CA 92701 Hours of Operation: Monday -Friday P: (714) 569-0940 F: (714) 569-0941 8:30AM - S;OOPM The 10,000 square foot Poinsettia facility serves as the training site fox both the basic and green conshuction programs and houses job development and support services staff The space provides adequate room for every#hing from classroom work to large scale building projects. Founder and President Emeritus, Sister Eileen McNerney has put a great deal of effort into making Uoth facilities warm and inviting learning environments. Art work adorns both buildings and the classrooms inoro appropriately resemble workstations as opposed to cold institutions. Taller San Jose worked closely with the City of Santa Ana during the development of this program to establish this as a suitable site for a trade school. The Santa Ana City Council approved this usage and provided a variance for all training activities. Internet access is available at every staff member's workspace, the two computer labs utilized by the Office and Medical Careers Academies and in the career centers at both facilities. Staff uses Microsoft Outlook, Microsoft Publisher, Microsoft Powerl?oint, Microsoft Excel, Microsoft Word, Adobe Acrobat, Raiser's Edge, OneNet Assessments, QuickBooks Enterprise Edition, TimeClock, Typing Master, Centurion, Medisoft, SpringChaits, DDC, Internet Explorer and Efforts to Outcomes (ETO). Urange County Consef•vatiort Cotps 1853 N. Raymond Avenue, Anaheim, CA 92801 P: 888-641-2677 Hours of Operation: Monday-Thursday 7:00 AM - 5:00 PM Friday , 8:00 AM to NOON OCCC's program services will be delivered in a variety of venues and locations; Paid work experience will be at~various projects tluoughout the county depending on the current work project assigned; ® All other program services (education, case management, transition services, follow up, etc.} will generally be delivered at the OCCC main site in Anaheim. However, staff will visit field projects and make home visits as needed to deliver case management services, Occupational skills training will occur both in the classroom and in the field. Project visits and field trips will be planned to facilitate incorporating work projects with classroom insttliction. • Street outreach and other recruitment activities will be delivered iu Santa Ana, while interviews will be held at the Anaheim site, as well as the WORK Center as needed. OCCC provides transportation using OCCC crew vans to OCCC work projects, provides bus passes and helps to arrange car pools to assist corps members with transportation issues. In addition, both daily and monthly bus passes are made available to corps members at our main facility. Carpooling is also encouraged. All staff members at the OCCC have Internet access though a dedicated Tl to ensure sufficient bandwidth requirements. Internet usage is guided by the Internet Acceptable Usage Policy and is to be used for such firnctions as procurement, research and communications. Additionally, in the 21 EXHI B IT A fpwuored by the Srftcn of St. Joreph of Orange 24-workstation computer lab, corps members have limited Internet access that focuses on job searches and homework research. The OCCC uses several customized program/grant-specific databases (such as the Virtual One- Stop system), spreadsheets and internally developed forms and custom databases to track a wide variety of program and grant outcomes. Desktop software applications used internally include: Microsoft Windows XP Professional, Microsoft Office 2007, Sage MIP 8.1 Fund Accounting, Skills Tutor, and TABE Testing. About the Organization A, Descsiptiota of Pt•oposef• TalCej• Srcn Jose proposes recruiting 10 WIA-eligible youth to its program in Green Construction and providing them with the hard and soft skills necessary to find and retain employment with a living wage. Taller San Jose walks undereducated, unskilled and unemployed young people (ages 18-28) out of poverty through job training that offers the hope of a productive and self reliant future. Taller San Jose is ahighly-focused, goal-oriented program that helps students develop into selfreliant adults through tlu•ee training academies in Office Careers, Constrttctian and P/ledical Careers, as well as support services that include mentoring and counseling, legal assistance, 12-step support groups and job placement. Established by the Sisters of St. Jaseph of Orange in 1995, Taller San Jose has helped more than 4,000 high-risk youth in Santa Ana and the surrounding communities reshucture their lives, develop marketable skills and find employment. Taller San Jose employs twenty-one full-time and two part-time staff, with an additional pazt- time ROP/Centennial staff member available to youth enrolled in the program. The Organization's FY 2009-2010 operating budget is $2,570,130. The breakdown of revenue sources for Fiscal Year 2008-2009 is as follows: Individuals- 1I.5%; Corporate/Foundation Grants- 31%; Special Events -15%; Program Service Fees -- 37%; and, Government grants-12%. Taller San Jose works to promote systemic change within the local conmxunity It serves as a structured and supportive envirorunent in the center of Santa Ana for young people ~vlro are caught in the cycle of poverty and need further training to become financially independent. Taller San Jose carefully tracks its program outcomes and has learned over the years that 92% of its program graduates are not re-incarcerated. By comparison, the State of California has one of the highest recidivism rates in the country, with 70% of past offenders returning to jail within twenty-four months of release. Furthermore, in the last fiscal year, 201 students graduated from Taller San Jose and: • 82% of graduates were placed in employment or went on to an apprenticeship or community college • $11.26 is the average wage of graduates • 45% of graduates receive full health benefits • 89% of graduates remain employed 12 months after graduation • 92% of graduates with a criminal record did not reoffend. The Orange Corcnty Cottse~•vation Corps will recruit 10 WIA-eligible youth from its Corps-2- Career program and provide them with one month ofjob-readiness training and then place them irr Taller San Jose's 40-hour solar panel installation program. All 20 WIA-enrolled students will participate in an externship with the OCCC. 12 EX H I B! T A tpattortd by !ht Sit~nt of SL Jorrpl~ of Ormtgt The OCCC employs 27 full-time staff and needs to employ a minimum of 70 corps members each day to fulfill cutxent work projects. Several staff will be involved izx providing services fox this project, some in-kind (Teachers, Transition Specialist, Training Supervisor). For FY 2008- 2009, the Board-approved budget is $5,122,1812. This is higher than average due to a one-time capital improvement gratrt for $1.2M awarded last fiscal year. Sources of revenue include grants (83%) and fee-for-service contracts (12%). The remaining revenue is generated tluough donations and izt-kind contributions. As a portion of total revenue, grants include; California Department of Conservation Division of Recycling (50%}; National Emergency Grant (42%); Santa Ana Workforce Investment Board (3%}; California Conservation Corps (1%). Over the past 9 years, the OCCC has worked extensively in Santa Ana. Specifically, it has: Hired and employed more than 570 Santa Ana youth; Completed numerous work projects #o improve and restore several Santa Ana parks, portions of Santiago Creek, and the Santa Ana Zoo; and, Repaired more than 20 low-income homes/apartments in Santa Ana. B. Expet•re~ace Talle~• San Jose serves the educational and job-training needs of the undereducated and unemployed out-of-school youth population of Santa Ana who have fallen through the cracks of traditional educational systems. Over the past two years Taller has operated the following youth programs: ® Office Careers Academy: This program trains and certifies students in Microsoft Word and Excel and prepares graduates far employment as administrative assistants, receptionists and data entry specialists in Iocal companies. Business Skills training is woven throughout the curriculum and incorporates customer service, presenting Power Point presentations, working with Outlook, writing business letters and professional etiquette. Every s#udent participates in mock interview sessions with local business professionals prior to graduation. Tluough a unique partnership with Santa Ana College, students enrolled in this program are co-enrolled at the college, attend class on campus one day a week, and, upon graduation, receive up to 5 college credits toward their Associates Degree. Upon program completion the students have become certified Microsoft Office Specialists from Certiport. Over the past two fiscal years, 9d students have graduated front the Office Careers Academy and: ^ 67% of graduates found employment within 30 days ^ $11,89 is the average wage of graduates ^ 41% of employed graduates receive full health benefits, 11~Iedtcal CareeJ•s ~cade»ty: The Medical Careers Academy trains youth as both administrative and clinical medical assistants, Classes include basic computer and the use of Electronic Medical Record as well as standard software used in most private medical practices. The administrative medical assistant curriculum emphasizes medical terminology, health insurance, record-keeping, telephone techniques, customer safety, computer skills, health safety, communication skills and professionalism. Curriculum for the clinical medical assistant training program teaches students to measure vital signs, assist the physician with procedures, administer medications and give injections, record electrocardiograms (ECGs), draw blood samples and perform basic laboratory tests, Clinical medical assistant trainees 13 EXHIBIT A 1QGAJGfElI6)'fGCSllIEllOjSl.JGfff~JlOjD,-nnge will be required to participate in a 4 week exterllship after completing the job-training program provided at Taller San Jose to allow them to gain real world experience. Students also learn medical terminology and anatomy, basic math skills and medication dosage calculations. Program graduates receive the Basic Life Support for Healthcare Providers certification and wallet card from the American Heart Association. This identifies t11e graduate as a provider of CPR, administrator of the automated ex#ernal defibrillator (AED) and administrator of first aid measures. In its inaugural year, 47 students graduated from the Medical Careers Academy and: ^ 68% of graduates found employment or went on to community college ^ $11.20 is the average wage of graduates ^ 39% of employed graduates I•eceive full health benefits. Construction: Led by a licensed gelleral contractor, the building-trades trailing program focuses on construction fundame-Itals and incorporates: safety awareness and training, industry-related math proficiency, construction theory, hands-on experience, adherence to attendance policies, mentoring, job coaching, and leadership development. Apprentices participate in two hours of daily math training. Classes concentrate on the algebra, geometry and trigonometry needed for basic construction principles, such as estimating material costs, reading blueprints, rough carpentry, and so forth, The typical graduate experiences an average increase of two grade levels in their math abilities. Once students learn concepts in the classroonl, they move to the lab for hands-oII training and ultimately build a home fiozn the ground up. Upon successful program completion, each graduate is awarded a fiilly- equipped tool belt to bring with theln to their eventual job site. Taller San Jose certifies each graduate with IO hours of Occupational Safety and Health Administration (OSHA) training. OSHA training gives employees In the construction industry the ability to minimize liability to the company and also reduces employee risk. Over the past two fiscal years, 127 students graduated from Taller Tecll and: ^ 76% of graduates found eznploylnent within 30 days ^ $12.OS is the average wage of graduates ^ 36% of employed graduates receive full health benefits ^ 41% of graduates welrt on to apprenticeship or community college. In October 2008 Taller San Jose launched Hope Builders, Inc. III an effort to provide e1llploylnellt for graduates and to generate a soul•ce of revenzte for our agency's nonprofit programs, Hope Builders has recently completed building tlnee single-family llomes for low- income residents of Santa Ana's Logan neighborhood and is Ilow working on a facility- renovation project for Santa Ana-based Phoenix House. Hope Builders' next project will be in partnership with Jamboree Housing and' will focus on the renovation of 20 foreclosed homes currently owned by JPMorgall Chase. Taller San Jose's long-term plans include launching a second Hope Builders cI•ew that focuses primarily on weatherization• This crew would employ graduates of Taller San Jose's green construction program. Taller San Jose works very closely with industry partners to refine its curriculum, serve as mentors to students and place students into employment. Each of the three tIaining programs is ovexseen by an Honorary Board of industry specific experts fi•oIn local companies such as Toshiba, Insight Investments, Uiuon Bank, Hensel Phelps, Lennar, Bristol Park Medical, St. Joseph Hospital and McCaI•thy Construction. 14 EXHIBIT A f~antortd6yt6eSiutrfafst.~oteP~~afor~,JB~ Key Taller San .lose staff includes the following; Executive Director, Shawna Smith (.10) Shawna has worked at Taller San Jose for ten years assisting in the development of numerous projects including the construction training program, She received her B.A. fiom Santa Clara University and spent a year working with the Jesuit Volunteer Corps in Orange County. In 2005, Shawna was recognized as a Marano Fellow by the Aspen Institute and attended their Sector Skills Academy which provides emerging leaders with a unique opportunity for peer learning, skills development and professional growth, Director of Workforce Development, Juana T. Perez (.10) Juana assists with the oversight for all workforce training programs and works closely with Program Managers to maintain the quality and consistency in each training program and ensure alignment with the mission. She earned her BA in Psychology from the University of Riverside and her MA in Public Policy & Administration with an Urban Affairs emphasis fiom the University of California Long Beach. Program Intake Coordinator, Abigail Castillo (.33) Abigail collects program applications, schedules drug screenings and coordinates TABS testing for every applicant. She graduated from Taller San Jose's Office Careers Academy with Microsoft Word and Excel certif cation in August 2008. She is currently enrolled in Santa Ana College and is pursuing her Associates Degree. Director of Tinance, Nancy Louglirey (.10) Nancy has been a Certified Public Accountant for 24 years, and has had an extensive experience with small businesses, especially concentrating on nonprofits and computer software companies. She holds a B.S and an M.B.A, in Finance. In addition to responsibility for all accounting functions, Nancy is responsible for business systems and property maintenance. Alumni Services Coordinator, David Saldana (.10) • David provides comprehensive follow-up services to recent graduates and active alumni and oversees student paiticipa#ion in Taller San Jose's Individual Development Account (IDA}. He received his BA in Psychology fiom California State University Long Beach. Before joining Taller San Jose, David spent 4 years as a house manager for a juvenile boy's group home and is currently a Mentor for OC Wraparound services. Case Manager, Art Guerrero (.25) Art received his B.A. in Psychology from Pepperdine University. Before coming to TSJ, Art worked for over twenty years as a federal probation officer. Instructor, Keviu Rhoades (.40) Bringing over l5 years of carpentry experience to Taller Tech, Kevin Rhoades assists the Program Director with the development and maintenance of training curriculun2 and program components and provides hands-on training and classroom instruction in the fundamentals of conshuction. Kevin has a General Education degree from Mt. San Antonio College and attended Southern California Carpenter's Training School before receiving his teaching credential from the University of San Diego in 2002. l5 EX H 1 B I T A tpnulortd Gy the SiNtr1 of S1. fortpb of ornage construction. Kevin has a General Education degree from Mt. San Antonio College and attended Southern California Carpenter's Training School before receiving his teaching credential from the University of San Diego in 2002, Irrstructor•, Dan Suarez (,30) With over 35 years of experience in residential construction and finish carpentry, Dan Suarez provides strong mentoring and practical experience to the training environment. He was instrumental in developing the hands-on training elements and curriculum currently used at Taller Tech. Dan became a certified Master Trainer in 2003 by the National Center for Construction Education and Research. He is a member of the Apprenticeship Training Carpenters Union and has been with Taller San Jose for seven years, Program Manager, Green Construe#ion, Raul Guzman (.25) Raul earned an AA in Construction Technology from El Camino College, is a licensed general contractor and holds a preliminary filil-time subject teaching credential in building trades from the state of CA, Raul also serves as a member of the Associated General Contractors Board, El Camino Advisory Committee and is a member of the International Code Council since 2006. Solar Panel Instractar, (.10) • An instructor at Golden West College, this instructor will teach the installation training at Taller San Jose. His certifications include BPI, LEED AP and NABCEP. For the last 16 years, the OCCC has operated the same award-wirniing youth program based on state and national models for conservation and youth service. Tluoughout this time, the OCCC's comprehensive and structured program has provided a wide array of work experiences and services that meets the needs of local Orange County youth. The program model stresses the importance of education, occupational skills that lead to employment, leadership development, and post-program follow-up. Services include paid, on-the job training, education t1uough the on-site charter school, and case management services to address coxps members' various barriers to successful employment and education. The OCCC has a long history of incorporating employers into its program. Through on-going networking efforts, a dedicated Transition {"Corps-2-Career") Specialist maintains relationships with employers to assist with post-Corps placement of corps members in stable employment. Addi#ionaily, the OCCC holds job fairs as needed to place coxps members who have completed the program, as well as inspire the corps members still eruolled in the OCCC/JoIvz Muir Charter School. This includes employers that are considered "felony-friendly", as more than half of participants are, or have been, on parole and/or probation. Furthermore, local employers and their staff participate on the Board of Directors, providing both feedback from a business perspective, networking opportunities, and valuable contacts with industry. All OCCC staff ate required to attend a minimum of 24 hours arvrually of training focused on varied topics, such as safety, youth development, leadexslrip and technology. Training is provided through both internal sessions and attendance at outsourced seminars and presentations. Training through conferences such as the CWA and Gang Prevention & Intervention conferences offer excellent opportunities for staff (and often coxps members) to Learn more about best practices in youth development and serves to expand the availability of resources for our participants. Furthermore, our certificated teaching staff participates in a 2-day annual "in- 16 EXHIBIT A rponrorerlby tba Sirtrrr oJSt• Jnrap/r of orange service" training through the John Muir Charter School, Staff Development Days are scheduled twice a yeaz•, and include team-building and development exercises for the entire staff, Key OCCC staff includes the following: Executive Director, Max Carter (.07) Serving as Executive Director and Board member of the OCCC for the past four years, Max holds a B.A. in Biochemistry and has 18 years experience in business and management, during which time he owned and operated several businesses in Orange County before becoming involved in with the OCCC. Direcfoz• of Programs, Maggie Lopez (.07) Maggie holds a B.S. in Human Sciences and has 6 years of experience at the OCCC in various case management positions and grant/contraet administration. Maggie oversees all program elemen#s, including several WIA programs. Director of Finance and Administration, Tony Huynh (,07) Tony holds an MBA in Finance and has 3 years of experience with the OCCC and more than 12 years of financial experience with the non-profit industry. Tony is responsible for ail financial elements of the organization, as well as administrative oversight of izzternal processes such as IT maintenance. Corps-2-Career Specialist, Jacquelyn Simpson (.ZO) Nearly 3 years with the OCCC, and over 8 years experience in workforce development, Jackie is responsible for providing the transitional curriculum that moves corps members fiozn the OCCC programs to employment, post-secondary education, or bath. , Program Specialist, Green Construction (.40} This individual, to be hired, is responsible for tracking all relevant case notes, providing direct sezvices (as well as referrals to partner agencies), and monitdrizzg the overall progress of the corps member. Payroll Support, Phiycnr PIianr (.07) . Phiyem works in the Finance and Administzation Department and holds a B.S. in accounting. She has been with the OCCC for more than 4 years. Crew Supervisor; Simeon Jasso {I) The Crew Supervisor Reports directly to the Recycling Coorduzator or Project Coozdinator and is responsible for the daily supervision, training, safety, and performance of a crew of at-risk young adults in a variety of environmental, conservation-related work and educational activities. Administrative responsibilities include data tracking and reporting, vehicle, tool, and equipment safety/secm•ity, and interaction with staff and sponsors to complete projects. The Crew Supervisor works closely with OCCC staff to support OCCC education and jab training activities, Project Manager, George Patino {.07) Responsible far the day-to-day management of OCCC projects, Implements and coordinates EXHIBIT A JpOAfOTfCILylj7BS7ttfTTOfSI.JGjFlT/SD/or~gC projects to achieve yearly revenue goals. Assures projects are accomplished within prescribed time fi•aznes and funding parameters by performing assigned duties and responsibilities personally or tluough subordinate personnel. Recruitex•/Trairxer, Javier Cabrera (.20) Javier has been at OCCC for 3 years and is a certified substance abuse counselor. C. Fiscrcl Capacity Since opening in 1995, Tallet• San Tose has demonstzated clarity of visiaza and czedibility in the community for dealing with hard-to-reach young adults. The program has been funded by nearly 7S different foundations and over 1500 individual donors. Taller San Jose has the ability to secure funding from a diverse mix of sources including individuals, cozporations, family foundations and government grants. The breakdown of revenue sources for Fiscal Year 2008- 2009 is as follows: Individuals- 11.5%; Corporate/Foundation Grants- 31%; Special Events - 1 S%; Program Sezvice Fees - 37%; and, Government grants- 12%. Taller Sazz Jose's general contracting company, Hope Builders, Izzc. also contributes to the program's sustainability. In addition to achieving Hope Builders' ultimate goal of providing graduates with the skills and stability required to find and maintain living-wage employment, the project also generates a steady stream of self sustaining revenue for Taller San Jose to supplement its traditional fundraising program. Accountability requirements and administrative measures have been developed to handle reporting requirements and tracking systems for all income and expenses including grants received by Taller San Jose far program purposes. Fiscal data is recorded in QuickBooks Entezprise. There is an accounting manual available upon request which details the complete system. There is an annual independent audit. Izz addition, an anzzual budget is used to plan expenditures and costs, which is approved by the Board of Directors. Financial statements are prepared monthly, and reviewed by the Executive Director. On a bi-monthly basis, financials are reviewed by Depaztment Managers, the Finance Committee, and the Board of Directors. Taller San Jose does maintain a procurement policy {attached) which states: The officer, employee or agent responsible far 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: I. Best price 2. Featuzes and quality of item 3. Willingness to meet billing, delivery, and service needs. 4. Minority or Woznan-owned supplier, Taller San Jose is capable of providing monthly invoices for services provided. Costs aze accumulated in the general ledger by account and grant. Cost reports and invoices are prepared by the Controller who has been a Certified Public Accountant for 24 years, and has had extensive experience with small businesses, especially concentrating an nonprofits and computer software companies. She holds a B.S and an M.B.A. in Finance. (Please see most recent 2 years of audited financial statements in Attachment G). EXHIBIT A IpPI1J07KI by tl7l SJIICYJ Of Sf. col gr, ofo,~„8~ The OCCC uses fiord accounting to allocate, capture, and repozt fiscal data. Since the OCCC 1}as multiple revenue streams (fedez'al, state, and local), fund accounting allows expenses to be tracked and allocated to individual funding sources using a specific fund account and project code(s) for that fund account. The Santa Ana WIA contract will be assigned a specific fund number and a specific project code(s). A!1 allowable expenses will be tracked using the assigned project code(s). Therefore, direct program costs such as staff time, corps member stipends, employer taxes, and othez• expenses will be tracked using the appropriate fund and project code(s) on time sheets. Costs for occupancy or transportation that are not easily tracked with project codes will be allocated on a percentage basis of work hours charged to the fund. For example, if the fund accounts for 10% of the total hours for that month, the fund will be allocated I O% of the occupancy and transportation costs for that month. The OCCC captures and reports fiscal data to the OCCC Board of Directors monthly and invoices contracts on a monthly basis. The OCCC undergoes several program audits and an independent financial audit each year. Please see attached copies of both the last 2 independent audits and the procurement policy and procedure. The OCCC ensures accountability and that expendihtres are appropriate and planned. Budgets and Line item accounts to track expenses are maintained on a monthly basis for all OCCC contracts/grazrts/departments. All purchase requests are reviewed by the OCCC Director of Finance before payment is made. Any Purchase Request that appears to be over budget or not planned will be flagged by the Director of Finance and reviewed by the Executive Diz•ector for final approval. The Director of Finance reviews monthly financials with the entire management team and with the Board of Directors monthly. 88% of OCCC funding is allocated directly to program expenses. Almost half of the OCCC funding comes from grant sources that the Corps has received armually for the past 11 years. Furthermore, an additional 12% of funding comes from fee-foz•-service contracts. The OCCC's Dzrector of Finance prepares invoices between the 10`h and 20`x' of each month for services provided in the previous month. All invoices are reviewed and approved by the Executive Directoz•. D. Sacbcontracting Neither Taller San Jose nor OCCC will sub-contract client services or activities. EXHIBIT A Jpa~uored by ~/,e Sheers of Sr. ~o19i, ofo„e,rge ~ ~~ ~ W ~ N (~ o ~~ N ~dd M id 0 ~~ ~~ ~ O t° p Q u O •~~ xb-A O t .~ ~ J ,~~ i q '' a> y k ,, ~ ;~ ~; ~~ 8 ~;,,~ ~ ~:. o {`'eY t',:.', t1,%dr ~-~ Cd ~i~ ~ e .s t3 ~, .3 #__ o ~~ ~ ~ o ~~ ~ r, ~ ~' O ~~ ~~' t~ ~~: ~ Y~ , ~ ~~ ~~ } ~ ~' ~~ ~ ~ .:`+~~ a ~ U ~ ~ O u •~~ ~ N 'rl ~ r,~ yp vii ~ Ova ~ .~ ~ O d ~ . ~ ~ bAr ~ .d Gi ~ Q 4-~ O ~--+ 3 O~ "d N tad N U ,.CI N Q+ ~ O ~ O N ~ U~ U~ ~'b' ~ N v ~ b y ~~ O H ~i ~ N .~ ~d cUU~ '~ .~ ~ N ~ p ~ ~ 4? 'd cn p ~ H ~. ..+ ~ ~ ~ ~-+~ ~ U ~ .~ tad ~ d ~ ,'~, U N rfl 'j~ ~, U rU •~ ,~ d O by `~ 'y +~ +-+ y U rd p +' ~ O cd ~,a~ ~ ~~~~~ ~~ o ~~~W s a o ~ ~ ~ ~ ~ ~ u~ chi c~ bA ~ ~ bA ~ 'a ~o ~ ~~~~~o rv ~ J P+~ ~ ~ '~ ~ Q ~ eai ~ U ~ ~ ~ o~ QQ ~~ ~~ o ~ ~,~, ~~~ ~ U ~ __~ UI IH 0 ti N N N N ~ N ~ i C O N O N o N M M M U U O ~ ~ ti ~ ~ ~ ~ a'''i .. ~ H U °~ U ~ a'"i ~ O ~, ° o ' ~ ~ _ v '~ -d '~ ~ w ~ o o N i ~' c~ c~~a ,~ O ~ ~ ~ ~ ~ ~ y ~ ~ ~ O o ~ ~ ~ ~ ~ O Q ^ I~ b U ~ ,--i O p +zy c~~ rn ~~-1 N '~ bA d O ~ ~+ . ~ Od ~ ~ .-~ N O O R '~, N N +' ~ . ~ O d ~ ~ +~ ici s=7 ~ O ~--+ ~ ,s~ d ' U ~ OO ' • ~ y V ~ .~ ~ `c~ ~ •H •~ ~ N ~ ~ ~ ~ `~ +~ ~'+ p ~ •'~ e~ .a .-~ O O •~ ~ N ~ ~ p.f ~ 'tJ d . ~ bA O ~ ~i ~~yy ry~y~'~ N-1 W ~ .~ ~ A CJ ~ H bA ~ •~ .'-1 ~ . i-1 ~ ~ ~.4 ~ ~ U ~ F~4 ~ ~ W ~ ¢1 O ~ ~ •~ • d ~ ~ Q iA ~ ~~ v • ~ ttii--ii N U ^ p ~ ~, ~ ' ~ y ~ '~ ~ ,~j d' O . ~ ~ ~ Od ~' ~ ~Ofz, H ~ Q.1 ~ .~ ~ - ~ V • O`•~ '~ L7 ~ '~ ti '~ "D •-~ d Ti~-1 ~ b bAiO GbpIA ~ ,b O U `n ¢' ~ 'd cd ~ • U ,N td ~ c~ R v '-mod : ~ .~ ~A ~ A UU t-, ~ N 'd O W M A fl H C d O V bA ~ • H bA H ~ W o ~~n~~sr i t~ 0 N O O N M U O ~i 0 r~ G H o ~ ~ ~ ~ ,r° o ~ ~ -d e`ni d ~ r~ ~ •~ ~~ ~ ~ bA. •~ ~ .~ ~ bA ~ ~ '~O ~ ~ ~ ~ ~ ~ v .~ ~ p O bA ~ cd ~.~ ~U.°~ o o ~ o•o ~' bA~ ~ ~ ~~ .~ ~ N p ~ ~ ~ ,~ o bn *a c° ~ ~ ~ o ca ca o Pt o a o .~ '~ v, q N ~h~b U~U~ r~.° W ~~ N v~ H O v~~° a ^ s o p a U G7 O O W EXHIBIT B COMPLAINT HANDLING UNDER THE WORKFORCE INVESTMENT ACT SANTA ANA WIA Santa Ana Local Workforce Investment Area Revised May 7, 2009 Exhibit C Table of Contents I. Information Regarding Complaints g A. Nondiscrimination and Equal Opportunity Complaints 3 1. Policy Statement 3 2. Civil Rights 4 3. Nondiscrimination laws under WIA 4. How to File Your Complaint B. Criminal Complaints II. General Procedures for Handling Non-Criminal Violations of the Act 6 III. Procedures for Handling Complaints at the LWIA Level 4 5 6 8 IV. Procedures for Handling Complaints at the State Level 12 V. Procedures for Handling Discrimination Complaints by Participants 15 VI. Procedures for Handling Handicap Complaints by Participants 16 GLOSSARY OF WIA TERMS 18 z EXHIBIT C I. Information Regarding Complaints A. Nondiscrimination and Equal Opportunity Complaints 1. Policy Statement In carrying out the purpose of the Workforce Investment Act (WIA), the City of Santa Ana Local Workforce Investment Area (LWIA) 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 WIA, all contractors in the Santa Ana LWIA 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 Investment Act of 1998 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 WIA funded program because of race, color, religion, sex, national origin, age, handicap, or political affiliation or belief. Participation in programs and activities financially assisted in whole or in part under WIA 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 WIA. 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 Investment Area. Equal opportunity and non- EXHIBIT C 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 Investment Act (WIA) programs may be discriminated against because of race, color, creed, handicap, 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 WIA. • 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 WIA 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 WIA 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 Prohibits discrimination based on handicap. Title IX of the Education Amendments of 1972 EXHIBIT C 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: Director Civil Rights Center U.S. Department of Labor, Room N-4123 200 Constitution Ave., NW Washington, D.C. 20210 s EXHIBIT C Complaints on the basis of handicap must be filed within 180 days of the alleged occurrence. These complaints must be filed directly with the WIA administrative entity. The WIA 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 INVESTMENT ACT Santa Ana Local Workforce Investment Area 1000 E. Santa Ana Blvd., Ste 200 Santa Ana, CA 92701 (714)565-2600 B. Criminal Complaints In accordance with the WIA (P.L. 105-200) 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 667.600 through 667.640 of the WIA regulations, and Section 181(c) of the Act (Public Law 105.200: 29 U.S. Code Sec. 2931 et seq.) at the State and LWIA level for the receipt, investigation, hearing, and resolution of complaints by WIA participants, sub 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 LWIA. 6 EXHIBIT C 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 WIA programs operated by each LWIA grant recipient and sub recipient under the Act. These procedures shall not be construed as affecting any other available legal remedy outside of the WIA 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-WIA complaint. Also, these procedures do not restrict the LWIA grant recipient staff in carrying out informal discussion Procedures do not restrict the LWIA 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. A "participant", within the meaning of these procedures, is an individual who receives employment-training services under a program funded by Santa Ana LWIA. 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. 7 EXHIBIT C 5. If a complaint does not receive a decision at the LWIA 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 LWIA grant recipient/hearing procedures prior to appealing to the State except where the State determines that the LWIA grant recipient's procedures are not in compliance with the State's procedures. III. Procedures for Handling Complaints at the LWIA Level A. Receipt Complaints Pursuant to the WIA regulations found at 20 CFR, Section 667.600, the LWIA administrative entities have the responsibility to conduct hearings and resolve complaints made by individuals about the administration of programs in the LWIA. "LWIA level" encompasses LWIA 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 WIA programs operated by the Santa Ana LWIA 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 LWIA 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; e. Remedy sought by the complainant; and 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. s EXHIBIT C 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 LWIA 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 LWIA 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: Anita Queen Sr. Personnel Analyst -EEO Officer 20 Civic Center Drive, M-24 Santa Ana, CA 92701 (714) 647-5157 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 LWIA within sixty (60) days of the date of filing of the complaint. The hearing notice shall be in writing and contain the following information: EXHIBIT C 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 LWIA 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 LWIA 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 aquasi-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. 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. 10 EXHIBIT C 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 LWIA for final determination. The recommended decision shall be in writing and may be accepted, rejected or modified by the Santa Ana Workforce Investment Board. C. Issuance of Decision Within sixty (60) calendar days of filing of the complaint, the Santa Ana LWIA shall issue a written decision to afl 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. D. Record of Hearing An administrative file containing support documents on the complaint resolution process hearing conducted will be retained by the Santa Ana LWIA. The purpose of a record is to serve as substantiation of the process followed by the Santa Ana LWIA 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 athree- year period after the grant has been officially closed out. The Santa Ana LWIA'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 667.600, 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 11 EXHIBIT C operate their own grievance system or may utilize the Santa Ana LWIA's established procedures under Section 667.600. At a minimum these procedures must include: s 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 LWIA and the State Review Panel in accordance with Section 667.600. IV. Procedures for Handling Complaints at the State Level Section 181 (c) of the Act and the WIA regulations at 20 CFR, Section 667.600 (d) requires the Governor to establish a State Review process of complaints filed at the LWIA grant recipient level and of complaints initially filed at the State level. Appeals of decisions issued at the LWIA level including audit disallowances and sanctions shall be reviewed by the State Review Panel. The State Review Panel shall review the record established at the LWIA 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 LWIA 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 LWIA level decisions when a request for review is filed within 10 days of receipt of the adverse decision. Such requests must be filed in sz EXHIBIT C 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 LWIA 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 LWIA 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 LWIA. It shall be the responsibility of the LWIA 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 If no decision has been issued at the LWIA 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 LWIA 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 LWIA b. Name, address, and telephone number of the LWIA c. Copies of complaints made at LWIA 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. 13 EXHIBIT C 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. 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 WIA, implementing WIA regulations or the grant agreement. This review shall be limited to the record established at the LWIA 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 LWIA'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 LWIA's procedure under Section II (A). 14 EXHIBIT C PROCEDURES FOR HANDLING NON-CRIMINAL COMPLAINTS No later than 180 days of alleged discrimination Within 10 days of receipt of unsatisfactory decision or 10 days from date LWIA decision should have been issued. Handling of complaints filed at LWIA level arising in connection with WIA programs operated by LWIAs Unsatisfactory Decision or LWIA Decision not issued within 60 days Informal Resolution Process w 0 0 0 Request for State Review w 0 0 ,° Governor's Decision issued by State Review Panel °If no decision issued by State Review Panel Appeal to DOL 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. 15 0 c 0 EXHIBIT C 4. Complainants must file their complaint directly with: Anita Queen Sr. Personnel Analyst -EEO Officer 20 Civic Center Drive, M-24 Santa Ana, CA 92701 (714) 647-5157 VI. Procedures for Handling Handicap Complaints by Participants Complaints alleging discrimination on the basis of handicap 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 LWIA'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 LWIA Level 1. The complainant shall file his/her complaint directly with the Santa Ana LWIA. 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 LWIA 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 LWIA. 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 LWIA'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. 16 FXHIRIT C'. PROCEDURES FOR HANDLING HANDICAP COMPLAINTS No later than 180 days of alleged discrimination If no resolution reached Day 1 Day/45 Day Filed within 30 days of LWIA/State Decision or 90 days from date of initial filing of complaints Unsatisfactory Decision or No Decision Appeal to Assistant Secretary Department of Labor 17 60 Days FXHIRIT C: ~~ GLOSSARY OF WIA 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 WIA 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 . HANDICAPPED INDIVIDUAL -Any individual who has a physical or mental disability that constitutes or results in a substantial handicap 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 Pay Act and by Title VI or Title IX. unless OCR has a compelling rea: employment and other practices an by OCR. of employment discrimination covered by Title VII or the Equal Individual "joint complaints" are normally investigated by EEOC on to investigate. "Joint complaints" alleging discrimination in i pattern or practice "joint complaints" are normally investigated is EXHIBIT C; 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 determine and (2) Who is receiving subsidized employment, training services) funded under the Act, following intake, except for an and/or intake and assessment services. 19 d eligible for participation upon intake; or services (except post-termination individual who receives only outreach EXHIBIT C 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 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 subrecipients 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. NCrC CovNr`' Co~usCR/<i-TivN Cv~ ~ Grantees ontra~tor Organization Signatu Program Title Name of Certifying Official Signature EXHIBIT D 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 adrug-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 adrug-free awareness program to inform employees about - (1) The dangers of drug abuse in the workplace; (2) The contractor's policy of maintaining adrug-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 E Pg. 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 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 adrug-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. Dated: o~~/~~2 0 ~ ~ -~ EXHIBIT E DIVISION OF EMPLOYMENT SERVICES PLACE OF PERFORMANCE FOR CERTIFICATION REGARDING DRUG-FREE WORKPLACE REQUIREMENTS Name: ~~~^~~E Co~N~ ~on~sER/~-ii©rV ~o~Z~S Name of Contractor: Contractor Number: Date: d a " / ~ " ~o/D 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): QCCC /~S3 N'~ ~t~i~toy i~ A ~~ ~N~f~Ei~ CA- q 2 ~o l EXHIBIT E Workforce Investment Board/YOUth Council Grant Proposal -Budget Narrative Taller San Jose and Orange County Conservation Carp November 24, 2009 ) L11YE ITEM IIUDGBT for a/i/lU throe h 2/28/1 E ~ 12 Months Taller San lose TalferTech ConstruRion & solar training - OCCC-3 month Paid Externship Total Contract Costs TSJ•Poidby otherRevenue Sources OCCC•Pa/dby o{her Revenue Sources total Program Cost Program ex erases Student Stipends - 30 students @ $100 er week • 17 weeks 17,000 17,000 17,000 OCCC Interns (IO for one week @ $100 per week) 1,000 1,000 1000 Patd Internship {ZO for three monthsat 32 hours per week @ $8 per hour) 82,967 82,967 82,467 Solar one! class fees (20) 13,400 13,40D 13,400 Classroom tuition and sup lies (20) 7,000 7,000 9,000 7,875 23,875 Su rtiveServlces-general (bus passes, roll fee 20) ~ 4,000 4,000 4000 Su orliva Services - Uniforrn ackels, pants, boats) 20) 3 200 3 200 3,200 CM inceniives{Bonus 20 @ 5175) 3,500 3,500 3,500 ProJectTrans ortalfonRelated(20) 7,500 7,500 2,500 10000 Staff Traini 300 300 600 700 1,300 Occu an Related 9,000 9,000 18000 5,000 3,000 26,000 Subtotal 47,700 110,467 I58,167 14,700 13,375 186,242 Pa roll Pro ram Manager, Raul Guzrnan 25% 38 600 18,600 _ 18600 Instructor, Dan Suarez - 40% 21,600 21,600 21600 SalarPanellnztructar-TBD-30%plus103; 7,800 7,800 7,800 15,b00 Instructor, Kevin Rhoades -40% 28,800 28,800 CaseMana er=7B0-25% 13,500 13,500 tntakeCoordinatorAbl ail Castillo-33% 9,974 9,474 9974 Alumni Services Coordinator - 20% lus 20% 5,100 5,100 5,100 10,200 Director of Workforce Develo ment,Juana Perez • SOii plus 10'/a 7,800 7 800 7,800 15,600 Executive Director, Shawna Smith • 103'° 13,440 13,440 _ DireROr of Finance Nan Loughrey-10% 8,767 8,767 8,767 ExecutivaDireclor,MaxCarter-7So 1us8.5°,G 4,144 4,144 2,072 6,216 Program Director, is4aggle Lopez- 7;0 lus 3.5% 2,358 2,358 1,179 3,538 Finance pirector, Tony I-Ju h - 7% tls 8.5:3 3,446 3,446 1723 5,169 Pa oEl Su ort, Phlyen Pham - 7% !us 3,5% ~ 2,190 2,190 1,095 3,285 Pro ect Manager Geor a Pa6no -7 % plus 3.5%, 2 218 2,218 1,109 3,328 CMS Recruiter/1-rafner Javier Cabrera -20Y plus 100 4,193 4,193 2,097 6290 WIAProgramSpeclalfst,TBD-45%pluz22~5Y° 9,812 9612 4,906 14,717 Crew Supervisor, Simeon Jasso -100% 22,815 22,815 22,835 AddilbnalCrewSu ervisot-TBD-50% 13,407 11,407 PayrollSubtatai 79,641 51,17b '130,818 76,440 25,558 232,845 tatalChar edtoContract 127,341 161,643 288,985 91,140 38,963 419,088 EXHIBIT F Workforce investment Board/Youth Council Grant Proposal -Budget Form Taller San Jose and Orange County Conservation Corp November 24, 2009 Administrative No more than 10% allowed Program Total W}A Match/ln Kind `.. , O peratirigExpenses~ ~;: - _ ~_° -- :~. Solar pane! class fees {20j 13,400.00 13,400.00 Classroom tuition and supp}ies {20j 7,000.00 7,000.00 16,875.00 Protect Transportation Related (20j 7,500.00 7,500.00 2,500.00 Staff Training 600.00 600.00 700.00 Occupancy Related 9,000.00 9,000.00 18,000.00 8,000.00 Participant Wages 82,967.00 82,967.00 Student Stipends -10 students @ $100 per week -17 weeks 18,000.00 18,000.00 Support Services 7,200.00 7,200.00 Participant Incentives 3,500.00 3,500.00 Dotal Operating Expenses 9,600.00 148,567.00 158,167A0 28,075.00 3rand Total (Total Personnel + total Operating Expenses 21,813,16 267,171.50 288,984.66 1.30,102.81 EXHIBIT F Workforce Investment Board/Youth Council Grant Proposal -Budget Form . TallerSan Jose and Orange County Conservation Carp November 24, 2009 Administrative No more than 10% allowed Program Total WIA Match/In Kind Personnel _ ... ..; , ... ~';t::. ~~ .. .: ,.. ~ .. ......, . Salaries* Program Manager, Raul Guzman 25% Instructor, Dan Suarez - 40% Solar Panel Instructor -TBD - 10% plus 10% Instructor, I<evln Rhoades - 40% Case Manager -TBD - 25% Intake Coordinator, Abigail Castillo - 33% Alumni Services Coordina#or - 20% plus 20% Director of Workforce Development, Juana Perez -10% plus 10% Executive Director, Shawna Smith - 10 Director of Finance, Nancy Loughrey - 10% lxecutive Director, Max Carter - 7% plus 3.5% Program Director, Maggie Lopez - 7% plus 3.5% . Finance Director, Tony Huynh - 7% plus 3.5% Payroll Support, Phiyen Pham - 7% plus 3.5% Project Manager, George Patino - 7% plus 3.5% CMs Recruiter/Trainer, Javier Cabrera - 20% plus 10% WIA Program Specialist, TBD - 45% plus 22.5% Crew Supervisor, Simeon Jasso - 100% Additional Crew Supervisor - 50% 15,500.0( 18,000.0{ 6,500.OC 8,311.68 4,250.00 6,500A0 7,306.00 ' 3,342.00 1,902.00 2,779.00 1,766.00 1,789.00 3,381.68 7,912.60 18,399.05 EXHIBIT F 15,500,00 - 18,000.00 - 6,500.00 6,soo.oo - 24,000.00 - 11,250.00 8,311.68 - 4,250.00 ~ 4,250.00 s,soa.oo 6,500.00 11,200.00 7,306.00 3,342.00 1,902.00 2, 779.00 1,7ss.oo 1,789.00 3,381.68 7,912.60 18, 399.05 1, 671.00 951.00 1,389.50 883.00 89450 1, 690.84 3,956.30 9,199.19 ~ Workforce Investment Board/Youth Council Grant Proposal -Budget Form Taller San Jose and Orange County Conservation Corp November 24, 2009 Administrative No more than 10% allowed Program Total WIA Match/!n Klnd Benefits*(20% for TSJ, 24% for OCCC} .. Program Manager, Raul Guzman 25% 3,100.00 3,100.00 - Instructor, Dan Suarez - 40% 3,600.00 3,600.00 - SolarPanel Instructor-TBD -10% plus 10% 1,300.00 1,300.00 1,300.00 instructor, Kevin Rhoades - 40% - - 4,800.00 Case Manager -TBD - 25% - - 2,250A0 Intake Coordinator, Abigail Castillo - 33% 1,662.34 1,662.34 - Alumni Services Coordinator - 20% plus 20% ~ $50.00 850.00 SS0.00 Directorof Workforce Developnient,luana Perez - 10% plus 10% 1,300.00 1,300.00 1,300.00 Executive Director, Shawna Smith - 10%. - - 2,240.00 Director of Finance, Nancy loughrey .. -10% 1,461.20 ~ 1,461.20 - Executive birector, Max Carter - 7% ' plus 3.5% _ ~ 802.08 802.08 401.04 Program Director, Maggla Lopez - 7% plus 3.5% ~ 456.48 456.48 228.24 Finance Director, Tony Eiuynh - 7% ~ . plus 3.5% 666.96 666.96 333.48 Payroll Support, Phiyen Pharn - 7% ' phis 3.5% 423.84 423.84 Z11.9Z Project Manager, George Patino - • 7% plus 3~.5% 429.36 429.36 .214.68 CMs Recruiter/Trainer, Javier Cabrera - 20% plus 10% 811.60 811.60 905.80 WIA program Specialist, TBD - 45% plus 22.5% 1,899.02 1,899.02 949.51 Crew Supervisor, Simeon Jasso - 9 00% 4,415.77 4,415.77 - Additional Crew Supervisor - 50% - - 2,207.81 Total Personnel ~ 12,213.16 I 118,604.50 ~ 130,817.66 102,027.81 EXH1BiT iF