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254852 ORI6INAL TO C�TY CL6RK ��(�� CITY`OF S`�'. PAUL couNCa �� `� u � OFFICE OF THE CITY CLERK F��E NO. COUNCIL RESOLUTION—GENERAL FORM PRESENTED BT COMMISSIONE ATF � WHEREAS, the Council of the City of Saint Paul has approved a Comprehensive City Demonstration Program for the Model Neighborhood and has entered into a Grant Agreement with the United States of America to carry out this program; and WBEREAS, the Department of Housing and Urban Development has issued CDA Letter No. 11 dated l�ovember, 1970, which sets forth policy requiremeats implementing the i�emonstration C`ities and Metropolitan Dev�lopment Act of 1966 LP.L. 89-75� applying to all employment, including construction �vork generated by components of the City Demonstration Program and supported in whole or in part by supplemental grant� under Section 105 of the above Act or other federal assistance provided by the Department of Housing and Urban Development, aud WHEREAS, the said CDA Letter No. 11 requires that the City adopt an employment and training plan, which employment and training plan has been completed and is on file in the Office of � the City Clerk; now, therefore, be it RESU�VED, That the Council of the City of Saint Paul does hereby approve and adopt the Resident Employment and Training Plan of the City of Saint Paul Model Cities Program for the period May l, 1971, through April 30, 1972, which plan is on file in the Office of the Saint Paul City Cle=k and which is incorporated herein by reference. FOR PPROVED or�oratro ns . J U L 8 197t- COUNCILMEN Adopted`by the Counci� 19.— Yeas Naya Butier , JUL 8 1911 F�rlso� Conway ove 19� � Levine n Favor 1Wleredith Sprafka � r A gainst Tedesco Mr. President, McCarty JU1. 10197� pLJBLISHED — �� r "� � qt+,bllUrLICATR TO DLPARTMtNT � - - ��(��1 � CITY OF ST. PAUL F�"c�� NO. �- OFFICE OF THE CITY CLERK COUNCIL RESOLUTION--GENERAL FORM � r�a�rec er �OMMISSIONER- �ATE r, ,.: : ;��.�:�:./�,::, ��"t�e C�:.�,1 C�A' t:.g� �,1C�r 4g ��iii�t �'�nl1 �t L'�I�t?k�ll�i�ca ��rc�vra�3 � c. r��v�a C;it� D+��s�x�tir,�n �'�� (h��Qr r�e� fc�r�c� to �a�t�e t��a►f for � �lodex �rhood � d�scr�t�r1 R.�r��,n �►rid t.he City of� �slx�t �ul ari2� �arat�tr irt�o a 4`a�n� ��;�o�e- a��C wf+tb �he th:it�od ��ntss c�f ��ica t+�► �.� aulc t'�s �r�a� a�rd r.:�Gt'��EA5 '� �sCx�tiart �it1a�� eru! t�etrapol3"�s ��.�.�ca� �c.t of 1'�b6 ��. �.. 8�•7� ��ic�£tea rs�om�c� t�a► ea� � ,��:� � �uir�� ,h�� x �'r��r� s�t�+utd prnvi�e �'"�xi.mum o �ortup��,itie� f�� laylug ra►si+�t� of � ss+M iia a�.l � +�� t�s ��r� ��x,t �r,�ed opparrt�.tis,� �or roa� a+�d - �!. �d �l� a��i� '�a�� o�r,�ss it� rrd�c.tt� . � . r��r��+a��agmrnx a�ad a�t�erc+e�� idl��t�� and ��:x.�"A�� '12� F�►pr�a�� f ��i� ,� 4r� �wlapmer�t l�w inot�ad t:�A i.QeG�mr ;�t►. li,� det�c! Na�t� i9Tt3, �i+�� +�t� far�.h �lity �re�ai�r�.�� a�pl�aeat�, tlhe A�t ��y�n�; �.a �►11 aa�ri�;y�t� x�lu�ix�, catt��x�u��.fa�n wa�lc� ��a►t+� �jr �uc.�g�t� af th�a ��x�ag�eta � aru�part,�d in �1� ar iA p�G � �p L�rntal �ra�ats undor �.�o►cti� lt�� nf t!� �rct o�r o� �'i�c1�1 a�ai�t.�ac.� gr+a�f�d�c3 by �ho ' of ��Si� a�rd L��en Dw+ela�e�ti a�d y;��.4'�:�,'�,, '�r �.:i�y o! �+ai.nt Fs►vl� in ��r ta tts� living ,�3 c�tmoa��. c�ditioas a!° p�o�1� I.ivir� i�r fi�t ��htwrtbao�d, �i�d� i�. �.s�enrq e�d d�ai�bl� �'1.� r�� t '�a mlI Maplc�man� n �u��.ic at� p�iv�t� ,��ra�c1 �+y �� s of� t� Progr�z, t� �r � �r�3 ex�aeand t�a r�sul�rnt trein3 �ct tairt� a►��uni�i�s� r�st€l�t.a o! tl�e t�ca�del 1�i�iorix�o�d C��c� pr��'a�3�1�- c:�rui�nt, t�.�it� �acl Ca�a�l.� rryst�er� a�rr, k�bsrs�'e�r�►, ts� it a�:.�C��.�l'�, k3Y' xl�� C:C)[A�CI�. �?�" 'x'##� C�"�'YY �F' �`37 Fl�s � COUNCILMEN Adopted by the Councii , 19____ Yeae Nays Butler Cxrlson APP�n� 19_ Levine __jn Favor � Meredith � Sprafka Mayor Tedesco Again�t Mr. President, McCarty �� Or�D11UrLICA7■ TO DvARTMtNT . � �.•��.-(`�j /� CITY OF ST. PAUL �uNCi� �p. � � OFFICE OF THE CITY CLERK COUNCIL RESOLUTION—GENERAL FORM rR�sr�+reo er AMMISSIONER_- - nA� i.• �. i"t'�' a�i�.j1 +��' �aii3� �'ttt,xl �a� �r��.S �:1'�! '��i�y' x'��.ireM �� df �h� :�p�t:r�� i�+a�sixa� � Ua�°b�xY T'�v��alopm�t e�t �ot�lt► ix� � �..ar��r �. 11 tt�t m��,� e�op y��t a�ar�u�.ti�s �t a�l�e�,�d ua�.�iea �crs �� t� tr��t�i� �r �a�s��d Cv all s��i�tar�t� �1 t�at.t��r�. �. 3:�� <;�.�,ar nz�:i��±� 1�.� �c.��c+�r�Gi�n �s�r� ��c:.��►n�;� �� t;.�� r�,3.n��t ot c�s ��, ",�►Y�C �� d +d�r�c.t� �YL o�rerr o�t�i�isl� �a�a ��r� b�ar�t, i�u �r� �.��ic� hs��fr�;; re� �b�,l� ��i�r�G� re�ct �+cia��r,� lil�w3.ae �ca�apt�sm� �o �:.��c! �l �a ��r��.�a �3� ��irx�s �x�st p��s �n +��;iv�e s�t��o►�t �d ��ic.fp��.a�t +�f,th t�� Ci i�cr�L��i+� ��cy in �l�.s� �rri ��aaria�g tt�e �e�ic�t+�� .�+lo�r�t� ��in. .�• '� 4��:y s�d� s� ta► �,ra�i�r a� �� n�prppri��:r� e�;��.asx t�x�,.� ��rz��al.� ex� ��'�� d+o�rsi� ta e�£�� :y r�r,��,91 r�� +a� �� te� �'ic►. lI �,�c Ic�ci�t�, i�� c;o�- �r��c�n o�' ��a�'c�cs,aL� si�c�s ia �1�. c:.�r�t,+� �tw�ea�€i t� �.i�y � a�r,�ti� e�e�rc� , - �nA� 419�1 COUNCILMEN Adopted by the Council 19_ Yeae Nays ��eri �,� � �� Carlson Approv� 19_ Levine in Favor 11��reclith__ � Sprafka Mayor A gA�I1Ht 'I'edesco Mr.�e��n�� Meredith �� y � Moriel Nei�hborhood Planni.ng Council May 4, 1971 - Ftodel Cities Office ' CITI7.ENS RULI�: IN MC7NITOItING AND �VALUATION Mc>vPd by Rev. F�illiams; seconded by Mra. McNellis that khe recomnn4:ndations of etaff and Gary Gorman be accepted as read. Pasaed unantmously. It was moved by Rev. Williams and seconded by Reginald Harris that the d�cument to implement CDA 11 be adopted and forwarded to the region office of HUll in Chicago for their action. The document should reflect the changes made in, the meeting held May 4r 1971, et the ilodel Citiea of.fice. YTtl:SI.NT: ,Tames Ptann Eloiee Adams AnnaReed Aobby Hickman Mc�rdea» Williams Ketitleen McNellis C;ary �ormAn EstHer Brown Ed Poaley Joseph Pilate Charles Bradley � i � RESIDENT EMPLOYMEN'r AND TRAINING PLAN OF THE CITY OF ST. PAUL MODEL CITIES PROGRAM FOR THE PERIOD MAY 1, 1971 THROUGH APRIL 30, 1972 • � TABLE OF CONTENTS Pa� INTRODUCTION Statement of Plan.......................... ............... 1 Personnel Involved in Developing the Plan................. 6 SECTION 1 - BASE LINE DATA Statistical Tabulation of Personnel Characteristics....... 7 SECTION 2 - POSITIONS GENERATED IN PUBLIC AND PRNATE AGENCIES Health Component.......................................... 9 ChildDevelopment......................................... 14 Recreation Component...................................... 18 � Econotnic Development...................................... 20 Education Component....................................... 25 SECTION 3 - EI�LOYMENT SCHEDULE Positions Generated by Operating Agency Flxnding........... 35 Poaitiona Presently Open.................................. 36 Poaitione Fl�aded Within 30 Days..........................� 37 Po�sitions FLnded Within 60 D�e�y�........................... 39 Positions Flinded Within 90 Days........................... 40 Positions Fluided Within 120 Days.......................... 41 SECTION 4 - PLANS FOR ACHIEVIN(3 GOALS Identification of Potential Einployeea..................... 42 As�esement................................................ 43 Training.................................................. 45 Creation of Job Opportunities............................. 46 Pronide for Permanency.................................... b8 Civil Sernice POg1t10I18��.��s�• 49 • i SECTION 5 - POSITIONS GENERATED IN CONSTRIICTION INDUSTRY � HUD Impacted Conatruction Activitiea........................ 51 SECTION 6 - (30AIS RELATIVE TO CONSTRIICTION EMPLOYMENT 18 Month Pro�ection by Craft................................ 53 SECTION '7 - PLAN FOR ACHIENING GOAIS IN CONSTRUCTION EMPLOYMENT Identification of Potential Elnployees....................... 54 Aseesament Relative to ConBtruction......................... 56 Vocational P1an Development................................. 57 Trainiag Program Rel.�tive to Conotruction................... 58 Creating Job Opportunities.................................. 60 Supportine Servicea In Construction......................... 62 Contract Compliance......................................... 64 Union Involvement........................................... 65 Proposed St. Paul Plan...................................... 66 Impact on Neighborhood Entrepreneura........................ 79 SECTION 8 - OTHER ACiENCY INVOLVEMENT Annotated List of Other Agenciea............................ 80 SECTION 9 - MANpOWER SERVICES DELIYERY SYSTEM Deacription of Model Neighborhood F�nployment Center......... $3 SECTION 10 - ADMINISTRATNE MACHINERY Description Of The Team..................................... 99 Duties Of The Team.......................................... 101 Or6anizaitional Chart........................................ 102 Propoaed Staffing........................................... 104 Reporte From Operatina Agencies............................. 105 ReportB-CDA to HUD.......................................... 112 Intrepretation of Data...................................... 120 Citizens Role in Monitoring and Evaluating.................. 121 SECTION 11 - CONTRACT BID SPE�IFICATIONS 3rd Party Contract Manpower Clauae.......................... 122 Inatructions to Bidder�..................................... 126 • ii Statement of the Plan • The St. Paul Model Citiea Program is due to start its First Action Year on or about May l, 1971. Therefore, the Resident Eynployment and Training Plan xill be implemented as the Program develops. The Plan conaiatB of the following Sections: INTRODUCTION: l. Base line data 2. Positions generated in Public and Private agencies. 3. Cioal� relative to Public and Private employment 4. Plan for achieving goals 5. Positioa generated in the construction iadustry 6. (3oals relatine to coastruction employment � 7• Plans for achieving goals in construction 8. Other agency involvement � 9. The Maaponer Service delivery sqstem 10. Administrative Machinery 11. Contract and Bid Specification I. Baee Line Data From Potential Operating Agencies. Base line data wae gathered on the CDA staff and presented in tabular form utiliaing charts developed from the CDA #11. Technical Assistance Bulletin. These chnrts show the classification, title, residency, age, sex, race or ethnic background, full or part-time employment, Wages, length of employment, whether upgraded and civil service status. This data rrill be aubmitted to HIID Model CitieB and be used as a baae from which to mea,sure subaequent progress in achieving the goale set forth in the Resident E}nployment and Training Plan. Each operating agency is sequired to submit this data to the CDA to e8tablish a similar base line. In the case of St. Paul, this �ras not done for the obvioua reason that none of the opersting agencies are funded at this date, heace their base line data is zero (0). Therefore, i.t seems reaaonable to expect that as all hiring for the positions created by CDA funding �,►ill be done under the provisioas of this plan, a sigaificant number of these positioncs will be filled by rasidents irom the Model Neighborhood area. • -1- II. Positions generated in Public and Private agencies by CDA funds. Thie sectioa lists in tabular form all CDA generated positions by title, • , number of positions available, full or part-time, the nature of the trafning to be provided, and the Balary paid. Thie section aleo showa by component and agency the auteber of professional, para-professional and clerical positions generated by CDA funds. Whether this position is potentially covered by a merit syetem i� also indicated. III. Goals. An earployment schedule is included which ehows the number of positions anticipated during the first 30-60-90-120 days of the Action Year. These poeitions are broken out by classification as to profesgional, para- profeesionala or clerical. This employment 8chedule relat�s to employment goals, ia that it is expected that all of theee poaitions viill be filled by residents of the Model Neighborhood. IV. Plane for achieving goals. The Plan for achieving goals in Public and Private agency employment cansist of the following sectioas: a. identification of potential ert�ployees b. asseesment of potential employees c. creation of �ob opportunities d. providing training e. providing for permanency The identification proceas is dealt rrith by indicating the taaks necessary to identify thoae inter�sted in employment, how these taska are to be per- formed, who is responecible for performing the taeks, indicating xhen these ta�ake xill start being performed, the barriers to achieving them, and the etrategies to be employed in onercoming the barriers. The pro3ected level and activity is also shown. Assessment activity is denit with in the aame manner. It ehould be noted that assessment includee all types of testing, interviewing and counseling. It is deaigned to help the individual obtain a �ob at the most appropriate skill level. The creation of �ob opportunities involves the negotiatioa of third party contracts with the operating agenciee. This part of the section dea1B with • agency employment, the tasks innolved, hov they are to be performed, who i�s to do the�a,what the barriers to performing them, and the atrategies to overcome them. The number of 3obg to be created is shown, and the approximate time when they will be ganerated. -2- The section dealing xith training �hows the number of people rrho xill receive on the �ob training--that is the number of residents to be hired, a� • a1.1 poecitions generated by the CDA must include a training program, either oa the job or academic. Again tasks are ideatified, responsibility assigned, b�rriers and strategies indicated. The concept of a unified training model, designed to provide high quality training, coupled r�rith a certification process was adopted as being the most useful means of insuring upward and laterail. mobility. This training will be provided by a respected training ageacy, and be designed to meet the aeeds of the trainees as indicated by the assessment process. It is planned to promote the proceBS of mobility so that CDA generated positions will become etepping stoneB to better, more �satiBfying employment. Provide for permanency of employment. Realising that Model Citiea is limited in a temporal eense, it ia necessary to establish a meaas of translating the �obs created by a CDA funding into permanent full time careers. Tasks reeponsibilitiee, barrier� and strategies were developed to do this. The process involves nagotiating third party contracte and developing methods of impacting the existing personnel systemB, both public and prinate. Inclusion under existing merit systems is one of the most apparent means of achieving permanent etatue. Strategies to overcome the barriers inherent in any selec- tion procees have been and will continue to be defined. This process should ettaure increa�ed opportuaity for residents of the Model N�ighborhood. Supportive Services provided by the various components of the Model Cities Programs are to be provided at each step in the process of employability developvent. ThiB should facilitate the process and remove some of the psqchological, social and physical barriers to upward and lateral mobility. V. Positions enerated in construction. A deecriptioa of scheduled coastruction activity impacted by HIID funds is shor+n, with a break out by craft and man hours of the positions created. This is pro�ected over the next 18 months. VI. Goals relative to construction. flo�l.s by craft are ehown for the neact 18 monthe. As labor market informat�on be- come� more available, goale in terms of skill levels will be established for each construction pro�ect. �II. Plan for achieving goals in construction employment _3_ The goal of this division of the Plan is to provide employment opportunities � at all dcill levels for ell reeidents interested in construction. The tasks involved in this are: 1. identify those intereated in construction work. 2. asse8s their present skill level asid future plans. 3. provide training 4. create �ob opportunities 5. provide for permanency 6. obtain uaion certification 7. ensure contract compliance 1. Identification was dealt with by identifying the tasks necessary to coarplete the process, assigaing responsibility and developing strategies to ' onercome identified barriers. It is planned to utilize CDA staff until such time as the Model Neighborhood E�nployment Center is operational. 2. The assessment procees is a function of the F�ployment Center and will be used to determine at what skill level the individual is functioning. In addition it will provide the information needed to determine training needs. 3. Provide Training- Trainiag ior all Model Neighborhood residents in construction �obs will be both academic and on the 3ob as is appropriate. Provisions for the on the �ob training r�ri.11 be r�rritten into each contract and rrill be monitored by the Manpower Service Team. Academic training is to be provided through a skill center, funded with money irom the Depaxtment of Labor. The task8 necessary to achieve these intentions have been identified, reeponsibility assigned, and strategieg developed to overcome barriers. 4. Create Job Opportunities- This part of the plan is de�igned to create 3obs for reaidente by requiriag that contractors reserve a certain number in each craft at all skill levels for residents. The CDA will be involved in the negotiating procese, and utilizing their laiowledge of the local labor market and the nwnber o! positiona that will be created in each pro- �ect, they will re�erve an appropriate number of posftions. The process by which thia will be done i� ahoWn in the plan, aa aell aa the data gathering methoda to be used. Pro�ected conatruct3on actinity for the next 18 monthe ie eh�rrn aa well ae an egtimate of the nwnber oP Workere needed. �nployment goale are set and the methoda of attaining them are de�ined. • -4- 5. Provide for Permanency - Tne tasks necesaary to achiene these are ideati- fied, responsibility assigned and etrategies to overcome identified � br�rriers are ehown. The process involves awareness of future employment opportunit�ies, and u8ing the power of CDA Letter �1.1 to negotiate for conatruction positione for residents. The intent is to provide eufficient work experience and training to help each employee obtaitt union status at appropriate leqels. 6. IInion Certification - This aepect of employment in the conetruction trades `ras analy�ed in a similar manner as the others. It ia as+aumed that when a uttion certifies a person ae being at a certain level of skill, and the pereon ie a union menber at that level, his employment prnepects are enhanced. 7. Contract Complia�nce - Thie vital function was analyzed according to taskB, reaponsfbility, barrier and atrategiee. The methoda of ensuring com- pliance are Bhorra and the relatiottship to the city contract compliance tesm and the HRA compliance team ie indicated. VIII. Other Agency Involveraent. This aection conaist6 of an annotated list of other agencies whose cooperation and aupport will be solicited to aid in the implementation of the plan. IX. The Manpower Services Delivery aystem iB in easence the Model Neighborhood �nployment Center. A detailed description of hoN this center r+ill operate is enclosed. The center wi]1 have the reaponsibilitq of being the manpower 8ervices arm of the CDA. X. The Admini$trative Structure necesBary to implement the plan is showa in thie section; the staff required; their duties; the cost of salaries; and training ie also shown. The reporte necessary to monitor and evaluate the progresa of implementiag the plan are shown. XI. Thio Bection coataine the Mcdel 3rd Party Contract attd the Model Bid Specifications rrhich will be u+sed in negotiatiane with contractors attd the operating agencies. � _5_ � PERSONNEL INYOLVID IN DEVEIAPING THE PLAN � The development of a reeident employmeat and training plan coaforming to CDA Letter No. 11 was made the responsibility of Marvin York, Director of AdminiBtrative Services. Under hia superviaion the writing of the plan v►ae carried out by Larry Herrick, ReBident Train.ing and �nployment Coordi- nator, and Haywood Kemp, AsBistant Community Organizer. Richard Thorpe, Deputy Director, has the overall coordinating responsibilfty to ensure tha�t the fulleet cooperation o� all MNPC staff was obtaiaed. The people responBible for creating thia plan could not have done so xithout the uafaiilirig cooperation of all etaff. In particular the clerica�l staif did yeoman service in deciphering illegible scra►wle and atrociouB apelling and in working long houra to ineet our deadlines. Invaluable input came from the Regional HIID ataff in the pereone of Steve Broxn, Urban Development Representative, Lou Watson, Manpo�+er Sepcialist. Len Slayton, Representative from the National Civil Service I,eague, Hercnan Naah and William Terrill of the Center for Manporrer and Economic Development added their valuable insighta and laiowledge. Bill Patton and Gearge McMann from the Mayor�s office in the City ot St. Paul contributed their inputs and acted in a liaieon capacity. HRA contributed staff whoee assistance was greatly needed in the early etagea of developing the plan. The Urban Coalition in the pereon of Ron Jones contributed the reaults of his long months ot patient and often frustrating research on minority employment in the conetruction tradea. Charle6 Brad��y, I��TPC member, gave iaformation and insightB relative to construction employment. Therefore, rhile only a few people arere responsible for creating the plan and. putting the words to paper, it i8 really a distillation of the thoughts and worda of many people from many agencieg. 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L. i� ,.. � � � � L1 ,- f- �-^ r- 1 �- I - — O +- W _ L � ti f-1 Li (1 c.. :� i� l .; >- O i i a, �� O � _. � w �*J N � a C� CY .-� :r � � L N ti — � �l •- E n� � > i �C H N C V . � E+ u! n_ v H •L � y c� N u • cn E+ �, C cn . a O v � rA � -�- 1l N N �; - O � cL ", �� "7 U � . .a >- a r. m d t0 V CD � -.+ �z �+- m u w cn +- � r+ a c� _, i o � � � � -32- G C) � O u1 O_ • – E . !ll i- C C • O cn G; v �-- � N u� r, u� G �i? L C�.— 4- — 2 • n' — �- w - a; � f- t U �� W � � O O u_ +- �� ;- �, �. «.� - c_� �c i) .N W L Cr .1- _ ._ v� w V 1 p -� . N F- N '�7 — L •- U � > +- O -� r� L w � n. c_� � cY: � O �. � �� E E r F- F- W F- � L � — O +- � � � 7 (U � � � Q_ U [L � � Q C7 6 T � L N � W (U O) � 3 — c � � cr± � z � n c._ n� �� — � '� •– E N > > � �� c � o o ;� �, ,� �- �o - ►� L a c> � .-r C � p O � � � O <<i •- .0 -=- '� -n .� � <� - O � � � �u� •�.� ,� • a � �, � >- n.r_ cv H � � � +{'- O 0 , . �C J v v- -�� ,u � 0 N ["a_ - � � C C Q U1 � • ± • h N . •t� 'p N U 'i? L "L1.— — •=C `F- •- Z R" — v- - �u _ (D • � ' Z H C.) Q) • W � � O O � +- v� Q Z �� w - �� c tn .N W L CY: � c!) v- W O 'v � F-- N v _ L ._ U > > -F- O � r,; � w � n � c� � . 0 � � a� �n � � w � j� L j� Lv R,� Gv LTr C�+ fs� — O +- Z. L � 7 N Q � a G � a 0 � � � � W N O) � — C a cn � Z t� � � L fU �� _ ^ � �-1 1-�1 � � e"1 M � n� :> > 7 �C c � O W .+- � O o_ � V �.. � . t> .-+ ao r.� � � :� OI Fa aD � r)1 � � • . O U W W p N =.� ±- "nO U � O N W �" •O ��U i� � U VI H H • (.� �- Q.L �(0 V U 1d ... v .�+ d .x .�e x o � + � � N � ro .� .°� :a w �n +- � �L � :� °�a c� v c� c� c� _�_ H EMPIAYMENT SCHIDULE • Model Cities generated positions will be filled 100;� with Model Neighborhood Hesidents. The MNPC has gone on record as stating in a resolution, passed 4-5-']1, that all positions will be filled by Model Neighborhood Residents unless a waiver is granted by the MNPC or its dele�ate. . Pusitions Generated by Operating Agency Funding lst 30 days 60 da s Professional 22 Professional 9 � Para-Professional 6g Para-Professional 12 Clerical & Others 14 Clerical ? Total 105 Total 28 da s 120 days Professional 41 Professiona� 17 Para-Professional 45 Para-Professional 10 Cleric�.7. 11 Clerical & Othere 8 Total 12o Total 35 This will result in 271 new positions funded over 120 d�ys. Adding present emPloyees, the total Model Cities generated employment will be 307 positions, exclusive of the construction component. 1�1 positions will be potentially covered by some merit system. The Minnesota Independent School District 625 accounts for approximately 89 of these, the State of Minnesota for approximately 29, the City of St. P�ul for approximately 51. The plan for obtaining permanent merit system coverage for these employees is described in the section dealing with Public and Private Agency Employroent: � -35- � � � � .a ..� ,� •.+ w •� ao «a aD a�i 3 r� a3i 3 a4 a3i 3 �: m G � C oo p m ^� Gl ,� N � N � i0 .-� �+ .-� f.i .-� L� O , .�+ �•.+ 4! .-1 �.1 Q� r1 ��.r1 � C1 � C9 41 ,� .A � .G .G a0 i: .G � n T r-1 C� W � � � O M r-1 �1 � t�l u1 � W a d e� 6 � � a� W .-r >, +� .� .-+ ,C m :� N 7. C� Y+ 'C t!I W W 4D � +� a o 0 o v a� a► C F+ � C G C D, D, �, U C/ G! ••a cq +� � F+ O O v H C� U � z � . 0 a N a G �i ° c +� 4! O O O N N N N N N � a �n o 0 a � � � � w � r+ o v G ` d o �y' H 1-� w�1 N Gl � M CT .-� O �1 r�l c"'1 cr1 N 1 .D b0•� e�-1 r-I r� �-�1 . 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U n � �� (� FI '� •r'� a a� +� K'� O �- U\ �O C� � � c- cv N �- � Lt� r- ,n 21 •rl tU -f� . �- �. �— r �n � � a •� ti� � � r.� � �a o �� u1 u�i � � � �-� a�i a � a`�i I � � � o � � �-`� o Ea{ • i O • O U o p .,.� Ci r-� I1I •i � ~� �f�1j W I r"� �!q r'i I r-1 r-I N 'd �Ia ro `n cz o a� o o° w o o �, .� � M v i� � v a� � c� o �� r cd 'r� O r—� •�-1 � •ri rl .�i O O •rl O r � •rl r� •-I f O ri h(1� f/� S.� RS l� i (A Rf U i� .T� U] !H � . � fq Ct$ U� L� c�i � �+� �n c.4 � '� u� c� �n v cn a o c� a � •� �n �� n u. � C) 1 •rl •�-I G> U N •rl 1 � N t �r1 f-� N •�-t r-a � I •rl Gl 'cy 4 a td ta U 4-i 4 i 6a � Rj ( 4-� ltS S�+ �i 4i S-� c� 4-a tl! f-� �L �� O N � O • O � E� G� C1 O f-� N O N Fi O �, aJ • � �-�� , � ,-� ay ti g� � ,-� o �s s� c� a ci �� a � E a r� � a � a, w c.� c.,� r-� a c� w �, a -40- • r� , � ,f r, �„` � � �, , �; � r� �i c-; c'� � o C.'J c- c- r c- c-- c- `, C�- CT c- N UJ r-1 flf •rt cr! Fi �i r O O C7 O O O � �+ n: � O c\l tt1 t: �" J� 4� r-1 r�i� H (a � ``Ja . . 'ti � 1 `C: U1 U1 (!� U] F-i +� N O O O � G) N F-1 Q S�� 1-� S:: C: T." � `TS ��a �� Q� •r-i . � +� Fa � O (� � [t, U :.1 � i- 1� � i: U H H r-i �,-� �n +n p c. U C� F�� i�� Ci •r1 N U� +•� L(l ll� C� C�.I Ul c- C� O o0 ,n �c7 •r� r c- c- � � U � �a !1� U� �7 UJ tA •.� �. iy S1 �: r-I N r�l � r-1 N ��-I (lS i,"' � .� fiS .L� c.) p C� O CJ O O •,� •r� •,-� .i1 r-i UJ •U r-1 �0 'i7 ri (� � ��I � N cd c6 �' a� � C$ N � (tS (� �r� N O 4-i O 4-i a • i O r-i S-+ •rl O r-I •r� O r-� ,t;( ul Fi N +' I� F-� � U] � tC� :', Ul P. U N U! p� U U) U , c) • � 1 •,i � � 1 •r-� � GJ I •rt �' !y y� cSi f-+ 4-� Qf �a 4-� Rf f�t ti' F� C� �, � N o t-� � o F� N t.J �;, f.� QS r-1 ,�y f� QS r 1 � f-i �6 rl -� C� a, (� U E-++ a a C� H a a U -LF�.- Public & Private enc F�n lo . AS Y P Ydent Goal- To provide employment opportunfty for all Model Neighbarhood Resideats • intereSted in agency employment, and to those former resideata dieplaced by urbatt renewal. Taeks l. Identify 2. Assess 3. Provide training 4. Create �ob opportunitie+� 5. Provide for permanency Identify Potential �ployees How - Adverti+se locally, outreach activity and word of mouth Identify Who When Advertise locally Operating Agency 30 days Outreach Model Neighborhood Employntent Center 3p days Word oi Mouth Resident Planner+s Identify Barriers l. Advertise locally Lack of adequate �ob descriptions. 2. Outreach Iack of definite etarting dates. 3. Word of I�buth Inadequate labor maxket information; Model Neighborhood F�nployment Center is not operational. Harriers Strategy 1. Iack of adequate �ob des- Require aubmi+seion of I+bdel Neighborhood Resi- criptions dent employaient opportunity report. 2. Lack of definite start daete Require staff phase-in timetable in 3rd Party Contract. 3• Inadequate labor market infor- Contract for survey of Model Neighborhood mation Reaidents with i.ntere8t in agency employarent. 4. Model Ne3ghborhood �►ployment Ekpedite Bi.gaing of contract. Center is not operational Level of Activit9 Monthe 1 50 Month+� 7 10 2 50 8 0 � 3 60 9 0 � � 10 0 5 � 1,1 0 6 l0 12 0 -42- ASSESSMENT • How 1. Indepth Interviews 2. Testing - Verbal & Non-Verbal, work sample, and counseling Assess Who When 1. Indepth Interview Model Neighborhood Employment Center 2. Testing Model Neighborhood Employment Center 60 days 3. Work Sample Jewish Yocational Service t+. Counseling Model Neighborhood Employment Center Asses� B�'�r$ Interview Model Neighborhood Employment Center is not operationa7.. Teat Work Sa.mple Jewish Vocational Service sampling has not been contracted by Model Neighborhood Employment Center. Counreling Model Neighborhood Employment Center is not operational. Barriers Strate�Y - Model Neighborhood Employment Center Expedite signing ie not operational. contract - Jewi�h Vocational Service work sampling with has not been contracted by Model Neigh- Minnesota Department borhood Employment Center of - Model Neighborhood Employment Center Manpower is not operational Serv�.ces Level of Activities Assess Months 1 50 Months 7 10 2 50 8 0 3 � 9 � 4 60 l0 0 5 E,0 11 0 � 6 l0 12 0 � -43- Pronide Training Who When Identify training neede� Manpower Services Team 60 days • Create training prngram baeed upon need Manporrer Servicee Team 60 days Academic 30 days OJT of OPA Ebtployment Earoll Trainees Academic Training Agency 150 days OJT Operating Agency 3 days of �nployment Monitor Trainee�e Pro��+�ia Academic Model Neighborhood ' Fbtployment Center i50 days � OJT Model Neighborhood �nployment Center 3 days of E�ployment ' Provide Training - How . 1. Identify trainiag neede baaed on as8eesment proceBe ', 2. Create training program ba�ed upon need - contract for unified training program 3. Fhroll traineee - identity appropridte content aad couree 4. Monitor progresa of traineee - through coaching, counaeling, etc. 5. Prptride supportive servicea - ae needed, be�aed on #1 and #4 • -44- � Training Barriers l. Identify training needs • Operating agencies have not hired • staff; lack of specific vocational ; goals. 2. Create trng, program based upon needs have not been identified; level needs of funding. 3. Enroll Trainees Trainees reluctant to engage in trng. program. 4. Monitor Progress Performance criteria not established 5. Supportive Services Operating agencies are not operational Barriers Stratet�y 1. Operatin� agency have not hired Expedite signing of contract. staff 2. Lack of specific vocational goals Require the development of vocational and level of funding plan as staff is hired. Request PSC money. ReprogrAm supplemental money arid seek DOL money. 3. Trainees reluctant to engage in Provide vocational caunseling training program. 4. Performance criteria not established Perform job analysis to establish behaviorally defined training ob3ectives. 5. Uperating agencies are not operational bcpedite signirlg of contract Academic Training - Employees Months 1 7 60 2 8 60 3 9 20 4 50 10 5 50 11 6 60 12 • -45- Create Job Opportunities Who When "� 1. Review proposed budget of , for the life • operating agency Manpower Services Team ' 2. Investigate all manpower needs of all public agencies Manpow�er Services Team 60 days 3. Promote lateral mobility Manpower Sernices Team 30 day�s 4. Promote upward rtability Manpower Sereices Team �30 days 5• 3rd Party Contracts Maaporr�r�er Services Team 30 days 6. Provide supportive services Operating Agency (see chart) j0 d�yg Create Job Opportunitiee - Aow l. Review proposed budget of each operating ageacy aad set goals by agency & position 2. Inveetigate all manpower needs of all public agenciea and identify �ob ladders 3. Promote lateral mobility through unified training model 4. Promote upward mobility through academic traiaing 5. Negotiate 3rd Party Contract setting epecific hiring goals 6. Provide supportive aerviee to facilitate 3 & 4 according to individual needs Create Job Opportunities Barriera _, 1. RevieW Propoeed Budget None 2. Invegtigate all manpower needa of all public agencies Staff limitatioas 3. Promote lateral mobility Lack of unified 3ob deacription; Lack of uniforar hiring procedures; No preference for Model Neighborhood Residenta transfer; No interagency agreemente; and No unified training program. 4. Promote upward mobility Nc> clearly defined �ob ladders 5• 3rd Party Contracte None Create Job Opportunities-Barriers Strate�y 1. None 2. Staff Lta�itation Hire more staff � 3. Iack of unified �ob descrip- tions Perform 3ob analy$is • -46- . Create Job �Upportunities - Barriers Strate�r : � (Continued) • a. Lack of uniform hirir�g Create committee of representatives procedures from each agency to unify job descriptions bnsed on �ob analysis. . b. No interagency agreement Committee listed above to develop uniform hiring �rocedures, negotiate agreement between all operating . agencies providing for ease of transfer. c. No unified training program Contract with respective training agency (U of M) to obtain written agreement from operating agency �o utilize same. 4. No clearly defined �ob ladders Conduct �ob analysis and define duties of each position in behavioral terms, restructure jobs by written agreement with operating agencies when needed. 5. None � 6. Extent and Kind of services Develop information sharing system with needed ie unknotm Model Neighborhood Employment Center assess- ment team, counselor and coaches. �� • _47_ Yrovide for Permanency Who When • 1. Af;reements Manpower Services Team When c�ntract is signed 2. �upportive services Manpower Services Team 30 days Yrovide for Permr�nency - How 1. Yermanent status will be obtained after 6 months af satisfactory service in accordance with 3rd party contract. 2. aupportive Services will be provided aet aeeded Provide for Permar�ency Bar_r_ iers 1. By cantract agreement with None operating agency 2. Supportive services Kind & extent of supportive services are not known at present. Yrovide for Yermanency - Barrier� Strate�,y l. None 2. Kind & extent of supportive Develop information sh�ring system services are unknown at present with Model Neighborhood Employment Center assessment team, counselor and coaches. � • -48- Civil Service Positione - ._ The City of St. Paul and the CDA e�taff are preaently negotiating to include • the proposed positions and tho�e preaently f�inded in ageacies covered by the City�e merit syetem, in to the regular claasified system. � It is planned to hav� the present employees complete regular appla.cations for city employment, and coarplete a position description questionnaire. This wi11 � enable the Civil Service Commiaaion to eetablish the appropriate grade and title for each preaent poeitioa. NOTE: The CDA EScecutive Director aad the Deputy Director r�rill not be included under the clas�ified civil service system. The procesa of hiring new employees and meeting the requirement of Model • . Neighborhood residency ia being negotiated at the present time. The City Civil Service Coam�ission hae agreed to this in principl.e, the methodology is still being negotiated. Negot�ation� with the Civil Service Commiseion will cotttinue in order to establish an equitable eelection eyBtem that conforms to the principles set forth in CDA #11. It i8 expected that upward and ].ateral mobility �rill be facilitated by establirshing �ob title�s and classificationa identiaal to those rrtthin the exiating system. The CDA will negotiate to remove such barriers ae may be identified ia the selection procese. Theae include reviaioa and abolition of testing procedures, and a greater reliance on background and experience a6 a eubstitute for formal education, etc. A good working relationship hae been established rrith the Civil Service Commias3.on personnel. This will be maintained and furthered through extensine personal cott- tacts with the appropriate peraons. The employee8 in the educational component, with the exception of teachers, will be covered bq the City oi St. Paul Civil Service SyBtem. The process for including them under the civil $ervice regular claseifica�ion system is identical to the procese deacribed above. State of Minneaota E�nployeee of the MNEC will be hired through the regular State Civil Service es�ratem. They r�rill all be covered employees. In order to insure Model Neighborhood Reaident� preierence, reaidency in the Model Neighborhood Area will be a re- quirement for appointment. At the preBent time there seems to be tto barrier8 to employing Model Neighborhood Reeidenta in the Medel Neighborhood �7mploymeat • Center. -49- Upgrading will occur aa a result of in-service and academic training. It will � • be nacessary to negotiate a relaxation of formal educational requirements, and Bubetitute experience and paet achievementa for academic degreee. � Negotiatiotta are underway at the present time to include employees of The Retreat under the State Civil Service syBtem. As The Retreat is not expected to be funded for at least 120 days after CDA receives its formal notice of grant �ward, these negotiatioas are in the embryonic stage. All of i;hese Hmployees wi11 be hired through the regular State Civil Service eystem, and be covered as are other atate emploqeeB. �ximum uae wi11 be n►ade of Public Service Careers money and gupplemental money to provide the type of tra3ning rhich rrill enable Model Nefghborhood Residents to advance �rithin the aystems. At the same time an extensive-intenaive study will be made of all 8�retems to identify barriers and develop strategie� to modify the system. It is expected that this atudy rrill be initiated thirtq (30) days after CDA reviews ite grant, and will continue for the life of the pro�ect. A reniew of the atatus of all employees potentially covered by Cini1 Service rvill be made eix (6) month+� after submieeion oP this plan. At that time pro- gresg aill be evaluated, ba�rriere identified, and problem8 affecting the up�ward mobility of the employees will be inveatigated. • ' _5p_ � 0 �-, H a � � � � � n i � � � � � � ; ; � � O A \ � � � � � � � � a �' � , � � � � � o � a � � � � � � a a � � � a w � � � � � � � g $ , A � v�1 � � N �� tR � ;�I O v� � r+l � ul �D �.p � � W r-� Kl r� V1 � � � �) O � � �i �l � �I g H � � � �I z p � � H O � L� `-I tll L` � N � �S �7 O � � z Q � � I i� �� . � � �° .� � � � U�, a g H U �� pj �[��p Z a N +� .� N P� N � W cd •�i t/) N P4 :� O A H 1 N O � q � � N 'O r-1 1 � L� O • 1 a a � a� w eo a� � � � a� � r° � °�° c� c°. c°� � r-Ni e,o � ca •� �i � a •� � � a o �c�+o �, `� oc`�� •� � cn w v� � m cn a� t� � .-� eo � v� � 1 � 1 .f'a ,'Y 1 A f3� O •r� �'.. 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A \ � � � � � � U � � � � � � � c°� =s a � � � a I � � � � � � . � �t!� til N l� � 00 U W r� rl t�1 �H F� � :� 0 8 � � .� °z b a, � q .,� .. +� w � a� o .n U l�-� r-1 O O 7a •r�l � w{� N � �� U N r�i f�+ � +� G'. �6 G:�D ri •r�l �'.. r-i � G.'�D � �'-C{J •rl Q1 � � D a O N A � O�D A � O N q W � � �A •.�1 O N G� 1 E3 1+1 V� O [� O cd +> H tq ,� 1 N � N �A � I 1 q 1 N a � +�� oo s o +� m � ao.� eo 'ii oo no � � � a o :a ac°i � �v�i � o°'a � �u�i -�+ � � �w c� �� w •� 'cb� e � ' � � � o i v � o i v � o i o o � o �' w s� x cu c, tu � c, �a x .ra z� a o a a a� s� a� a� � a� a� � c� .� o � H .� � o O •� � o o � � o o •��-I o •� a�i � � • > +� � +� � .N ,-� +� a� � .� m � a� �o • a� a �c a a� a� as w a� a� � ++ a� �o +� a� a� a a � "' n � � � ca �' � zca � � `� �' f'' � tna -52- . HUD CUNSTRUCTION PRUJECTS • Positic�ns Anticipated Over 18 Month Period MNR MNR 18 Months Cralt Number Available Union MNR Goal Carpenter 112 24 10 44 Electrician 88 45 18 36 Plumber 88 15 4 36 Brick Layer 40 35 1 16 Sheetmetal Worker 64 4 0 24 Op. Engineer 24 4 4 8 Iron Wk. (Reinf) 19 1 O 8 AsbQStos Worker 1� 0 0 8 Cement Finisher 16 18 7 8 Yainter 16 22 8 8 Plasterer 16 3 0 8 L�ther 11 O 0 4 St. Iron Wk. 13 0 0 4 Uther Conc�t. Trades 32 8 0 12 Laborer 224 60 60 68 Helper 40 8 0 16 822 247 112 310 man years Data from the IIrban Coalition wae used to eetablish the number of reBidente available and their union status. Eatimatee on the number of position�s by craft r�rere made baeed upon the reaearch conducted by the etaff of Social Dynamica, Ittc. • _53- CONS TRUCTION F�I�OYI�TIT . • Goal - To provide employment at all akill levels to Model Neighborhood Residents who want to rrork in the construction grades, and to those former residents dis- p].aced by urban renerral. Taeke l. Identity potential employees 2. Aseeeement relative fio construction 3. Ti'aininS pro6ram recon$truction 4. Creation of �ob opportunitie6 5. Supportive Bervicea 6. Contract compliaace . �. IInion involvement Identify Poteatial F3nployeee Taak How When Survey af all intereated bq advertising 30 days in conatruction by name door to door and addreea; unemployed Burvey and underemployed How - Mobilize 8taff, delegate responsibility, set individual goals, �et time- table Por performance, provide in-eervice training, develop questionnaire, employ outeide experts from the IIniversity or other agenciee. idio is respon�ible - Conducted by resident planaera with outside consultants ae needed; Model Ne3ghborhood E�nployment Center aYter 60 days �rill have capa- bility to continue identification proceae. Barriera: Citizen attitude Stra�tegiea: r�plain need for information Staff limitatione Citizen education Timetable for implementing: Cumulative Total � week I - training oi ataPf; queatioanaire development out8ide consultant hired , Week II - Commence actua�l eurvey - contact 600 family unita 600 Weak III - Organize recorda in l�nctional lorm, a�nd analyze data gathered, ehare information with Irbdel Neighbor- hood. Contact 600 family units 1200 • Week N - Same as above i8op _54_ . � • Timetable for implementinR (cont�d.) G�mulative Zbtal Week V - Same as previouB page 2400 Week YI - Same as above �000 Week VII - �600 Week VIII - 4200 week zx 4800 Week x 5400 �hd Pro3ect • -55- ASS�;SSMENT It�,'LATIVE TO CONSTRUCTIO�Y • TASK M�,'THOD ' 1. Assess skill level 1. Evaluate past experience 2. Assess potential for gaining 2. Related work new skills 3. t+ssess interest 3. Work sample, testing both verbal and non-verbal WHO IS RESPONSIBLE: Model Neighborhood Employment Center TIME: 30 Days LEVF..L OF ACTIVITY: MONTH CUMULATIVE TOTAL MONTH CUMULATIVE TOTAL 1. lo l0 7. 30 160 • 2. 15 25 8. 30 190 3. 20 45 9. 30 220 4. 25 70 lo. 30 250 5• 3� 100 11. 30 280 6. 30 130 12. 30 310 BARI•2IEI2S: l. Limited supply of potential construction workers. STRATDG IF�.S: 1. Increase supply of potential construction workers by increased outreach and recruiting activities. 2. Utilize Ftesident Planners and LEAP staff more extenainely. 3. Increase level of publicity to inform citizens of the opportunity to investigate construction trades. • -56- VOCJ�TIONAL PLAN DEYF�APMEaJT • �� 1. bcplore �specific interest relative to aptitudee and 3ob market 2. Set tentative vocational goale 3. �plore method of entry 4. Isiforrne�tfve referrala 5. Eetabliah primary vocational goals 6. Identify roethod oP entry ?. Identify barriera • � 8. Strategies to ovarcome barriers 9. Follow through $ow: Vocational couneeling i�lho: Fmployment Development Team/Model Neighborhoad F�nployment Ceater Start: 60 Dsys LEVEZ OF ACTIVITY: Month Cumulative Total Month C`umulative Tatal 1. 0 p 7. 30 115 2. o 0 8. 35 150 3• 15 �5 9. 40 190 4• � 35 l0. 40 230 5• Z5 60 11. 40 270 6. 25 85 12. 40 310 Be�rriere Strategy The Model Nefghborhood F�nployment EScpedite signing of contract With Center ia not operational. Minnesota Department of Manpower Servic�s Initial Btaff limita�tionB F}icourage extensive and intensive staff� training for Model Neighborhood E�nployment Center peraonnel • -57- TRAINIl�G PROGRAM R��ATNE TO CONSTRUCTION � (io lt To aise the eki 1 1eve1 e1 Ne od Re ea ntereeted a r 1 of all Mod ighborho sid te i in conetructioa work. � Tae�k: 1. Identify tra3.ning needs 2. Create a skill delivery syatem • 3. Determine training cost8 MethodB: l. Analysie of data gathered by counselor, as8eeements, etc. at Model Neighborhood F}nployment Center 2. Negotiate contracta with institutiona capable of delivering such treiining. Who ie reaponaible: 1. Manpower Services Team 2. Deeignated training agency - Manpower Servicea Team is re�ponsible for negotiating contracts adequate to meet needB in Task #1. When: Within 60 daya after submission Barriera StrateAy Lack of t�nds Secure Funds from DOL Lack of ekill center to provide IIse above ftuids to create skill center training rrith respective traiaing agency. • _5g_ Level of Activity � Montha OJT When 1 0 2 0 3 10 4 20 5 � � 6 20 7 25 8 25 9 30 io 30 11 30 12 30 13 25 14 25 15 20 16 20 17 15 : 18 15 Level of Activity (Inatitutional) Training Months Cumulative Months Cumulatine 1 0 0 7 15 45 2 0 0 8 15 60 3 0 0 9 20 80 4 l0 � lo l0 20 100 5 1� 20 11 20 120 6 l0 30 12 20 140 • -59- ' I Creation of Job Opportunities (Construction) � Goal To provide �ob openings at all skill levels for NQVR's interested in construction work. Ta+�ks 1. Determine level of all construction activity by craft and skill level. 2. Negotiate contracts reserving 3obs by craft and skill level for each pro�ect. 3. Provide for continuity of employment and training. Who: Manpower Specialist & Team Employment Center How: 1.1 Obtain data from building permits and Dodge Reports. 1.2 Obtain level of employment generated by craft & skill levels from City resource people such as the estimator. 2.1 Detertaine number of residents available by ski11 & craft. 3.1 Continuous Monitoring of pro�ect progress in terms of anticipated completion date by craft and skill level. 3.2 Continuous up-dating of "�ob bank" reflecting anticipated opening in coristruction by craft and skill. 3.3 Expand emploympnt opportunity into the Metro area. 3.4 Continuously evaluate training needs and capability ta provide institutional training. � -60- Barriers , 1. Lack of ittformation of aite, who the contractor is, number of employees needed by craft and ekill, date of contract lettiag, starting datee, and who will let contract. 2. Role oi Manpower Services �eam in negotiating procees hne not been defined rrith city & HRA. 3. Break out by crafts and ekills for each pro�ect relative to employment needs, and available labor force baeed on #1 StrateAies l. Directive from Mayor�s office to appropriate city department requiring that they aubmit planned construction profecte to CDA. 2. Memo of underatanding relative to the Role of the Manpo�rer Specialiet Team in the aegotiatfng process trom the Mayor. 3. Have Mayor�e ofiiae to deYiae in rrrfting the city eatimntor�e duties in regarda to turnishing labor need egtima.tea by craft aad skill to CDA by pro�ecta. • -61- Supportive Services� Construction • Goal: To insure stability of employment by providing service to emplayees and trainees of a social, health and psychological :nature. Tasks: 1. Identify needs 2. Contract for services 3. Insure delivery How: 1. Analysis of data from assessment process. 2a. Determine level of service needed 2b. Identify agency 2c. Negotiate contract , 3. Establish reporting systera 3a. Feed-back from employees & trainees � 3b. Cooperate with evaluation and assessment tearo, 4. Who is responsible for contract and delivery of service? 4a. Manpower Servi,ces 7.bauo� 4b. �� 4c. �� Wher�: 30 days after submission � -62- Level of Activity , Type of Activity Social PsycMolo�ical Health Months � 1 - lU � As needed � As needed 2 — 15 ir ii n r� 3 - 20 n n n n 4 ' �5 �� „ �� „ 5 - 3� �� 6 - 30 �� , �� 7 - 30 �� ► �� 8 - 3c? �� 9 - � �� lo - 3� �� 11 — 3U n n u n 12 — >0 �� t n �� Total 310 Barriers to Mounting Plan 1. Lack of identification of needs for supportive service . 2. Cotitracts with operating agencies have not been negotiated Strategy 1. Establish data sharing with assessment team. Who: Ma.npower Sernice8 Team 2. �cpedite contract s�gning • _63_ Contract Compliance (Construction) • Tasks: l. Participate in contract compliance process with City & HRA 2. City adoption of CDA bid clause How: 1. Develop a role for CDA in the contract compliance nrocess through membership on the City and HRA coc�liance teams. 2. Secure passage of a St. Paul City Council resolution affirming the Resident Employment and Training Plan. Barriers Strategy Yotential role has not been de- Mutually define role of CDA in contract fined and agreed to by the City compliance ��ith City and HRA. Obtain and H12A. letter of agreement from people responsible. The implications of the Plan have Explain, in writing to all council not been explained in DETAIL TO THE members the implications of the Resident CITY CUUNCIL Employment and Training Plan. � -64- Union Involvement • Goal: Zb obtain union Statua for all NII�iR�s employed in the cons�ruction tradea. Taak: l. ReBearch the procesa of employees obtaining uaion member8hip statue, identifying barriere to eatry. 2. Negotiate to modify procesB and signing an agreement. 3. Get St. Paul P].an approved aad eigned. 4. Monitor and enforce agreement. How Who When Obtain technical asaistance Model Neighborhood Planning Council & CDA Director 60 days Contact union officials to set up negotiating process Manpower Services Team 90 days Continue to work closely r+ith all minority groups to advocate adoption Me�npor+er Service$ Team Now Follow-up interviewa �rith employees; determination oF compliance; inform HRA & City Contract Compliance team of non-complfance; and request ap- propriate action. Bsrriere Strategy F1�nding Reprogram �upplemental funde Negotiate with IInione Leick of staff experience in Seminara and workshops conducted by the negotiatioa procesa IIniversity of Minnesota C3et St. Paul Plan Approved � IIniott tend6 to exploit the ex- GDA rrill facilite�te the development of ieting dieunity among miaority uaity by initiat�ag a serieB of work- groupe involved. shops baaed on group proceee Lack of negotiating skille oa Iavolve them in training programs the part of minority groups in- nolved. Monitor and enforce agreement, l�h�ite into the agreements between inadequate machinery to en- CDA and Unions adequate enforcement force agreements procedures. � _65_ 6S. � - Introduction - PROPOSED ST, PAUL PLAN The St. Paul Plan, being developed to increase minority group employment in all phases of the construction industry in the St. Paul area, is included in draft form for reference purposes only. The St. Paul Plan has been under development for approximately one year. While complete agreement has not been reached, it illustrates that the various parties having an interest in the minority employment problem are working toward an area-wide agreement. • • � . PROPOSED ST. PAUL PLAN PART I • PUFtPOSF The c�bjecti.ve mf this s�Arer_ment is to increase minority �r�up employment in r�ll. phase� ef the constructi�n industry in the St. Paul s�re�. This agreement eStAbli+shes � cemprehensive pr�grAm ta �neourage and facilitate emploqment of minority group pers�ns in the building construction trades and to encourage and facilitate the admission of such persons to membership in unions representing employees in � those trades. The program is desi�ned to asaure that all inter�sted parties, labor, management and the minority community, share in the authority and responsibility for its administration. All parties to this agreement shall make every gaod faith effort to achieve the objectives outlined herein, and all pronisions of this agree- ment shall_be interpreted to further this�ob�ective. PART II PARTIES This agreement shall be binding upon the local building trades council and all local building trades unions which are signatory hereto, hereinafter referred to s�verally and collectively as the "Unions"; the local general contractors association, the associations of sub or specialty contractors signatory hereto, the individual general and sub or specialty contractors sign�tory hereto, all which are hereinafter referred to severally and collectively as the "Coatractors"; the individual minority group arganizations in the local area signatory hereto wl�ich are hereinafter re- ferred to severally and collectively as the "Coalition". �ART III SPECIFIC GOALS In order to assure the prompt realization of equal employment opportunity in the construction industry, there are hereby established specific goals for minority manpower utilization in all construction (Federal, Federally-assisted, state or local. �;�vernment, state or local government-assisted, and private). This 'incl,udes but is not 1.imited to demolition, repair, alteration, rehabilitation and construction of residential, comarercial, industr3.al, institutional buildings and other structurea including roads in the geographic area covered by this agreement performed by contractors and their employees who are members of the unions which are signatory hereto either directly or through their associations, and by the . agentF� and $ubcontractors of said contractors, unions, and union members. -66- SECTION (A) - JOURNEYMF�T All minority group persons who are determined to be journeymen in accordance with •PART VII of this agreement amd who so desire shall: (1) Ae placed at work in their trade without delay; (�) Be �ssigned work in the trade by the respective unions and employ�rs in such a way that they are not penalized for periods of time when they were not members of the union nor employed in the tr&de in the ar.ea, in camparison with those persons who have been members of the union and/or have previously worked in the area; and (3) Be admitt�d to union membership. SECTION (B) - NON-JOUFINEYMIIV ln eaeh year of this agreement, there shall be a goal of minority persons, as set forth herein below, employed and in training to become journeymen in the construction trades covered by this agreement. The specific assignment of individual minority group persons to trades and to employers shall be performed by the Executive Director in accordance with PART VIII of this agreement. SCHEDULE Years Number of Minority Persons F'irst Year (19�1) 300 persons empl6yed Second Year (1972) 400 persons employed Third Year (1973) 500 persons employed SECTION (C) - NO DISCRIMINATION The purpose of the Contractors' and Unions' commitment to specific goals is to provide equal employment opportunity for minority group persons in the construction �ndustry in the St. Paul area and is not intended and shall not be used to discri- minate ag�inst any qualified applicant or employee. PAkT IV ADMTNISTRATION A. There shall be established an Administrative Committee composed of fifteen (15) representatives as follows: l. The Mayor of St. Paul or his designated representative; • 2. '1'hree (3) representatines to be selected by the Unions; 3. Three (3) representatives to be selected by the Contractors; -67- 4. Six (F) representatives, two (2) of whom to be selected by each of . the American, Indian, the Black, and the Mexican-American communities; and 5. The project director and the co-director of LEAP. B. At this initial meeting, the Administra�ti�Te Committee shall elect a chairman and one or more vice chairmen. The Chairman, or in his absence, any one vice chairman ehall preside at meetings and shall establish re�ular meeting dates. Special meetings shall also be held at �he request of any three (3) representatives of any of the five (5) groups. S��CTION (B) - QUORUM AND VOTING Action by the Admini5trative Committee shall be determined by a majority vote of those representatives present providing that at least 50;b of the Minority Group representative�s are present. SECTTON (C) - POWERS AND RESPONSIBILITIES The Committ�e shall be empowered to enter into contracts with Federal, State, and local Government and other organizationa in cooperation with Contractors, Unians, Coalition, Individuals, or community organization or organizations for the purpose of recruitin�, counseling, training and orienting persons for employment in the greater St. Paul area construction industry. It shall adopt rules of procedure Tt shall review all activities of the Executive Director, his staff, the ad hoc panels, and reports of the program. It �hall be empowered to nake changes in the procedurea for implementation of this agreement except that the Section entitled Specific Goa1s shall be changed only by a vote of two-thirds of the membership of the committee. SECTION (D) - EXECUTNE DIREGTOR There shall be an Executive Director who shall have responsibility for the - implementation of the programs established pursuant to this agreement. The Executive Director shall be selected by a ma3ority vote of the committee on the basis of suggestions by the Coalition of a person or persons sufficiently sensitive to the problems of the miniority community, sufficiently knowledgeable of the construction industry r�nd sufficiently skilled to administer a journeyman training program. No per�on shall serve as F,ycecutive Director who is a member of the committee. The Executive Director shall be empowered to employ and discharge such professional •and clerical personnel as are necessary for the performance of his duties in -68- �ccordance with the bud�et allotted for that purpose by the Committee. The primary responsibility of the F�cecutive Director and his staff shall be the • implementation of recruitment, training pre-apprenticeship, orientation, and counselling, and safety progra.ms established pursuant to this agreement. The F�xecutive Director shall report and be responsible directly totthe Committee. He shall attend all Committee meetings. The bcecutive Director may be removed by a two�thirds (2/3) vote of the membership of the Committee PART V RECRUITMENT There shall be established a program to recruit minority persons in the St. Pau1 area and to acquai�t them with employment, training and apprenticeship op- portunities in the construction industry. This person shall be administered by the bcecutive I7irector and �hall include but not be limited to: A. Taking appropriate steps to create an image in the St. Paul minority community that the Contractors attd Unions do not discriminate against minority groups in their employment and referral practices, including, but not necessarily limited to, publicizin� through advertising in the communications media serving the St. F�au1 ar.�a the Contractors' and Uttions' commitment to an affirmative program in the construction industry. B. Establishing a counselling program for the purpose of makin� personal contact and holding meetings with interested students in all secondary technical, and vocational school colleges in the St. Paul area with substantial minority group enrollment. All etaff counaelors shall provide information concernin� the opportunities avail- able to minority group persons pursuant to this agreement. Counselors shall provide specific information and guidance relative to the kinds of training and ap�rentice- ship pro�rams open to minority persons, methods of enterin� the trades, requirements of union membership, length of apprenticeship programs open ta minority persons, wa�es paid in the construction industry, and such other fnformation which may be pertinent to the pro�rams established pursuant to this agreement. C. Contacting and maintainin� continuing relationships with likely sources of minor.ity group persons available for employment and training (including appreentic- e�hip training) in the construction industry. Couttselors shall establish such relations with signatory members of the Coalition and arly other groups which are or hereafter may be or�anized to facilitate the ob�ectives o.f this agreement. • -69- PART VI COUNSE�,I,ING • All minority persons seeking employment and training in the construction industry ' ehall be encouraged to contact the office maintained by the bcecutive Director and his staff. F,ach individual shall be counselled with regard to entry into the trade consi.stent with the development of his skills, work potential and his pere>onal der�ire�. Indi.vidualr shall be advised of rates of pay for each of the construction trades anc� :hall bettold of the amount of training and skill required to attain journeyman a�nd other permanent employment status. CounQelling services shall be provided 1) to all minQrity persons pZaced in �obs, ?_) to training programs established pursuant to this agreement and 3) to all other minority persons employea or seeking employment and/or training in the cons- truction industry in the St. Paul area at any time such services are requested. PART VII CLASSIFICATION OF WORKMFN AND TRAINING PROGRAMS SECTION (A) - PANII, ON E7CPERIII+iCE DaUIVAI,IIVCY All min�rity group persons seeking employment and training in the construction industry shall be classified b9 an ad hoc panel on experiance Equivalency. The panel �hall consist of persons having expertise in manpower needs of the construction indust�ry with one (1) representative chosen by the Contractors and Unions and one (1) representative to be chosen by the Coalition, and one (1) representative chosen by the other� two. In the event theg are ura�able to agree, the third representative will be fielected by L.E.A.P. . SECTIbid (B) - CLASSIFICATIONS 'i'11e Panel shall, with the approval of the Committee, determine the exper•ience equivalency necessary for the classification of minority persons seeking employmPnt or trainin� in the construction industry as follows: Journeymen � Appreatice Advance Trainee Trai.nee SECTIOTd (C) - JOUFdVEYMF�d All minnrity group persons who are classified by the Panel on Experience • _7p_ F;quivalency ar; Joui�neymen for the designated trades sha11 be referred for em�sloy- ment as outlined in Fart III above. • All miniority �roup persons shall be classified as journeymen who: (1) are licensed by any public authority to perform the function of said trade; or. (?) have an fact functioned as a journeyman in the trade regardless of union membership or non-membership, or; �3) have performed at a level of skill which is equivalent t� that required of a journeyman, or (4) are otherwise deemed c{ualified to function as journeyman, in that they meet the qualifications of the least qualified �ourneymen in a specific trade. All persons classified as Journeymen shall be advised of their classification in writing, be paid the wages and fring� benefits for Journeymen as provided in the applicable collective bargaining agreement betw�en the contractors and the ilnions, and shall be admitted to full membership as �ourneyman in the appropriate Union si�natory hereto. aECTION (D) - AF'PRIIdTICFS All mi.nority persons who possess the established experience equivalency or who meet the valid, establish�d qualifications for Apprenticeship Programs, and who desire to become apprentices shall be classified by the Panel on Experience Equivalency as Apprentices. Such persons shall be admitted into the Apprenticeship Program of the trfide for which they have been determined to be qualified at the rates of pay ertablished for ��zpprentices at the particular level of skill which has been determined by the Panel on Experience Equivalency. E�nployment of minority persons in the Apprenticeship Pro�ram of the trade for which they have been determined to be qualified at the rates ofpay established for apprentices at the particular level of �ki11 which has been determined by the Panel on F�xperience Equivalency. Elnployment of minority persone in the Ap�renticeship programs for the designated trades shall. count taward fulfillment of the goals for minority group non-journeymen employment for each c�lendar year as wet forth in Part III. SFCTDON (E) - ADVANCED TRAINELS Al1 minority persons who are not classified as journeymen, who have had some construction work experience or its equivalent and who in the judgement of the par�el •requi .re two years or less of job related training toqqualify as journeymen, but who do not meet the requirements or do not seek admission to Apprenticeship Pro�ram::,, -71- shall be classified b3* the ,panel as Advanced Trainees. Advan.ced Trainees shall • be placed in job related training programs in sccordance with the goals for minority group non-�ourneytnan ettrployment as outlined in Part III. The objective of the training program shall be to prepare advanced trainees for entry .into the construction industry as 3ourneymen. Advanced trainees shall remain in this classification for no more than two years after which they shall be • entitled to certification by the Panel as journeymen. For the first six months of . this period, advanced trainees shall be paid not less than 60i6 of the journeyman rate, and for the second six months 70�, the third 80%, and the fourth 90;b. If the ad- vanced trainee successfully completed 24 months of training, he would be, entitled to the full �ourneyman rate. . At any time during the period, a contractor may conclude that an advanced tz•ainee has reached �ourneymen status, pay him accordingly and notify the EScecutive Di.rector of the action taken. Such Advanced Trainee shall thereupon be certified us a journeyman by the Yanel on brperience Equivalency, and shall be entitled to all the benefits which relate to that status. Persons requiring job-related training as Advanced Trainees for a period of longer than two years shall be dealt with on a case by case basis. F�nployment of minority persons as Advanced Trainees for the designated trades shall count toward fulfillment to the Additional Minority Group Non-Journeyman employment for each calendar year as set forth in Paxt IIT. SECTION (F) - TRAINEES Minority Group persons who do not possess the qualifications for classifica- tion as Journeymen or Advanced Trainees �md who are required to take pre-apprentice trainin�; before becoming apprentices shall be called Trainees. Trainees sha.11 be placed i.n job related training programs in accordance with the goals for minority group non-journeyman employment as set forth in Part III. The ob�ective of the training program shall be to provide such persons with counselling, and skills necessary to become an apprentice, loolting to Journeyman �tatus in the Construction Trades. No person shall remain in this classification for more than one year. • PART VIII TRAIlJING PROGRAMS -72- It is understood that all training programs shall be con�tituted so as to provide both job-related and classroom training. The Administrative Committee will • try to provide subsistance allowances where necessary to keep a Trainee in school. PART IX ALL�CATION OF RECRUI'PS AND TRAIlVEES ' Referral and �llocation of recruits and trainees to the desi$nated trades sh�ll be m�de by the Administrative Committee or their delegated authority. The counselling staff shall assist the F�cecutive Director in such referral and using as a bri:,is for this determination the classifications made by the Fane1 on F.Scperience F�quivalency, the desires of those minority persons available for employment or assi .�,nment to job-related training programs, and the immediate manpower needs or training program vacancies in the designated trades. PAT$ X CONTROL OF THE WORK FORCE The determination of the size of the workforce on each project, the allocation of kind: of work, the establishment of quality aad safety standards and the mt�na�ement of workfarce shall be the responsibility of each of the si�,rnatory con- tractors and unions within the framework of valid provisions of collective bargaining agreements. Contractars and Unions agree that aI1 practices and procedures will be carried out so as to assure employment opportunities as envisioned in this a�reement. All provisions of all collective garbaining agreements between the parties hereto are to be interpreted to facilitate the implementation of this agreement. PART XI SECTION (A) - PRE-APpRENTICFSffiP TRAINING Any minority group persons who desire to enter apprenticeship programs for the coastruction industry in the St. Paul area but who do not meet the established qual- ification� for apprenticeship programs whall be placed in pre-apprenticeahip training programs. The ob�ective of pre-apprenticeship training programs sha11 be to assist those person� wha desire to enter apprenticeship programs for the cons'truction industry and who meet the established criteria for entry into such programs. These pre- r�pprentice�hip programs shall include counselling, tutoring, and other assistance necessary to prepare minority persons for entry into existin� apprenticeship •programs. Persons successfully completing pre-apprenticeship training for the -73- foi• the de�iF;nated trades shall thereafter be classified as Apprentices pursuant to I'AR`P VITT. • �,FCTION (B) - EXIST:IIVG AF'PRIIVTICF;SHIP AND APPRENTICESHI�' OUTI3EACH PROGRAMS Thi� agreement shall not affect the operation of existing apprenticeship and ap- prenticeship outreach programs in the St. Paul area. It is understood that the parties conce.rned sh�ll continue to take affirmative steps to recruit minorities for enrollment as apprentices in accordance with all laws, regulation�, and other agr�ements currently in effect. The nember of minority persons recruited and employed as apprentices pursuant to such existing programs shall be considered a part of the speaifi_c go�1.� to which the parties commit themselves as outlined in PART III. It is r��reed that the F�cecutive birector and his staff shall lend all necessary technical, recruitment, and counselling assistance for the succersful operation of exi�ting apprenticeship outreach programs in the St. Paul area, including indiviclual counselling and financial assistance. PART XII FINANCING The Contractors and Unions shall provide funds for the pr�ition of �ecutive Director, all professional aad clerical staff and all other operatin� expenses necec�sary for the op�ration of the programs outlined in this agreement. In addition the Contractars and Unions agree to provide $10,000.00 per year for the expenses of the training programs and counselling services outlined in thi.s e�reement. The Committee r3.n�i the Director are authorized to seek funds for the operation of this progr.am from federal, state and local government and from any other public or private sources of funds. PART XIII GRIEVANCES AND DISPUTES SEITI,IIK.ENT SECTION (A) - GRIEVANCES AND DISPUTFS Any grievance arising out of administration or operation of the provisions of this a�reement relating to recruitment, classification of workmen and training program�, allocation of reeruits and trainees, and control of workforce and pro- bationary period shall be reviewed and every effort shall be made to settle the matter by the F�cecutive Director (or a member of his staff), the individual Con- tractors and Union� involved. If no settlement is concluded at that level, the • matter will be referred to the Committee whose decision shsll be final and binding. -74- IUiy contrcr•�ere�ies r.oncerninF; work jurisdiction shall be resolved in a.�corda.nce with thP procer9urt�1 rules heretoi'ore est�blished for the conStruction industr�. • SEC`PION (B) - WORK S'i'OPPAGF�S 'I'here .�hall be no work stoppages, slowdowns, picketing, loekouts, or other :inter.ference as to projects within the scope of this agreement. PART XIV SCOPE `i'his a�reement shall be applicable to all work on demolition, repair, altera- tion, rehabilitation and construction in the residential, commercial industrial, and institutional phases in the construction industry in the St. Paul area performed by the Contractors and Unions signatory hereto, regardless of whether fiFila work is Federally financed, Federally assisted, state of local government, state or local government assisted, or privately financed. PART XV MINORITY CONTRACTORS AND SUB CONTRACTORS iJnder the direction of the Executive Director a list shall be compiled of all minority contractors and sub-contractors in the St. Paul area showing work experience and current bottding capabilities. This list will be made available to all general contractc�rs in the area. The Executive Director shal.l provide such contractors tech- nical assi:�tance and training in such areas as 1� plans service, 2) Estimate and bid preparation, 3) management and cost control techniques, 4) bidding and reporting procedures, 5) work organization and management, 6) materiAl specification and ��rocurement, 7) insurance and performance bonding requirements,-and8) financial planning and management. PART XVI RECORDKEg'IlVG AND RF.PORTING The F�cecutive Director and his staff shall keep complete records relatin� to the operAtion and complementation of the programs outlined in this agreement. Such records shall be available for inspection by all parties and any Federal, atate or l�ocal agency of government concerned with the operation. of the pro�;ram. Records whall include likely sources for miMOrity group recruits, journeymen apprentices, names, address, and disposition (including complete follow-up) of minority persons availing themselves of the pro�rams established herein, and such other information and reference files as may be necessary for the efficient and • ef'fective operation of this agreement. -75- 'i'he bcecutive Director shall compile a comprehensive quarterly report of the o�eration of this agreement on the form attached hereto as Appendix I, which shall • Ue available to the parties and for inspection on request of any person, group, ' Federal, State oF local a�ency of government concerned with operation of the program. PART XVII . GIIJERAL PP.OVISIONS ;ECTTON (A) - RELATION OF SPECIFIC GOALS TO D�UAL E,MFLOYMF�iT �F- , PORTUNITY GFNERAJ�,Y The applicability of spcific goals to the trades as oatli�ed in Fart III shall not con�titute a re�triction upon minority employment and, thus, shall in no way diminish the objectives of this a�reement to increase minority p�rticipation in all phases of the con�truction industry in St. Paul area. SECTION (B) - OTHER LAWS, RLGULATIONS, AND ORDERS Tt is the desire of the parties to satisfy the non-discrimination �nd affirmative �ction requirements of Title VII of the Civil Rights Act of 1964; and the rules and r•e�ulation�� issued pursuant thereto, and all other applicable Federal, state and local. l�ws, re�;ulations or orders. `.['hi� r��rreement shall not, however, be interpreted or construed to mean that the partie�s hereto, in whole or in part, are relieved or absolved from any duty, obli�ation, or liability pursuant to Title VII of Civil Ri�hts Act of 1964 and the rules and re�ulations issued pursuant thereto, Fbcecutive Order 11246 and the rules and re�ulations issued pursuant thereto, �r any other applicable Federal, state and local law, regulation, or order. `i'he execution and implementation of this agreement shall have no effect upon the handl.ing or disposition of individual complaints of employment discrimination before any tribunal, Federal, state, local or private, except that the execution and implementation of this agreement may be asserted as evidence of complit�nce with E.O. 11246 in any proceeding or compliance review undertaken pursuant to the Order. SECTION (C) - DURATION OF THIS AGREF�IF�1T ' �L'his agreement shall be in full force and effect for three years from the date of c�i�ning by the constructors, Unions, and the Coalition and thereafter �h�ll automaticall,y renew itself from year to year for succesrive periods of one (1) ye�zr u�� to a maximum of three years. If any party wishes to terminate or • -76- modi.fy this a�reement, he must give the other parties written notice of this intent not le.,s th�.n 60, n<�r mo.re than 90 days prior to the annual renewal date hereaf. • SECTION (ll) - UNION M�4BF�2SHIP, INITIATION FEES AND DUES It is underst�od that a11 minority persons who are employed as Journeymen and Apprenti.ces and all Advanced Trainees s+nd Trainees who successfully complete job- relr�ted training programs established herein shall be afforded the opportunity to become union members. All minority persons who became union members pursuant to this a�;reement �hall be required to pay the appronriate union fees and dues provided thAt no ,such fees and dues shsll exceed the lowest fees and dues paid by any union member during the past three (3) years plus any dues increase during the pa:>t three (3) years which has never been waived as to any other union member of prospective member. �'urthermore, all miniority persons shall be afforded the maximum length of time to pay such dues and fees that has been accorded to any other union membe.r. or pro�spective member during the past three (3) years. SECTION (E) - REVIFW OF EF'F'ECTIVENESS OF THIS AGR�IENT Iach year for the duration of this agsieement the Committee shall review the effectiveness of the procedures and specific goals established herein. This review shall hnve as its ob�ective the determination of whether these procedures are achievin� the result of improving employment opportunity for minority persons in the con�trtsction industry. The review of the specific goals established herein �hall lead to a determination whether the specific goals adequately reflect the r,onstruction labor market situation at the time. �;hould the Committee determine that the goals should be modil'ied, such mod- ification mr�y be made only upon a vote of twa-thirds (2/3) of its membership. The :�i�natory parties hereto, having exchanged promises and other good and valuable consideration, do consider this a�reement to be le�ally bindin� upon them- �elve�, their a�ents, servants and assigns, including joint apprenticeship committees. All efforts will be made to resolve disputes between parties concerning the inter- pretation or application of this agreement by informal me�hods of conference, con- ciliation, mediation and persuasion. In the event that such differences cannot be �so z•e�olved; The p�rties agree to submit such disputes for final anc3 binding art�itrt�tion. In witness thereof, the parties hereto have hereunder set their hands and ser�ls on the dates as shown below. • _?7_ J��urneyrnen tzzid c�}�prentices and all advance trainees and trainees �rho success- fully c.omplete the training pro�rams are to be offered union membership upc�n the pay- • ment of the requi.site dues and fees. The agreement will prevail over all collec- tive bar�;aining a�reements inconsistent therewith. The goa].s contained in I'ART III are to be reviewed each year in respect to the lab�r market conditions. 2'he Administration Committee may modify any �oal by a two-thirds vote. In the event the parties are unable to resolve the issue among themselves, the a�reement provides alternate methods of solution by binding arbitration resort to the courts. SFCTION (F) - MODTFICAZ`ION OF EXISTING COLI,ECTIVE BARGAINING AGR�SE�JTS To the extent that the provi�ions of all collective ba.r�aining a�reements between the Contractors and Unions who are parties to this agreement conflict with the terms of this agreement such provisions shall fall and the terms of this agreement sha.11 prevail. CONTF2ACTOF:S: UN IONS: �y: By; I�te: Da.te: Iiy: By; llate: Date: t3y: gy; Date: Date: COALITION BY; Date: By: �t�: �y: n�t@: � _�$_ • II�ACT ON NEIGFIDORAOOD E�iTR�REi��URS The econamia benefit of conatructfon can come to the Model Neighborhood not only from employment, but irom the buaineea of Bupplyiag materials to contractors. Model Cities is encouraging, through its Lccal Development Company pro�ect, the development of new businer�ses and the expansion of existing businesses. �trepreneura intere�ted in such buainess will be gfven technical assistance by the LDC staff and athere. Loan� through the Small Business AdminiBtration will be facilitated using Model CitieB Supplemental Flands as "seed money". The City, the �ousing and Redenelopment Authority and some contractors preeently operating in the area recognize the benefits that can come to this community through the uee oi local entrepreneurs as auppliera. A local lumber supply compeny haa recently been started by resident business- men. We expect that bueineseee started as suppliera to the contractors will become viable and permanent members of the Model Neighborhood busineeB communitq. • . _7g_ OTHER AGENCY INVOLVF�IT • Every effort will be made to involve other agencies in implementing and contributing inputs to this plan. The followin$ is a partial list of the agei►cies where cooperation has been or will be sought and the type of activity with which they will be invol�ved. UNIVERSITY OF MINNESOTA: Will provide technical assistance and act as an outside resource center to help the CDA develop meaningful training programs. It is expected that the University will be the deliverer of much of the academic training involved in upgrading para-professionals. RAMSEY COUNTY WELFARE: Will provide necessary supportive services to Model Neighborhood residents when it is appropriate. It's expected that Ra.msey County Welfare will be used extensively to avoid duplication of services and to conserve supplemental money for those services they can not provide. MINN. DEPT. OF MANPOWEFt SERVICES: Will be the prime contractor for Manpower sei•vices. It is expected that much of the expertise necessary to provide mean- ingful review will be supplied by them, in addition, their research and statistic section will be used to develop long range labor forecast for the Model Neigh- borhood area, and to assess future demands for occupation. SCHOOL DISTRICT �625: Will be utilized as a source of expertise in training and as a provider of services to Model Neighborhood residents who need such educational services as they can pronide. It is expected that some Model Neighborhood residents will be involved in the adult education that is pro- vided for them. JewiBh Vocational Services is currently operating a Neigh- borhood Youth Corp. Program, and has, in the planning stage an assessment program involving work sampling. It is expected that the Model Neighborhood Ec�nomic Core will utilize this assessment program as an adjunt to the regular assess- ment process which they will carry out. 'PF�CHNICAL & VOCATIONAL INSTITUTE: Will be utilized to provide training services to Model Neighborhood residents who need and desire the types of training offered by them. It is expected that �his will involve primarily technical training preparatory to apprenticeship trainir�g. • -80- RAMSEY ACTION PROGRAM: Will provide services such as Head Start, Health Center, • Community Organizations, Youth Services and Employment Services coordinated with the activities funded by CDA supplemental money. URBAN LEAGUE: This a�ency will continue its recruiting and placement activity for construction workers in coordination with the activities carried out by the Model Neighborhood Employment Center. OItBAN CUALITION: The CDA will cooperate closely with the Urban Coalition in its efforts to improve the climate for minority and Model Neighborhood resi- dents for employment in constructior:. The CDA will cooperate closely with them in their efforts to obtain approval for the St. Paul Plan. S'PATE DEPARTMENT OF CORRECTIONS: The CDA will work closely with this agency in relation to their efforts to facilitate the social adjustment of recently released parolees. It is expecred that the Retreat will be the prime agent for facilitating this cooperation. ME1'RO COUNCIL: Will be utilized as a resource for data and information that the CUA lacks the staff and time to gather, which applies to the Model Nei�hborhood area. It is expected that technical assistance will be forthcomin� from this agency as our needs are better identified. HHA: The CDA will establish close lines of cooperation and communication to ensure contract compliance with the bid specifications on constructiori contracts as they relate to the employment and training provisions of CDA Letter �11. In r�ddition they will be a resource agency in terms of construction level projected for the City and the Model Neighborhood area. SMALL BUSINESS ADMINISTRATION: The Small Business Administration will be a re- source for Model Neighborhood area businessmen in their efforts to develop a better economic base in the neighborhood and increase employment oppoi•tunities for residents. It is expected that loans and technical assitance will be provided to all businessmen who want and need it. The CDA will develop �ood working relationships with this agency to facilitate the delivery of such services. MINNESOTA DF:PARTMENT OF F�CONOMIC DEVELOPMENT: This agency will provide such services as needed to area businessmen in an effort to upgrade the economic bASe of the neighborhood. The CDA will cooperate closely with this agency • -81- to f�+cilitate the delivery of such services in an effort to increase em- ploymer�t opportunities in the Model Neighborhood area. • ��HE STATE PLANNING AGENCY: Will be used as a resource for technical expertise in planning programs related to employment and trainin� of Model Neighborhood residents. Close working relationship will be developed with the appropriate personnel to make use of the information and skills possessed by this agency. NATIUNAL ALLIANCE OF $USINESSMEN: Will cooperate with the Model Neighborhood Employment Center to facilitate the employment of Model Neighborhood residents in private employment. It is expected that a certain number of the CDA funded positions will not be permanent jobs, but will last only for the life of the program. Therefore, it will be desirable to use these positions for training Model Neighborhood residents and as stepping stones to permanent jobs in pri- vate industry. THE S2'. PAUL BUILDING AND TRADES COUNCII,: The CDA will work closely with this agency to facilitate the adoption of the St. Paul Plan. It is expected to create close cooperative working relationships to further the entry of Model Neighborhood residents into the building trade crafts. • -82- • �ECTION 9 - MANPOWER SERVICES DELIVERY SYSTEM • • The Nei.ghborhood Employmeni: Center is located in the Summit-Univ�rsity area, and provides outreach, counseling, job orientation, basic educa- tion, trai.nin�, placement, job development, and othF�r supportive ser- vices. It is patterned after the Human Resources �3np:LoJability Dcvel- o�mf�nt model.. ,I. The center would meet the needs of Model Neighborhood residents as outlined in the followin� str�tements: A. It is necPSSary to provide clients with extensive support and reinforcem�nt. Center staff must adopt the belief of the in- natc� wor.th and potential of every job seeker and give to each a com�le.te opportunity to prove his worth. B. I��cposure to rigid institutionalism, encountered in most public organizations, makes it necessary to provide flexibility. C. The need to s>lve immediate financial crises makes job place- ment or training allowances one of t:he priorities in the pro�;r�m. D. Qualit,y se .rvice is a necessity and requires competent staff and resour.ces that covei• a wide and diversified range. �. Di�sadvantaged people are often characterized by low self- esteem, alienation, and easy discouragement which will require comprehensiire sup;�ort services through coaching, counseling, constant reinforcement, and role-models for identificatian, which, in turn, requires competent counselors, �ob developer�, and coaches. F. The need for communications bridges and for peer identifica- tion, with common background and. language, makes it appropri.ate to engage disadvantaged persons to serve as group participants, co-leadFrs, para-professionals, and professionals. G. Written tests and inventories should be used onl�r when appro- priate and valid for individuals to be tested and n?ed to be �upplemPnted by job tryout and observation. H. Differences in values and confusion in va.lue systems su�;�ests a need for se].f-expl.orati.on, status questioning, tryout of • newly acquir�d insights, client feedback, free discussion, and self-evaluation. -$'>- I. Because of limited past experience, educational and vocational authorities euggeat that assesement of the dieadvantaged ehould • be a developmental process. Self-asaesament +ahould take place aimultaneouely frith grorrth in aepiration and goai].e. J. f�ere repeated cyclea of temporary, dead-end employment, and extended unemployraent are found, it is easential to inaure (a) continuity in all stagea, (b) minimal delays, (c) high eupport, and (d) client feedback in all phases of program enrollment. II. The center will cover a full range of services, including outreach, enrollment, asseasment, orientation, employability development and tryout, training, �ob development, basic education, placement, �ob coaching, and follow-up. Support services are provided throughout. Counseling ie aeen a� a functioa Which provides coordination and give continuity to all aspects of the client�s developsnent. A. E�nployability Development Team. Coun�eling ia defined as a proce8s in thi� model which contributes to the total growth achieved by the client in developing the levels of ad3ustment and �ob periormance he desires and can attain. This requires the efforts of an earployabil3ty development team consisting of both profesaionala and para-professionals. All team membera muat work together to help the client in a variety ot areas and settings. Thie team extends into the com- munity and enliste the memberehip of other profeasional persons and ageneies who can contribute to the client�a development. While the team aggresaively aeeks out and continuously r�rorks aith the client until he ia eucceaait�7.ly and productinely em- ployed, it reapecte the client�g right to be the maeter of his own destiny and to remain the one who decides Mhere, rhen and how he will achieve employability. The team�s responsibi- lity ie to aaaist the clieat as he grows and develops and to ineure that each individual�e aseociation with the team and the program is a beneficial learning experience. • -84- B. Composition of the Team. Each team will consist of four staff • members: a couriselor, a �ob developer, and two coaches. Each team will share a clerk-typist and a follow-up aid with two other teams. Supportive personnel will be brought into the team on a consultive basis. Zhe team ftinctions as a relative- ly independent unit WhoBe responsfbility is to "make a way" for the clients aa+�igned to their caeeload. The center will eventually have six operating teamg. They r�rill be organized into tMro unfts of three teams each. Overall coordiaation of each unit will be the responsibility of the counsel supernisor assigned to that unit. C. Operation of the Team. The team will begin �rith the client at his level of need and will proceed �rith him at his oan pace of development. The client �rill identify �rith the program by be- ing "enrolled" in a specific team�B caeeload. The team vrill concentrate on factors that tend to impede his employment and upward mobility atter placement. A very flexible employability plan ie developed 3ointly by the client and the team. It should 8tate immediate neede and goals, intermediate goale, and long-range 8teps necessary to implement each individual�s plan. It should also include alternatives e�nd identify areae that may need special attention. Conaideratione in developing the plan will include all back- ground data available about the pereon frocn outreach activities, enrollment, program orientation, aseessment activities, obser- vatione by team members, and indiv3dual goals attd aspirations identified through counseling. The enrollee may be referred to suitable employment or trainiag at the first contact or at anq eubaequent contact. This alao meana that ateps in the aequence may be implemented as planned, akipped temporarily, and in some caseB dropped altogether. • �85- ,� \ '� l. Outreach � • a. Deacription (1) Preliminary determination is made of the individual�s needs and the appropriateness of center services to raeet the�e needs. (2) Preliminary determination is made of the indiv3dual�s iaterest in upgrading his employability skills and be- coming a paxt of the program. �3) Determination is made for an exact time and date when the individual can visit the team to flu�ther ex- plore earollment into the employability development Pro8'�'�• (4) Information ie aa8embled from outreach referral � sources within the community, i.e., welfare, other pro- feseioaal interest groupe, ES mainstream, team out- reach per8onnel, etc. �5) Asaurance of cont�ct with reception pereonnel �.s i+e easential. Once referred, the clieat�a contact with the reception personnel muet be confirmed. If he doesn�t appear, follow through should be autoraatic. b. ReePoneibilities and Methode (1) Through personal contact, primarily through trained indigenoug w�orkers in the homes, hangouts, and streets of the model neighborhood, prospective clienta wi,ll be referred to the team for poBSible enrollment in the program. (2) The coaches will contact and identify the client and motivate him to pursue iv,rther introduction and exploration of the program. �3) The coaches must Irnow the employabflity �ervices available. (4) The coaches may encourage the client to report back to him ff the intitial referral contact result is • -86- i puzzling or uneatisfactory. The coach serves a6 client • adnocate, maintaining a limited follow-up relationship in such insta.ncea. He also serves to call attentiaa to weaknesses in the center operation. � 2. Reception and F�rolLnent a. De�scription (1) Individual�s referred to the center, as well as walk-in applicanta, are assigned by the receptionist to the outreach (coach) member of an employability development team (if referred in by a coach, prefer- ably to his team). (2) The coach, after a review of available records, determines the need for additiona]. information. The team is then activated. (3) Preliminary determination ie made by the team of the individual's employability development prnepecte and probable needs. (4) Any apecial arrangements, such as day care centers, which the individual roay need r+hile he is enrolled in the program, are made at this point. (5) T!'ie individual�e desire aind degree of commitment to upgrade hi8 employability through enroll�ent in the program is explored to determi.ne the need Por iannediate 8upport. (6) Based upon the infox�mation obtained during enroll- ment, determina.tion is made, with the client�a involve- ment and concurrence, on the immediate course of action for each individual to follow. b. Respoaaibiltties and Methode (1) Care must be taken to ittsure that once a client fa a�ade a part of the team caseload he is reasonably as- aured that aomething poeitive in employability improve- ment will result. • _$7_ (2) Careful planaing muat insure that program enroll- • ment is interspersed with informative group eeseions Bo that long perioda of time from filling and questioning � are kept to an absolute minimum. (3) A eeasion by the counaelor with the coach xho makee the referral to the team ia suggeeted in order to al- leviate necessary repetition and provide the neceseary bridges for the client. (4) The coach ehould be available to act aB an ally for enrollees during the enrollment procedures. Ar- ran.gements should be made for them to atay xith the enrollee throughout all phase� of the employability development program. (5) Initial contacts with the agency for enrollment purposes muat be non-institutionalized with a minimum of lines, counter, r+aiting rooms, long information forms to fill out, rigid procedures for enro].Lnent, snd a curtailment of routing from place to place and person to pereon. Recorda ehould be developed and maintained at the convenience of the individual. (6) To insure that once an individual is enrolled, immediate, poaitfve action will take place, a continuous roster of staff availability, caseload vacancies, work and training resources, and other variable should be maintained by the center'B receptionist. 3. Orientation a. DeBCription (1) Orientation to the world of work will con8ist of primarily group guidance activities and include such thingB ae: a) Orientation to the community. � b) Orieatation to the industrial and occupational composition8 of the community. c) Orientation to the �ob eituation; attendance and punctuality; follor�ring instructions - taking • -88- superviaion; relationships Wi.th fellow employees; • grooming and hygiene; employer personnel practicea; safety on the �ob; rrages; taxes; fringe benefite; etc.* d� Job hunting: 3ob interview techniques, applica- tion wri�3.ng, locat3ng and searching for a 3ob. (2) Sati+afaction of �lients Innnediate Needs. A clieat mu8t be ready to participate in an employability de- � velopment program; therefore, the client�s immediate neede mu�t be met rrh3.le he i+s in the orientation pro- gram. Any and all client health, legal, and financial probleme that are recognized or identified through en- rollment or during individual and group sessions in orientation muat be dealt with by the team or other appropriate personnel and agencies with adequate feed- back from outside sources asaured. (3) Orientation and assessment will begin or will be scheduled iaunediately. If orientation and a�sessment are to be delayed, the client should be placed on a temporarp �ob or assigned to a special work pro�ect r�rith a epeoific time set for entry into orientation. (4) Self-aesessment activitiee rrill be a primary part of orientation and �,ri11 include individual and group counseling in which the client i,rill attempt, with the couaselor�s help, to assees himeelf. �5) �rientation must include aa understanding of the program on the p�rt of the enrollee. He must have eome Irnowledge o! the various work and trai.ning com- ponenta that will follow orientation, and he must know that constant feedback and eupport Will be provided him. "'Contreiry to much popular belief, most enrollees are sensitive to habit of 8peech, dreaa, and other behavior and can modify behavior quickly. Succeasful experimental and demonstration pro�ects have taught �Business Speech� as a �eecond language� and developed good grooa�ing and dresB as the 'tuiiform of the �ob�. The key seeme to have been teaching new behaviors as • added competencies, not ae aubatitute competftore, and thereby avoiding the appearance of being deatructive of what the peraon ruae, (NIDTA bcperimental & Demonstration Findinge �5).�� _g9_ 4. A�sesement • � Aeaee+ament is a �oint enaluation by the client and team members to asaiat the client to sub�ectively evaluate him- eelf and hie employment needs. A$sesement iB eeen also as a continuing procese whereby progreae throughout the prngram i� noted for plan redirection and read�uatment in the in- dividual�s employability goal. a. Description (1) This phaee of the program has as its ob3ective the in-depth self assessment of the client and the evalua- tion of the clieat by the team as a preli:minary to the development of the employability plan. This assessment is aa extensfon and �nlargement of the preLiminary steps taken at the time of initial enrollment. (2) To effectively diacues employability as�esement and to ae$ist the client to assess himself and relate hia aseeesment to the world of ti+ork and his role in it, counaeling aessions muet be planned ae a part of orientation. �3� To allow for the videet posaible array of aseess- meat reeourcea, assesement programa must be very flexible. (4) Asaeaament, based on Peedback from work and training sitee which createe a continuing proceae of constructive aelf-aaaesement, akill acquiaition and tryout -- then, reassesement, Further acquiaition and tryout, and so on, until termination, must be seen as developmental. �5) AeaeBament �rl.11 be aa ad�unct to counseling. b. Reaponaibilitiee and Nethods (1) F�nphasis muat be placed upon itxture orientated potential, as well as past behanior. (2) Methode that utilize actua]. work tryout sitautions ehould �orm the basis of a�kill asses8ment. (3) 1�iork Sample Tryout Techniquee will be used where appropriate. • _cjp_ (4) Obsernations and interviews to a�sess attitudes, • aspirations, goals, work fruatration tolerance, reac- tion to supervision, and other non-standardized criteria, muat become a part of the total aeseBement profile. (5) All as8e�smeats muet be explained to and agreed upon by the client prior to test administration, and muat alwaya be followed by pereonal feedback seesione �rith the client. (6) Teating ehould be used only aa an ad�unct to couneeling and then only when a purpose ie clearly identified and the device is reliable, valid for the purpoee, appropriate for the individual, and does not diacrfminate uafairly. At the present time, extensive research in teet deeelopment is underrvay to aupplement and add to non-verbal work techniques and also to in- sure that other sa�ple methods of assesement are appro- priate. Where necessary, such �esting t�rill be used as a pert of the total asaessment profile. 5. Work and �aining � a. Deecription - This phase of the program can be deacribed ae employability plan tryout. It will encompass all of the following areas: (1) On-the-�ob training, Neighborhood Youth Corps, Joba in the Business Sector, and other �ob tryout arrangements that can be ueed for on-site training purposes. (2) Local inetitutional training programs, including I�TA, Vocational Education, Basic Education, and other formal skill training programB that rrould aasist in the implementation of an employability p].axi. �3) In-office group or individual employability train- ing, including counseling seesions, career exploration programB, guidance, and basic education ekill training program+a. • -91- (4) Work and trainiag sites that are developed and • planned ae aeeds are identified from program earolleee, i.e., multi-occupational I�TA programs rvould be neces- sary in order to avoid filling quotag for.specific skill training that might be irrelevant for enrollees. ' (5) The center will have the prime responaibility for �ubcontracting work and training ,�ites to meet the needs of its enrollees. b. Reaponeibilities and Methods (1) Regularly scheduled case conferences among team members and representativee from work and training eitea will form the basic synthesis for each enrollee�s progreseion azid will be the prime veh3cle for re-evaluation of each plan, determine the apprnpriateneae of the site, and provide overally communications and coordination of enrolleea. (2) Team members (primarily, the coaeh) rvill be assigned responsibility to assure that program continuity is ' maintained on each site as the client moves from one work and trainiag phaee to another. �3) Coaches xill maintain the role of ally for the client Nhere needed throughout work and training stages in order to act as an enabler on a day-to-day basis. When crie3e arise, they will act immediately to deter mountin.g difficulties by arranging for a case confer- ence or other action. (4) Continuou8 feedback to the team concerning client progress, difficulties eacountered, etc., muBt be ri- gorously maintained against inappropriate assignments, � devastating delaye, and other crisis situations that could be deterred with appropriate action. It iB also neceeearq to inaure that the plannin,g for future em- ployability tryout step� ia done well in advance. �5) Proviaion ciust be made in all program phaaes for cliente to pnrticipate voluntarily in on-going group � • -92- or individual counseling, guidance and employability • akill denelopment sesai.ons either within the center or on the �rork and training aite. Z�is service e�hould be provided by the team and ehoul.d be a continuation of similar sessions initiated during orientation. (6) The team can recycle the client into a more appro- priate work or traininn eitQ to facilitate his employ- ability development if this current settin� is not adequate. This could mean recycling dorrnward for the c]3ent" who ie not making eatiefactory progress such aec from vocational training to basic education train- ing, from work experience to a special w�ork program, or from competitive employment to work experience. The rever�e may be true for tha�e making good progress. A cli.ent could be recycled upward to a work or training eite that is n�ore challenging and has more responsibility. �7) The work and training site� are not ends in them- selves, but only etepping stoneB by which the client eventually getB into competitive employment. The team should continuously review the progresB of each cl3.eat and coneider recycling upward all clients who axe mak- ing satisfactory progress so they can get into compe- titive employment as soon aa poasible. 6. Job Development and Pl.acement a. Deacription (1) The basic purpose of the team is to move as many Model Neighborhood Reai.dents into competitive employ- ment as quickly as possible. Thie neceeaitate+s the development by the team, especially the Manpow�er Spe- cialist� of a 3ob development and plaaement capability, individua].ly, for each client i.n the caseload. (2) The timing of and the need for �ob development and placement will vary for each client. Some may be ready for it simultaneouely with, or soon after, enrollment -- for others it may occur after months of • -93- of training. Job development effort� should be • initiated aa an outgrowth of case conference se8sions and overlap the latter atages of the work training proceee. �3) Determination muat be made of the type of 3ob situation that is to be developed for an ittdividual based upon his capabilities, and the type and amount of aupervision and support the individual ti+i.11 need after placement. (4) After a tryout period the appropriateness of the �ob situation for the individual must be asse�sed for possible restructuring, recycling, or redevelopment of a new �ob situation. (5) Determination must a1BO be made of career ladder possibilitiea in specific �obs and �ob market needs. b. Reaponsibilities aad Methode (1) The team rrill uae �oba in competitive employment in the following r,ra�ys; a) As holding actions for intermediate or stop-gap �obe for clients ready to enter employability de- velopntent whea re+eource8 are m�de available. b) Aa training atation6 where cliente can learn employability and occupe�tional s�killa, but still be in a competitive �ob aituation. (F�camplea of theee apprenticeehip, both formal and informa,l, or combinations of OJT-1rIDTA, etc.) c) Aa permanent competitive �obe in which cliente Who have gone through an employability deeelo�ent a�ad improvement program ca�n get etarted with chancea !or upward mobility. In developing such permanent �obs for clients, the team should have as itB ob- �ective �obs that are career-oriented. This means �obe in which the clienta ha�a a continuous oppor- tunity to acquire additional �ob knowledge and ekill that will be more satisfy:ing to them and make • them more valuable ae competitive occupational per- sone. This means the opportunity to move upward to more responsible and better paying �obs. _94_ (2) The Manpower Speciali�st in the team ehould de- • velop a "�ob bank capability" whereby employers will agree to tl�rnish 3obs on an "3nstant demand basiB" for the team�s clients. (3) The team meeting in a case conference setting ahould continuously review the employability develop- ment progresa of ite cliez�te and be prepared to move them into suitable, competitive employment as quickly ' aa poasible, coneiatent �rith the agreed upon employa- bility plan or appropriate modifications thereof. (4) The team muat eolicit and develop �obe for the following types of cliente: a) Those that are ready aad have r�ached a level of potential, but etill do not meet the skill re- quiremeats of the employer. The team or a team reeource peraon w ill need to use �ob reetricting methods and techniquea to asaist employere in fit- ting many euch clients into posaible career ladder jobs. �heae techniques are not only for the pur- pose of encouraging eipployers to provide �obs for dieadvantaged clients, but euch techniques, if properly used, can aasist the employer to raeet hie maupower neede amd atill� maintain a produc- tine and competitive x�ork force. Thie may also require persuading employers to reduce unrealistic and unnecessaxy �ob requirementa. b) Those who are nearly 3ob-ready, but do not meet the performance requiremente of the employer. These cliente� will need the team�s help in convin- cing employers to hire them on the basis of what they could do with a chance to try. c) Those who are �ob-ready and can meet the employer akill and performance requirementd. • -95- (d) Thoae who hane the employability akills and • • can fit into a competitive �ob with on-the-�ob training to gain additional occupational and tech- nical ekilla. (5) Job develorxnent and placement must be an aim of the team� with +�ecific responsibilit9 for this func- tion assigned tothe Manpower Specialist. However, anailability of �obs will influence caseload size and rate of progree��ion through the prograin. Therefore, provimion for other team meraber8 and other center per- sonnel to assiat in �ob develo�ent efforts is a basic attribute of thie method. 7. Support Services After Placement - Again, it ehould be cau- tioned thait aome of the.•clients in the caeseload ma,q receive immediate �ob denelopment and placement prior to, or instead of, entering the orientation, assesement, and work-training phae�es. Therefore, e�upport eervicee in the post-placement phase could be initiated immediately after initi�l enrollment. It should be clarified that eupport ie given in the varioua phases prior to placement. a. Description (1) The poet-placement support activity of the team must be coordinated with other local,conm►unity and employer support activities. (2) Al1 support eervicees for center clients, even if done by team staff, ehould be coordinated by the team. Feedback to the team by other center personnel must be asaured. (3) Support servicea will be avialable to all clients after permanent placement if needed. High support will be given to those who need considarable encouragement end direction. All team staff will be involved in surport services according to their sltii'1_l.s and their relatfonAhi, to the client. • _9(,_ (4) Support Service�s will be given a client aYter • permanent placement uatil it is agreed by the team and the clfent that they are no longer needed. b. Re�nsibilit3es and Methods One way the team can sell employere on hiring cliente ie by indicating to the emploqer that the team will provide aupport services to the clieat while he is learning and ad�usting to the 3ob or will aupplement • any such efforte� made by the employer. This can be implemented in aeveral r+ays. (1) Arraagements can be made to have the client see the couneelor, or other team members at the �ob aite or in the office. (2) The emploqer can be informed that the coach arill periodically see the client after workirtg hourB. (3) The employer can be info:haed that the team members are ready to assist the client at any time with anq problems on a demand or echeduled basis. (4) The employer should be told of the team�s interest in following through on the client to assist in his auccesaful 3ob ad�u�tment. (5) The employer ahould be encouraged at all timea to Bet up his oWn aupport service on the 3ob site. 8. Termination and Follow-up a. Deecription � (1) After all support eervicea to the client have been gradually withdrawn, the forma�l termination from the caseload ti+ill be completed. �2) Aiter terminatioa, follow-up checks �vill be made to determine: a) Clieat adjustment and �ob eatiafaction. b) Need to reschedule eupport servicea and temporary readmiasion to the caseload. • � -9?- c) Need for recycle to orientation, assessment, training, or other phaeee. • d) Need for fur�her �ob developnent or job re- structure. e) E2nployer eatiefactioa with the rrorker and w�orker�� performance. b. Reaponsibilities and Methods (1) Termination Bhould be a gradual pha+sing-out prpcess. (2) Informal contact should be maintained with termi- nated client long enough for the follow-up to determine the need for recycle or re-institution of support. (3) Follow-up should be provided at regularly scheduled intervala such as (a) two to four weeks after termina- tion; (b) agaia in three to six months; (c) a f3nal follow-up check one yeair to 18 months after termination. (4) Follow-up activity will be done by apecifically deeigaated persoaael outaide of the regular team +�taff. • -98- , • SECTION 10 - ADMTNISTRATNE MACHIl�Y • . • OR�NlZATION TO IMPLE1�4�1T CDA #11 It is planned to create a aeparate unit to implement CDA #11. This uait will be hsaded by a manpower specialiat, 2 asaiBtant manpower apecialiate, a �ob ena�lyet and 2 clerk typist. The Model Neighborhood Planning Council will create a Manporrer Services Committee oF Model Neighborhood Planning Councfl membere to +�et policies with the ManpoMer Services Team. The Manpower Specialist: Plana and implement� contract� arid/or agreements astabliahing a coordinated ManpoWer System for the Model Neighborhood Area both thoae f�nded by supplementary funde and those funded by other sources to insure a comprehensive employment syatem available to both the Model Neighborhood Reaidents and CDA employeee �nd trainees. �l.irther, he over- sees employment a.nd training opportunities for residents in HUD-Model Cities funded contracts. Fbca��les of Work: Negotiates and monitors manpower contracts and resident employment/manpower sections of all third party contracts; coordinates man- power aspects of pro3ect planning; designs personnel systems; supervises and coordinatee interr�gency activities on manpower that directly relates to the Model Neighborhood area; initiates the development of training upgrading programs including accredited activity. Develops agreements with construc- tion contractors and unions to assure employment and training of Model Neighborhood Residents in all HUD/HUD-Model Cities funded construction in the Model Neighborhood Area. Suggested Knowledge, Skills and Abilities: Awareneecs of the employment needa and reaources of the community; sensitivity to the employment and training needa of M�odel Neighborhood Reaidents; and some planning/negotiation �lcillB. Desirable Background: Some administrative experience and considerable experience in dealing with the public and private employment system and/or agencies serving the disadvantaged; residency in the Model Neighborhood Area. Training _Pro�ams Time should be allowed off the �ob to attend college and/or graduate achool or any special training courses which improve these • capabilities. -99- • The Assistant Manpower Specialist would be assigned to the planned areass construetion, civil service, and private agencies. Under the direction and supervieion of the Manpower Specialist they would monitor and evaluate the implementation of the plan, assist agencies and contractors in under- standing plan requirements, and provide such services to the agencies and contractor�s as necessary to insure implementation of the plan. The Job Analyst will be responsible for analyzing present and pro3ected poeitiona in behavioral terms and developing career ladders to promote upgrading. It is expected that he will contribute significantly to the development of in-service and academic training. Public Service Career Program funded with $152,000 of D(�HUD n►oney will be a separate short term pro�ect operated in close cooperation with the manpower eervices unit. This pro�ect wi.11 focus on an entry and up-grade position potentially covered by Civil Service. The Director of thia pro- �ect will coordinate his pro3ect activities r�rith the activities of the �npower services unit. All new positiona in the Manpower Services IInit will be funded out of emergency money and by reprograa�ming supplemental funds. � -100- • T}IE MANPOWER SERVICES TEAM . The I�npower Service� Team is responsible for overall coordination and implementation of the Resident �3nployment and Training Plan. Duties: 1. Negotiate and monitor 3rd Party contract manpower clause. 2. Determine needs for Maapower Services. 3. Contract for Manpower Services with operating agencies. 4. Developes bid specifications. 5. Coordinates Manpower actinities with planning staff. 6. Vocher sign-off on a11 contracts affecting the Resident �nployment and Training Pla.n. �. Obtain Union Certification for construction employees. $. Negotiate with merit systems involved in the Resident �aployment and Training Plan. 9. Providea for continuity in construction employment. 10. Conduct �ob analysis and create career ladders in Construction, Public and other agencies. 11. Providee training to CDA staff. 12. Receivee reports from operating agencies. 13. Prep�res and submits reports to Model Neighborhood Planning Council. 14. Prepares and submits reports to HUD. 15. Gives technical assistance to operating agencies in establishing training program. 16. Secures cooperation from other agencies to assist in implementing Resident Employment and Training Plan. , • -101- � � i ( �y j O � � � �) R) �-I � •FH I ', � � V • •fI,'� � � r��; I�i � � �Q � Q� E.� � � � . � F� x ! C� � di � a � U I • �� +� U U] f,' }� �; tll 0) O fip Ul •,1 C.� � (U r-1 S-� U cC • • O •rl •r� U U J.� ;> U Q) Cil � c� s, e� �?� �� -N +-� �I, cU {:7., rl) i./] � U] U] S� C;, Cp UI •ri •r—I �� ! y� � � � s, s, � E`'. � � �: �, a, �, � p. � ,:, . . • +� O O -�-� }_� '� � �.," � �� C;. C�1 �: U] U] ,Q �J �Q�� C� �4 ;� � � <4 � U U �� —102— . U � C�i � •� � � �q�� C ..� .� Q G+ � C�i 0�1 N u�i � v ++ O N � F� � � � .� � � � � � � . c� � � � � a a a a w � hs.0 S O A p c� b c�'. c� '� a � ro .a .o ,� •� r, • •� •� •�+ •� '� '�' :s � � ai a�i a�i aai u�i v �-� o o a a a a � � f� c� 4.3 w ' w a v� • N U V N •r� Lr � A � � v � � � w �, � U rl � q L� •`� > �.�i t) N 00 H ' � � � � •� � � iv-� � � v r-1 r-1 •� rl � � ry a U W E-� � � � 4 c, .l.A� F. t� U O +� f�r1 U H �l � 'b N L� cd O 6 •ryi ( ."�, U � � � � � � Ny� � •t � � W p +�-� c: O +� •.1 U •rl U� [: •rl i-� •rl :� (�S � � � � •rl r� 0 V �,: C 'H N .° � � � � � � � __ � � � _ - - _ _ _ y _ � T. _ _, � _ _ �.-,, � s., �� z., � c. � c, ' c. i s. � �. � c� •,, , � . � � � , � , � � � a � � U � � � � , � � � � i � � � � � �o � o u`'o � a a � k� �: � a � �' �° � aa ' a � wr= i .�: i �j p •r1 c, >' I +� V' I +� N � +� • � +' +�' � '' +' I l� i ll� c�d A • � s7 � -, - � v � - U I �-1 � � I c ti u1 �n a► � w � u� v I v� � uo � � m �t � N �s c�c a, v� w � m ho u� i u� 40 �A � �n u� a� �n Q� 1 c-; r�r, cL (1, A 4 � Q � d a a � Q � � � � � .�C :r: � d :�: ( G � p o � i 1 ,a �� ' -- - - - - - - _. _ r1 -— — - b +� -_. r: '� � � � ul4 O C. E� � Fi F1 � N L� � l• 4� ��V � n� � � () . � �� •r� 4-� � �' •� � � � � �� m � , '" R� V� E � � c'� ar'. oo a "' a ��;' � H I.�C c�i �i p � r-1 ,, a cd v � y ,� � � .�(� N C�, O '� UQ I�� 1 ~ • O r� '�a UJ �: �. 1 a � a a c�`� � ��, � -r�----._.______..___ �—r --- —103— • PROPOSED STAFFING MANPOWER SERVICES TEAM TITLE GRADE SALARY Manpower Specialiet 45 $1066 to 1349 AssiBtant Manpower Specialiet (Construction) 3$ 860 to 1083 Aaeistant Manpower Speciali�t (Public & Private Agencies) 38 860 to 1083 Job Analyst 34 769 to 967 Clerk 14 4'74 to 586 Clerk 10 429 to 527 TOTAL Staff Salary �6�,000 Training for Staff 3,350 TOTAL �70,35� • -10�+- • REPORTS FROM OPERATING AC�NCIES The CDA will require that each operating agencq submit monthlq reports to the k�nployment and Training Coordinator showing hiring and training activities for the preceding month. Once the base line data has been es- tablished there, reports will give CDA a method of monitoring the progress of each agency in achieving its agreed upon ob3ective. The Staff Report, will show changeB in employee status in regards to: 1. Title 2. NINR 3• ASe 4. Sex 5. Race 6. Salary 7. �3ave worked whether part-time or full-time 8. Months of employ 9. Raises and amounts 10. Whether it is an upgraded position 11. Civil Service Tenure Staff Report Construction r�rill ehow all of the above with the exception of Civil Service statuB, and in addition will show union status. .Becaue�e each report will show employee by name and skill level, it will be possible to monitor the upgrading of the indfvidual employees. The Training Chart will show the training activity to train in each operating agency for the preceding month in relation to the following factorss (1) staff statua profeasional, para-professional, cleri.cal, resident�, trade, crafteman, or laborman, traineeB, apprentices, and , their statu� regarding Model Neighborhood residents; and (2) Number of pe r- sons in each category, type of training--academic, in-service or pre- service. Thia information will furnish a ba8e line to measure subsequent efforts against. New �tarts will be listed each month and cumulative totals since starting the plan will be shown. • -105- � U N � .7 � •r�l N N • Uc/] H � O '� •r1 H QS +� � � �•o V � � � � N � V! W • •• O •• a, z �„+� p � b m � � Q • +� O 4� x O � O � � ' � � o � 3 H � � � I � � a � � o � � � m � � �, . e o � ti � � � � � � N � � � b � � H O C� 'C� V�p � Vc� O .�. P4 W W A ?i U � O +� N Ds � � � � � � � r-1 d � 00 H a .. �, Q � � � • �, A � 'm a�i o � � '� co m � o w w . •� • w w � W � rINK1W Hr1Nt'nW 4-� C) •r1 1 cd 4� • F., • cC c j ti • • • � � • • • .�.Ui � G1r r-I N Kl W U r-1 N M W W —l.�'�— a, i � w •�+ b �' � • �, a a� � � i •� �. � � � � � � � � � o � � z a •� a� a� o b .. -� c`�i � a� � � +� �'o A z° a w O U N 1 •rl � � � d O � S N qI •.� -� H t�i N t7 � U 1 •rl fA 6 +� � � � � � z o � z a� � � r� `' a� � � a� � i o A � •a A N a `� � � � � � b +� � A U O � .. � p � � � � � A � U . .. � W � � O V U q W O O � • `� `' o a u� � � � .a�i R. � a�i � � � 'u�i � o � `� � ti � � o � ¢a � � � �u o`�o a�i � t� � � � ° 4' t�: � • a� �' z � z° .-� o � z � � z � � z � � c� � z � a, u, w o i o s, o a� s� i o c� � a� � � a `� H a � a -1094. • o � H •C'r � � � � � � � � O 'U •rl • � +� ��V1 ao .. � a . A � Q � � � w � � � � � � x � � � � � � � �tq'�b o x � �V 3 �� P�� q O .� � V • � � i� 3 � z° v°a � G°� p' i a� � � � Cri 3 � � � o � � � Uc� .t7 Uc� A PG W PO C� O � A � � � � z3 � � � R � � N t0 m •• +� � N Fl 60 9a � • �'' A � •� � a � a�i s`0, o fca w a �t a� a� V b Ei � . 4j . � . -� . o • cd at o a� o a o cC � .c� o j.� • • • {� �y • • • .� ¢� • • • ,N �y • • • }� • • • }� H Ur-� Nt+�W P� rINMW 4' i-INMW E+ riNMW r-1NMW -�.�8- a� � 0 ,-a .�i e a °' a o �o a� .,� .,� .b • o �a► c°'. a� � H � � H � � a 0 � wo a •.� � b v� '� b � � y � o �' � � � � � v z o � � � •� � � � � o +� � a � � � � a°'o � � � a� � ti � a� � � � 4 � O .�{ � a .,� � U • o A � +�+ .a � •� o a �, �'o � � � � � � a � o -110- . � � �� U] � S: 'r j C� : �' . vi .O U) (> �d �D Gi �U ..�� M nS . . I� c=� c+ � � ^c� �r, !-� '.]: E� �1 d� N C � � � Q UI �� rrn r�r ,r� �+ H al r-I .r� Y• }i « O �;' �-� � �� (7� E�-i �T1 � �-1�� Q �I F�� . .� , �.� _. _ r �—._---------_.._. •ri F� n d� � r-I -4� 71 �i rb E� � u; � � �, .-o <� o �� ti r� R� �� lli U �� t: 4� •ty� �U � � I]$ 4-1 O F� (J I Ci :a � ll� � , ��: f', • �. � �111� REPORTS CDA TO HUD MODEL CITIES • The CDA utilizing the d�ta gathered by the reporting system deacribed above r�ill submit quarterly reports to HUD Model Cities. The staff report will ahow age of incumbenta in quartiles, race, Bex, full time �onthly ealary in quartile�, hours per �eek (average), part time hourly wage in quartiles, average number of hours per week, salarq raises (average number and average amount, number of upgraded positions, and the number who have achieved Civil Service tenure. This data will be related to the professional� para- profeesional, clerical claBSification, and to the Model Neighborhood Resi- dents etatus. After base line data have been eatablished, onlq new positions will be �hown. Semi-annual cwnulatine reports will be made to insure corapa- tability of total. Staff Report Construction will be submitted quarterly to HUD Model Cities. Thie report will show the quarterly activity in hiring craftsmen, pre- apprentice, and apprentice8, trainees, and labor in relation to race, age in quartilee, hourly wage in quartiles, number of hours per week, salary raises (number and average amount), number of weeks on previous HUD contract, number upgraded positions and union status. After ba8e line data have been established only new po8itions will b�e re- ported. Semi-annual cumulative reports will be made to insure compatability of total. Training Chart will be a compilation of operating agency training activity for the quarter. This chart will show the same information as the chart submitted to CDA by the operating agency. Referral and Placement record will be submitted accordingly to H[TD Model Cities. Thie report will ahow referral and placement activity for the pre- vious quarter, relating number of �obs listed, number of Model Neighborhood Reaidente referred and number of Model Neighborhood hired, to the various classificationa -- professional, para-professional, clerical and trade; laborers, pre-apprentices, apprentices, trainees, and craftsmen. A cumula- tive total since the plan was submitted will be shown listing number of �obs listed, number of Model Neighborhood Residents who apply and number of Model Neighborhood Residents referred. • -112- • It is expected that these reports will enable CDA and in turn HUD Model Citiea to effectively monitor and evaluate the achievements of quantity goals. � -113- ! � ��., H � � V W. E1 A � � H � y Z � �+ --- a - � - � � � � � � � : � ~ � � _....�._ .� E+ �� a � � z 0 a`Q, w z ,r., � . � i � � � � � _..._ � � � o � +' � � � � � 8 � o a� ti � � � �►c'��o`,`�� : � � a�i � w � � o�o`�c�ac� • � � � � � . . . . " ,-� cv rn � -114- • ►-� ►-i � U .. � � A � x a'i — a _,. .� �f.�_. _ � � � � � � � � � Hf� �—_-----^------ - -� _._.._..�______._.___. ---- N '_`__ r„_.,_ __. _.,.._ __.,.,_„ � U H �� 1 7 d & Z + a .-� � ___ a, . b � x � : � � 3 3 v aa ��j • f4 i� �' p� � � � • N d! d .., .i . +p� 'C7 U (�0, � • .k � � d f�-� t7 .�-I N x � ��C�'� z3 � � � D� U � ca� � +� �� a�i asaQ � � o � c. aa aa v� � r� xc-� : ui �o c� oo v� —115— � � �,� �;� �, iri F-'� (�] �,� ,., � �._� I�� G7� � F� f-+ ,:I� � � • {\�1� ' �.Y . � ._ . � � _"�.".._..... •ri .y f U (.1.� :� G� r �GIa u� �t1 c� P� C? I � �. �r ----__�� !Y �`�� ,� . ��1 1-Ty . � . .;� ,-�S� � . f� �:r, �) U ,t� �� •�� a� ��1 K1 C.) �r 1 6p r I •,-1 �, F.� •cy U . .�� U� U t� ' � � U� � � ti� .f� n> CO Q� 4 U] U �� U1 • 4-� rI t;i •1' �� b0 .ri +� O O F,� � f=1 a; 4; n, F' •,-� +� � O `.a • N � 1�.� •`". • ��. •`= S-; �' S�� r-1 4� O Q� (I: O �D p C� ..� hil .L; �� '- -� . 3 .� :.:, •�.�; r-I ��j S�� Ri {� r- C\i �'��\--:1� rl c-� N N"i� �~ Fi-� �� Et!) �1� U �) �i � , u� C� O i � ta'td r"�' �i C��C_�)'CD'Cs+' • �-i n� � : • � c� �� &0 a� r-I ._. . h(1 S'1 � � �V �1 O :� FH N : Ct �; �� _ ;T� cr; .U� � •7� • • • • • • • �—I Rl rf�, 1 i.r�� L) -116- i • , � { ,., ;,r� �� :y �� . �� ,.� �� ,.. �� Fi �� . l �I f-1 _ ..�.._.._. ------_.._.___._....__._..._._ _. .. • ` .�± .�� (:1� �L � p r; r� �.� --- fI p� . r� G�� -� w �Y -�: r�, i «a� �--� u w t� � ______..___.________�__. ___._._ � -- ,-, �� 0 LV � " � ;,1 <<� �� t.(� �!� �� •'.1�I 1� ____�._____.__.�.__�.______ . . {"i ��. il) f_1 � r� 6D+-� r� • � fti :� �' 'Lj U) •ri O O �/a I� +� �i �i �.� � �t� -E� t-I •r� N '''.� - :'� Si O .�� U] �'' r-i O u' �?� Q) ' � �: 1�, �'� �'' t� N f�0 C� O �l; •ri r. •r•1 '� � . L� ri r •r� r1 C; -1-� U� �L,> .S: • Q' �-� f' U] [-�� U] ('� U r�� ?y L+ .G c[i V! 0� rl r-I ' � O .C� ;Y Ei '.1' fti r-i :' ,•L; t-' f,;, �' O «S � 1� '"S �1`� :u C�� i.> O � '' f."1 'C:� 'C� +� S-� 4) .�:: D1 � U (.�� :' '� C') Q; Cd � +-' � F�� C: S; � �� +? n: ;i r a� � (iS C) .��.� ri) �: f(1 4-t L2 tl> • •ri 1 (� f� •r 1 0.; .ri :: O +� Ui .7� •ri d' 4i1-1=' +' f:� rl O .5:1 ([S a.� •r-1 Ei S i•�! f? O �ti •r-I S:1 •+� U fi Ul C) ' ;_� Ul U •rl 1f� .{_� O �ri •r� .Q` O (9 �� C� F�� C� •-I U] .-� R� 'CS I� C.� • (1.� • �-? ,O U� •ri � •ri �'7 _. (7 C) C� �i -I� •r�� C� .3 � , � • , s, t', o,i S-� N a� cr • `� �'-i O r-1 F� :'� Ei +' " F� f.�a rl • • 4-t C) p c• ,ri Ky 4-� N �.. .y� � C� U Sa � �. O .� —117— a 1 U � C) •r� a ti b a� a� v� � • b � a� N •rl 1 U � [d �C�'. �' 'S�-�+ +� � � H � • t� V O rl U x a •� a a� a� o b :� � U .. C/� '4; � A z° a� a� � a a F'. `� � � � U IA q1 •r1 O H ti •'-1 � � G7 � � U � •ri U � � ��y � � cC U � � a � � z z a� I' U � •r-1 � ' �1 al � � � c0 1 •ri A � � � t� .,-� .. a o � w � � � � •� c� U � r-i v �d • O O � � � . .. U] v1 .• � � � v A � � •� � .� +.�i.' U r � .. 1A N Q1 f� N • � � cQ � �� cC � ir +� � ir � tt � � ��.. .1-� �A I fl� I CJ 1 •• O 4-1 W 1 •• 1 1 f: I � o � z � � z � � z � aU � � z � a � z �� z ... c� a c� F+ a H �s -118- • � ,� H q�y °' i, � �r N i-J � • 4-1 � � � x° a �n � � � � w � + � � z `� A �N a� � w � o � � � � o � � z � � � � � 0 .,.� � � p O rd a � o � zw �n �cs � � � � . w � a � � o w � � � � � . O d x � � r-� � j-1 . A ��, . . Q1 � .� � F� � 'b � • U) o �.r z° a 0 a� � aN +� a� � � ', A v � U O •� aVS �-1 � c`�r] t�7 N , � 'tJ � � (A i� � oD N • �� c� 0 G�i a A N t�/1 � � H c�c ,� 'a a, a �c � � � c� c.�i a H � � a � v s. +� a� �, -t a� A � V � -119- � ; • INTERPRETATION OF DATA The dntA received from thQ operating agency will be interpreted in relation to the commitment they made to the plan in their sub-contract and clari- fied in face-to-face and through written contacts. Any substantial defici- ency will be investigated. Barriers to fulfillment of their commitment will be identified and strategy developed to overcome them. Close coopera- tion with the Model Neighbbrhood F�nployment Center will be established and uc�ed to determine whether the barriers are real, eg. , shortage of appli- cants, lack of training re�ources, ete., or attitudinal on the part of the operating agency. Every e�'fort short of terminating or suspending the contract will be made to achieve compliance. As the final resort, substan- tial continued non-compliarice would be grounds for suspending contract. Barriers identified will be documented so far as possible, and referred to the appropriate plan for action. Information will be shared with the Model Neighborhood Employment Center in an effort to keep them aware. A feedback system rvill be initiated to communicate CDA reaction to the monthly report submitted by agencies and to clarify our intentions and expectations towards each operating agency. Personal contacts with the personnel in charge of the �mp�oyment and training in each operating agency will be made by the employment and training coordinator in an ef- fort to facilitate the sharing of information insight. It is planned to present the data gathered in a concise written form to the Model Neighborhood Plarining Council and orally explain the implica- ti�n of such data at appropriate intervals. In this way it is planned to keep the citizens involved with, and awa.re of, the progress of the plan, as well as communicating the problem and impediments to implement- int the p1an. • -120- CITIZEN ROLE IN MONITORING AND EVALUATING • A citizen review board wi;.11 be established to monitor and eva.luate the implementation of the plan. The board will be composed of the following voting memberss L ' Three (3) members of the Model Neighborhood Planning Council 2. Four (�F) Model Neighborhood Residents selected by the Model Neighborhood Planning Council This citizene review board will avail themselves of such technical assistance from the CDA and the opertating agencies as they deem appropriate. �i'heir duties will be to assess the data gathered by the reporting syatem and periodically report to the Model Neighborhood Planning Council. They will make r�commendations to the Council as they deem appropriate based upon their assess- ment of the data presented to them. The Model Neighborhood Pl�nning Council will delegate to the ci�izen reviPw board the authority and responsibility of granting or denying requests from operating agencie8 for a waiver of resident employment requirements. They will evaluate the effectiveness of training programs, using the quantitative results presented to them by the �nployment and Training Coordinator. It will be the responsibility of the CDA staff to present concise reports along with clear interpretations of the implications of the data to the Board r�t specified times and upon request. The intent in establishing such a board is to provide an effective means of coouaunicating with the Council and the larger community. It is also intended to provide the necessary r�achinery to expedite the process of reniewin� re- quests for waiver of resident hiring preference requirements. Grievances from Model Nei�hborhood Residents employed on the pro�ects will be heard Fznd acted upon by this board. • -121- � SECTION 11 - CONTRACT BID SPECIFICATIONS • � 3rd Party Contract Manpower Clause ' I. RECRUITMENT A. All contractors will submit in writing to the Equal Opportunity Planner all listings of available jobs complete with 3ob de- ; scription and salary ranges. 1. Job descriptions must be developed by Contractor and reviewed and approved by the Manpower Specialist, SPMCDA I7ire�tor, Equal Opportunity Planner and related taskforce chairman to insure that the �ob descriptions are written so as to give maximum consideration for Model Neighborhood Residents. B. All positions c�eated by Model Cities funding will be listed with the Model I�eighborhood F�aployment Center. Only .referrals from this agency will be accepted for employment by the con- tractor. II. FMFLOYMLNT A. Model Neighborhdod Residents will be employed in all vacant , �ob slots. B. There will be no exception to this stipulation without a written app<.al submitted by contractors to the Special .Review Board for approval. : The written appeal will be directed to the chairman of the Special Review Board and will gives 1. reason for need to deviate from requirement A (above) 2. recommendati,on and alternatives as to how positions ahould be filled. 3. The review board will consist of: a. Three (3) members of the Model Neighborhood Planning Council; and b. Four (4) Model Neighborhood Residents aelected by the Model Neighbo�hood Planning Council • -122- � The parlimentary structure will bet Chairman Vice-Chairman Recording Secretary The Special Review Board will review the written appeal and, on the basis of recommendations from the Contractor, make a determina- tion as to what steps will be taken to fill the position in question. The determination will be tnade by the Board within one week of the date of recei�nt of appeal. The decision will be based on ma�ority vote of persons present. �uorum and other such operating procedures will be developed by the Board itself. Contractors will be notified, in writing, within twenty-four (24) hours after decision is reached. C. All Model Neighborhood resident employees will be given first pre- ference on all higher level positions when they become available through staff turnover, expansion or new program development. This is to insure each resident the opportunity to climb the career lattice. III. TRAINING A. The Contractor will eatablish minimum quantitative objectives for resident employment and will provide to the St. Paul MCDA within thirty (30) days a statement as to how these objectives are to be met through recruitment, selection, pre-employment and on-the-3ob training, upgrading and other procedures. The training and employ- mex�t procedure� will be designed to remove identified impediments to hiring and upgrading of disadvantaged Model Neighborhood reside�ts and provide them with occupational mobility through seniority, interagency transfer agreements, civil service status, union member- ship or other prerequisites to such roobility. ' B. It is the responsibility of the Contractor that he develop a specific program to upgrade eligible, potential and interested employees retained in each para-professional �ob classifications. This up- � -1�3- � grading will be designed to lead to greater responsibilitp or full professional status, arid those employees so upgraded will be retained in professional level positions as such positions become available through staff turnover, expansion or new program development. C. Each agency will designate a staff inember as training and development officer to be responsible for the development of training programs and employability devel.opment plans for all Model Neighborhood re- sidents employed by the agency. D. An employability development plan will be developed with each MNR : employed in writing, using behaviorally defined objectives. IV. GRI.EVANCE PROCEDURES The Contractor will attach as a part of this Contract, a set of grievance procedures to be follwed by his employees. V. PURCHASE IN MODEL NEIGHBORHOOD AREA Whenever State Statutes do not prohibit, purchases of equipment and surplies under this Contract will be from Model Neighbarhood area business and/ or minority businesses. In the event this clause cannot be adhered to, the contractor's affirmative action plan shall be implemented. Documentation shall be attached to the monthly financial statement submitted to St. Paul MCDA. All equipment must be labeled "PROPERTY OF CITY OF ST. PAUL - MODEL CITIES AGENCY." V I. AMENDMENTS Any and all revisions and/or amendments made to this contract must be dated, approved by the original signators of this contract and attached to this contract. VII. FLEXIBILITY IN BUDGET The Contractor agrees that expenditures will be made according to line items as identified in approved budgets. The contractor may transfer funds without CDA approval within the cost categories of a program account during a program year if: (a) the level of expenditures does not change the length of time the program will operate; (b) the program objectives are not adversely affected; � � -124- ,. � (c) flexibility transfer is taken only one time from one line item; (d) flexibility transfer is given only one time to one line item; (e) the schedule below is followed. PROGRAM ACCOUNT IN DOLLARS PERCENT OF FLEXIBILITY Personnel: 0 -- $100,000 5% �100,000 -- $200,000 1�% 5�200,000 -- $300,00p 3� �3�,� -- 85�,000 � oVER $500,000 1% Non-Persannel: lp% If the transfer in cost categories cannot follow the above procedures, the Contractor must submit an advance written request, including justification, for.exception. The contractor will receive a response within one month. Each flexibility transfer shall be reflected in the monthly financial re- port in which the transfer occurred. If these stipulations are not followed, the contract will be declared null and void. VIII. L�EASE ANli P'URCHASE The Contractor agrees that no lease or purchase of structures to house functions of the contractc�rs shall be executed without priar written approval of the St. Paul MCDA. IX. FISCAL REPORTING The Contractor, by the second of each month, will submit to St. Paul MCDA the following: 1. copy of requisition and/or purchase order for previous month.; 2. copy of claiars and/or invoice for previous month; 3. list of warrants and/or checks for previous month; 4. pr�yroll register for previous month. These items must be submitted in addition to the required monthly financial re- port. � -125- � INSTRUCTION TO BIDDERS These requirements apply to all HUD assisted demolition, rehabilitation or construction projects which are included in the approved Comgrehensive City Demonstration Program and specifically applies to project (here describe present pro3ect). The following are mandatory requiretaents which must be included in the bid and will be included in the contract. First. The bidder must provide �obs for residents of the Model Neigh- borhood in accordance with the following goals set by the city with the concurrence of HITD. yb of MN Resident Occutaation Qroupings � of MN Resident Trainees . Hirees a. Unskilled b. I,Aborers c. Off-site but related (such as truck drivers) d. Superintendents/Foremen e. Skilled (break out by trade) f. Professional (draftsmen, etc.) Second. The bidder must state in his bid that he will cooperate with the city in a program whereby the city will assist the bidder in meeting the employment goals by furnishing him with trainees and hirees selected by the city. (If the city does not have an employment and training program as required by Model Cities Handbook 3160.1 (a copy of which is attached) then the bidder must meet the goals through his own recruiting methods.) (NOTE: At the time instructions to bidders are sent out with the invitation for bid, the bidder should be told whether or not he will have to use a CDA 11 city hiring arrangement). Third. If the bidder has a collective bargaining agreement or other contract or understanding with a labor organization or representative of workers he must furnish with his bid, evidence that the labor organization � -126- � is aware of and approves of his p�rticipation in the hiring practices required for this project. Fourth. If the City cannot fill the bidders hiring and training goals and it is, therefore, necessary for the bidder to recruit using his own re- sources, the bidder agrees to recruit and screen applicants and set up ap- pointments for interviews in the Model Neighborhood. Such recruiting shall be accomplished through advertising in the local media, signs placed at the proposed site for the pro3ect, and community organizations and public or private institutions operating within or serving the pro�ect area. Fifth. The bidder must state in his bid that to the greatest extent feasible �ubcontracts will be granted on a preferential basis to businesses which are either (a) based in or substantially doin� business in the Model Neighborhood or (b) employing Model Neighborhood residents at all �rels as � significant proportion of his work force. The bidder must state in his bid the number and types of subcontractors he will use on the pro�ect. Sixth. The bidder must state in his bid that he will cooperate with the city training programs and will meet such quantified training goals in each craft and related occupation as determined by the city. (here list quantitative goals) , � -12?- � � . � . , .. ` ��M►0, , � � �* *� DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT . . s+ s 360 NORTH MICMIGAH AVENUE, CHICAGO, ILLIN015 60601 ��,N�f �, 'TtID� 7� 19'j 1 REGION V • IN REPL�V(�REFER TO: J�� 1�'• R.1C�fA,Td '1�101'PQ Mod�l Citis• Program �65 N. Dals 3t,r�et _ 3t. Paul� Mi�nosota 55104 D�ar ltr. Tho�rp�s HUD ha• oapl�t�d its r�viw� of th� St. Paul Nod�l Citioe 8tiplo�r�ent and TrRini�as Plan. In g�neral, tho plan wsa �ery �nll �+ritt�a and r�fl�ot�d a �vat d�al of Ltwught a�d •ffort on tho part of tbo�� ooacern�d rrith ths denlop�ent of the plaa. T9� id�ntificatian o! tiarri�rs wae aore than adequate, xith the subsequent atratAgies �z�r realiatio. The thit'd party oontrsat olauae was ca�preh�aeiv� in acope aad ahould proride a so�md bseia to iaeur� vaai� �loyaent of Model N�i�hborY,wod reaidenta. Thor� �re, ho+rover, areas of the plaa which need attsntioa aad 21�rther • olarificatioa. The followir� ca�oente are addreeaed to t.�tooe aresss 1. Th� ba�� line d�ta ehould b� coll�oted and prea�nt�d on the training fonu included in the Tecffiioal /1e�ietanoe Bnll�tin (TAt3) aud reevbmittQd. (S�e Goldfarb Moeo of Juae 1� 1971.) 2. The plaa shou,ld clarify t�he orgaaizational r�latic�ships betw�een th� Mar�pc�r�r 3erviQ�a Teaa at�d oth�r CD� ataff ltu�otions, i.s.� Plaaning aad Op�ration8, Bbaltution aad Monitorin�� c�in.iatrative — Servioa• and Cc�aiity Or�aaizatim. i�fhat vill t�he zv�ponsibilities be of t�u 1�MTPC Manpo�+er 9erticee Ca+�ittee and t� will thsy differ fro� ths ManpoMer Servio�s Teaa? 3. Th� plan sh�ould aDsoi!`� th� eourc� aad aao�at ot lLmds to b� uaed to iapl�wat th� F�1oy�snt aad Training P�,aa. Z!' a�s�or budg�t �� revisiana will reault froa r�pro�raaing, it xill be rua�saary to follo+r the procedu=va autliaed in CD� LeLt�r No. 6, B�tci�et Submis�ion Requir��enta. Alao� t,he �lan �h�ould provid�e i tia�table �hawing �. �rhen the budg�t aawn�aent foise xill be aubmittod to HUD. ' $. The plaa eL�ould addr�ea th� poa�ibility of yart-tias �ploy�nt a�d training to inalud• iner�aa�d hours of worl� �►ad aa �wo�prtable liring ws►ge rate. �`� � / a + • • ' • � f �� i It �a reoc�aend�d t�ha� �h.k3 abei� cQr�ne�zt,s� b� �.a�.c��rp0rated fnto the F.�ploy�ernt and Train.�t� Y1aaa gx�or t,o r��i�rw b�r �he St. Paul City Cgunoil. Pl�a�e dan't f��tsitate ta �sartac� te�y �taF� if *„�� r�ra b� o�' any a9sistancu �.n the �pl.��retati.an of �.�e St. Ye�uZ �amployatL�n� and 7.`rainir� Plan. 3i�a��Iye � 1 �� , � . ��V ��v� 'v ,'.-'�'� .Qj`�� -- �.an Cr�ld��rb As�2s��ut Ftegica�.al Iv3�oiniatra`�,nnr far �ea�. c:it.��a oas - Gb+orge Nict�.twn 9�t'ia� of Q�rr,��.�-�.n.-Aid Px�c, R+��r�nd Jos��a P12mta CYu�iz�ax�, ASod�2 ?l�i�hb�x�od C�tiat�i�a • i� � ------- - # ; ,f . � . . s .' C j �:_% ` � /� � � � � � � 1 � ! t � r �- � �``�=-, � �,.'�� ,;1� , � � ; . . `"i' S.�. . �� . . -.\ . �� .�� 1 , > ; � � � ` ��5. rt �� . v# �� cn��c� 55�� 22?—�7�� June 25, �97� Mr. Alar� (�aldfarb Assistr�nt Regiona� Ad�.inibtrator - Model Cities IA.�partment of Housi:�; a:zd Ur�an I')evelopr�ent 3G0 N. �iichi�;an Ave. Chic�go� Illinois 606Q1 R@: Responua to corx�er.ts on Re:;ident F�ployrnent E� Traini.n� Plan Dear Mr. Goldfarb: • Thia is to tr�n��nit to ,you our respons� to your letter date� June '7, 'i9'71 in which yUU cc�e:�netiLed upon nur Re�;.dent and ::�:�:�la�,nent: F't_-;u� .3zac3 rtr - quested cl_r�rification on four (!t) pc�ints cont�ained zn �h� Pl��n. �ttached to this Ietter &r•e the detailed res:;onse� to each of �he areas needing clari�ications Yo�ar c��t.�,�en�� and our respanses to these couu7ents wi:17. be incarpara.ted in±o th� Plan. ltow that; we have h.--�d the benefit of 3�our review, wc� are mavinu toward obtr�iniri�; formal approval of the P].an b,y the St. Fr�ul City Council a�.d the Ft�iy;�r. . Should ��dditiona� clarification be required, x�]ease let us knorr. Sincere2y yours, � � ` Mr. I�ich:ard J. orpe � P D�puty l.�irector RJT:jet cc: 5teve Br�wn G�orge t',c!�,�hon . F2�v. uas�ph rilate � F4rrest; �lr�uk�!:ter � . CLA}2�FICATI�Pd OF ST. PAUI, WiOJ�:L CZT� EF��'JAYMr?`7T A1dD TRAINITVG P3..,/�1�1. IP1 R�POI�SE TO THE FOUR POI2dTS OUTI.INED IIV :';�.E .M'1I: ?, �97� LI:"PT'r',R FF�M h9F. CzOI.UF�4RB � I�"I"t'F:R NIIk',�l�:R � ;UM - '1. Basc� I�i.ne Ik�ta - The tk�.se l�r�e d��a was co�lected durin�r deveiopmeat of the plan but waa not m�zde u �art of the pian ae thi� �s personal infarmation relating to empioyeea of the CDA� and it �rac felt th�t it was nat de�irable to make this i.nformatian public. �'ive (5) copies of• the base line data, usin� the appropriate chart� ��rF �tt�ched f�r use by �?UD. ?. �'he o�anizatic�nal relr�tior.shi.p, b�tw�en P��nrv�wer �ervices Te�.m and other CI�� _,� _ _._______.._ _ �__ ��_._._ _ or�anix,at�ional units�i.e.�FyAir�nin� and Or.�^r�tS.a*i�, Evalua�io!� and Monitoring, �dministr�tive Service� and__C�^�munity Q:�°�ani��3�ion: Tile ��npower Services tearn friZl funci,i.on :;s t�c> caordt��atir;�- unit betE�een Pl�nniri�; r�nd Ot�er�ttions, Evalua.tioa and Mon:foring, Acir�ini�trative ��ervzcP�, �..nd Comr�»nity Organi��io�i on a11 n�.tters t}�t relate to empJ.oyment and training of l�del Nei�;r.borhood Resi.dents. It wi.11 be the fu.iction of tt�e '�'��znpower Servicer� Team to be �w�re of Planning and O��eratian activitie�� the activities, of �:�►aluating and t�nitorin.g, Ad�nini�trative Service� • in the eenr,e of traininF CDA sta:f, and CSoc:�unity Or�r�nizat�.on in discovering and identifyin; the needs of the com;r.unity in terms of esKployment and trair�ing. k1I activities of the other uni�s will be coor�iziat:e� with the t�anpowe�r Services Team, bec�use emptoymenC and trainin� er��ct all activi�es of +�he �'aodel Cities operati.on. It i:� necesc�ry that the Mc�n�ower `:erviees Teram be awar� of �sha'c i.s hr�ppening in all units �znd ha�v� tk;Q cooreration of all ataff persor�nel. F'or exampl.e, they will work clo�ely with Plan.zing and Ogeration� in order to be a�ar� of the emplc�;fr.�ent opportunit:i�s �;ener��ted by I�bdPl Cities nrojectre `i'he� wil�. tvor�. close�Ly b�ith Ev�Iu�tion �:�id ;;onitorin.g �o he gure tha� duplicati.on of effort �ce� n�t take p].ace. • They wrili �rork closel� �it}i the Administr�tive Se�rvice� in arder tc provii?e adequate in-sere►�.ce �xnd �ut-service trainxn� to CDA staff. They wz�_1 �ro.rk w?th the Cocrunur.ity Organi��tion �taff in �rder to be �w�re of the needs af the comr��un�.ty as they rel�t�� to emplo��ment. `I'he k',�npower Services Specialist urill regart to the Ueput� Director of St. P��l 1'odel Cifie�. l:e will make peri.odic reports to the Citizens Reviere Baard, which will be established ta monitor and eva�uate implementatxon of the Resident I�nployment �''1an. The Citizens Reva.�w Board� functioning as thP t�del Nei�hborhood �l�nning Couricil'� Manpower Servicea Comr:iitt!�e� will ntonitor and eva.lua�e from tn� citizen� point ,of ' vi P� the effecti.ven��sR af the impTer,�:�nta.tion of thc� S�. Faul F�;odel Ci�ties F�np].ovraan* nnc� Trc�in.in� Plan. The earmittee wil_1 develop poliey' for t�TI'C �rnrod�l which k�i11 bP �carr�ed out hy thF� h�-.n�vwE�r Sc:rvicee� 'Pe:�m. The r�aponsibili.�ie� of th�c corrrmitte�� ill l�e quite di.�'ferent frcm thosw of the N�nE�ower S�rvi.ces Team. The Mannower Services Team is re�pcnsible for ampJ.ementir�,� the plan. The citizens review bar�.rd is rebponsible for r�commendin� and interpr�tin� �licy; and moni.taring and evaluatar�_r: the implementation of 6uch policy. 3. The source of the Model Citie� fund� to he tised tca i�lerner�°� the F$mplo,yment an� Trainin�± )'?��n: Tt is expected that agproxi�natel,y �►7i7,000 of eupplemental funds rrill be neceer>ary to im}�l.ernetit the plan. This fun�ing �ill come from three (�) sc�urces; �a) frocn slippage money unused by ather �ro,j,ect, (b) unnZlocated money in t?�e f�:mergenc,y Action FLnd� and (c) r�r�ssi�nmsn� a: x�re�ent admznistratine staff to t�iis function. It is expoeted that o�:r �del C;ities �'?-�o�..rAr� will receive a grant f.r�� the I�pr�rtment of I.�bor-HIiD un�l�r Pub.Yic Sergric�� Cr�z��ers. St�ff of the M.4npower � :�ervices 'T'e��m will hP Fx�sir,n�� to ir.3��lem^nt t:hi:. program� The ��l�rieu of f.he s�aff r,o r�sc;iuned will be pa�id �ut of PUblic Servi.c� C:<�reext� money. . � � � Page II It ie anticip�te�� that recler�l r�nics will be av�3ilable either on a matching � bar;ir� ox k�y gxr�nt to i.mplemen!: thc construction training �s�ct of the St. Paul Model Cities i�nplo;ment a_nd `='ra{ninP F'iar.. (?nce these monies become available, ManTx,wer Service� Te:�r� mernbers will be �ss�i�;ned to this fl.�nction and their �xlarieB pafci out of thzs �r�,nt monAy. At the prer�ent tirne, it is impractical to provide r� timetable for flznding as it i�s difficult L-o pru jPct 6ll��1:3;�!P monev ?�ec�us� of the st�tus of our First Year Action P1<�n� As you know, N� are only r�ow �n�eri.ng �nto our fir�t project contract. A pro�ection of fun�3inr; n��Ede ic bei7R c:evelo�!ed ��s�d upPCif'ic �ources of fundinR wil.1 be i.dentified. 4. Th� Uoc�sibility of cr��ati� .�art-time e�to�r.�ent_ throu�ti t�n i.n yservice and out- ' _ ,,___ _ service traini*� to _�rerk,rd the �r�-�on to obtain �rmanent full-time ��ork: i The CI)A exp�cts to create 3C7i}j`(jX1f�lfitF?1y sixt;� �O�part-time jobs, fi.fty-three �Sj) of these positiona �re by th� nature of tk�.e proiect (namely Oxford�Selby Recreation Proiect �-�n� the Youth ServinF� Youth Project) require that student be placed on these �x,citions. A� the �tudents are not available for full-time work, it seer�s that it would be im�ssiUlc to up-�;rade these positions into fti11-time positians. The remainiz�; seven (7) ��i�ions are of auch a nature, such �.a cookzn�, part-tims secre�arial. work, etc. that it !nay be �assible, if the f��ily situation of the incumbent is such th�t they are able to take ful'.-time ►rork, that we would be able to u�grede the,e poeitions into perrnzanent full-time 3�bs. The etaff o� the CI'A, th�t ie �reaentl;,* wnrkinfi tess than f�.�:�1-time, doe� not desire full-time work due to pei°sonul family si tuationso Therefore, the Nesident F}n�loyment rinf� `Praining Pl�n, whil� embr�cin� thc* c�nc�pt of nermfnent rxnd 1�11-time work �`3nd�, it unrefl- • liatic to devel�p a carnprrh�+nsire ctrate�;y to insure that signific�r_t n�rnber� oi People emnlo,yed in ��rt-tia�� employr.±ent� will. move to fu11-time employrnent. �