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256137 - ORIGINAL TO CITY CL6RK i� y��a� ■ s CITY OF ST. PAUL F,OE NCIL N0. ; � � OFFICE OF THE CITY CLERK COUNCIL RESOLUTION—GENERAL FORM PRESENTED BY COMMISSIONE ATF RESOLVED! Tha.t the Council of the City of Saint Paul does hereby approve the Operating Agreement between the City, acting through its Model Cities Department� and the Minnesota State Department of Manpower Serv 'c��s , (Model Neighborhood Etr►ployment �� - Center), a copy of said Agreement being on file in the Office of the City Clerk; and be it � FURTHER RESOLVED� That the Mayor, Director of Model Cities Depa.rtment, City Clerk, and City Comptroller are hereby authorized to execute the said Agreement on behalf of the City of Saint Paul. FORM P OV : r 'on el OCT 2 6 �9�1 COUNCILMEN Adopted by the Counci� 19— Yeas Naya Butler Q CT 2 6 197� 8a�ls�-C°-�-n-t ��t A 19� Levine Favor � ��. r i � Me ed th � or Sprafka TAgainst � Tedesco .l Mr. President, McCarty �v$�.YS�D OCT 3 01971 �� ' AGREEI✓ �, NT ��r�� 1.� THIS AGREF.MaiT, Made and enterec� into this day of , 19'7i, by and. between the Ci.ty of Saint Paul, actin� through its t�iodel Ci�ies Department, hereinr�fter referred to as "Model Cita.es Departarent," and Minriesota S+ate Dega.rtmezit of Manpowpr Services, herein�fter refer.red to as "AgencS•;" WITI�3ESS�'TK: WHEREaS, 2'he Model Cities Department on the 23rd da,y of April, 1971, re- c�ived a grani: under the United States Department af Ho�a�i.ng a.nd Urb�n Develap-- r�ent I�emo�str�tion City and M�tropolitan Developmsrt l�c� n� 1965, Tit�.e I, caid grant designated as Grant No. ME-22-�003; and . k►Ii�REc1S, I'-u.rsu�nt to said grant, Model Cities �epar�mpnt ixi underta�ir�g - cer�tain ac�ivit�.es; and WI�tEAS, Tlie Mods�. Cities Department desire� to en�age the Agency to render certain ass�,stance in such �andert�lcing pursuant to and .zn corcp3ian�e with thA Granic No. tiF-�2r-��03: NO'e�, TH��tF'.k�RF;s TiiE MODF�[, CT`I'IFw" DEFARTMF,�'1iT A?TD `L`HE A��C�' D� A'IJTCJk'L'LX kGRE� AS FOLi�U'�JSt ` A., Sccpe of Services: T:h.s la,gency� shall, within tkis Summa.tfJniv�rsit,y Model NeighborYiood, perform those activities set fex�tYz in the �ttack:ed Part Il ar.d shal�. perform thE activities wi.thin the timetable set fcrth �n Fa.x•t Il. B. Ftznding: (1) Th� A�enc�r shall commence performsr,ce nf �hi.s contract on the day of , lg�, and shall co�riEte �erformance no later t�:an tl�e 30th day af Jurse, 1�72. � �2) It is expressZy under�tood and agre�d th�.t in no event will the �eta1 am�ur�t �rr U� paid by the Model Cities Departr,iEnt ta the Agency under this A�reement �xceed the suan of ��55,].9?.W for full and compl.ete satisfact�xy� pe'rformance in accardance w:�+h th:e bud�et attached to this Agreemexii; �.n Part II. (3) Flexa.bility i.n Budget: �lgency shall mal.e expenditures according . to the line items as set forth in �he attached Bu��et. A'l1 proposed �mend�ents i:o the Budget must be submitted L-o the Model Gities Department for review. a) Ag�ency may amenc� the Budget line items without tiodel Cities Depart- ment's written approval under the following Gir.cumstances: i) �.e revisian o: � lir.e item does not constitute a substantiAl change in program objectives; and � � , , ii) 'The revision of a line itear does not constitute a change of more than 10% of the line item or �% of the to�al Budget. b) Agency may amend the Budget as follows only upon the prior written approval of the Model Cities Depaxtment's Director: y i) The revision does not constiture a substantial change in program objectives, and the transfer of one line item to another line ' item does not constituL-e a change of more than 15� of the line item or lOqd of the total approved Budget. ii) The revision of a line item constitutes a change of more than 10% of the line item or more tnan 5% of the total Budget. c� The follcswing amendments require a Contract amendment and written approval of the Model Neighborhood Planning Council and the Saint Paul City Council: i) The proposed revision constitutes a. substantial change in the progrAm objectives, the scope of services set forth in this Agreement and/or the work program; or _ ii) Any change wY�ich would cause the total amount of the Budget to be exceeded; or iii) 2"he transfer from ora� line item to anather line item would constitute a change of mors than i5yo of the line item or more - than l� of the total Budget. �_ iv) The changes in physical 1GCation of approved pro,�ect would restrict the paxticipation of Model Neighborhoc�d xesidents. {4) Modei Cities Department shall make payment under this Contract i.� the following manner: Agency shall present to Model Ca.ties Depaxtment an itemized requisition for month2y statement in the form attached hereto. State�ent disposition af amounts spettt during the preceding month, together with an estimate of expenses to be incurred during the next succeeding month, with reference to expense categories as set forth in the at'cached �udget incorporated within Part II shall be submztted by Agency monthly. Statements shall include the foZlowing categories: (a) Persannel (wages, fringe benefits) (bj Consultants �c) �pace rental (d) Travel (e) ConsumaUle supplies -2- , • � ` ' ' ' ' � � � � , (f) Equipment-rental,. lease ! �g) Other costs. �i (5) The agency sha7.l mairtain verification for all expenditures including, but not limited to, time sheets, invoices and receipts, and shall keep and retain such documentation, for the period of time that is required to maintain its records hereunder. C. .Independent Contractor: For the_purpose of this Agreement, the Agency _ sha11 be deemed to be an independent contractor, and not an employee of the City. Any and all employees of the Agency or other persons, while engaged in the pex�formance of any work or services required by the Agency under this Agreement, shall not be considered employees of the City; and any and all claims that may or might arise under the Workmen's Gompensatian Act of Minnesota on behalf of said emplvyees or other persons while so engaged, hospitalization - insurance coverages, Social Security and pension payments and benefits, other emp2ayee obligations and benefits, and any and a11 claims ma.de by any third party as a consequence of any act or omission on the part of the Agency, the employees or other persons while so engaged on any of. the work or services to be rendered, shaZ�• in. no way be the obligation or responsibility of the City. � ' The Agency shall pay as they become due all just claims for rrork, tools, i machinery, ski1Z, materials, insurance premiums, equipment and supplies furnished, ; rendered or performed in the execution of this A�reement. D. No Discrimination: The Agency shall be deemed a contractor for the application of aIl provisions hereof and laws against unlawful discrimi.nation on account of race, creed, sex, or color hereunder. i � The A�ency agrees in accordance with Chapter 238, laws of the State of Minnesota far 1941, that in the hiring of common or skilled labor for the per- formance of any work under this Contract or any subcontract hereunder, no con- tractor, material supplier, or vender shall, by reason of race, creed or color, discriminate against any person who is a citizen of the United States who is qualified and available to perform the work to which such employment relates; that no contractor, material supplier or vendor under this Contract shall in any manner discriminate against, or intimidate, or prevent the employment of any person, or on bsing hired, prevent, or conspire to prevent, any person from the performance of work under this Contract an account of race, creed or color; � and tha1: this Contract may be cancelled or terminated by the City, and all aroney due or to become due hereunder shall be forfeited for a second or any subsequent violation of. the terms or conditions of this Contract. This Contract is subject to Title VI of the Civil Rights Act of. 19b4 (P. I,. 88-352, approved July 2, 1g64) and the rules and regulations (24CFR, Subtitle � A', Paxt 1), issued by the Housin� and Home Finance Agency pursuant thereto. _� f � � ,. , , � , , F. Resident Emplo.yment a�a Trainin� ReQ,zirements: Section 103 (a) of � _ Demonstrati�n Cities and Metropolita.n Development Act of 1966 requires that a comprehensive city demonstr�.tion prr�gram pravide "*** maximum opportunities for employir.g residents of the area in a13. p�ases of the program and enlarged opportunities for work and traininJ" and t}iat it "**'� make marked progress in reducing *** underemploymen� and snfor��c� idlpnps� ***." In the performance of this Agreement, the Agency shall comply with all requirements of HUD pertaining to its general policy on employment and training � of Model Neighborhood residents in all jobs generated by this Agreement and the submission requirements for the implementation of this policy, as set forth in HUD Handbook MC 3160.1, ModeZ Cities Employment and Tr�ining Requirements (CDA Letter No. 11). Agency sha].l include thes� provisions dealing with Resident Employmeut in all of its operating subcontracts. � The Agency agrees to comg2y with the Employmeni; and Training goals set forth in the Saint Paul Model Gities Resident F.mployment and Training Plan, as set forth in Part ll. hereof, and as attached hereto. In the execution of such - plan, the Agency must demonstrate maxked progress towards specific goals in each succeeding phase of the pragra,m. All positions generated by the project contemplated by this agreement and all positions becoming vacar.t shall be listed by Agency w9.th the Model Neighbor- hood Employment Ceiiter and a1� such pesitions wi11 be filled f.rom referrals from the Model Neighborhood F.�p�oy�nent Center and Model Neighbonc�od residents `"� insofar as m�y be possible to do so. Agettcy agrees that it will utilize its - best efforts to conform to the spirit of intent of the terms of this paragraph.. In the even� that Agency desires of finds it necessary to devia�e from the plan and concept of the F.anployment and Training goals herein set forth, Agency will seek a waiver from the Model Cities Special Review Board, by making written , application therefor, which application will set forth the followin� information: 1. Reasons for the nEed c�f deviation.. 2. Recommendation and al�.ernatives as to how such positions shall be filled. Model Cities Special Review Board shall consider and act upon such request and notify l�gency of its decision with xespect thereto within ten (10) d�ys after submission of such request. Agency shall designate a staff inember as Training and Development Officer ;to be responsible for development of training programs and employability develop- ment plans for all employees. � , _� _��.v.�._. __ _ --- ---._ _____ ___,__ _ .. L 5 � ♦ , , ' ' . . ' ` i � . - F. Tsrms and Conditions: Agency shall be subject to.and shall comply with i all terms and conditions as set �orth in the,attached Part II. ' '� ' Agency shall include similar Lerms and conditions in all of its contraets ; with other agencies in the performance of this Agreement. i ; • , � G. Supplementar,y Conditions: This:Agreement-incorpurates the ''Model Cities ' Administration Supplementary Conditions for Contracts with Operating Agencies and ; Contra�ctors" HUD-7050 (2-69) which is part of the attached Part IL When the term "City" is used tY�erein, it shall mean "Model Cities Departmer.t." The Supplementary General Conditions shall be incorporated in all contracts between Agency and its contractors. Ii. Administrata.ve I�abor Standards: This Agreement incorporates the "Model Cities Administration Labor Stand�rds Provision" HUD-7051 (2-69), which is part ; of the attached Part II. Where the term "City" is used therea.n, it shall mean '; "Mode3. Cities Department;" and where the term "Contractor" appears therein, it i shall mean "Agency". These �Labor Standards shall be incorporated in all contracts _ � betw�en the Agency and its contractors. , . I. Records, Reports and Information: The Agency shall be responsible for � the maintenanc� of records and accounts, including property, personnel and - � � financial records adequate to assure a proper accounting for all project funds, ; Federal and/or non-Federal. These records will be made available for audit to j representatives of the Mode1 Cities Department, the United States Department of � Housing and �Trban Development, the Comptrolier General of the United States or any authorized representatives of any or all of these sigencies, and wi11 be retained for three years after the expiration of this Contract unless written permission is given for their destruction by Model Cities Department and the '�- Secretary of the United States Department of Housing and Urban Development. I Agency shall furnish such statements, records, reports and information as �, is called for in the Model Cities Department data reporting package, which is ' i�corporated herein by reference and made a part hereof, and such other forms as � may from time to time be required of the Agency Y�,y th.e Department of Housing r�n.d ' Urban Development and/or NPodel Cities Department. Model Gities Department shall � supply to Agency such information as may be reasonably requested in order to , assist Agency in the making of any reports required by this agreement. , J. t�The Model Cities Department and the Agency shall maintain a continuous ., review of reporting and evaluation systems with a view toward consolidating over- lapping and duplicating reports and systems. �' The Agency shall prvvide informa- tion to the Niodel Cities Depaz�tment for purposes of evaluation and continuous planning pursuant to a monthly reporting sys±em. This reporting system shall include: (a) Output Measure Report (monthly) (b) Output Measure Report Narrative Report (monthly) (c) Agency Statement (month2y) (d) Participant Beneficiaries Report (monthly) (e) Project Work Program (monthly) (f) Budget and Output Mea�ure Forecasts (monthly) (g) Narrative Report (monthl.y) . K. Work Program: Agency shall comply with its Work Program as attached hereto and found in Part II. . -5- � , , � � . , , , � , , , ; L. Notwith�tanding anything to the contrary herein contained, Agency's I .� I _ compliance with �,.].l State and Federal law in the performance of its obligations under this agreement pursuant +�o written opinion of counsel, shall not constitute ' . . a breach of the term� af this agreement. ; . , .M. . I+t�twithstanding anything to the contrary contained herein, this {I agreement may be t�inated by either party on thirty (30) day's written notice. � i IN WITNESS WHEREOF, The parties have caused this Agreement'to be executed � _ the day and year first above written. CITY OF SAINT PAUL Approved t Fo� : � � h40DEL CITIES DEPARTMENT. . -_ . . . _ 1 � �pec' si t �or _ � .,,,.. - . ��ra�i C sE� � _ - ! . + - Approved as to Form and Executian: � r Director � .,.,;.� . , . ; Special Assistant � �or.poration Couns�l City Clerk Approved as to Form and Execution City Coraptroller Warren Spannaus, Attorney General � STATE OF MINNESOTA � BY Department of Manpower Services �ssi-�tant Attorney General By j , Commissioner � Approved ,19?1. ( � ... �� _ ' APPROVED by Council Resolution ! � � Corr�nissioner of Admi.nistration C. F. # j State of Minnesota Dated - } + � � 6 } + . { 4 . � ' ... . m , , :. . . . . � i - [ - -6- � , , . , , . , „ � � . PART II � Scope of Services The prime �contracting agency shall, within the M�del Neighborhood, in a satisfactory and proper manner as determined by the Mode1 Cities Depart- ment, perform those ac•tivities set forth below and elaborated upon in the attached work program (Exhibit A). I. Purposes and Objectives The agency shall perform the services set forth in this scope of servi.ces to acY�ieve the following purposes an�i objectives of this project: A. To establish a Model Neighborhood employment center conformi�g ' to the attached work progx�am (Exhibit A) and offering employment counseling, aptitude and interest testing, job training, job placement, ba�ic education, work related orientation, extensive fol?ow-up, and outreach into the ModeZ Neighborhood. B. besi�n, establish, and secure �h�e support needed from private and public sources for iob training, development, placement, � and vocational education programs which will significantly impact poverty in the Model Neighi�orhoode �Y C. Initiate and �upport intensive efforts torrard brea.k.ing down - _ unrealistic hiring requirerr�ents, whether caused by misinfor- � . sation, racism, or other prejudice. D. Goordinate and alter existing efforts designed to eliminate nnemployment and underemployment (MDTA, NYC, Job Corps, NAB, �IC, i�EAP, etc.) , TI. Conte�t and Operation The �ajor activities to be undertaken are the following: �i. Awarding of Subcontracts to: l. The Ramsey Actxon Program. All personnel in its existing "Target Area A Community Center" �ill be transferred accor•d- ing to the attache�i timetable (Exhibit F). The Ramsey Action Pro�ram will be responsible for coordination of al.l . external agency services necessary or desireable far effi- cient fulfilyment of the center's abjectives. It will furnish without cost to the Model City Program a Deputy _ Director of Administration in charge of r�gency coordinatinn and responsible to the Director, a bookkeeper, a Clerk Stenographer (assigned to Deputy Director�, two (2) Manpower Specialists, two (2) Clerk Typists, and various equipment to include: 7 desks and chairs, 3 typewriters, and 5 drawer _ _ fil.es, plus such other services, personnel, and equipment , .. as it r.an legitimately afford to contribute to the over all ' effort. The prime contracting agency will furnish from funds supplied to it by St. Paul Model Cities supplemental. , 4 . i r � � . r . r . t�ZUds a sum of money �at ta excred �?8,050•00• Such monies will be for the hiring of two (Z) Manpower Special�sts for 10 raonths at a. ( - cost of $�50.00 each mon�h, two (2) Manpower Specialists for seven • months at a cost of �750.00 each month, plus $2,500.00 to be used . to pay various necessary e�ployee frin�e b�nefit costs. The six �6) � Ma.npower Spec�.alists and the i:wo �2) Clerk Typists will be assigned to the team operation and will be functionally responsible to the Deputy Director of Operations. They will be treated as full mem- bers of the teams and receive alI trainin� and other privileges . � afforded to team members (see F�chibit C). 2. St. Paui IIrban League Labor Education Advancement Pxogram (LEAP). � LEAP will be responsible for coordination af its activities with those of. the Apprenticeship Information Center and, in that context, _ for recruitme�nt, preparation, and placement of area residents into construction trades apprenticeship programs. The prime contracting agency will furni.sh from fund� supplied to it by St� Paul ModeZ Cities supplemental funds'a total sum of money not to exceed $24,985•�• Such funds will be for two t2) apprentice�hip recruiters �o be hired :� for �.2 �nonths at $75?•� each month: �2,500.00 for staff transporta- � tion to conferences, etc.; �6500.00 for �taff mileage payments; $2,000.00 to establish a fund from which tools may be purchased and loaned to prospective apprentices; plus Y�I,817.Q0 to be used to pay various necessary employee �ringe benefit costs �see Exhibit E). The two (2) apprenticeship recs-�aiters will. be functionally respon- sible to the LEAP Director of Adininistration. 3. The St. Paul ApprentYCeship Information Cen�er (AIC). The Apprenticeship Information Center will be responsible for, in coop- eration with LEAP, the collection and dissemination of information regarding a13. types of apprenticeship opportun.ities available in the Twin City area. It will be used a� a referral and placement . source by teams seekirrg client informatiott or . . , � . 4 � � � � ♦ � � � < ' 1 l ♦ placement in apprenticeship occupations. AIC staff will i.nclude one Apprenticeship Specialist and one Clerk Steno- grapher and will be treated-_as auxiliary members of the - teams and receive all �rainiaig and other privileges afford- ed to team member�. Staff will be functionally responsible to the AIC Supervisor and will have reporting responsibility to the Deputy Di.rector of Administration. B. Establishment of the Policy Making Board (see Citizen Participation) C. Staff recruitment and development (see Personnel Policies and Procedures) D. Initiation of the Work Pro�ram (see Exhibits A and J) III. Timetable � , See Exhibits F, G, H, and J. N. �.tndin� _ . � _ The prime contractii:g agency will furnish, without cost to the Model Cities Program such staff and equipment as enuc�erated under prime contract "In-kind contribution" in the attached budget (Exhibit B) plus such other services, personnel, and equipment as it car. l.egitimatel� afford ta contribute to the overall effart. The subcontxacting agencies will make a simil�r contribution as enumerated in their attached budgets (Exhibits C, D, and E). In no case wil"1 any � ._ participant signatory to the prime or subcontracts reduce their tata7. amount of effort in the Model Cities area. V. Coordination ' Project Coordination will be the res}�onsibility of the Ramsey Action Prog.ram. =It �ill include coordination with othex Model Cities projects such as the Com�unity Health Program, Aid i'or Retarded Citizens, Opera- tion Careers, Experimental Counseling F'rogram, Labor Education Advance- � ment Program (Urban League) s the Hetreat, �ford Selby Recreation Train- ing Prog.ram, D�y Care Programs, and the Hi�her Education Resource Center and Assistance gund. Cooperation with area agencies su.cn as the Oppor- tunities Industrialization Center, the Inner City Youth League, the Loft Teen Center, Capitol Community Service Center, Hallie f�. Brown Center, the Urban League, Summit/tTniversit�y Federa'tion, Rar,�sey County Welf�re Department, Work Incentive Pro�*ram, Minneapolis Concentrated Employment Program, the Nlinneapolis and St. Paul Ski�.l Centers, National A1liance � of Businessmen, Jewish Vocational Service, Minnesota Division of Voca- tiona]. Rehabilitation, and Family Services of St. Paul will be sought. The Eervices of the Minnesota Department o� Manpower Services' Job l3ank System will be provided to the center. VIa Citizen Par�icipat�.on . , The adma.nistering agency will be responsib].e to a Polic� Making Board � composea Af one (1) xepresentatice from each in-house participating „ � , , agency, plus an equal number of Modgl Neighborhood residents (one to , be selected by each participating agency� plus the Chairman of the St. �_�. ; Paul Madel Cities Economic CorQ. , � il A. The Policy Making ,Boax•d will _^�� once a mon�h and will be responsible , for: � 1: Review and adoption af°proposed budget chan�es; � . , i � i 2. Review and adoption of prru�used major work program change; ; 3. Review and adoption of training programs for staff and cl�.e�ts; � � 4. Expansion of in-house a��ency participation in the center and on ' the Folicy Making Board; : 5. Appointment of an Advisory Council composed of union, husiness, education, community, ar.�.�^?ernment representatives which could j � aid the Board in making �pcslicy and operations dicisions. The ' Board will consult wit�i�'�ti�e Advisory_ Council monthly; _ _ ' , 6. Appronal of the prime contracting agency's selection of a Director; , 7. Recommenda-tions for second year contract changes. ; All responsibilities nc�t specifically assigned to the Policy Malsing Board will remain with or be delegated by the prime ' contracting agency. Ht�ever, decisions not outl�inea under the powers of the Policy Makin� Board but having a major impact upon �' the operation of this center must be formally communicated to the Policy Nlaking Board in assembly before implementation of the change�. _ B. The prime contractirig agency shall cooperate with the Model Cities Department Gy informing the appropriate Model Cities Task Force and the Policy Board of the activities of the agercy in carrying out the r provisions o� this contract. C. Representatives of the Agert�y shall attend meetings of the appropriate � Task Forces and Policy Board upon the request of the Policy Making � Board and/or the Model Cities Department. i � ' �_ - . • . . ___ , . ._ _ �_._r......�m_�_ .__ . .._ ,�.�_._. .. _..:_,�. , . O� 11i -F' W N FJ � � • • • • • • � N� O 'd �'yi c9 O � �p I !J� � O !� . '`rt . � �� A� � . 9 c�D FC+• � O O f/� � ~ V � � lD pc~i�- f�D � 'C3 ' N. �..� �, � , � `� � i-� cD � c�D � A1 D � *�'S `*+ � a N �S a-� K W C� � c�9� W � � fi �pi�� , A W 1� Sti ct N lD ' . � . � . . ,E. .. . � . . _ . � � N #+� H � V�1 W -F� N N O N 9 . .. ,. � � o � � r , v o g o � � � � � . • . . �7 G� i • ' � � � � p � N d O� _ � S S 8 S $ � � � � • . S . � H ( � � � bd �4 ii3 � N W � � . .. .. � ° 0 8 � 8 � � . . . . . . . ^ � � � � O� F�-+ ' .��' N �O O O � • . .. . . � o '� � o � � � � �__ • . . . . . . , y � , � � t � � � MINNESOTA DF.�ARTMENT OF MAT�POWE� �ERVICFS r- FRIME CO:dTRACi In-kind Contribution: 1 Deputy Director c�f Operations 1 Counseling Supervisor 1 Clerk-Steno 4 Counselors 1 Apprenticeship Specialist 1 Apprenticeship Clerk-Steno � � 1 Job Corp Specialist 1 Selection � Referral Officer 1 Test Technician - 1 Clerk Typist 14 Desks and Chairs 4 Tables 2Q Reception Chairs 6 Typewriters , � �' 1 Mimeograph Machine �_ 1. Color Blin�ness Test Kit Te�tin� Supplies 3 Application Files 5 Five Drawer Files 2 Coat Racks , 2 Magazine Racks 1 Tape Recorder Model Cities �l.inds $418,&08. . 1. Personnel Salaries and F,�nployee Benefits 101,22b. 1 Project Director (9 mos. Q 116�./rao.) � 10,503. - 1 Custodian (20 hrs./wk. @ �3./�r.) 2,1+0p� 1 Counseling Supervisor (9 mos. @ $9��./mo.) $,253• 4 Coaches (g mos. C �500./mo.) . 18,000. 4 Coaches (7 mos. @ $500./mo.) 14,000;� � 4 Coaches (5 mos. Q $500./mo.) , 10,000. � ` ". ..�.,.1�DTA �DEPARTME�I'-:OF MANPOWER SERVICES 'PRIME CONTRACT Page II _ t . i Cierk `(9 mos. c� 8375./mo.) $ 3,375• . 3 C1erk..Stenographers (9 .mos. C� $458./aro.) 12.366. .. .3 Fnllow-axp Aide �8 mos. @ �375./mo.) 3,�. :. 1.Fa�llow-up Aide (5 mos. @ $375•/mo.) . � I,$75• , ,.:.-1-�aff '�arinir�g Officer (9 mos. C� �917./mo.) 8,253. . -. Fringe Benefits g,2p3� . 2. Consultant and Contract Services 210,000. . , . . , .,S�f-training (tuition, consultant fees, training � . , _�iaes. � 60,000. � � Client neec3s not met by exis�ing program 150,000. � 3. Tranel g,ppp. * , - Individual Mileage Payment . 4,000. Other Travel 5,ppp, 4. Space 32,760: � Rent . 16,000: Heat and Air Conditioning 4,000. ° Other Electric 2,00p� Custodial Supplies 1,500. ., �Telepham�s � 9�000. _ _ _ _ ilater � 260. �. . � _. � E_ _ . . ._ .- � - . � _ . MINNESOTA DEPARTMENT OF MANPOWER SER VICES PRIME CONTRACT Page III �" " I 5. Consumable Supplies and Services=� � � 14,000. General supplies (paper, stencil�>` et'c.) � 5,�• Printing 5,000. � Gasoline and Auto Insurance 4,000. 6. Rental, Lease� or Purchase of E�ipment 51,820. One 16 mm Movie Pro3ector 800. Xerox lease ' - 2,500. '� � � 6 Volkswagon buses 18,000. I lg Desk and Chairs 3,000. � I 4 Tables � ' S00. ' . � 1 Video Tape recording system 3,000. � 10 Reception Chairs _ 450. 4_._. 50 Conference Chairs � 1,000. 1 Audiometer 330. , 40 De�k Side Chairs 500. 5 Five drawer files 500. 8 Tape Recorders �portable) 700. 2 Portable reversible chalkboards 150. 1 First Aide Cabinet 50. 1 Yision Chart • 30. . 30 Waste Paper Baskets 150. 3 Bulletin Boards �4' X 7') 90. 1 Mobil IInit Communications Syst�m 10,000. Miscellaneous repars, ather equipment. etc. 9,�• r"` 1 Overhead Pro�ector : 100. �..- - 1 Slide and Filmstrip Pro3ector 200. � r � � I � � MINNESOTA DEPARTMENT OF MANPOW�R SERVI��S Page IV � 1 Calulator ''•`"�'� � g ?pp, 1 Project Screen �p. .. � , I I C._y L - _ . � RAMSEY ACTION PROGRAM (SUB-CONTRACT) In-kind Contribution: 1 Deputy Director of Administration 2- Manpower Specialists 1 Clerk Steno . � 2 Clerk Typists - 7 Desks and Chairs 3 Typewriters 5 F`ive Drawer Files Model Cities Flxnds $26,�+00. � 1. Personnel Salaries and Anployee Benefits �� Two Manpower Specialist �9 mos. @ $750./mo.) 13,500. Two Manpower Specialist (7 mos. � $750./mo.) 10,500. . , �inge Benifits G lo� 2,400. TOTAL 26,400. � . I � li � ST: PAUL URBAN._:7�GIIE (SUB-CONTRACT) ' In-Kind Gontribution: 1 Project Director 1 Project Co-director � 1 Secretary � Misc. office equipment ar�:.�pplies Rent Model Cities Fl.inds S 19,989•� i 1. Personnel Salaries and Employee Benefits 14,989.00 I Two Recruiters (9mos. � $?5?.00/mo.) 13,626.00 Fringes 1,363.00 � 2. Consultants and Contract Services .00 3. Travel 3,000.00 Staff Mileage Payments 500.00 Transportation to Conferences, etc. 2,500.00 4. Space .pp 5. Consumable Supplies and Services .00 6. F�inds to supply tools for apprentices 2,000.00 �� o° � � o ►d � � o°� o � � � m � o 0 0 0 � x' �, �- v�rc ►rs �d ►�a � ►+, � o co �+ K �t � � � � a O O ct CA L� C� ch M A 7C' 7i' Orl OD 0� Of Of cD � f� pa. �C ct 'Li O �Q �' M ct H cD �D cD cD cD c�D 'd 'tJ cbD � �'�f N NG t��i � N� � y � c�D p A � �D K ►��f ►�f ►��t � ` ts W F+• �'S G� CJ� C� ►'f � 09 �y '� P� *i ►i � .._i O GO dl ''d 'Cf W cD �'! !-� cD ct cD I • � 0~0 O � � cf� cF A A cNt tA+ 'd fil ��"J O c�+ '�d W � � P► ~{y� A� �'f c�D � Ol m �i � p � N W N � � . A C c�f� c�t p � � prl' � F-' O Q � cD ' 1 1 1 1 1 1 1 F I 1 I 1 1 1 1 I 1 1 t 1 1 1 1 i t I 1 1 1 1 I � I 1 1 t 1 I 1 ' 1 1 1 1 1 1 1 I 1 1 1 1 I 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 t 1 1 1 1 I 1 1 i 1 1 I I 1 1 1 I 1 1 1 1 1 1 I I • � 1 1 1 I t 1 1 1 1 I 1 1 1 1 1 1 I 1 1 I � ; � � � � � � � � � � � � � � � � � � � � � a , � � � � � � � � � � � � � � � � � � � � � � � � i � � � � � � � � � � � � � �� r i i � � i i � � i � � � � � � i i � i i i � � i i i i i � � i � � i i i � i K � � � i � i i i i i i � i � � � i i � � � � � � � � � i i � � � � � � � � � � � ►d � � � � � � � i � i � t � � � � � i i i � , 1 I I 1 I 1 1 1 1 1 1 1 1 1 I t t t t i 1 1 1 i 1 1 1 1 I 1 1 1 1 1 1 1 1 1 1 1 � d I 1 1 I t 1 1 t 1 1 1 1 t 1 1 1 1 I 1 I p � � 1 1 1 1 ! 1 1 1 1 1 1 I 1 1 1 I 1 1 1 N • 1 1 I 1 1 1 1 1 I I 1 1 1 1 1 1 1 1 I 1 1 I 1 1 1 I 1 1 1 1 1 I 1 I 1 I i 1 1 1 [s� � i 1 I 1 I 1 i I I 1 1 1 1 I I 1 1 I 1 1 l-� 1 1 1 1 1 1 1 1 I 1 1 1 1 1 t I I 1 1 I b � 1 1 1 t 1 1 1 1 - I 1 1 1 I I I I 1 1 I i 1 1 1 I 1 1 t 1 I 1 1 I 1 1 1 1 1 1 1 1 1 1 I 1 1 1 I 1 1 1 J 1 ,1 1 1 I 1 I 1 1 • � t I t I 1 1 1 1 t 1 1 1 t 1 i 1 1 1 1 t ►-y� • 1 1 1 1 I 1 1 1 1 1 1 1 1 1 1 I 1 1 1 1 W n ,�, 1 I 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 I I 1 1 I 1 1 1 1 1 I I 1 1 t 1 t 1 1 I 1 I 1 I i t 1 I I I i 1 I 1 1 1 1 1 1 1 1 1 � � 1 1 1 I 1 l 1 1 1 I 1 1 1 1 1 1 1 1 I 1 O � 1 I I 1 I 1 I 1 1 1 1 1 1 1 1 1 1 1 1 1 ' I I 1 1 1 I 1 1 1 t 1 1 1 1 I I 1 1 1 1 � Z � � 1 1 1 1 1 I 1 I 1 1 1 i i I 1 1 I I 1 1 I 1 1 1 1 I 1 1 1 1 I 1 1 1 1 1 1 1 i 1 • 1 1 1 1 I I I 1 1 1 t i 1 1 i I i 1 I 1 1 t I 1 1 1 1 I 1 1 1 1 1 1 1 1 1 I 1 1 .� � 1 I 1 I 1 I I 1 1 1 1 1 i 1 i 1 I t I i 1 1 1 1 1 1 1 1 1 t I I 1 1 1 1 1 I 1 ! 1 1 1 1 I 1 1 1 1 1 1 1 � 1 I 1 1 1 1 1 1 I i 1 1 1 1 1 F 1 I 1 1 1 I 1 1 1 1 1 � 1 1 1 1 1 1 I 1 1 1 1 I I 1 1 I 1 1 I 1 � 1 1 t 1 1 1 1 1 1 1 1 1 1 1 1 1 I 1 1 I O � I 1 1 I i 1 1 I 1 1 1 1 1 1 1 1 1 1 I 1 • � I 1 1 I 1 1 1 I 1 1 1 1 I 1 1 1 I 1 1 1 1 1 I t 1 1 I 1 I I 1 1 1 1 I 1 I 1 1 t V1 1 1 1 i 1 1 1 1 1 1 1 1 1 t 1 1 1 I 1 1 _�J 1 1 1 I I 1 I i t I 1 1 1 1 1 1 I I I 1 tsj t!� i I 1 I I 1 1 1 1 I 1 I 1 1 1 1 1 1 1 1 Q 1 1 I 1 1 1 1 1 I 1 1 1 t 1 1 - I 1 I 1 1 � 1 1 1 1 1 1 1 I I 1 1 ! 1 1 I 1 1 1 I t 1 1 1 1 t 1 1 1 1 1 1 1 i I 1 1 1 1 I 1 1 1 1 1 1 1 1 I t I I 1 1 1 1 1 - I i I 1 • � � 1 . 1 1 1 1 1 1 I I 1 1 I 1 1 I 1 1 1 1 1 I I 1 1 1 I 1 1 1 1 1 1 1 1 1 I I 1 1 O� u 1 1 I I 1 I 1 1 1 1 I 1 1 1 1 i 1 t 1 1 1 I 1 1 1 1 1 1 1 1 I 1 1 1 1 I 1 1 1 1 I 1 1 1 I 1 ! I 1 I I 1 1 1 1 t 1 1 t 1 I 1 1 1 1 1 1 t �I �1 1 I 1 1 1 I 1 1 1 1 1 1 1 1 1 1 I 1 1 1 1 1 1 t 1 1 1 1 1 I 1 1 t 1 P 1 1 1 1 1 1 1 i 1 1 1 1 I 1 1 � 1 1 1 1 1 1 I 1 1 1 1 1 1 1 1 1 1 1 I t O 1 1 I I 1 1 1 I 1 1 i 1 I 1 1 1 1 I 1 1 • I I 1 1 1 1 1 I 1 t I 1 1 f t 1 1 I 1 1 1 1 1 I ! 1 I 1 1 1 1 1 1 1 1 1 1 I 1 1 1] 1 1 1 1 1 I i 1 1 1 1 i i I 1 1 1 1 1 1 � � 1 1 1 1 1 1 t I 1 I t 1 1 1 1 1 1 1 1 I 1 1 1 1 1 I 1 1 I 1 1 t 1 ! 1 I I 1 I 1 fD H 1 1 1 I 1 1 1 � 1 1 I i 1 1 1 1 1 1 1 � 1 1 i 1 1 1 1 1 1 1 I 1 1 1 1 i 1 1 1 1 � F-+ y 1 1 I 1 i 1 1 1 1 1 1 i 1 i 1 1 1 t I i O 1 1 • 1 I 1 I 1 1 1 1 I 1 1 1 1 1 1 1 I 1 • I I 1 1 1 1 1 1 1 t 1 1 1 1 1 1 I I I 1 ►s� 1 1 t t 1 1 1 1 I 1 1 1 1 1 I 1 � 1 1 1 00 1 t 1 1 I 1 1 I 1 1 1 1 i 1 1 1 l t 1 I I 1 1 1 1 1 1 I 1 1 I 1 1 1 I 1 1 f I 1 i I 1 1 1 1 t 1 1 I 1 I 1 1 1 1 I I t 1 1 I 1 1 1 1 I I I 1 1 1 1 1 1 I 1 i � 1 1 1 I 1 1 1 1 1 1 1 1 1 1 1 1 1 I 1 1 1 1 1 I 1 1 1 I 1 1 I 1 1 1 1 1 I 1 I 1 i I 1 1 1 1 1 I I 1 1 1 1 1 I 1 1 1 1 1 1 1 1 t I 1 1 I 1 I 1 1 1 1 1 1 1 1 1 1 • 1 1 1 1 I 1 1 1 1 1 1 1 1 1 I 1 I 1 1 I 1 1 1 I i i 1 1 1 1 1 i I i I 1 1 1 1 1 �O 1 I 1 I 1 1 1 1 I 1 1 1 1 1 1 1 I 1 I I 1 1 1 I 1 I I 1 * _ ,�r �r _.W..._.._. � _ , �,. cc o o � ►Ai C C � ' c�-h y ►~i � A A � K K � �{. ' . � O C �r � O i i 1 O � •i 1 1 . H 1 I I �.+ C7 1 I 1 1 1 1 1 1 1 + 1 1 1 • O • I 1 i � 1 1 1 N c+ 1 I I • 1 1 1 • 1 1 1 � � 1 1 1 � 1 1 1 W 1 1 I 1 I 1 I 1 1 Q � 1 I 1 � 1 1 1 � 1 1 t 1 1 1 1 t 1 1 t t � 1 1 1 • 1 1 1 ' 1 I 1 � 1 I 1 I I 1 1 1 1 � ' i i • . 1 t 1 O1 1 1 1 , • 1 1 1 I 1 1 I 1 1 1 1 1 1 1 1 � 1 1 1 � I I 1 v ph17 � t 1 1 09 � 1 1 1 fD F t I I � N F 1 1 1 � h 1 1 I , 1 t 1 i I 1 ' '1 1 1 I � � I 1 1 • 1 1 1 , , 1 1 1 � � � 1 1 1 , , +----, , • � r� c� ►� � A � c� c� c� c� c� � c� n c� c� A a c� c� c� C �r � o o � r N N o 0 0 0 0 0 0 0 0 0 0 0 o µ ,� A� w F� 1-+ c� co cu N A� m m A� N A� A� A� A� A� A+ m � ►s � Fy th N N y ►� y ►i A n A A n A A A A A A A <0 � ~' a � �. x x x x � :s' ts' x cs' ts' x � a• � a� x � �, `� � � " ° � � � b � � � � � � � � � b �. � � � � � �� a a o 0 0 � A f'' 09 N cD cC � � � p �.,: _ ' � M �� fi A v O �D �! Fi , � � � i � � � � � � � � � � � � � i � � � � � � � , � � � � � � � � � � � i � , i i � i i � � � � � i � � � � t i i i i i � t � � • � � i � i i � � � i i i � � � � i � � i � t � � i � F� � i � i � � i � i t t. t i � t i � � t i i i � � i � � � � t i i i i � i i � t � � i i i i i i i i � t i i i � � i i � t i i � t i i � i � � � t i � t t i �' i i � i � � � � i � � � � � t t � � i � � � i � i i i � i i i t � t i . � i i � � � i � i i � � i i � � 1 I 1 1 1 1 1 1 1 1 I 1 1 N � � 1 t 1 1 1 1 1 1 1 1 I 1 1 � I 1 t 1 I 1. 1 I 1 1 1 1 1 � O � i i 1 i i i t i i i � � 1 i 1 1 I b � � t � � � i t � � � � � � t � � � ��1 � t 1 I 1 1 . I 1 • 1 1 1 I t 1 t 1 1 1 � t-� , � I 1 I 1 1 1 1 I 1 1' t I I 1 1 I 1 � 1 1 1 I 1 1 1 I 1 1 I 1 1 1 1 1 1 • �d ,7-t � 1 1 I t 1 1 1 1 1 1 1 1 1 1 1 I 1 Ci] � 1 1 1 1 1 1 1 1 1 I I 1 1 1 1 1 I W �H � 1 1 1 I 1 1 1 I I I 1 1 1 1 1 ; 1 H� � 1 1 1 1 1 1 1 1 f 1 1 1 1 1 1 I 1 � � 1 I 1 1 1 1 I 1 1 1 1 1 t 1 1 1 I � � 1 1 t 1 I 1 1 t 1 1 1 1 1 1 I 1 1 � y � � 1 1 1 1 I 1 t 1 1 1 t 1 t I 1 I 1 � 1 1 t 1 1 I I 1 I 1 1 1 t t 1 1 I • H � 1 1 1 1 1 1 t � 1 I I 1 1 1 1 1 1 O t'1 � 1 1 � 1 1 1 t 1 1 1 I I 1 t 1. 1 1 � Z � I I 1 1 t 1 I 1 1 1 1 1 1 1 I 1 I � 1 I 1 1 1 1 1 I 1 1 1 t t I I 1 ' � � 1 � 1 I 1 1 1 1 1 1 1 I t 1 1 1 1 1 1 1 1 t 1 1 � O � 1 I 1 1 1 I 1 1 I 1 1 1 I 1 I I t I t 1 1 1 � I I I 1 t 1 t 1. 1 t 1 1 1 I 1 1 1 I 1 1 I 1 � I 1 1 I 1 I 1 1 I I 1 1 1 I 1 I I 1 1 1 I 1 � 1 1 1 1 I 1 1 1 1 1 1 1 1 1 1 1 1 1 t 1 1 1 • C � t I I I 1 1 1 1 f I 1 I 1 1 I 1 1 1 1 1 1 1 t+�J t3 � 1 1 1 1 I I 1 1 1 I 1 I I 1 1 1 1 1 1 1 1 1 V1 L"� � 1 1 I 1 1 1 1 1 1 I t 1 1 I 1 1 1 1 1 � I 1 n � � i i i I i i I 1 1 I 1 1 1 1 1 1 1 1 1 1 I I H �y � 1 1 t I 1 I 1 1 1 I I 1 1 1 1 1 1 I 1 1 1 1 � H ts1 � 1 1 1 I • t 1 I 1 1 1 1 t 1 1 1 1 t I 1 1 t 1 �t) �U � 1 1 1 1 1 t 1 1 1 1 1 1 1 1 ! 1 1 1 1 1 1 1 i!� � 1 1 I 1 I I I 1 1 1 1 1 1 1 t 1 1 1 1 I I I • � ! 1 1 I t 1 I 1 I 1 1 1 1 1 1 1 I 1 I I I I � � 1 1 t I 1 1 1 1 1 I t 1 I 1 f 1 I 1 1 1 �. 1 � � 1 1 1 1 1 1 I 1 I 1 1 1 1 1 t 1 1 1 1 1 1 t � ! 1 1 1 I 1 1 I I 1 1 t 1 1 1 I 1 ; 1 1 1 i O C � 1 1 � 1 1 1 I I 1 I I 1 1 1 1 1 I 1 1 1 1 1 I � C'� � 1 1 1 1 I 1 1 1 1 1 1 1 1 1 1 1 1 I - 1 1 I 1 � I t 1 I 1 1 1 I 1 1 1 1 1 I I I 1 1 1 1 1 1 vi � 1 1 1 I 1 I 1 1 1 1 1 1 I I 1 1 1 1 1 1 1 1 • v � 1 1 1 I I 1 1 1 1 1 1 1 I I 1 1 1 1 1 1 1 1 � 1 1 I I 1 1 1 1 1 I I I I 1 1 1 1 1 1 1 1 1 � I I 1 I 1 1 1 1 1 1 1 1 7 I 1 I I 1 1 I 1 I V � I 1 1 1 . 1 f 1 1 1 1 1 1 1 1 1 I I t I t t I � 1 I 1 1 1 1 I 1 I 1 1 p�d� � � I 1 I I I � 1 1 1 1 I 1 1 1 I F I 1 1 1 - 1 1 d9 � � i � i � r i � i � t i � � i � i i i � � i i c� � i � � i � i i � i � i � i � i t i i � t � i � i � i i � � i i i i � � � i i i � � i i � � � N f � � � � i � t i � i t i i i � i i i � � i i i . � � � i � � � i i � � i t � t � i � � � i i � � � i � � � i i � � i i � � � � i � � i � � � � oo G � 1 1 1 � I 1 t t I � 1 � 1 � I I � � 1 � 1 � � 1 1 I 1 1 1 I 1 I 1 I 1 1 1 1 1 1 1 1 1 1 1 � 1 1 t 1 1 1 1 I 1 1 1 1 � I t 1 I t 1 1 1 1 1 1 1 1 t 1 1 t I 1 1 1 1 � � i i � � � � i i � � i �- � � � � � � � � � �- � � ,J � � � r � � i � � � i � i � � � � � � � � � � � � i � � � i � � i � i i � � i � � � i i i i � � � � i f i i � � � � � � � � t � i t � � � . � 1 1 t I t J 1 .t 1 I 1 ! 1 1 1 1 1 1 1 1 1 1 � 1 1 1 1 1 I 1 1 1 1 1 1 . 1 1 1 1 1 L 1 1 1 I �O � 1 1 I 1 I 1 1 1 1 t 1 1 1 1 1 1 1 I 1 ( I t 1 I I 1 1 1 1 1 1 I 1 1 1 1 1 1 1 1 1 I I 1 t� .4 . . . ... ... ... ....�-..�.. . .. .. . . ... . ,.. . .. . ..,. � . � � � A A � � � � r b b ' � � � � � g ._ . � � �'f K �'! �f ►i k�3 'd 'd O a_� A A A p � � � � � � C m m� a�s - . cr cr cr K I 1 1 � 1 I 1 � � t 1 1 Y . 1 1 1 1 1 1 1 I 1 i I 1 �+ I I 1 • I i i N 1 1 1 ' 1 I i i t t 1' 1 t 1 1 1 I 1 i 1 � 1 I 1 f 1 I 1 i ! 1 W 1 1 1 f 1 I 1 1 1 1 1 1 1 t 1 - I I 1 t 1 1 1 1 t t � ' � 1 1 1 i 1 1 1 1 1 1 � 1 1 1 I I 1 1 1 1 1 I 1 1 t 1 t 1 1 1 1 � 1 1 1 1 t + I 1 f 1 I � 1 ' i 1 1 t i 1 t 1 1 ! . I ! 1 1 1 � 1 I 1 1 ! • 1 1 1 t { � ; ; 1 1 1 ' I 1 1 1 1.. 1 � 1 1 1 � I 1 1 1 1 �7 1 1 1 1 1 1 1 1 1 1 1 1 t 1 1 � � i i i i i � c� �+ i i i i i � N H i i i i ! � � i i � i � ,J i i i i i � i � � � r � � i i i i i � , � � � t � r � t , , � a � � � v� � n r� w c� e c� d c� e �+ Fd c� c� ce o o �+ o N c� N � N �• cu w�ci ay � � i i p� sn ox �o o �d co o ►d �o ►s � � ►i ►i 'C � � � d �. F�+, 5G' DC ~' c�-f ?�c' M c�+ y�C' A H � � � � a c~+ �' n`F � m �' yty cfDO rn 9p � tn �d� tn o o �n cr w � N �D !-�' A c�. � �f cD ro cr H' t7 c+ cD ty c+ y x � .. .. � ` F-I P+ a c� c� w �• cu �t w c� O d�l N �'f ►! a 0 O t' F+• cD �! CJ � K � A� ►i � �, � ,'! ''S � 1�• O � fA A � W A � H 'd FC � O Cs c��r Fi � ►i � ►� a '� � M c* F� A � H 1 v v �p . � 1 1 1 I 1 1 i 1 1 1 1 1 I 1 1 1 I 1 1 1 1 1 1 1 I I 1 1 1 1 ' I I I 1 1 1 1 1 1 1 1- 1 1 1 1 I i 1 1 1 1 1 I 1 1 1 i 1 1 1 • 1 1 1. 1 I 1 I 1 1 1 I i I i 1 1 I 1 1 1 I t I 1 1 I 1 1 1 I ' N 1 1 F 1 ! 1 1 1 I ' 1 1 1 I 1 I I I I 1 � I I 1 1 1 1 1 E t 1 � � i � i � � � r i i � � � i � � . i � i � � � i i � � � i � i � i i � i i � � i i i i i i i i i i i i i � i i i i i � i i � i � i i i i i � i � i i � i � i i � i i � i � � � � i i i i i � i i � � � � i i i i � . � �. � i � i i i i i � i � i � 1 I 1 I I 1 1 1 i I 1 1 i I 1 N 1 I 1 1 1 I I 1 1 1 I . I I 1 1 � 1 1 I I 1 I 1 1 I I I 1 I 1 1 1 I 1 1 1 I 1 l 1 1 I t I I 1 � 1 1 1 1 1 i 1 1 1 1 I 1 1 1 1 � � 1 1 1 1 1 I 1 1 I 1 1 I 1 I i t 1 1 I 1 1 1 1 1 1 1 1 1 1 1 � � I 1 i I 1 1 1 1 1 1 1 t 1 1 I � 1 1 1 1 1 1 I I t I 1 1 1 1 1 H 1 I I 1 1 1 1 1 I 1 1 1 I 1 1 W � � 1 I 1 I t 1 1 1 I 1 1 1 I 1 f 1 1 1 I 1 1 I 1 1 I 1 1 1 1 I O � 1 1 ! 1 i 1 I 1 1 1 I 1 1 1 1 � 1 t t 1 1 1 1 I 1 1 1 1 1 I 1 I 1 1 1 1 1 I I 1 I 1 1 1 i 1 [� � 1 1 I 1 I i 1 1 1 I i t 1 I 1 � C' � �� I 1 ! 1 1 1 1 1 1 1 1 I 1 1 1 1 1 1 1 1 1 1 1 1 I 1 t 1 1 1 � � � I 1 1 1 I t 1 I i i 1 1 1 I i 1 1 1 1 1 1 I 7 1 1 1 1 I 1 1 � I 1 1 I 1 I 1 i 1 I I 1 1 1 1 H 1 1 1 1 1 I i I I I I 1 1 1 1 C) � 1 I 1 1 1 1 1 I I 1 I 1 1 1 1 � . 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O • ►t }'' � •� � 'ci 'd � F-� H � K � in y llt in W � � IV � (D ^ O N � W FA+� Fn+� "�d S c'h � v � � 1b pf � Cy N N Y � . cD 'd y c�1+ cOlt cU�k Y�� . v • O � � v � F-� 1 I I 1 1 1 { 1 � 1 i t . 1 � ` i � A � i i i i i i i t� � i � i i i � i i i � i i i i i i i i � i i i t r i � i i i i � � i �3 1 1 1 1 I i t 1 N I 1 1 1 • 1 I F t 1 1 1 1 1 t t 1 � 1 1 1 I 1 I 1 1 1 1 1 1 - I 1 1 1 I 1 1 1 1 1 1 I 1 1 1 1 I I 1 1 I 1 1 1 I 1 1 I � 1 1 1 1 I 1 I t I ! t 1 I 1 1 I I 1 1 1 1 t 1 1 • 1 1 t 1 1 1 1 I 1 t !' 1 1 I 1 I 1 I I I 1 t 1 1 W 1 I 1 1 I I 1 1 1 ! 1 ! 1 I 1 1 1 1 I I t f I I 1 1 I 1 1 I . I I t L 1 1 1 I I I I I 1 1 i ! ! 1 I 1 1 1 I I 1 1 t t 1 � - � 1 1 1 I 1 1 1 1 1 1 1 I O � � 1 1 1 1 1 1 1 1 t } � • f 1 t 1 1 I 1 1 1 1 t 1 1 1 1 1 I 1 1 1 1 1 1 1 ! F' 1 1 I I 1 I • 1 1 1 f t 1 1 1 I I 1 I 1 1 1 ! 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'zi �e �! :3 ¢l 09 n N UI cD c� F�• Fi �i � :�' �D cD � SU ¢� (� + tD � CA F-�• '',Y � C1 A ct A '.3 lD � I-' (D UI � 'ii c+ O !�• C1+ cD lD ct N S11 c+ P� :� �1 CA � � h7 A� '.S' CS' � U1 ',3' �S :3 F+• (D c+ �i • (D (D lD � R� O a' • �, � � O �i N � ry F-' � 'd N cD n .f7 u. � c+ (D �S, c+ F�• � O � Sv 3 � fD lD (0 1 1 fA � N 'ti I c+ 1 [n � A :s' t�. FS 1 1 � c+ ct N C) cD I-' ct Pt c+ I-' c+ �O c� Oo � O �7 O O� N•lJt N -F' N•W A� N � O I-� U] � � fD �'S 9� 1-�•O9 F�• O F'S • SU • ct H� • 1-� • ".S • O • �-y • • �U hy • � � '.� A7 cr CC� <D O • SU c+ S11 04 R7 � ,�. a' cf' c+ N U1 .''S. � F-�• O M• tl.1 ci- £ �d �+ O � tn 9 iR '.7 '�y N r F'• Sv � ! tC lD F�• A C� � ch O iv N• O ''i cD 'Lf c+ N c+ (D cD n O .'Y lD 'd CA � �s o �r � � o o r• �' � �n o �s o r� m � � sv � � r• � oa ro ►� n w • � o �' � o � �u • N• � x � � � � �+ � mo Nu� om o �n O c+ n� n O ¢ C9 K c) . 1�• Ul ¢1 �-b • M N fz F+� ct td N n c�. O 1: • c+ (A tD c+ N• O 3-�• cr CJ � M �' �' ct ch 1�• t� L:! *i p'• W ct� f.L At F-' � O C� � F�• c) O lD F�• �' p H S]. N• O O ''i N �i W • � �K �C O c+ �-i cr �i C m ¢� t-�• � cD � � A� C �C � � � (n 7�' cD'� 1 1� K I � 1 1 � c� ' 04 � � N � � � �� C � f'•'ti �z+ �'� t-y � O� ct cD lli -F' n W 'zi 09 N �71 F' � c�+ � 'd c* N• :3 F-' �'i N cD [D • K O� • • O • I--' O + N ! cD O tz F-'. O p1 cD �'i lD A 09 cD A A� �'i O �i � P� $ cD c+ I-' c+ i P+ � N � �-' Fi (D � F-' • cf F-' � lD � �i c+ � F'• � U� � 'tJ o� c+ F-�• c�° N o� `tj i • �'C3 ct �' f-y fD 1-�• (D F'• .'"�- � � Sb U! '..� C11 ct F-' lD Sv M A n � u. 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O � :s f� � n (�D Fi �' W�C `.3" ^� � Cr1 GI N P1 N (D c+� (D W • I�-�• tt CA A F'S W �'i :S C7 A W � P� • O �-i Ul � U�J cr cD � �D ct �• P� � • W n A � � A1 O N• . � w c�+ � pq `.� � �� c+ � O O O O O O N � K. � }--� c+ 0 0 0 0 0 O � • A� ''t N c1- N ti � OW O O Oo � � � m � � . o IN�n -F�c�vWi ¢ ; .. A� K cf- � �i y. � F,. N F-'W -�' 'i �7 F� �1 V7 Oo fl. . P� � � c�+ !�D H cD t� • 'Y N H H � ' O F-' N N -��' *�i , N F-' -F'v�D �' . '' � I � �i c+ , � fi p� 1-� H � � , O O V�i O � � � . . , , , , ' A�i N MODEL CITIES DEPARI'MENT OPERATING AGREEMENT PART II - D TERMS AND CONDITIONS 1. Termination of Contract. (a) If the United States Department o ousing an r an Development should suspend or terminate its Grant Agreement for the Comprehensive City Demon- stration Program with the City of Saint Paul, this Agreement ma.y be terminated by the Model Cities Department; or if, for any cause not the direct result of Model Cities Department actions, the Agency shall fail to fulfill in timely and proper manner its obligations under this Agreement, or if the A.gency sha.11 violate any of the covena.nts, agreements or stipulations of this Agreement, the Model Cities Department shall thereupon have the right to terminate this Agreement by giving written notice to the Agency of such termina.tion and specifying the effective date thereof, except as may be otherwise provided in Notice of Suspension or Termina.tion received by the Model Cities Department from HUD. The notice given to the Agency shall be provided at least thirty days prior to the effective date of such termination. In such event, all fin- ished or unfinished documents, data, studies and reports prepared by the Agency under this Agreement, shall at the option of the Model Cities Depa.rtment become its property, and the Agency shall be en- titled to receive just and equitable compensation for any work satisfactorily completed on such documents . (b) Provided, however, tha.t if the Model Cities Depa.rtment shall exercise its right herein given to terminate this Agreement for cause, it shall nonetheless reimburse the Agency for all amounts expended or indebtedness incurred in good faith in reliance on this Agreement so that the Agency shall be able to complete its accrued and/or current commitments on account of this Agreement. But this provision shall not be construed to relieve the Agency of its lia- bility, if any, to the Model Cities Department for dama.ges for breach of contract. (c) Either the Model Cities Depa.rtment, with the consent of the Model Neighborhood Planning Council, or the Agency ma.y termin- ate this A reement for any reason wh.atsoever upon the giving of thirty (30� days written notice. In such event, all finished or unfinished documents, data, studies and reports prepared by the Agency under this Agreement, sha.11 at the option of the Model Cities Department become its property, and the Agency sha.11 be entitled to receive compensation for work performed satisfactorily to the date of termina.tion of the Agreement only. (Terms and Conditions) 1. (d) Notwithstanding the above, the Agency shall not be relieved of liability to the Model Cities Department for damages sustained by the Model Cities D`partment by virtue of any breach of this Agreement by the Agency, and Model Cities Department may withhold any payments to the Agency for the purpose of setoff until such time as the exact amount of damages due the Model Cities Department from the �;ency is determined. 3. �Chan e�s. The Model Cities Department ma.y, from time to time, reques—t�c anges in the scope of the services of the Agency to be performed hereunder. Such changes, which are mutua.11y agreed upon by and between the Model Cities Department and the Agency, shall be incorporated in written amendments to this Agreement. The Agency may not deviate in any respect from the scope of services delineated without the written consent of the Model Cities Department. The Agency shall assist the Model Cities Department and the Policy Board in reviewing and revising these purposes and objectives in light of the experience from the activities of the project for the duration of this Agreement. Such assistance sha.11 include, but not be limited to, cooperating in the monitoring and evaluation activities of the Model Cities Department, participating in the continuing planning activities o� the Model Cities Department and generally providing advice and counsel. The Agency and the Model Cities Depa.rtment may revise, amend, and/or add to the purposes and objectives �y clarifying langua.ge and/or by qua.ntifying any or all of the purposes and objectives . Any such revisions and amendments shall be in the form of amend- ments to this Agreement. 4. Personnel. (a) The Agency represents tha.t it ha.s, or will secure at its own expense, all personnel required in perform- ing the services under this Agreement. Such personnel shall not be employees of or have any contractual relationship with the Model Cities Department. (b) All of the services required hereunder shall be per- forined by the Agency or under the supervision of the Agency, and all personnel engaged in the work sha.11 be fully qua.lified and shall be authorized or permitted to perform such services in accordance with applicable Federal, State and local laws . (Terms and Conditions) 2. (c) None of the work or services covered by this Agreement sha.11 be subcontracted without the prior written a�proval of the Model Cities Department. Any work or services subcontracted here- under shall be specified by written contract or agreement a��d shall be subject to each provision of this Agreement. 5. Anti-Kickb$ck Rules . Salaries of architects, draftsmen, technical engineers, and technicians performing work under this Agreement shall be paid unconditiona.11y and not less often tha.n once a month without deduction or rebate on any account except only such payroll deductions as are mandatory by law or pe�nitted by the applicable regulations issued by the Secretary of Labor pursuant to the "Anti-Kickback Act" of June 13, 1934 (48 Stat. 948; 62 Stat. 740; 63 Stat. 108; title 18 U.S .C. , section 874; and title 40 U.S .C. , section 276c) . The Agency shall comply with all applicable "Anti-Kickback" regulations and shall insert appropriate provisions in all subcontracts covering work under this Agreement to insure compliance by subcontractors with such regulations, and shall be responsible for the submission of affi- davits required of subcontractors thereunder except as the Secretary of Labor ma.y specifically provide for variations of or exemptions from the requirements thereof. 6. Pro_ject Coordination. The Agency, by its designee, shall participate witf—t e o e ities Department in regular meetings for the purpose of coordinating efforts and continuing the planning of the program. The Agency shall establish liaison and coordinate activities with programs of other agencies functioning in related field pro- viding service in the Model Neighborhood area. 7. Citizen Partici ation. (a) The Operating Agency shall cooperate wit t e o e ities Department in informing the appro- priate Model Cities Task Force of the activities of the Agency in carrying out the provisions of this Agreement. (b) Representatives of the Agency shall attend meetings of the appropriate Task Forces �spon the request of the Model Cities Department. 8. Reduction of Services. In the event the Agency fails to fulfill t e erms an con itions of this Agreement in a satis- factory manner as determined by the Mo�3e1 Cities Department, the Model Cities Departme�nt reserves the right, as its sole option, (Terms and Conditions) 3. to reduce or diminish the services of the Agency and reduce the project budget in a manner which reflects such reduction or diminution. 9 . Assi nabilit . The Agency shall not assign any interest in this Agreement an shall not transfer any interest in the same (whether by assignment or novation) without the prior written consent of the Model Cities Department thereto. 10. Subcontract and Other A reements. The Agency shall not subcontract any portion o t e services to be provided hereunder without the prior written consent of the Model Cities Department. All consultants ' contracts shall be approved by the Model Cities Department prior to the execution of any Agreement thereto. Any purchase of real estate shall also receive prior approval of the Model Cities Depa.rtment. The Agency further agrees that prior to the execution of any contract or other legal instrument concerning the services to be provided hereunder, it will submit said con- tract to the Model Cities Department for its prior written approval. 11. Restrictions on Disbursements. No money under this Agreement shall be disbursed by the Agency to any contractor except pursuant to a written contract which incorporates all Supplemental General Conditions to this Contract and unless the Agency agrees to compliance with HUD requirements with regard to accounting and fiscal matters to the extent tha.t they are applicable. 12. Failure of Internal S stems. The Agency further agrees that shoul its au it, reports, or internal system of control prove to be inadequate in the determina.tion of the Model Cities Depart- ment, the Model Cities Department reserves the right to enter upon the Agency's premises and perform all acts necessary and relevant to the establishment of a proper system of interna.l fiscal control. The Model Cities Department shall have the right to place its per- sonnel� agents, or independent contractors upon the premises of the Agency and use Agency's personnel to function in this area. The Model Cities Department agrees that at such time when the system or systems conform to satisfactory practices, it will return jur- isdiction and control to the Agency. 13. �0 erat_in Procedures . The Model Cities Department re- serves the rig,Fit— to prescri e uniform operating procedures for the Agency at such times when the Model Cities Department deems it necessary. 14. Model Cities Identification in Pro 'ect Activities . (a) All buildings, o ices an aci ities use y t e gency to fulfill (Terms and Conditions) 4, the obligations under this Agreement shall identify the City of Saint Paul Model Cities Department as a sponsor of the activity in a manner to be approved by the Model Cities Department. (b) All stationery, informationa.l releases, pamphlets and brochures or other material prepa.red and/or distributed by the Agency shall identify the City of Saint Paul Model Cities Depart- ment and the U. S . Department of Housing and Urban Development as sponsors of the activity, in a manner to be approved by the Model Cities Department. 15. Dis lacement and Relocation. The Agency shall immedi- ately noti y t e o e ities epartment and its Relocation Officer if any of the Agency' s activities supported by the Model Cities Supplemental Funds or any other public funds will result in the displacement and/or relocation of families, individuals or � businesses within the Model Neighborhood. Such notification shall occur immediately upon knowledge tha.t the activity will cause such displacement and/or relocation that the Model Cities Department and the relocation office can provide relocation assistance pay- ments . If relocation of displacees is infeasible, the Model Cities Department ma.y direct the termination of the activities causing further displacement. 16. Maintena.nce of Effort. It is agreed that any funds ma.de available un er provisions o t is Agreement shall be used to in- crease the total amount of services provided and the total amount of funds spent in the Model Neighborhood by the Agency. Under no circumstances shall funds being ma.de available under this Agreement be used to pay for activities already being provided by the Agency in the Model Neighborhood. The Model Cities Department may request documentation concern- ing previous effort and expenditures by the Agency in the Model Neighborhood to enable the Model Cities Department to determine if the Agency is increasing its services and the spending of funds in the Model Neighborhood. 17. E ual Em lo ent 0 ortunit . During the performance of this Agreemen , e gency agrees as ollows : (a) The Agency will not discrimina.te against any employee or applicant for employment because of race, creed, color, sex, age or national origin. The Agency will take affirmative action to en- sure that applicants are employed, and that employees are treated during employment, without regard to their race, creed, color, sex, (Terms and Conditions) 5, age, or national origin. Such action sha.11 include, but not be limited to, the following: employment, upgrading, demotion, or transfer; recruitment or recruitment advertising; layoff or ter- mina.tion; rates of pay or other forms of compensation; and selec- tion for training, including apprenticeship. The Agency agrees to post in conspicuous places, available to employees and appli- cants for employment, notices to be provided by the Model Cities Department setting forth the provisions of this nondiscrimina.tion clause. (b) The Agency will, in all solicitations or advertisements for employees placed by or on beha.lf of the Agency, state tha.t all qualified applicants will receive consideration for employment without regard to race, creed, sex, age, color, or na.tional origin. (c) The Agency will cause the foregoing provisions to be inserted in all subcontracts for any work covered by this Agreement so that such provisions will be binding upon each subcontractor, provided that the foregoing provisions sha.11 not apply to contracts or subcontracts for standard commercial supplies or raw materials . 18. Discrimination Because of Certain La.bor Matters. No person emp oye on t e wor covere y t is greement s 11 be discharged or in any way discrimina.ted against because he ha.s filed any complaint or instituted or caused to be instituted any pr.oceed- ing or ha.s testified or is about to testify in any proceeding under or relating to the labor standards applicable hereunder to his employer. 19. Com liance with Local La.ws . The Agency shall comply with all app ica e aws, or inances, and codes of the state and local governments, and shall commit no trespass on any public or private property in performing any of the work embraced by this Agreement. 20• Interest of Members of Model Cities De rtment. No mem- ber of the governing o y o t e o e ities epa.rtment, and no other officer, employee, or agent of the Model Cities Department, who exercises any functions or responsibilities in connection with the carrying out of the project to which this Agreement pertains, shall have any personal interest, direct or indirect, in this Agreement. 21. Interest of Other Local Public Officials . No member of the governing o y o t e oca ity in w ic t e project area is situated, and no other public official of such locality, who exercises any functions or responsibilities in the review or ap- proval of the carrying out of the project to which this Agreement (Terms and Conditions) 6. pertains, shall have any personal interest, direct or indirect, in this Agreement. 22 . Interest of Certain Federal Officials . No member of or Delegate to t e ongress o t e nite tates, and no Resident Commissioner, sha.11 be admitted to any share or part of this Agreement or to any benefit to arise herefrom. 23. Interest of A encY. The Agency covena.nts tha.t it pres- ently has no interest an s�iall not acquire any interest, direct or indirect in the above-described project area or any parcels therein or any other interest which would conflict in any manner or degree with the performance of its services hereunder. The Agency further covenants that in the performance of this Agreement no person having any such interest sha.11 be employed. 24. Findin s Confidential. Al1 of the reports, informa.tion, data, etc. , prepa.re or assem ed by the Agency under this Agree- ment are confidential, and the Agency agrees that they shall not be made available to any individual or organization without the prior written approval of the Model Cities Department. 25 . Purchase of Nonexpendable Property with Model Cities Funds . The agency shall maintain a record for each item of nonexpendable property acquir,ed for the program. At the con— clusion of this pr•oject or activity all nonexpendable property acquired by the agency with Model Cities funds shall revert to the city. Nonexpendable property is property which will not be consumed or lose its identity by being incorporated into another item of property, which costs �100 or more per unit and is expected to have a useful life of one year or more . Grouping of ].ike items such as chairs with an aggregate cost in excess of �100 ahal.l also be controlled and accounted for as nonexpendable �roF�erty even though the cost of a single item is less than 100. The record shall include (a) description of the item of property including raodel and serial number if applicable , (b) date of acquisition, (c ) the acquisition cost or assigned value to the program, and (d) the source of funds expended for ttie acquisition of property ( i . e . , agency funds or Model Cities �unds ) . It shall also include information as to whether the item of property was new or used at the time of acquisition. The ag�regate of the individual costs shown on the record cards shall equal the balanoe in the subsidiary costs account for non— expendable properi;y. The fiscal inventory shall be taken and reconciled with the record card annually. (Terms and Conditions) 7. U. S. DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT MODEL CITIES ADMINISTRATION SUPPLEMENTARY GENERAL CONDITIONS FOR CONTRACTS WITH OPERATING AGENCIES AND CONTRACTORS� The following conditions take precedence over any conflicting conditions in the Contract: �EC. 1. Restriction on Disbursements. -- No money under this Contract shall be diabursed by the Agency to ar�y contractor except pursuant to a written contract which incorporates the applicable Supplementary General Conditions and unless the contractor is in compliance with HUD requirements with �egard to accounting and fiscal ma,tters, to the extent they are applicable� SEC. 100. Definitions. -- As used in this Contract: (A) Agency means an entity, whether public or private, which has the responsibility for ad.ministering a project or activity. (B) Area means the model neighborhood designated in the Program. (C) Contractor means an entity, other than an Agency (except as noted in the Labor Standards Provisions) that fl.irnishes to the City or to an Agency services or supplies (other than standard commercial supplies, office space or printing services) . (D) HUD means the Secretary of Housing and Urban Development or a person authorized to act on his behalf. (E) Progra.m means the Comprehensive Demonstration Frogram approved by HUD as the same may from time to time be a.mended. SEC. 101. Records. -- (A) Establishment and Ma,intenance of Records. -- Records shall be main- tained in accordance with requirements prescribed by HUD or the City with respect to all ma.tters covered by this Contract. Except as otherwise author- ized by HUD, such records shall be maintained for a period of three years after receipt of the final payment under this Contract. (B) llocumentation of Costs. -- All costs shall be supported by properly executed payrolls, time records, invoices, contracts, or vouchers, or other official documentation evidencing in proper detail the nature and propriety of the charges. All checks, payrolls, invoices, contracts, vouchers, orders, or other accounting documents pertaining in whole or in part to this Contract shall be clearly identified and read.i�y accessible. * The conditions must be incorporated in (1) City contracts with operating agencies, (2) City contracts with contractors, (3) Operating agency con- tracts with contractors. ** The bracketed material should be deleted in contracts with contractors. HUD-7050 t2—es� 2 SEC. 102. Reports and Informa.tion. -- At such times and in such forms as HUD or the City may require, there shall be ftiirnished to HUD or the City such statements, records, reports, data and information, as HUD or the City may request pertaining to matters covered by this Contract. SEC. 103. Audits and Inspections. -- At ax�y time during normal business hours and as often as the City, HUI) and�or the Comptroller General of the United States may deem necessary, there shall be made available to the City, HUD and�or representatives of the Comptroller General for examination all of its records with respect to all matters covered by this Contract and will permit the City, HUD and�or representatives of the Comptroller General to audit, examine and make excerpts or transcripts from such records, and to make audits of all contracta, invoices, materials, payrolls, records of personnel, conditions of employment and other data relating to all matters covered by this Contract. SEC. 104. HUD Requirements. -- Unearned payments under this Contract ma,y be suspend.ed or terminated upon reflzsal to accept ar�y additional cond.itions that may be imposed by HU'D at any time; or if the grant to the City under Title I of the Demonstration Cities and Metropolitan Development Act oi 1966 is sus- pended or termina.ted. SEC. 105. ConfZict of Interest. -- (A) Interest of Members of City. -- No officer, employee, or agent of the City who exercises arr��yy flznctions or responsibilities in connection with the planning and caxrying out of the Program, or an�y other person who exer- cises ar�y fluzctions or responsibilities in connection with the Program, sha11 have a�y personal financial interest, direct or indirect, in this Contract; and the Agency shall take appropriate steps to assure compliance. (B) �The Agency agrees that it will incorporat�e into every contract required to be in writing the following provision] Interest of Contractor and Employees. -- The Contractor covenants that no person who presently exercises an�y f�anctions or responsibilities in connection with the Program, has a.r�y personal financial interest, direct or indirect, in this Contract. The Contractor flirther covenants that he presently has no interest and shall not acquire any interest, direct or indirect, in the Model Neighborhood Area or ar�r paxcels therein, which would conflict in ar�y manner or degree with the performance of his services hereunder. The Contract f�zrther covenants that in the performaxice of this Contract no person having ar�y conflicting interest shall be employed. Any interest on the paxt of the Contractor or his employees must be dis- closed to the Agency and the City. Provided, however, that this paxagraph sha]1 be interpreted in such a manner so as not to unreasonably impede the statutory requirement that maximum oppor- � tunity be provided for employment of and paxticipation by residents of the axea. * The bracketed material should be deleted in contracts with contractors. HU D-709012—aof . , . , , . 3 SEC. 106. Opportunities for Residents. -- In all work ma.de possible by or resulting from this Contract, affirmative action will be taken to ensure that residents of the model neighborhood axea are given maximum oppor- tunities for training and employment and that business concerns located in or owned in substantial paxt by residents of the model neighborhood are to the greatest extent feasible, awarded contracts. SEC. 107. Discrimination Prohibited. -- (A) In all hiring or employment made possible by or resulting from this Gontract, there (1) will not be any discrimination against as�y employee or applicant for employment because of race, color, religion, sex, or national origin, and (2) affirmative action will be taken to ensure that applicants axe employed, and that employees are treated durin� employment without regard to their race, color, religion, sex, or national origin. This requirement shall e.pply to but not be limited to, the following: employment, upgra.ding, demotion, or transfer, recruitment or recruitment advertising; lay-off or termination; rates of pay or other forms of compensation; and selection for training, includ- ing apprenticeship. There shall be posted in conspicuous places available to employees and applicants for employment, notices to be provided by HUD setting forth the provisions of this clause. Al1 solicitations or a,d.vertisements for employees shall state that all qualified applicants will receive consideration for employment without re�ard to race, color, religion, sex or national origin. (B) No person in the United States shall, on the ground of race, color, religion, or national origin, be excluded from paxticipation in, be denied the benefits of, or be sub�ect to discrimination under ar�y program or activity made possible by or resulting from this Contract. The Agency and each employer will comply with all requirements imposed by or pursuant to the regulations of HUD effectuating Tit1e VI of the Civil Rights Act of 196�+. �C) The Agency hereby agrees that it will incorporate into ar�y contract for construction work, or mod.iPication thereof, as defined. in the regulations of the Secretary of Labor at 41 CFR Chapter 60, which is paid for in whole or in part with funds obtained pursuant to this Contract, the equal opportunity clause which is a part of the labor standard provisions attached hereto. The Agency flzrther agrees that it will be bound by the equal opportunity clause and other provisions of 41 CFR Chapter 60 with respect to its own employ- ment practices when it pasticipates in federally assisted construction work: Provided, That if the Agency so paxticipating is a State or local government, the above equal opportunity clause is not applicable to ar�y agency, instrumental- ity, or subdivision of such government which does not paxticipate in work on or under the contract. The Agency agrees that it will assist and cooperate actively with HUD and the Secretary of Labor in obtainin� the compliance of contractors and subcon- tractors with the equal opportunity clause and the rules, regulations, and rele- vant orders of the Secretary of Labor, that it will furnish HUD and the Secretary NUD-709D 12-e91 4 of Labor such informa.tion as they may require for the supervision of such compliance, and that it will otherwise assist HUD in the discharge of its primary responsibility for securing compliance. The Agency �t�her agrees that it will ref'rain from entering into ar�y contract or contract modification sub�ect to Executive Order 112�+6 of September 24, 1965, with a contractor debaxred from, or who has not demon- strated eligibility for, Government contracts and federally assisted construc- tion contracts pursuant to the Executive Order. In addition, the Agency agrees that if it fails or reflises to comply with these undertakings, the City may take ar�y or all of the following actions: Terminate or suspend in whole or in part this Contract; refrain from extendin� any f�a.rther assistance to the Agency under the program with respect to which the failure or reflzsal occurred until satisfactory assurance of future compliance has been received from such Agency; and refer the case to the Depaxtment of Justice for appropri- ate legal proceedings. SEC. 108. Labor Standaxds. -- There shall be included in all construc- tion contracts, made possible by or resulting from this Contract, with private entities the applicable labor standards provisions, if the work being caxried on is not otherwise sub3ect to Frovision of Federal law imposing labor standards on fed.erally assisted construction and in the case of residential pro�ects if the pro3ect is designed for the residential use of eight or more fa.milies�- SEC. 109. Copyrights. -- If this Contract results in a book or other copyrightable ma,terial, the author is free to copyright the work, but HUD reserves a royalty-free, nonexclusive, and irrevocable license to reproduce, » publish, or otherwise use, and to authorize others to use, all copyrighted material and all ma,terial which can be copyrighted. SEC. 110. Patents. -- Ar�y discovery or invention axising out of or developed in the course of work aided by this Contract shall be promptly and ftzlly reported to HUD for determination by HUD as to whether patent protection on such invention or discovery shall be sought a.nd how the rights in the in- vention or discovery, includ.ing rights under ar�y patent issued thereon, shall be disposed of a,nd administered, in order to protect the public interest. SEC. 111. Political Activity Prohibited. -- None of the flands, materials, property or services provided directly or indirectly under this Contract shall be used in the performance of this Contract for ar�,y paxtisan political activity, or to further the election or defeat of any candidate for public office. SEC. 112. Lobbying Prohibited. -- None of the funds provided under this Contract shall be used for publicity or propaganda purposes designed to support or defeat legislation pending before the Congress. ** The bracketed material shall be deleted in contracts involving construc- tion, rehabilitation, alteration or repair work with private entities. The attached labor standards provisions shall be inserted in lieu of Sec- tions 107 and 108. In contracts for such work with public entities, only sections 1 - 3 of the labor standard provisions should be included. HUD�JO� �z�6�� A U.S.60YERNM[NT PNINTING OIIICE:1lfY O-7]5-0�2 U.S. DEPARTMENT OF MOUSING AND URBAN DEVELOPMENT MODEI. CITIES ADMINISTRATION LABOR STANDARDS PROVISIONS 1. OPPORTUNITIES FOR RESIDENTS In a]1 work ma.de possible or resulting from this Contract, affirma.tive action will be taken to ensure that residents of the model neighborhood area �,re given maximum opportunity for training and employment and tha.t business concerns located in or owned in substantial paxt by residents of the model neighborhood are to the greatest extent feasible, awaxded contracts. 2. EQUAL OPPORTUNITY A. During the performa,nce of this Contract, the Contractor agrees as follows: --- (1) The Contractor will not discrimina.te against ar�y employee or applica.nt for employment because of race, color, religion, sex, or national origin. The Contract will take affirmative action to ensure that applicants are employed, and that employees are treated during employment without regard to their race, color, religion, sex, or national origin. . Such action shall include, but not be limited to the following: Employment, upgrad.ing, demotion, or transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship. The Contractor agrees to post in con- spicuous places, available to employees and applicants for employment, notices to be provided setting �orth the provisions of this nondiscrimination clause. (2) The Contractor will, in all solicitations or advertisements for employees placed by or on behalf of the Contractor, state that all qualified applicants will receive consideration for employment without regard to race, color, religion, sex or national origin. (3) The Contractor will send to each labor union or representative of workers with which he has a collective bargaining agreement or other contract or understanding, a notice to be provided advising the said labor union or workers' representatives of the Contractor's commitments under this section, and shall post copies of the notice in conspicuous places available to employees and applicants for employment. (4) The Contractor will comply with all provisions of Executive Order 11246 of September 2�+, 1965, and of the rules, regulations, and relevant orders of the Secretary of Labor. (5) The Contractor will furnish all information and reports required by Executive Order 112�+6 of September 24, 1965, and by rules, regulations, and orders of the Secretary of Labor, or pursuant thereto, and will permit access MUD-70S1 t2—eo) 2 to his books, records, and accounts by HUD and the Secretary of Labor for purposes of investigation to ascertain compliance with such rules, regula- tions, and orders. (6) In the event of the Contractor's noncompliance with the nondis- crimination clauses of this Contract or with ar�y of the said rules, regula- tions, or orders, this Contract may be canceled, terminated, or suspended in whole or in part and the Contractor ma.y be declared ineligible for flirther Government contracts or federally assisted construction contracts in accordance with procedures authorized in Executive Order 11246 of September 24, 1965, and such other sanctions may be imposed and remedies invoked as provided in Executive Order 112�+6 of September 2�+, 1965, or by rule, regula- tion or order of the Secretary of Labor, or as otherwise provided by law. (7) The Contractor will include the portion of? the sentence immediately preceding paragraph (1) and the provisions of paragraphs (1) through (7) above and paragraph B below in every subcontract or purchase order unless exempted by rules, regulations, or orders of the Secretary of Labor issued pursuant to section 204 of Executive Order 11246 of September 2�+, 1965, so that such provisions will be binding upon each subcontractor or vend.or. The Contractor • will take such action with respect to any subcontract or purchase order as HUD may direct as a means of enforcing such provisions, including sanctions for noncompliance: Provided, however, That in the event a Contractor becomes in- volved in, or is threatened with, litigation with a subcontractor or vendor as a result of such direction by HUD, the Contractor ma,y request the United States to enter into such litigation to protect the interests of the United States. B. Non-Segregated Facilities. The Contractor certifies that he does not maintain or provide for his employees any segregated facilities at a.r�y of his establishments, and that he does not pe?,mit his employees to perform their services at ar�y location, under his control, where segregated facilities axe maintained. The Contractor covenants that he will not maintain or provide for his employees ar�y segregated facilities at ax�y of his establishments, and that he will not permit his employees to perform their services at any location, under his control, where segregated facilities are maintained. As used in this paragraph the term "segregated facilities" means ar�y waiting rooms, work areas, restrooms and washrooms, restaurants and other eating axeas, timeclocks, locker rooms and other storage or dressing areas, parking lots, dxinking fountains, recreation or entertainment areas, transportation, and housin� facilities pro- vided for employees which axe segregated by explicit directive or are in fact segregated on the basis of race, creed, color, or national origin, because of habit, local cuatom, or otherwise. 3• SPECIAL USE OF TERM Notwithstanding Section 100 of the Grant Agreement and Section 100 of the Supplementary General Conditions, the term "Contractor" may include an'bperating Agenc� as defined in the Grant Agreement and an"Agenc�` as defined in the Supplementary General Conditions. MUD-7051 ls—eoi 3 4. DAVIS-BACON ACT (l) Minimum wages. (i) All mechanics and laborers employed or working upon the site of the work will be paid unconditionally and not less often than once a week, and without subsequent deduction or rebate on ar�y account (except such payroll deductions as are permitted by regulations issued by the Secretary of Labor under the Copeland Act (29 CFR Part 3)), the f�zll amounts due at time of payment computed at wage rates not less than those contained in the wage determination decision of the Secretary of Labor which is attached hereto and. made a part hereof, re�ardless of ax�y contractual relationship which may be alleged to exist between the Contractor and such laborers and mechanics; and the wage determination decision shall be posted by the Contractor at the site of the work .in a prominent place where it can be easily seen by the workers. For the purpose of this clause, contributions made or costs reasonably antici- pated under section 1(b)(2) of the Davis-Bacon Act on behalf of laborers or mechanics a.re considered wages paid to such laborers or mechanics, subject to the provisions of 29 CFR 5.5(a)(1)(iv) . Also for the purposes of this clause, regular contributions ma,de or costs incurred for more than a weekly period under plans, funds, or programs, but coverir� the particular weekly period, are deemed to be constructively made or incurred during such weekly period. (ii) The Contracting Officer shall require that a.r�y class of laborers or mecha.nics which is not listed in the wage determina.tion and which is to be employed under the Contract, shall be classified or reclassified conforma.bly to the wage determination, and a report of the action taken shall be sent by the Federal agency to the Secretary of Labor. In the event the interested partiea cannot agree on the proper classification or reclassification of a particulax class of laborers and mechanics to be used, the question accompanied by the recommendation of the Contracting Officer shall be referred to the Secretary for final determination. (iii) The Contracting Officer shall require, whenever the minimum wage rate prescribed in the Contract for a class of laborers or mechanics includes a fringe benefit which is not expressed as an hourly wa�e rate and. the Contractor is obligated to pay a cash equivalent of such a f`ringe benefit, an hourly cash equivalent thereof to be established. In the event the interested parties cannot agree upon a cash equivalent of the fringe benefit, the question, accompanied by the recommendation of the Contracting Officer, shall be referred to the Secretary of Labor for determination. (iv) If the Contractor does not make payments to a trustee or other third person, he may consider as part of the wages of ar�y laborer or mechanic the amount of ar�y costs reasonably anticipated in providing benefits under a plan or progra.m of � type express�y listed in the wage determination decision of the Secretary of La,bor which is a paxt of this Contract: Provided, however, the Secretary of Labor has found, upon the written request of the Contractor, that the applicable staru3.asds of the Davis-Bacon Act have been met. The Secretary of Labor may require the Contractor to set aside in a separate account assets for the meeting of obligations under the plan or progra.m. HUD-70Si cz—e�► 4 (2) Withholding. HUD may withhold or cause to be withheld f�om the Contractor so much of the accrued payments or ad.vances as may be considered necessary to pay laborers and mechanics employed by the Contractor or a�y subcontractor on the work the flzll amount of wages required by the Contract. In the event of failure to pay arLy laborer or mechanic employed or working on the site of the work, HUD may, after written notice to the Contractor, take such a.ction as may be necessary to cause the suspension of ar�y flzrther payment, advance, or guarantee of ftiinds until such violations have ceased. (3) Payrolls and basic records. (i) Payrolls and basic records relating thereto will be maintained during the course of the work and preserved for a period of three years thereafter for all laborers and mechanics working at the site of the work. Such records will contain the name a.nd address of each such employee, his correct classification, rates of pay (including rates of contribu- tions or costs anticipated of the types described in section 1(b)(2) of the Davis-Bacon Act), daily and weekl,y number of hours worked, deductions mad.e and actual wages paid. Whenever the Secretaxy of Labor has found under 29 CFR 5•5(a)(1)(iv) that the wages of ar�y laborer or mechanic include the a.mount of an�y costs reasonably anticipated in providing benefits under a plan or program described in section 1(b)(2)(B) of the Davis-Bacon Act, the Contractor shall maintain records which show that the commitment to provide such benefits is enforceable, that the plan or program is financially responsible, and that the plan or program has been communicated in writing to the laborers or mechanics affected, and records which show the costs anticipated or the actual cost incurred in providing such benefits. (ii) The Contractor will submit weekly a copy of all payrolls to the City if the City is a party to the Contract, but if the City is not such a party the Contractor will submit the payrolls to the Agency for transmission to the City, for transmission to HUD. The copy shall be accompanied by a statement signed by the employer or his agent indicating that the payrolls are correct and com- plete, that the wage rates contained therein are not less than those determined by the Secretary of Labor and that the classifications set forth for each laborer or mechanic conform with the work he performed. A submission of a "Week],y Statement of Compliance" which is required under this Contract and the Copeland regulations of the Secretary of Labor (29 CFR, Part 3) and the filing with the initial payroll or ar�y subsequent payroll of a copy of ar�y findings by the Secretary of Labor under 29 CFx 5.5(a)(1)(iv) shall satisf�r this requirement. The prime Contractor shall be responsible for the submission of copies of pay- rolls for all subcontractors. The Contractor will make the records required under the labor standards clauses of the Contract available for inspection by authorized representatives of HUD, the City �r the A�enc� and the Depaxtment of Labor, and will permit such representatives to interview employees during work- ing hours on the �ob. (�+) Apprentices. Apprentices will be permitted to work as such only when they are registered, individual�}r, under a bona fide apprenticeship prog-ra.m registered with a State apprenticeship agency which is recognized by the Bureau MUD-70S1 �z—eoJ 5 of Apprenticeshi.p and Trair�in�, United. �Tates Depaxtment of Labor; or, if no such recognized r�;ex�cy exists i.n s. State, under a program registered with the Bureau of Apprenticeshil� �n� Tr�ining, United States Department of Labor. The allowable ratio oi �,ppxer_ti.ce:. �o �ourr�eymen in ar�y craft classification shall not be greater tnan L�ie z°�.tio �ermittecl to the Contractor as to his entire work force und�r the re�,istered program. Ar�y employee listed on a payroll at an apprentice wa;�e rate, who is not registered as above, shall be paid the wa�e rate determi.iea ��; t:�e Secre-tary of Labor for the classifica- tion of work he actually �erfoz•mea, The Contractor or subcontractor will be required to fl.irnish to ttze CU7'�Tx'9.Ct,ing Otiicer written evidencQ o:C the registration of his progra,m �.nd a�prentices as well as of the appropriate ratios and wage rates, for �the area oi constYUCtion p-rior to using any apprentices on the contrac-t wc�r.'.c. (5� Complianc e wii,h C�pe�_anc� Re�al_�.tions (29 CFR Part 3). 'I'he Contractor shall compl�y wi-;;h �,he Copela.zzcl Re�ulation�29 CFR Part 3) of the Secretaxy of Labor wh:ich are herein incor.�orated by reference. (6) Subcantracts. 'I7ie Cor�tractor wi11 insert in any subcontracts the clauses contained in 29 CFR 5.a(a)(l) t��rough (5) and (7) and such other clauses as HUD may by appropri.ate �nstruc�ions require, and also a, clause requiring the subcontractors �o i.nc:�ud.e these clauses in as�y lower tier sub- contracts which they may en�i;ex• intc�, ��o;�ether with a clause requiring this insertion in a.n,y fu-rther subcc�n�r�%�cts i;ha.-i, m.ay in tuxn be made. (7) Contract termination�ue:�arment. A Y�reach of clauses . (1) through (6) may be grounds for. termi.nation of thF` contract, and for debarment as pro- vided in 29 CFR 5.6. 5. CONTRACT WORK HOJRS STAI�DAR'��S ACT (1) Overtime requireraenf:s. i`To Cuntractcr or subcontractor contractin$ for ar�y part of the contrac-t �vorlc w�:�icri m�.y require or involve the employment of laborers or mechanics shalJ_ rer�uire or p�rmit ar�y laborer or mechanic in any workweek in which �ae is empa_oye��3 on such work to work in excess of eight hours in ar�y calendar d�y o.r in ex��ess of forty hours in such workweek unless such laborex or mech�.riic :rc:cei.ves co�npensatian at a rate not less than one and one-half times his '�asi.c r�t�te o�` pay for al1 hours worked in excess of eight hours in any cal.encl�,r da�; or in e.x�ess of forty hours in such workweek, as the case may be, (2) Violation° li��;bili�,r r or un-��.:�d �aa es• li uidated d es. In the � �.,.__.._� �: event of any violatior of the ��Z�UJP set forth iM subparagraph 1 , the Con- tractor and ar�y subcontrac-tor responsib�_e therefor shall be liable to as�y affected employee For nis unpaid taages, In addition, such Contractor and sub- , contractor shall be ?iab:te to ��e Uni�ted S�ates (in the case of work done under contract for trie Distric� of' �o.lumbia or a territory, to such District MUD-JOSI 12-e9J 6 or to such territory), for liquidated damages. Such liquidated dams�es shall be computed with respect to each ind.ividua.l labo.rer or mechanic employed in violation oP the clause set forth in subparagraph (1) in the sum of $10 for each calender day on which such employee was required or permitted to work in excess of eigh� hours or in excess of the standaxd workweek of forty hours without payment of the overti.me wages required by the clause set forth in sub- paragraph (1). (3) Withholdin� for unpaid wages and liquidated damages. HUD may with- hold or cause to be withheld, f`rom any moneys payable on account of work per- formed by the Contractor or subcontractor, such sums as may administrative�}r be determined to be necessary to satisf`y ar.�y liabilities of such Contractor or subcontractor for unpaid wages and liquidated dama�ges as provided in the clause set forth in subpaxagraph (2) . (4) Subcontracts. The Contractor shall insert in ar�y subcontracts the clauses set forth in subpaxagraphs (1), (2), and (3) of this paragraph and also a clause requiring the subcontractors to include these clauses in ar�y lower tier subcontracts whic:� they ma.y enter into, together with a clause requiring this inaertion in ar�y further subcontracts that.may in turn be made. HUD-70S1 �:-ao� Hvo-wa�., o. c. 236133-P • PROPOSA�, An employment center, located in the Swnmit-University area, which provides outreach, counseling, job orientation, basic education, training, placement, job development, and other supportive services, and which is patterned after the Human Resources Employability Development model. � I. The center would meet the needs of Model Neighborhood residents as out- lined in the following statements: A. It is r_ecessary to provide clients with extensive support and rein- forcement. Center staff must adopt the belief of the innate worth and potential of every job seeker and give to each a complete oppor- tunity to prove his worth. B. Exposure to ri�id institutionalism, encountered in most public organi- zations, makes it necessary to provide flexibility. C. The need to solve immediate financial crises r�akes job placement or ; � training allowances one of the priorities in the program. i D. Quality service is a necessity and requires competent staff and j resources that cover a wide and diversified range. E. Disadvantaged people are often characterized by low self-esteem, _. alienation, and easy discauragement which will require comprehensive support services through coaching, counseling, constant reinforcement, and role-models-for identification, which, in turn, requires competent counselors, job developers, and coaches. F. 7'he need for communications bridges and for peer identification, with common background and lar.�uage, makes it appropriate to er.gage disad- I vantaged persons to serve as grouF participants, co-leaders, pre- i professionals, and professionals. I i G. Written tests and inventories should be used only when appropriate and � valid for individuals to be tested and need to be supplemented by job � tryout and observation. . � 1 H. Differences in values and confusion in value systems suggests a need i for self-exploration, status questioning, tryout of newly acquired insights, client feedback, free discussion, and self-evaluation. � . I. Because of limited past experience, educational and vocational autho- ? rities suggest that assessment of the disadvantaged should be a develop- � mental process. Self-assessment should take place simultaneously with growth in aspiration and goals. � J. Where repeated cycles of temporary, dead-end employment, and extended � unemployment are found, it is essential to insure (a) continuity in all stages, (b) minimal delays, (c) high support, and (d) client feedback in all phases of program enrollment. . � . ' II. The center will cover a full range �f services, including outreach, . enrollment, assessment, orientatiott, emgloyability development and tryout, �-� training, job development, basic ed�cation, placement, �ob coaching, and ; � follow-up. Support services are provided throughout. Counseling is seen j aa a function which provj.des conz^c}-".aa�.ta�on and gives continuity to all aspects of the client's deve�=..:..,- : A. Employabili� development :t�a�::f_?'`-�u�seling is defined as a process in this model which contributes ta the total growth achieved by the client in developing the levels of adjustment and job performance he desires and can attain. This requires the efforts of an emplo9ability develop- ment team consisting of both prc3fessionals and preprofessionals. All team membe.rs must work tog�-�h�r to help the client in a varietq of areas and settings. This team ��xtends into the community and enlists the membership of other pro£��:.-�;��ona3 persons and agencies who can contribute to the cliettt��:�.'.��;:�..•?:��:t. While the team aggressivel� sE��nt and continously works with the client until he is successfully and productively employed, it respects the client's right to be the master of his own destiay and to remain the . one who decides where, when and how he will achieve employability. The i team's responsibility is to assist the client as he grows and develops � and to insure that each indivi�.ua].�s association with the team and the program is beneficial learnir�:::��erience. B. Composition of the team. Eac�i -��eam will consist of four staff inembers: a counselor, a job developer, az�.d two coaches. Each team �i.].1 share a � clerk-steno, a clerk-typist, and a follow-up aid with two other teams. � Supportive personnel will be brought into the team on a consultine basis. The team functions as a relatively independent unit whose responsibility is to "make a way" for the clients assigned to their caseload. The center will eventually have six operating teams. They will be organized into two units of three teams each. Overall coordination of each unit will be the responsibility of the counseling supernisor assigned to that uni.t. C. Operation of the team. The team will begin with the client at his level of need and will proceed with him at his o�n pace of development. The client wi.11 identify with the program by being "enrolled" in a specific team's caseload. The team will concentrate on factors that tend to im� . pede his employment and u��r�..:.��ility after p].acement. A very flexible emplo9ahility p].an is developed jointly by the client and the team. It should state immediate needs and goals, intermediate . goals, and long-range steps necessary to implement each individual's plan. It should also include alternatives and identify areas that may need special attention. Considerations in developing ��-�3.an will incZude all background data available about the person from outreach activities, enrollment, program orientation, assessment activi�.a�s, observations by team members, and individual goals and asgi�mti�:i�ntified through counseling. �.. The enrollee ma be referred t.�t-�i.table ec� lo y p yment or traini.ng at the first contact or at any subseq�at contact. This also means that steps -2- in the sequence may be implemented as planned, skipped temporarily, � and in some cases dropped alto�ether. 1. Outreach � a. Description (1) Preliminary determination is made of the individual's need.s and the appropriateness of center services to meet these needs. (2) Preliminary determination is made of the individual's interest in upgrading his employability skills and becoming a part of the program. _ (3) Determination is made for an exact time and date when the individual can visit the team to further explore enrollr.ient into the employability development program. (4) Information is assembled from outreach referral sources _ within the community, i.e., welfare, other �rofessional interest groups, ES mainstream, team outreach personnel, etc. � (5) Assurance of contact with reception personnel is essential. Once referred, the client's contact with the reception per- sonnel must be confirmed. If he doesn't appear, follow � through should be automatic. b. Responsibilities and Methods (1) Through .personal contact, primarily through trained indi- genous workers in the homes, hangouts, and streets of the • model neighborhood, .propective clients will be r.eferred to the team for possible enrollment in the program. (2) The coaches will contact and identify the client and moti- � vate him to pursue further introduction and exploration of the program. I (3) The coaches must know the employability services available. � � • (4) The coaches m�}r encourage the client to report back to him ' if the initial referral contact result is puzzling or unsatis- �I factory. The coach serves as cZient advocate, maintaining � . a limited follow-�:p relationship in such instances. He also serves to call attention to weaknesses in the center operation. i � 2. Reception and Enrollment � a. Description . �" (1) Individual's referred to the center, as well as walk-in �-- - applicants, are assigned by the receptionist to the outreach 3 . . , . (coach) member of an employability development team (if - referred in by a coach, preferrably to his team). tz) The coach, after a reyiew of available records, determines the need for additional information. The team is then acti- vated. t3) PreTiminary determination is made by the team of the indi- • vidual's employability development prospects and probable needs. (�) Any special arrangements, such as day care centers, which the individual may need while he is enrolled in the program, are made at this point. (�) The individual's desire and degreee of commitment to upgrade his e�ployability through enrollment in the program is explored to determine the need for immediate support. {6) Based upon the information obtained during enrollment, deter- mination is made, with the client's involvement and concurrence, on the immediate course of action for each individual ta follow. � b. Responsibilities and Methods (1) Care must be taken to insure that once a-client is made a part of the team caseloaa he is reasonably assured that something �,.� positive in employability improvement will result. (2) Careful planning must insure that program enrollment is inter- spersed with informative group sessions so that long periods of form filling and questionir�g are kept to an absolute minimum. {3) A session by the counselor with the coach who makes the referral to the teazn is suggested in order to alleviate necessary repe- - tition and provide the necessary bridges for the client. � (�) The coach shoul.d be available to act as an ally for enrollees during the enrollment procedures. Arrangements shouid be made for them to stay with the enrollee throu�hout all phases of the employabiTity development program. � (5) Initial contacts with the agency for enrollment purposes must be non-institutionalized with a minimum of lines, counter, . waiting rooms, long information forms to fill out, rigid procedures for enrollment, and a curtailment of routing from place to place and person to person. Records should be _ developed and maintaned at the convenience of the individual. �b� To insure that once an individual is enrolled, immediate, positive action will take place, a continuous roster of staff availability, caseload vacancies, work and training resources, and other variables should be maintained by the center's recep- ��-- . .. tionist. . 4 3. Orientation -- a. Description �1) Orieritation to t�:.,�,�.�nrld of work will consist of primari�:y group guidance activities and include such things as: (a) Orientation to the community. (b) Orientation to the industrial and occupational compo- sitions of the community. (c) Orientation to the job situation: attendance and punctuality; � followin� instructions - taking supervi- sion; relati.onships with fellow empioyees; grooming and hygien�:_- �.p�ployer personnel practices; safety on - the job; ta�z;-::�:�; taxes, fringe benefits, etc.* (d) Job hunting: job interview techniques, application writing, locating and searchin� for a job. (2) Satisfaction of Client's Immediate Needs. A client must � • be ready to participate in an employability development I program; th�refore, the client's immediate needs must be met while he is in the orientation program. Any and all client - health, leoal, and financial problems that are recognized or identified throu;h enrollment or during in�.ividual and group sessions in orientation must be dealt with by the team or other appropriate personnel and agencies with adequate feedback from outside sources assured. (3) Orientation and assessment will begin or will be scheduled immediately. If orientation and assessment are to be delayed, the client should be placed on a temporary job or assigned to a special work project with a specific time set for entry ! into orientation. I (4) Self-assessment activities will be a primary part of orienta- tion and will include individual and group counseling in which � the client will attempt, with the counselor's help, to assess � himself. I � (5) Orientation must i.nclude an uraderstanding of the program on I the part of the enrollee. He must have some knowledge of the i various work and training components that will follow orien- � tation, and he must know that constant feedback and support � will be provided to him. *"Contrary to much popular belief, rn�st enrollees are sensitive to habit of speech, dress, and other behavior and can modify behavior quiekly. Successful experimental and demonstration projects have taught "Business Speech" .as a "second Ianguage" and � developed good grooming and dress as;�'the uniform of the job." The key seems to have i been teaching new behaviors as added campetencies, not as substitute competitors, and j �� thereby avoiding the appearance of la�.ang destructive of what the person was, (MDTA I Experimental & Demonstration Findings #5)• � 5 � . . - , � � _x .. .. , -. : , , . , • , . # i 4. Assessment _- Assessment is a joint evaluation by the client and team members to assist the client to subjectively evaluate himself and ,him employment needs. Assessment is seen also as a continuin� process whereby pro- � gress throughout the program is noted for plan redirection and read- justment in the individual's employability goal.. a. Description (1) This phase of the pro�ram has as its objective the in-depth � self assessment of the client and the evaluation of the client by the team as a preliminary to the development of � the employability plan. This assessment is an extension and � enlargement of the preliminary steps taken at the time of � initial enrollment. : � (2) To e.ffectively discuss employability assessment and to assist � the client to assess himself and relate his assessment to the _ world or work and his role in it, counseling sessions must be planned as a part of orientation. (3) To allow for the widest possible array of assessment resources, b assessment programs must be very flexible. i (4) Assessment, based on f.eedback from work and training sites which creates a continuing process of constructive self- , assessment, skill acquisition and tryout -- then, reassess- �y� ment, further acquisii;ion and tryout, and so on, until termini- nation, rnust be seen as developmental. ! . (5) Assessment will be an adjunct to counseling. � b. Responsibilities and Methods � � , �1) Emphasis must be placed upon fut�are orientated potential, as ; well as past behavior. , (2) Methods that utilize actual wark tryout situations should � forr.► the basis of skill assessment. � (3) Work Sample Tryout Techniques will be used where appropriate. • (4) Observations and interviews to assess attitudes, aspirations, goals, work frustration tolerance; reaction to supervision, and other non-standardized criteria, must become a part of the total assessment profile. (5) �.1 assessments must be explained to and agreed upon by the ; client prior to �test administration; and must always be followed ' by personal feedback sessions with the client. — 6 � � � t € - (6) Testing should be used only as an adjunct to counseling and � . � then only when a purpose. is clearly identified and the device . ---- is reliable, valid for the purpose, appropriate for the individual, and does not discriminate unfairly. At the present time, extensive research in test development is under4ray to supplement and add to non-verbal work techniques and also to insure that other sample methods of assessment are appropriate. Where necessary, such testing will be used as a part of the ' total assessment profile. 5. Work and Training a. Description - This phase of the program can be described as employ- ability plan tryout. It wi11 encompass all of the follotiaing areas: (1) On-the-job�Training, rdeighborhood Youth Corps, Jobs in the Business Sector, and other job tryout arrangements that can be used for on-site trainin� purposes. (2) Local ins�itutional training pro�rams, incZuding hIDTA, Voca- tional Education, Basic Education, and other formal skill training programs that would assist in the implementation of an employability plan. (3) In-office group or individual employability training, including counseling sessions, career exploration programs, guidance, and . basic education skill training programs. � (4) Work and training sites that are developed and planned as needs are identified from. program enrollees, i.e. , multi-occupational MDTA programs would be necessar•y in order to avoid filling ' quotas for specific skill training that might be irrelevant for , . enrollees. i � �5) The center will .have the prime responsibility for subcontacting j - work and training sites to meet the needs of its enrollees. � � b. Responsibilities and Methods ' ('I) Regularly scheduled case conferences among team members and representatives from work and training sites will form the basic synthesis for each enrollee's progression and will be the prime�vehicle for re-evaluation of each plan, determine the appropriateness of the site, and provide overall communi- � � cations and coordina�ion of enrollees. (2) Team members (primarily, the coach) will be assigned respon- sibility to assure that program continuity is maintained on each site as the client moves from one work and training phase to another. (3� Coaches will maintain the role of ally for the client where needed throughout work and training stages in order to act as � � . :. an enabler on a day-to-d�}r. basis. Wherr crises arise, they will 7 act irmmedist�l� to deter mounting difficulties by arranging _ . for a case conference or other action. (4) Continuoua feedback to the team concerning client progress, I diffi�ulties enc�?a�t�red, etc., must be rigorously maintained � throughout all w�••�k..and training phases in order to ineure � against inapprop.�i.ate assigrune�ta, devastating delays, and � other crisis sit��.:�tzons that could be deterred with appropriate actian. It ie also necessary to fnsure that the planning for � future employability tryout steps is done well in advance. (5) Provision muet bQ made in all program phases for clients to �� participate voluntarily in on-going group or individual coun- , - � seling, guidance and employability skill development sessions I either within the �center or on the work and training site. This servi�e ehould �� provided bq the team and should be a contin- � uation of similx;: ��asions initiated during orientation. . - (6) _ The team can ret:yqe�.e the client into a more appropriate work I or trainingz site to facilitate his employability development j if this current setting is not adeQUate. This could mean recy-, : � cling downward for the client who is not making sat.is�actory '. progress such as from vocational trafning to basfc educatio�.� I � training, from work experience to a epecial work program, or' from competitiv� �employment to work experience. The reverse may be true for those making good progress. A client could be recycled upwar� to a work or training site that is more challeaging �nd has more responsibility. (7) The work and training sites are not ends in themselves, but only stepping etones by which the client eventually gets into competitive employment. The team should continuously review the progress of each client and consider recycling upward all clients who are making satisfactory progress ao they can i get into competitive employment as soon as possible. � i I 6. Job Uevelopment and Placement ! a. �Description ' (1) The basic purpoae af the team is to move as many disadvantaged persons into competitive employment as quickly as possible. This necessitatea the development by the team, especially the Manpower Specialist, of a job development and placement capability; individually, for each client in the caseload. (2) The timing of and the need for job development and placement will vary for each client. Some may be ready for it simulta- neously with, or soon after, enrollment -- for others it may occur after mau.x-hs of training. Job development efforts should be initiated as an outgrowth af case conference sesaions and overlap the lax:tex stages of the work training procesa. �_ ' 8 , . , i (3) Determinati_on must be_made of the fiype of ,job sttuation ; that is to be developed for an individual based upon hls ' capabil'ities, and the type and amount ot supervision and support the individual will need after placement. (4) After a tryout period the appropriateness of the Job situa- tton for the individual must be assessed for possible restructuring, recycling, or redevelopment of a new job ; situation. i (5) Determinatton must aiso be made of career ladder possibilities in specific ,jobs and ,job market needs. ' b. Responsibilities and Methods � � ( i ) The team wili use jobs tn competitive empioyment in the i following ways: I -• (a) As holding acttons. for intermediate or stop-gap jobs fbr ` ', clients ready to enter employability development when I i • resources are made available. � '; i (b) As training stations where clients can le-rn employabi- � - � lity and occupational skiils, but still be in a competitive � ,job situation. (Exampies ot these are apprenttcheship, both formal and informal , or combinations of OJT-MD"fA, etc. ) (c) As permanent competitive ,jobs in which ciients who have gone through an employability development and improvement � proqram can get started with chances for upward mobility. � ( n develo�ing such permanent Jobs for clients, the team should have as its objective jobs that are career-oriented. ; Thts means ,jobs in which the clients have a continuous I � op�ortunity to acquire additional job knowledge and skill ' that will be more satisfying to them and make them more �, valuabfe as competitive occu�ational persons. This means i the opportunity to move upward to more responsibSe and better paying jobs. , i � (2) The ti1anpower Specialist in the team shou (d develop a "job bank capa- I bility" whereby empl.oyers will agree to furnish jobs on an � "instant demand basis" for the team's cltents. i � " t3) The team meeting in a case conference settinq should continuously ' review the employability development proqress of its clients and '' be prepared to move them into suitable, competitive employment as quickly as possibie, consistent with the agreed upon employ- ' ability plan or appropriate moditications thereof. i i (4) The team must solicit and develop jobs for the following types I� of ciients: i � � � I, _. . - I . 9 �a� Those that are ready and have reached a level of poten- • tial, but still do not meet the skill requirements of the . � employcr. The team .or a team resource person will need to use job restricting methods and techniques to assist employers in fitting many such clients into possible career ladder jobs. These techniques are not only for the purpose of encouraging employers to provide jobs for disadvantaged clients, but such techniques, if properly � used, can assist the employer to meet his manpower needs ' and still maintain a productive and competitive work force. This may also require p�rsuading employers to reduce � unrealistic and unnecess ary job requirements. (b) Those who a�e nearly job-ready, but do not meet the per- formance requirements of the employer. These clients will need the team�s help in convincing employers to hire them an the basis of what they could do with a chance to try. (c) Those wha are 3ob-ready and can meet the employer skill and performance requirements. (d) Those who have the employability skills and can fit into a competitive job with on-the-job training to gain addi- � tional occupational and technical skills. (5) Job Development and placement m�st be an aim of the team, with sPecific resnonsibilitY for this functi.on assi�ned to the Man- - power Specialist. However, availability of jobs will influence caseload size and rate of progression through the program. T4ierefore, rovision for other team members and other center personnel to assist in �ob development efforts is a basic attribute of tP�is method. 7. Support Services after placement. Again, it should be cautioned that some of the clients in the caseload may receive immediate job development and placement prior to, or instead �f, entering th� orienta±ion, assessment, and work-training phases. �herefore, support services in the post-placement phase could be ini.- tiated immediately after initial enrollment. It should be clarified that support is given in the varioLis phases prior to placement. a. Description � . . - (1) The post-placement support activity of the team must be coordinated with other bcal community and employer support activities. (2� All support services for center clients, even if done by team staff, should be coordinated by the team. Feedback to the team by other center personnel must be assured. , {3) Support services will be available to all clients after perma- . .. nent placement if needed. High support will be given to those 10 ` who need considerable encouragement and direction. All teani " � . staff will be involved in support services according to their - skills and their relationship to the client. (4) Support services will be given a client after permanent place- ment until it is agreed by the team and the client that they are no longer needed. � b. Res�onsibilities and �ethods One way the team can sell employers on hirin� clients is by indica- . ting to the employer that the team will provide support services to the client while�!e is learning and adjusting to the job �r will supplement any such efforts made by the employer. This can be implemented in several wa,ys. (1) Arrangements can be made to have the client see the counselor, or other team members at� the job site or in the office. {2� The employer can be informed that the coach will periodically see the client after working hours. _ (3) The employer can be informed that the team members are ready to assist the client at any time with any problems on a demand or scheduled basis. . (�) The employer should be told of the team's interest in following ` through on the client to assist in his successful job adjustment. (5� The employer should be encouraged at all tiraes to set up his own support service on the job site. 8. Termination and Follow-up a. Descrip�ion (9) A�ter all support services to the client have been gradually withdrawn, the formal termination from the caseload will be completed. (2) After termination, follow-up checks will be made' to determine: (a) Client adjustment and job satisfaction. � - (b) Need to re-schedule support services and temporary re-admission to the caseload. (c) Need for re-cycle to orientation, assessment, training, �� or other phases. i (d) Need for further job development or job re-structure. � {e) F�nployer satisfaction with the worker and worker's perfor- � _ �. mance. � 11 ',i � . , ' 1 b. Responsibilities and Methods - - " _ (1) Termination shou.lc3 be a gradual_ phasing-out process. I,. {2) Informal contact�•��id be maintained with terminated client � , lon� enough for .:#he follow-up to determine the need for re-cycle or re-i�s,titution of support. � � (3) Follow-up should be provided at regularly scheduled intervals � such as (a) two to four weeks after termination; (b) again , in three to six months; (c) a final follow-up check one year � to 18 months a�ter termination. � � (4) Follow-up activit,y will be done by specifically designated personnel outsiri�e:�f the regular team staff. III. Team Staffing . . � : � � A. Counselor - The counselor will provide overall assistance to the other { tearn members and be responsible for the development, synthesis, inter- ; - . pretation, and tryout aspects through delegation to other team members i � that all services and employability tryout experiences are available, , ; appropriate, timely, and in.the right proportion and manner suggested s by the individual's employa�.i:l.ity plan. It is also the counselor's � responsibility to assure that continuous assessment and feedback of client progress in all phases of tryout are available to �he team and to see that appropriate adjustments in the employability plan are made , as needed. Counseling sessions will be held by the counselor as needed. He will also be responsible. for maintaining continuous client contact through other team members during the entire enrollment period. Continued evaluation of each enrollee's progress and needs will be assured by the counselor through regularly scheduled case conferences for the purpose of individual case .review. B. Man ower S ecialist -- Job Develo er - The responsibility for the deve- I lopment of specific settings and experiences for employability plan � tryout and competitive work opportunities is assigned to the manpower � specialist. He works directly with the counselor and client in order to i know the specific training and job needs which would best implement the � employability plan. From this reference he works directly with OJT and � institutional training personnel, employers, and unions in the develop- I ment of openings. He assures that continuous feedback and liaison to � team members is maintained through participation in the case conference. I The manpower specialist works with schools, employers, unions, and si�e , � sponsors in developing an awareness of the programs and establishing � various support services needed on these sites for the advancement of ' the client's emp].oyability plan. He works closely with enrollee,--employer, ', and union representatives i,�a. re-designing jobs arld job functions for ' clients in order to allow m�czmum �rowth through increased levels of job responsibility and career ladder opportunity. His responsibility rests with the clients in his casr��..].�ad and his fellow team members, but his expertise depends upon empi�r�r and labor contacts and thus he must ( coordinate his ac�ivities �� mployer and labor representatives and other job developers. He as -additionally responsible to develop an infor- mation system with which to notify ail teams of potential job openings. �2 C. Coach - This pre-professional position will be a nery important one in � the day-to-day relationships- with the client in the identification of , crises and in needed support areas. This team member will often be the individua3 to whom the enrollee directly relates and identifies as his immedia.ts co::tact in the event of any difficu�.ty whatsoever. He main- ; tains �'ollow-through with the enrollee and t::e� enrollee�s supervisor ° .: during the �arse of work or training. He ic�e�tifies social, medical, --attztndinal, a.nd other problems; attempts to solve minor difficulties; _ . and re�'ers �mnre di�ficult problems to other team members. Iie will also guide groups on educational tours and participate in group guidance . and/or group counseling sessions. - - D. Cierk-S�eno�rapher - Each team will be assigned a clerical person who �rill be primarily responsible for the maintenance of all case records, �case�c�nference reports, and case inputs from a11 sources. . This person will also assist in the reception and scheduling� of client contacts with _ t�am. members and see that overall 1iai6on and synthesis is provided in _ . � . ,. : . ,data-coller' :'.an and maintena.nce. � '� E. Adititi�ona� staff resources, not a part of a team, but available to all teams. l. Access to Job Bank Information. � ,__ �:�� Cc�nsultant Services - In areas of special need, i.e., mecl.ical, edu- � - ..::cat.ianal, psychological, child and family services, and others, con- sultants will be utilized as an adjunct to the basic "employability , � �te�m'",� � 3. Deput.y Director, Operations - This job function would coordinate the work of several "employability development teams, " be responsible for the trainin.g of individual team members, make assignments of enrollees and staff to the teams, and insure an overaZl review and control of new enrollees and termi.nations in the program. He provides _ leadership and expertise in the total emplayability development efforts, acts as resource to individual team members, and is available as a ease conference resource in difficult areas. , 4. Deput� Director, Administration - This person is sesponsible for procuring and coordinating the services of ag�ncies which could aid in the operation af the center. Additional Responsibilities include coordination of the total recordkeeping function of the center. �. Education and Occunational Information Resources - Provision is made for an information resource for staff personnel and clients. All literature is reviewed and disseminated and specific materials needed - for employability plans are developed with counselor and c]ient. Maintenance of a material laboratory and clierit assistance in reviewing educational and occupational literature is carried on through this _. . r.�source. This function will be assumed in part by the Apprenticeship - - •- .:Tafnrmation Center and testing personnel. _ fa. Instructional Services in Employability Development - In addition to - _ _ ,:..srtb-cc�ntracted basic education and orientation it may be necessary � . _ . ' _ ��- _ -- . . 13 r_ , to establish on-going group sessions beyond the orientation period �� in such areas as: work attitudes, grooming, money management, etc. '`�' , This would be carried on by or in.conjunction. with counselors assigned to each team. 7. Follow-u� and Pro�ram Ebaluation - After termination of all support an:d other services, it is necessary to determine the client's progress _ - and employer�s reactions over a certain period of time. This is needed also for client re-cycle, program evaluation, research purposes, ' and reporting. This area can also be separately identified. �o fo3low-up aids will be assigned to the six teams (one to each unit). 8. Access to a11 Services of the Model Nezp�hborhood Health Clinic. _ 9. Aptitude, Interest, and Other Desired Testing Services. 10. Basic Education Staff - Assist in orientation and assessment functions, provide basic education to all clients wha are referred by the teams. lI. Access to Model City da.y care and Child Development Qroject. N. Tra1TL1I1� of Staff General Introduction The s�tccess of the Employability Development Program rests primarily with the involvement and competency of the team members in providing the unemployed and - underemployed with needed services. It is of the utmost importance that each team functioning. The following section out2ines various training models now in t�e process of development that must be introduced concurrently with the Human Resources E�nployability Development Model. These training models are: (A) Orientation af the Team to the HRD Pro ram - for a11 members of the HRR teanxs; B �ainin Pdodel for the Cunselor - a combined in-service and out- service graduate program; C Trainin�Model for the Ma.npower Specialist - an outline of a possible model comprised of parts of the counselor program, plus additional areas related to this specialized area; (D) Coach Training A!bdel - primarily a New Careers model. A. Orien�ation of the Team to the Human Resources Development Pro�ram L Orientation is intended for all members of the employability develop- ment team --- professional and pre-professionals alike, as well as other center staff. 2. Objectives - The following are the ob3ectives of the orientation • sessions. a. Zb provide team staff with a solid understanding of the philo- _ sophical vi.ew of man inlzerent inr. the HRD IInployability Development 3'rogram, including realization for the intrinsic worth of the individual and his ability to grow; and to advance sensitivity . to an understanding of team processes. ' 3. Timing - The orientation model might cover a two week period, but � - �it should be re-scheduled on a continuous basis to reach all team 14 � . . . ._.. , „ . - ��.. 1 ,staff on a repeat basis. The orientation is intended to be followed periodically by a one week in-service training period, _ the purpose of which is to pe2�it an in-depth study of changes in the Employability Development Program and provide time for an intensive self-appraisal by participating staff. 4. Personnel - The orientation program is conducted by the appro- ' priate training staff (national, regional, state, local) and possible university and outside consultants who are well versed in the curriculum topics and have experience and training in sensitivity group type work. 5. Methodolo;,y a. Curriculum topics which are intended to be interspersed with I OJT, consist primarily of observations followed by discussion , of various activities under the Employability Development Pro- I� gram. This interspersion relates theory to reality. I , b. To develop rapport, an element essential to the team concept, I much of the curriculum material is presented in interaction groups composed of various employability development staff members. c. The material suitable for presentation in lecture form acts as a stimulus for small group discussion. Films, tapes, and field trips are always followed by discussion. - B. Training Model for the Counselar ; 1. Introduction - This model is intended for the trainee who meets the � qualifications for admission to a graduate counseling program and ! who agrees at the time of selection to participate fully in the HRD , F.anployability Development. Program while workin� toward .the master's j degree. Continuation of the trainee's appo�:ntment as a professional ', counselor is contingent upon successful completion of the training ' program. (A trainee who has taken some of the curriculum course work i.n a university program would not need to participate in the - entire training pro�ram. In this case he would be involved only in training axeas to which he has not been exposed.) ' 2. Objectives - The training model is mutually advantageous to both the participating university and the employment center. a. For the university (1) It provides a realistic setting in which to train counselors. t2) It provides a basis for moving toward a broad program of under-graduate and graduate studies in areas related to human resources, employability development, and appli�d manpower programs. (This can be done with a view toward . .. NI)EA type funding.) . 15 � b., For the employment center � (1) It provides a relatively inexpensive method of training counseling staff, while keeping them on a job site in a reality setting, utilizing the new HRD model where a par- tial caseload can be handled during the training period. (2) It provides a way of promoting an interdisciplinary approach � to the training of counseling staff in strengthening the training site of the university by expanding existing faci- lities to a more realistic setting. �3} It provides a method where the primary focus of training is placed upon the practicum, OJT, and internship where , theory and practice can be synthesized. {4) It provides a method by which management and other team staff are given an integral part in the training of person- nel, thereby fostering their support, cooperation and personal growth and, in this way positively influencing the effectiveness of the total team effort. 3. Timing - While this model covers two years part-time and two summers � full-time, and an additional one year for supervisors, several options are possible. Levels of practicum and theory offerings should be interspersed with one another in whatever option is followed in order to provide for a practical and well integrated experience. 4. Personnel - The primary training agent is the university counselor- educator, with in-service counseling specialists, managers, counseling supervisors, etc. , working in concert with the counselor educator. 5. Curriculum - Four areas of study are suggested as contributin� to the �owledge and skill of the counselor. (The four areas are identifiable for program planning, but the well trained counselor is able to func- tion in each as they interrelate.) Concentration in a given area is reflected in the kind of practicum, internship and OJT experience selected, but would not change the structure of the basic training model. Four areas of concentration suggested are: (a) assessment; (b) man- power and job development; (c) occupational and educational information (including work and training); and (d) group and individual counseling. C. Training Model for the�Manpower Specialist (Job Developer) . 1. introduction - The manpower job development specialist, as an effective team member, needs not only specialized skills in job development and re-structure, but also a broad understanding of the counseling process . and the clients with whom he works. 2. Personnel - The training is conducted by the university counselor- educator and in-service personnel such as the manager, work training specialists, manpower development specialists, occupational analysts, counseling supervisors, and specialized job development personnel. � � % - �6 ' 3. Objectives � � -- a. It provides a relatively inexpensive method of training the manpower job develop�r,�fri specialist while keeping him on a job site where a partial'�aseload can be handled during the training period. � , b. It provides a method through which training is placed in a rea- listic setting and, thus, becames truly meaningful -- i.e., OJT, practicum, and classroom courses are synthesized. c. It provides a method' by which management, counselors, and other : team members are given �an integral part in the trainin� of per- sonnel, thereby fos�ering their support, cooperation and personal growth, thus stimula��nP the team's effectiveness and cooperation. d. For the university ��-,�olved, it provides a basis for moving toward a broad program of undergraduate and graduate studies in areas related to human resources employability development as applied to �manpower pro�rams. (This can be done with a view. toward NDEA i � funding.) . i 4. Curriculum - The following comprises the training for the manpower job development specialist. a. Those �ourses in the first year of the counselor .training model � are suggested. `� b. Group interaction sessions which acquaint the trainee with special duties which he must perform in his job ro1e. For example, the manpower job development specialist would be involved in practicum training in developing specific work settings and experiences for client employability plan development. 5. Timing - The training model covers one academic year (part-time) D. Coach Trainin� Model 1. Introduction - This model is directed toward individuals who are hired to fill jobs in the coach. elassification. ' ' 2. Objectives I �a. To provide the HRD employability development program with well ' " trained pre-professional staff who will fill the "credibility i gap" which exists between the disadvantaged and institutions. b. To provide the coac� �rith the type of training and preparation which will enable him to ascend the career ladder toward his occupational goal, either within the employment center or n related fields, to �.�ie the coach to enter counselor°�tra�ning��tT ! c. To prepare the coac��-�o function in his particular axeas as part `-- of the earployabilit� �levelopment team. 17 _ - s ; � , d. To help prepare the new coach. entering pre-orientation training, and in some cases, to help provide an understanding of cultural -.- minorities for the professional employability development staff. 3. Personnel - Instructors assi�ned to the trainin� of pre-professional �hould have a solid understanding of the HRD concepts. They should also have e�ierience and education in the following: (a) group ' counseling/therapy; (b) job development; (c) management; (d) sociology; (e) psychology; (f) life styles and cultures of poverty; and (g) man- power programs. _ 4. Curriculum - The model is divided into two major phases: a. A two-week pre-orientation consisting primarily of group interaction s�ssions. This.period assists the pre-professionals to adjust to a relatively structured work situation and gain insights into himself. It also serves as an assessment period for the trainer. b. OJT out-service training of one to two years, depending upon the individual's level and progress. Out-service training is conducted in seminar form and is interspersed with OJT. � Definitions Career Ladders - A career development plan usually is a series of steps, including trainin�, on-the-job expe:ience, and work experience, wi�ich enables a worker to enter on a specific job and to progress from the client's level of employment skills and commitments to occupations requiring a higher de$ree of these attributes. Also provar3ed are plateaus or stations where clients may stop temporarily ax�d advance later as additional skills are required. The career ladder concept provides upward mobility options as opposed to dead end occupations. Counselin� as a Specific Resource in Employability Development - Counselin� as a specific resource in employability development is an interchange between a pro- fessionally trainecl counselor and the client in which the client explores hiraself, his environment, and related phenomenon in order to achieve greater insight and make decisions and plans for future action.. It is based upon a realization of the intrinsic rrorth �f the client and his responsibility for his own decisions. The growth process resulting from this experience is broadly defined as the "counseling proeess". The program covers a full range of services including outreach, enrollment, assess- ment, orientation, employability plan development, plan tryout, training, job devel- � op�eent, placement, job coaching, and...other support services. Counseling is seen as a particulax function within all phases of the program and also as a team function which provides the continuity to all aspects of employability development. . Employabili�y Plan - A plan of action developed jointl,y by client and counselor which states in clear, concise terms the short-range goals, intermediate goals, long-range term possibilities of employability, and the steps necessary to imple- ment the p1an. �'liis includes training, remedial serviaes, intermediate placement, and a11 support services necessary to implement plan and enable the individual ' ` . _. to enter an a satisfactory job. . �8 ' I . Employability Plan Initial Tr�,�out Period - The first few weeks of each new job or �_ training phase of the emphoyability plan in which the client, with high support from the team, tries out and adjusts to the new setting. Change to a more appro-i priate setting is made, i� necessaz^;,� - , �lo�►ability Plan Tryout - The assi�nment of a client enrolled in an employability development program to a competitin_�-,� �r non-competitive job or training slot which is part of the tryout of the employability plan. Employabilit� Skills - The personal and interpersonal behavior essential for job success. This behavior stems from the client's concept of himself and is reflected in his attitude toward his fellow work�rs, supervisars, and job. A positive self- concept as an occupational person will usually result in acceptable behavior on the job such as getting along with fellow workers, get�ing along with supervisors, producing acceptable quantity and qua;��.ty work, getting to work on time, or dressing in acceptable style. One of the �:�;;:. ,.~�.:;.ves of the employability development program is to develop in HI�D enrollees emglrr3+ment skills that will allow him to get and hold , a job and provide the personal satis.faction that comes with self-esteem. i Fair Hearings Board - A determination board of agency and non-agency staff and con- � sultants who meet to resolve a client's legal, personal, family or work-related I problems which cannot be resolved in :a routine manner by the team to which the � ' client is assigned. � Follow-up - The contact with a client after termination of �upport services following � placement in a permanent job. The;.,purpose of follow-up is to determine if the client's adjustment is satisfactory. If adjustment is not satisfactory, the client - rnay be re-enrolled in the program. Intermediate Placement - The entrance of a client into temporary employment as a holding action preliminary to enrollment in a specific phase of an employability improvement program. Job Development - The process of soliciting an employer's order for a job-ready j member of the caseload. This process may involve suggesting to the employer the � possibility of re-structuring a job or modifying hiring requirements, and the � setting up of various support or coaching meci�anisms needed by any client. � Job Restructure - The modifying of job tasks or the job environment to meet the � immediate skills of a client .for the purpose of providing him with the necessary � job experiences so he can grow in jx-.'; skills and attitudes. g , Job Solicitation - The process of soliciting �ob orders for groups of applicants � for which the center has no suitable openings on file. This process may involve ; . suggesting to employers a commitment to hire a specified number of applicants E graduating from employability improvement pro�rams, with the further commitment � of restructuring jobs or arodifying hiring requirements. � Outreach - Outreach is the activit;- to establish communication with groups who � need employability services yet do not know about or do not take advantage of services � designed to help them. Outreach i�..�ost effective when an indigenous team member , contacts individuals in th�ir home�; .neighborhoods, and reexeation areas to initiate i ,_ interest in employability �levelopme:r� and provide liaison in the first steps towaxd enrollment. • � �9 " . . __. _ _ ,_ . . i � Re-c�cle - The removal of a client from a program componerit because of unsatis- factory progress or inapprQpriate assignemnt and his enrollment in a different �I -- program component which better meets Y��--,.�m�loyability development needs. This ' `mey� also include reassignment of a clie:ft..�:� a program component in which he had been previously, but in which had made :.�n.satisfactory progress: This term is used to refer to 'movements within a giu�.�> phase or between two different phases of programs. Support - A term to indicate a warm, friendly concern for the individual on the part of staff to promote �rowth and development through immediate handlir�� of stress situations inhibitin� employability development. This support may extend ' over a considerable length of time and �:y include support activity by one or all � team members, institutional, or employer personnel. Support is frequently referred � to as coaching and in some cases descri:.t��s the total counseling and coaching effort. ° Voluntary Participation - Involvement �:rt �r� employability development pro�ram repr.esents an implied agreement on the :�aart of the staff and the client. The agency is committed to providing the services needed to activate the employability plan. The client is asked to participate fu11y to carry out the employability plan. Each , � party should clearly understand all the implied committments. ; ! I � Vocational Skills' - The technical knowledge and the Manipulative skills needed by� the worker to perform the tasks necess�-u.r-yr to achieve technical proficiency in a job. - i Work and Training Coordination - The process of coordinatir_g and developin.� work and training OJT sites and institutional training sites for specific enrollees not yet ready for competitive employment. This may involve the encouragement of employers and training institutions to cxeate such job and training slots at the client's level. of performance primarily for training purposes. _ � ! 20 • DIRECTOR l. Responsible for plannin,g, deve7�,>•n�,aa�, coordination, and administr�tion of the various services of the age��y. 2. Responsible for developing and interpreting agency golicy. 3. Prepares and/or reviews agency budget requests, budgets, fir.ancial reports, and other financial statements„��: . - 4, Gives general supervision to a� ��- staff. 5. Plans, sets agenda, and conducts staff ineetings. '. � � � � 6. Acts as a member of the basic interviewing team which selects personnel to � � work in the center. I 7. Reports monthly to the Policy �'laking Board. ' 8. Represents agency in relationships with other public and private agencies, gover-nmental offices, schools,- and industry. Gives talks to community C groups explaining the center's policies and practices. 9. Serves on various 1�}r and professional committees. 10. Reports directly to the assigned supervisor with the Minnesota� Department of Manpower Services. Qualifications: Thoroughly fa�niliar with the Summit-University Community and its resources; able to effectively communicate with community groups, . union and employer representatives, public and private agencies, and members of the press; familiar with counseling, interviewing, and referral tec�.iu�ues; familiar with the operation of employ- ability develop�+ent teams; experience in planning and operating � of a manpower pr:��ram; supervisory experience. . � . ' D�IITY DIRECTOR (,ADMINISTRATION) ' ` ; � � i � 1. Periodically consulting with the Deputy Director of Operations, seeks out - � and makes available to the center staff and clients all external agency services necessary or desirable for efficient fulfillment of the center's objectiveso 2. Assists program director in planning, development, coordination, and � administration of center community service programs. 3. Responsible for compiling and summarizing data for statistical and narrative reports, and ma�ntains other required records. 4. Supervises the pre�aration of the center's accounting records and state- . ments, ledgers, journals, center budgets, budget requests, balance sheets, pa4Yro11, and other financial records and reports required by governmental � offices, insurance carriers, national organizations, and others. 5, F2ans anr�. arranges for newspaper, radio, and telemvision coverage of special events. Maintains effective relationship with representatives of news media. 6. Bepresents agency in relationship with other nublic and private agencies, , governmental offices, schools, and industry. Gives talks to community �. groups e�laining the center's policies and practices. i i 7. Is a �ember of the basic interviewing team which selects personnel to work � in the center. . $, May assist in developing and interpreting program policy. 9. May plan. set agenda, ar:a conduct staff and committee meetings. Qualifications: Thoroughly familiar with the Summit-Uninersity Community and its resources; able to effectively communicate with community groups, union and employer representatives, public and private � agencies, and members of the press; familiar with counseling, interviewing, and referral techniques; e�erience in planning and operating of a manpower program; supervisory experience . � ' , ' � DEPUTY DIRECTOR (OPF�2ATIONS) I l. Sets work methods and personnel practices as necessary to insure accomplish- ment of agency goals. 2. Responsible for planning and implementing an in-service training program for the professional and non-professional staff. 3. Responsible for preparing periodic progress reports on all phases of the operations branch of the center. 4. Assists Dir�ctor in planning, development, coordination, and,administration ; � of center community service programs. I 5. Is a member of the basic interviewing team which selects personnel to work in the center. `._ 6. May plan, set agenda, and conducts staff and committee meetings. . 7. May assist in developing and interpreting program policy. Qualifications: Thoroughly familiar with the Summit-University Community and its resources; able to effectively communicate with community groups, union and employer representatives, public and prinate agencies; familiar with counseling, interviewing, and referral tec2uiiques; familiar with the operation o.f employability devel- opment teams; experience in planning operating of a mFanpower program; supervisory experience. , � -- CITRK STIIJOGRAP�iER (AI�MINISTRATII�N) l. Takes dictation in shorthand of correspondence, reports, and other matter. 2. Transcribes dictated material, using typewriter. 3. Transcribes material from sound recordings. 4. Copies data and compiles records and reports. 5. Tabulates and posta data in record books. � � 6. Prepares stock inventory. 7. Operates adding, calculati.ng, and duplicating machines. � 8. Opens and routes incoming mail, answers correspond�nce, and prepares outgoing - ,� mail. 9. Answers telephone, conveys messages, and sians err�nds. b 10. Establishes and maintains sub3ect-matter files, revising file to fulfill changing requirements. 11. Performs other assi�nments as necessary. � 12. 8eports to the Director, Deputy Director of Operations, or Deputy of Admini- ? � strations. � ' - . BOOHISEEPER 1. Prepares the center's accounting records and statements, ledgers, journals, center budgets, budget requests, balance sheets, payroll, and other financial records and reports required by governnental offices, insurance carriers, national organizations, and others. 2. Responsible for ordering of snpplies and equipment as authorized or as limited � by department budget. � � 3. Maintains records relecting stock and material supply levels with which he may regulate his procurement rates and needs. _ � 4. Compiles reports on rates of consumption of various consumable items used b9 the center. - 4 5. Responsible for maintaining a continuing record of the agency's capital equipment: (1) Iocation (2) condition (3) stock number. 6. Responsible for maintaining those security measures which would be necessary � , where sensitive items of supply are concerned. . ' � 7. • Upon occasion will be required to make a spot check inspection of the agency's � , equipment in order to report on condition and care of same. 8. May assist in the preparation of other records and reports. 9. Reports directly to the Deputy Director of Administration. F Qualifications: Experienced in preparing accounting records and statements, j i ledgers, �ournals, budgets, budget requests, balance sheets, � payroll, and other financial records and reports•, experienced � in procurement and i,uventory control. � � i TEAK UNIT SUPERVISOR 1. Responsible for collecting team reports and preparing them for use by the � . � Deputy Director of Operations. 2. Plans, sets agenda, conducts unit staff ineetings. x i - r 3. Acting as a counselor within one of the teams, performs all of the duties of a team cotznselor. � - -- 4. Is a member of the basic interviewing team which selects personnel to work in the center. � . � , � 5. • Reports directly to the Y3eputy Director of Operations. Qualifications: As determined by the Minnesota Department of Manpower Services. • � AL �� k } • �1 t } � #� ! i i ' COUNSELOR 1. Selects appropriate psychological, aptitude, or interest tests. Interprets results to team members and to client. 2. Makes recommendations for training,, placement, or other action. 3. Calls on training resource periodically in order to determine the progress of the enrollee and to evaluate the appropriateness of the training. 4. Prepares wri'tten reports summarizing all data obtained through tests and ' i interviews. , � 5. Prepares all forms necessary for referral to training. 6. Coordinates relationships established with other agencies by the Deputy Director of Administration and_ applies that relationship as needed. � I 7. May attempt to gather information on client from outside sources when I � inforroation is deficient. I . I 8. May lead group guidance and counseling sessions composed of teain clients. � 9. May participate in group .orientation sessions. 10. May prepare forms necessary for client referral to training. 11. Reports di.rectly to the Unit Supervisor. Qualifications: As determined by the Minnesota Department of Manpower Services. � _ ' MANPOWER SP�CIAI,IST , .- , �I ' -- � , 1. Works with employers and other orga�iza#ions, attempting to expand the employment opportunities for center ciients. A. Maintains relations with management and union representatives attempting to break down resistance to hiring and promoting Model Neighborhood residents. B. Continuously attempts to �creat�;��ob opportunities in fields previously closed to minarities. C. Counsels per�onnel officers aa�a�°�loyers on sub-cultural differences and special needs of poor and r�i.nc�rity peoples. 2. Provides clients with information on opportunities in employment, vocational training, or. higher education. ; • 3. Arranges for .interview and refers clients to employement opportunities. I 4. Contacts employers to verify referyal. results and records data. 5. Calls on employer and client frequently for first one of two months in order to determine effectiveness, problems, and general s�tisfaction of the �, placement. - 6. Attempts to assist client in adjusting to competitive work situations. 7. Attempts to resolve work centered problems by counseling the client or by making various recommendations to' the employer, such as closer supervision, trainin�, or transfer. 8. Searches application files and notifies selected applicants of job openings. 9. Aides in the development of a work orientation program. 10. May review job duties and possible problem areas with employer r�nd client. 11. Reports dixectly to the Unit Supervisor. � Qualifications: Familiar with employer and union practices; able to communicate effectively with employers and unions; �ctive in U.S. community affairs; must be willing to participate in additional training. C__ � r COACFi 1. Is responsible for initiating and �naintainir.g open channels of communication between the enrollee and the team. �. a 2. Conducts outreach activities into the community. Such activities will xnclude: € � Door-to-Door canvasing, visits ta public places and client hangout�, contacts i with public and private a�encies, and any other activities designed to utake the services of the �enter kno�:n to potenta.al clients, informs clients of � center's procedures. . ; � 3. Identifies sacial, medical, a�titudinal protlems of clients. � � t 4. Conducts intake interviews before cal.ling a �eam conference; records such � information as job experience, educatior. and training, skills, knowled�e , and abilities, .physical and persenal qualifications, and other necessary data. ( _ � 5. Provides the team with a aomprehensive understar.ding of the enrollee and is aii � important source of enrollee feedback ta the team. � 6. Provides supportive services such as arranging trans�ortation, day care, etc. � � 7. 2�aintain� follow-up with team cl�ents� �.__� 8. Reports to tesun on progress alient is making toward acGOmplishing �oals af employability plan. � 9. May accompany client on job interviews� � � 10. Ma�- help clients to complete job applications. � � 11. May visit client on job sight. ' 12. May work with client and employers to solve specific c7ient xela�ed problem�. 13. Reports directly to the Unit Supervisor. Qualificationst Thorou�hly fnmiliar with the Summit-tfniversity Community; { resident of Suramit-University Con.munity, familiar with St. Paul; � . able to effectively commun;.cate wi�h employers and area residents; ; high scY,00l graduate (preferred); valid Driver's license; autu- � mobile; willing to participate in furthe� tr�ining. 1 ,. . . . , �.�.. ° ' CLERK STENO�RAPHER (IINIT) ' ' � 1. Takes divtation in shortharad of client confere�ce�, corre�pandence, reports, and other natterq 2. Transcrib�s dictated material., using typewriter, onto clisnt files or othex foa�s as necessary. 3. Transcribes information re�eived from fo�low-up aides to client files. 4. Tran�cribes mmterial fram s�und recordings. 5. Copaes da�� ana cumpiles records anc: xeport�. 6. Trabulates �nd p�ets data (includittg mont�ly r�port ��ta) in record books. �. Operatss addin�, calculating, and duplicatin� u�c�ines. 8. Route� incoming team unit mail,. answers correspondence, �r.�d.prepares outgoing mail� 9. Arbs�ers i�elephon�r�, aonneys messages, and runs errandg. IO. Est��3ishP,^s and m�intains subj�c�-matter fi].e� revising files ta fulfil� ch�ngzn� requirements. . 11. Perfarms other a�ssignments as necessaYy. Z2. Reports ta team unit supervisor. �__ �- � . • _ FOLLOW-UP AIDE Z. Conducts, after. client termination fr.om the teams active caseload, routine follor�-up checks two - four weeks after termination, a�ain in three to six months, and finally twelve to eighteen montns later. Such checks will be _ �a.de to deter.mine: a, client adjust►nent and joia satisfaction. b. neeci to re-schedule support services and temporary re-a.dmissio:� to th.e caseload. c. need for re-cycle to orientation, assessment, training or ather phases. d. reed for further job devel�pment or job re-s+ructure. �� e. employer �atisfaction wa.th the worker and worker's perforr�ance. 2. Reports on a daily basis clieni: information ob�air�ed t�y telephone - mail contacts to the appropriate team me�nbers and record such infermation on the clients records. ' 3. Assist Unit Clerk Typist in maintenance of filing system. 4. Reparts directly to the Unit Su.pervisor. Qualifications: Must have a pleasant and well mannered telephone voice; Iedgible handwriting; able tA communicate w�ll with employers and clients; resiclent of Summit-University co►nmunity. _j � �` . .. . � i � ' i 1 t . . . . . . . . . . ... � � _ . _. . � IINIT CLERK TYPIST l. Types routine letters, rec�rds, reports, requisitions, and other material. 2. Files lettPrs, records, xeports, and othsr. materiaL 3. Mai.ntains files in proper order and is responsible for. same. 4. Ma.y cut stencils and operate office maahines. - 5. t�arks very closely with folZow-up aide in compiling and filing og information. 6. Acts as unit receptionist�as needed. ' ?. Perfor�s other clerical d.uties as assigned. 8. Reports to unit counseling supervisor. Qualifications: Must be friendly and able to communicate well; ab1P to type 45-50 w.p.m.; resident of Summit-ilniversity Community; knowledgeable � of the cam�unity and its resources. i , . , . . , , ' , ; I I . j 7EST ��"�''�-?�'I C I AN � i! I . Makes �ecommendations to team mem#��°y� �:�s to appropriate tests for counseling, � • � . � training, or referral . i , , 2. Administers and scores all tests �±�d -test batteries as required by the team. 3. Trains �ersonnel on interpretatio: ��. �-Psts used in the center. 4. CanR i l es a I i brary of test often �.��;�� _*,�•,• emp l oyer and tra i ns center personne l as to their use. .. i , 5. Identifiie� areas for which test de��:�opment studies are needed and makes � . � recommendations to State office s�:>:;w' i-�#or tnitiating such studies. 6. Seeks out and obfiains tests which ��;an aid the center �fio achfeve its objectives. � 7. Submits periodic statistical reports as required by the center. 8. Prepar-es and submits forms and reports as required by the center. 9. Reports directiy to the Depufy Director of Operations. Oualitications: As determined by the Minnesofia Departm�nt ot Manpower Services. � " , , , , . , , r , TESTING CLERK Administers and scores psychological, vocational, or educational tests: 1. Distributes test blanks or apparatus to individuals being tested. 2. Reads direc�ions orally from testing manual, or gives other standard3zed directions. 3. Demonstrates use of test apparatus or discusses practice exercises to familiarize individuals with testing materia.l. � 4. Monitors test group to insure compliance with directions. 5. Times test with stopwatch or electric timer. 6. Scores test with test-scoring key and records results on test paper, work application, and/or test profile form. 7. Directly responsible t� the Test Technician. . Qualifications: As determined by the Minnesota Department of Manpower Services. Must be a resicient of the Sumu�it-University Community. �_ - �^'-- � MDTA SII�TTON & REF'IItRAL OFFIC�R l � _ , l. Determines eligibilit9 �'or 'training und�� ..��+� 2�ia,npow�r I?evelopment: and Training act of applicants� referxed to him by th�::..��loyabi�ity� developmeut teams. 2. Classifies applicant for appropriate training course. 3. Prepares a training control record (ES-5$0) ppecifying type of training to which applicant will be referred. 4. After a train.i.ng course hr�s b�en approt��d, reviews training Cantro}. Record file and, in consultation with the referrin�; ��ms selects for call-in applicants wha are_ most eligible for training. 5. Takes i.nitial r�quests for allowa.nces from. selectecl trainees and d�termines e�.igibility for aZlowarice. � 6. xefers app2icants to specific training �ourses. �. Prepar�s all necessary records and forms regarding. referral.s and a�lowances, � 8. Reports vreekly to referrixig teams the progress of each enr.ollee in MUTA Training. 9. Reports di:ec�ly to the Deputy Director of Op�r�tions. � � �� , � �._, - _ � I . i . � � St., Faul Lrban T.eague ' ' � � ' ' Labor Educatior_ Advancernent Pragram � � 40Z Selbt� Avenue . St. Faul, ��nnesota 5�102 , .�e'�ruary 4, 1�71 I �._. . �EAP i'_:; -�t��::�esentative A�,e: 20 years ��.- ,��:=. 'c�r`o��er. Education: High School f �-ade School experience (expex�ience iz� apprenticb.?�z� craft maybe substituted for - � _ Trade School)� D�a.ties: l. Maki.n.g ir,:�.t1a7 .contact ir_ the three minority cominunities i�`' ..�t. Paul., to rec�^u�t applacants for apprenticesni.r,., � 2. Home dzsi�a tc�� ':e��:plain the various process of filling out a�-,�:�].:ic�:iiztions. 3. Assisting appl�cants wi-�h problems surroundi:� , " their entry in the LF�P Program. i � �+. AtteM ti T to motivate xign s�r.00l ' A � youth toward entry in T,F:AF„rz�ogram. 5. Following�� o see if applicant has persoizal probler�s surrv�.�.Yiding apprenticeship-entry, a.r.d give supportive services. � 6. Act as liaison from LEAP to other co�rn,uzi�y organiz�.tions, that might have applicants to refer. 7. Speaking before gx^oups of people that miglit be ' interested in the apprentices program in Poo1 ha11s, �' on street corners, in churches an�i sch:ools, whenever. and wherever the -need arrises. I � 3 ReaPonsibilitaes: Recruitment of minority individua.ls 1'or screening, , preparation, and referral to a�prenticable buildiz� � trades �ositions. Coordinate tours, arranged. by � Project Direatnr, for those youth interested in � the Building �1:rades, from various: High Schools. � Assisting apprentices with necessary forms that must � be completed from time to time, sleak before various � youth groups on the advanta�es of a.pprenticeship, 3 and other necessary duties as�igned by Project llireetox. � # . � � j • , , , , . ' ' ' � _ JOB DESCRII'TIONS � i � Staff Tr�ix�ing-:?��ficer Example of Duties: - _ Administers and conducts train;ing and educational programs far - purposes of management and pz�camc��ional development, on the job � training, and orientation of e.!�:i.�yees regardin� company policy and routine. Confer.s with ma!:��e�ent and line supervision to determine outline and scope of program. Applies knowledge af processes, job breakdowr_, supervision techn.iques, and related ; � information to formula+e traira.i.ng curriculu.m. Orga.n�ze lectures, trainin� manuals, examinations, visual aids, reference libraries, and other tr�inin� ir�iplements. Tr».ins i.nstruetors and supervi- sory personnel in proper training methods and techniques and assigns them to specific pro$rams. Maintains records of train- ing activities and evaluates the effectiveness �.nd application of program. Coordinates establa.shed training courses with tech- nical and professional programs offered in public school and universities. May represent organization at vocational and edu- cational meetin�s. Niay screen, counsel, test, and recommend employees for educatio�al. progrums or for promotion or transfer. � . � . ,�> ;►,, ', ;�n�„ '. v �) �� S b � .� ; �� N � A� O � � - � .-rIC� . m r - O�7 .. . fl �-�i m �o �,+rm A" � "� n � a r-�- � � � � A ' H T O t � � � 1 3 Z 2 O • -i D v m • � � r � v --i ci : � � � � � � 0 0 ,. � -� � _ ,..� � W ' 0 . � � T o � � m � < . � � . 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' N . . - ' .. � . . � - - � . . y= ' � . . �� . � 2AG � . . � . L� �� m � . �ii � < � �r�� . . � � � , , . , , , ' ' _, ,- , � � �:� , � . z h�c� a ".;r'' F- N— ka. .. .._�..� . i' � �v V ii� w • ~ � . t'�j� �;.�� . _s ��W -: �s €� �' !.J [� . . ' 4 � ..._t� � J/^+� V^. ri . . � � �1 F� y �'��I .� � # M.. . . � � (,J y= IH . O ^�,., ' ....- 1... „�� , �o - a a— ; � �i ':_, � �� °z t'• ' ` �-; � w ' �; �`; '� V K Y , ' ✓ � r.' r � �� m . � ;� e . ,_-, � . . �m.�. ` ;� �., h' !- � �� , �c � �`� � - � � c� � crs . , � • � N �S S S J O �._1 . :._:� . � �V � 4 � O� . ._ � � . - -O g 0. � G �y . .,i J �N . � �<> 7eV1 V U �_. �`'L ��. _;41 �� - N �� ` ac. � N �n<n-- �-- „ ,c.3 �— � a a� — W-� Y p � ✓?t O� Z x �}-�- . . µQ.. 7 ?W � � �W� �. . - . � � h- V �y U V - --�W - . - � � . � �� ' a LL t7 4' F- 2 0 � V ?V�! Q,'N Y Q �..�� J.� W J ' �a . �C,� lU ��. 7�147 Q Q V�J �-�,�,-� 3- O�7 �Q Q .G }-. yp��s tJ V'1 N U U V1 !^Q � �� u. O � . � • . � J W J �t � W . 3 Q 3!u � Fp . 2 N �� U2� �Sl OD . . t �l Q J !{ � � � � � CJ �1=. [�J �a � - iJ �.N U U l.L . • � � =iL- � � vf tn . ~ (V �J W...! }V=� � �� g � `" �!�c� = c�i x aF-.►� t Q LLJ O -y]: O O w U� ` W ' F- U 3.V1 CJ tJ -�W � W H V�. 1' �a C)CL' {^ lt1 �p` �C1-' :?G N S � i J� �, JVf 'S � [L . � .. V W t/f� xa S = W� . \ N , Y �c"'�i. �W � � v2 {i v H v°v�i �✓�`i °v c°� fw-- i � � � � . � � o "" i c> ? � , , > > , , , , . ,. . • St. Paul Model Cities Resident Ilnployment and Training Plan for the � ( MODEL NEIGHBORHG�' F�iPLOY��ATT CENTEft I Project No._.�628 I, Recruitin� and Selection: A. RECRUITTNG ' 1. A 11 coaches, recruiters, and `N1NE� Manpower Specialists will be first recruited from within the Mod�3: Neighborhood area, If no interested and qualified residents for ��e positions can be found, the Policy Making Board ma.y, by a 2�3 vo��.� recomrnend to Niodel Cities that non- residents be hired. An intensified recruitment effort will be waged by Mir�nesota State Civil Service with the help of the Model Neighbor- ho�d F�mployment Center, to recruit clerical and profes.sional � emp?oyees from the Model Neighborhood for all categories of Civil ; Servic� jobs throughout Minnesotao � 2. Formal notice of �nployment Ce��ter vacancies (other than promotional) will be conveyed to area agencies, organizations, and churches. The notice shall be received no less than a week before the la,st date upon which applications will be accepted. kpplications will be � accepted up to a week before fina,l selection is made. Such notice will contain information regarding opening and closing dates, applica- tion contact points, a job description, and a clea,r statement of job requirements. B. 5EI�CTION 1. Employees of the MNEC having contact with prospective candidates for any of the St. Paul Model Neighborhood Employment Center vacancies will be instructed to have the candidate fill out and submit to Civi.l Service the application form giving as much detail as possible about his or her past work experience, educationa,l atainment, and volunteer and unpaid work experience, particularly the number of hours and years spent in unpaid work experience with disa,dvantaged individua,ls. The experience and training will be rated by the Civil Service Depa.rtment, The option to hold nral interviews will be exercised where coaches are being selected. In that case the Department of Manpower Services �till seek nomina,tions from the Model Neighborhood Planning Council for selecting oral panel members. Following the examina,tion an eligible list will be set up so that the MNEC may then conduct employ- ment interviews in order to make selections for each position from among the top three candidates certified for each position. 2. The Director of the Model Neighborhood �nployment Center will be recom- mended to the Commissioner d� �he Departm.ent of Manpower Services by a , candidate review team (CRT) �flmposed of a representative from St. Paul Model Cities; and the NIDMS Il�.-rector of Field Operations, Personnel, , ► � RESIDIIJT EMPI.OYME�TT PIAN con�t. p�g� 2 and ?t�e�'fi'Ietropolitan and St. Paul Managers Office. Their recor�enda- t�nn �i�a.13 cc�me from a list of eligible names furnished to the � Deg►a�ri��+eYrt �f l�lanpo�rer Services by the Minnesota State Civil Service �e}�ar.�m�n�� - Following their review of the candidates and before. the recomnsenda-'tion is made to the. Commissioner of Manpower Services, the Mode1 City Representative on the GRT �rill review the Cfi.T recommenda- tion �rith the Model Neighborhood �nployment Center Policy Making Board. Follvwing the review and recommendations of the N1NEC Policy Making Board, the CRT will ma,ke its recommendations known to the Commissicner of t�: :D,epartment of Nia,npower Serviceso The Commissioner will then make �is fina,l selection and appointment, II. Up�radin�: .. � - � �;�-servica�.-tza3ning which relates to department activities and programs� _ coupled w�rt��-appropriate academic out-service training, �is the usual procedure used in training employees4 Educational leave is available and individua,l courses which relate to the emplayees actual job or potential jobs are usually approved for payment by the department, Occasionally - the civil service department sponsors specialized certifica,te courses. ' � - Glerical=�d paraprofess�ona�. employees can progress through �ecutive I and iI or Manpower Technician I and II classifications to the various ° � � departmerrt•: supervisory positions. ' A special training program will be established for all employees of the ` . Model Neighborhood �nployment Center which will lead to the creation of a systematic method of progression along defined career ladders. III, Frin�e Benefits: A 11 Minnesota Department of Manpower Servicest employees of the Model �Teighborhood Employment Center will. receive benefits identica,l to those received by other employees of the department (see administrative , procedural letter #10)0 N. Classification: _. Ao Ali posi��ons retained by the Minnesota Department of Manpower Services will be under Mi.nnesota State Civil Service. With rare exceptions an emphasis is placed upon performance in addition to previous educational achievement. B. The four (4) MNEC Manpower Specialists and two (2) apprenticeship recruiters will be hired by organiza,tions which do not have attached to them a Civil ' Service System (OE 0 and St, Paul Urban League). They will be recruited +� � and seler�+ed as outlined under I. � �. Under th� '3�Sode1 Cities furnished training budget�� a specialized training -- , " � ' ., �-�gram ��;.�J. be designed for all M[JEC staff. That training will be designed _.:�o permit non-civil service employees to meet requirements of the civil , _ - . . , � � � i ` � ' RESIDII3T EMPLOY1t4ENT PLAN con1t.� gage �3 � , . service position comparab�e to tYre job duties which }�e is pe�formingo �rery effort will be made to award work and training credit points to a final civil service score for the competitive examination process (this means we will brea.k our back to make it work� ), Such a training program will result.in a certificate verifying completion of the trainingo . D. In keeping with the training and upgrading purposes of the Center, an �}nployability Develo�nent Plan will be developed for each employee of � the Center. . V. Grievance Procedure: A grievance procedure (administrative proceduraZ letter #10) has been established for all regular employees of the department and will be . applicable to Model Cities generated Mirinesota Department of Manpower Services employeesp . ; i i . � . . , � � ! � � ' . � �,i , i. �- o�L,�,n,�.�,� �� 5��3`7 j '� I� CITY OF ST. PAUL �uNCi� NO OFFICE OF THE CITIf CLERK COUNCIL RESOLUTION--GENERAL FORM rrte��nr COMMISSIONE A*� If I I�' ;r 'l�wl�t � M�� 1�' �t ifi�� ' � � �t �� ' � �� '� � �� : . �1� ��'�a �rr��►t,� a�i 1I�i �'��wt � . �,�`' ��rw�� #� �� r'�w�ir� �'�'� . . �� ill�:,� � ��wt � r� ��t �t '�wr��t � � � ,�p� �t��t � �.� �.'.. , �: . � � ��'�,. � � �'� �.x�' +�" � �� ; : ��► �� +�1 I�Ltqr �� a�wt � �t�r�i � ' ��,,,� ,�,+� �,�r� +� �� +a� � � � �. � 'k . . ,,�. . � .. . , .... � �.� , �. . . ' ,� .. . . . -,. � . :. . � , . � : � , .. . . . � , . . ; . . . � � . � . . . . , , oc� a s �9�t COUNC ' ` : Adopted by the Co�mC31 19� Yeas ��ya �: But�� , IE 0 CT 2 6 1971 �s�.. � � Approved Levine I �` Favor Meredi�h I� '�' j " Mayor Sprafka , i; � �! �'; ro0A171At Tedesco ' i4 Mr. President, Mc ' � , �� i J� i; !