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Orange County Conservation Corps <br />Santa Ana Workforce Investment Board <br />Request for Proposal <br />The Youth Service Provider Network <br />PY 2008/2009 <br />8. Surveys/formal and informal interview; surveys, formal and informal interviews, <br />meetings, and conversations with corpsmembers to identify appropriate services. <br />The OCCC uses these and other informal activities to determine assets that youth possess. <br />OCCC staff uses the interview process to initially determine an applicant's individual eligibility <br />and suitability for working at the OCCC and for the various programs offered by the OCCC. <br />OCCC staff may use several interviews to determine an individual's prior work history, work <br />readiness, employability, and suitability for one of OCCC's work/learn programs. Once an <br />applicant has been identified as a potential WIA participant, staff will interview and discuss the <br />WIA program and expectations to determine suitability for the WIA program. If determined as a <br />suitable placement, staff will begin to gather the needed documentation for WIA eligibility. <br />Once approved and enrolled into the WIA program, the participant working with OCCC staff will <br />develop an Individual Education Plan and an Individual Service Learning Plan (WIA Individual <br />Service Strategy) based on standardized test scores, personal interview, individual needs and <br />goals, and sample work. Those youth not WIA eligible may be hired to work on other non-WIA <br />OCCC work projects. <br />How will services aid in meeting the WIA performance coals? <br />As an employer, the OCCC program design teaches youth how to work and go to school. The <br />OCCC follows all applicable labor and charter school laws, regulations, policies and procedures <br />California employers and charter schools must follow. In order to remain employed by the <br />OCCC, corpsmembers must follow and abide by OCCC policies and procedures for work and <br />school. OCCC's program design emphasizes both work and school. To work at the OCCC you <br />must also have an educational goal and be making satisfactory progress towards that goal to <br />remain employed. Therefore, corpsmembers with poor school attendance, or those that are <br />not making progress towards their educational goals (high school diploma or post-secondary <br />instruction) will be separated/exited from the OCCC. Learning employer expectations and to <br />follow standard work rules and procedures, prepares them for not only entering employment <br />but also to maintain their employment. <br />The following current services will meet the needs of WIA performance standards: <br />• 32 hours each week of paid work experience; <br />• "Soft" and "hard" occupational skills training (habitat/park/trail restoration, <br />construction, recycling, facility maintenance, office skills); <br />• Tutoring, study skills, instruction leading to a high school diploma and to meet literacy <br />and numeracy gains; <br />• Drop-out prevention strategies (for both work and school); <br />• OCCC staff as adults mentors; <br />• Crew-based and individual leadership development (crew leader training); <br />• Alternative secondary school - OCCC Charter high school that combines work and <br />school to facilitate completing secondary school; <br />Page 11 of 24 <br />