HomeMy WebLinkAboutTALLER SAN JOSE (3) - 2010 City of Santa Ana
Clerk of the Council
AGREEMENT TERMINATION
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A-201O-018
Contract No.
AGREEMENT UNDER THE WORKFORCE INVESTMENT ACT
THIS AGREEMENT, made and entered into this ~ day of March, 2010, by and
between the City of Santa Ana, a charter city and municipal corporation duly organized and existing
under the Constitution and laws of the State of California ("CITY") and Taller San Jose, a public
benefit non-profit corporation ("CONTRACTOR").
W-I- T -N-E-S-S-E- T-H
Recitals:
A. CITY has been designated a Local Workforce Investment Area (LWIA) under
the Workforce Investment Act of 1998, Public Law 105-220 ("the Act").
B. The State of California has created the L WIA to administer the Act programs
operated by the State of California pursuant to the Act.
C. As a LWIA, CITY is entitled to receive federal funds to establish programs to
prepare economically disadvantaged youths for entry into the labor market and to provide basic skills
development to those individuals who are economically disadvantaged or otherwise face serious
barriers to succeeding in life. One goal of California's Workforce Investment System is to provide
youth with the opportunities to achieve career goals that will allow them to successfully compete in the
labor market and prepare them for higher education.
D. CONTRACTOR is experienced in operating education, occupational
development and employment programs for economically disadvantaged youths for entry into the labor
market ("said program").
E.
California law.
CONTRACTOR is willing to operate said program pursuant to the Act and
WHEREFORE, for and in consideration of the respective and mutual covenants and
promises hereinafter contained and made, and subject to all the terms and conditions hereof, the parties
hereto do hereby agree as follows:
I.
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CONTRACTOR'S OBLIGATIONS
A. CONTRACTOR agrees to provide the following services pursuant to said
program, as more specifically set forth in CONTRACTOR'S program narrative contained in "Exhibit
A" and in the Statement of Work (Exhibit B), attached hereto and by this reference incorporated
herein:
CONTRACTOR'S failure to provide said services may be grounds for CITY to readjust
the level of payment to CONTRACTOR otherwise provided for hereinafter.
B. CONTRACTOR agrees to provide benefits to individuals who participate in the
activities and services funded by this Agreement ("participants") in accordance with the standards and
requirements set forth in Workforce Investment Act of 1998, Public Law 105-220.
C. CONTRACTOR agrees to perform the services set forth herein ill a
professional, timely and diligent manner.
D. CONTRACTOR shall provide wages and benefits to individuals who participate
in the activities and services funded by this Agreement ("participants") in accordance with the
standards and requirements of the Act, including Section 181 of the Act.
E. CONTRACTOR shall adhere to the Labor Standards described in the Act
including Section 181 of the Act.
F. CONTRACTOR agrees to comply with the "Complaint Handling Procedures under
the WIA", attached hereto as "Exhibit C" and incorporated herein as though fully set forth in 20 CFR
9667.200, Subpart F. CONTRACTOR shall advise participants of their rights to file complaints under
the Act and the procedures for resolution of any complaints. CITY's procedures for handling
complaints alleging a violation of the Act, regulations, grants, or other agreements under the Act shall
be followed and any decision of CITY, the State or the federal government relating to the complaint
shall be binding and followed by CONTRACTOR. CONTRACTORS who are employers shall
operate a grievance system that incorporates CITY's procedures for resolution of complaints relating to
the terms and conditions of employment; these procedures shall be approved in writing by CITY.
G. As a condition of this award of fmancial assistance under the Act to
CONTRACTOR from CITY, CONTRACTOR assures, with respect to operation of all programs or
activities funded with funds provided pursuant to the Act, and all agreements or arrangements to carry
out such programs or activities, that it will comply fully with the nondiscrimination and equal
opportunity provisions of the Act (Section 188) and compliance with Equal Employment Opportunity
provisions in Executive Order (E.O.) 11246, as amended by E.O. 11375 and supplemented by the
requirements of 41 CFR Part 60; the Nontraditional Employment for Women Act of 1991; Title VI of
the Civil Rights Act of 1964, as amended; section 504 of the Rehabilitation Act of 1973, as amended;
the Age Discrimination Act of 1975, as amended; the Americans with Disabilities Act of 1990; and
with all applicable requirements imposed by or pursuant to regulations implementing those laws,
including, but not limited to, 29 CFR Part 33 and 37. The United States, the State of California and
CITY have the right to seek judicial enforcement of this assurance.
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H. CONTRACTOR agrees that no participant(s) shall commence training prior to the
approval of funding pursuant to Section 123 of the Act.
I. CONTRACTOR agrees to maintain such records and submit such reports, data and
information, on the form and containing such information, at such times as CITY may request or
require regarding the performance of CONTRACTOR'S services or activities, costs or other data,
including but not limited to, participants' attendance, payroll records and job duty statements.
CONTRACTOR agrees to forward to the Santa Ana Work Center Administrative
Office, 1000 East Santa Ana Blvd., Suite 200, Santa Ana, California 92701 a completed Workforce
Investment Act Application form (WIA EWIR) and supporting documents within 45 days of
application date; a complete Workforce Investment Act Enrollment/Registration form (WIA EWIE)
within 30 days of determination (reviewer) date; any subsequent updates to EWIE within 10 days of
the begin date of activity or end date of an activity; Workforce Investment Act Youth Test Scores form
(WIA EYTS) within 30 days of application date; Workforce Investment Act Exit form (WIA EWIT)
within 15 days of completion/termination of active enrollment of trainee; and the Workforce
Investment Act Follow-Up Contact Information form (WIA EWIF) within 21 days following 30, 60,
90,180, 270, and 360 days of exit.
CITY, the State of California and the United States government and/or their
representatives shall have access for purposes of monitoring, auditing and examining of
CONTRACTOR'S activities, performance, books, documents, papers, and records of CONTRACTOR
subcontractors, bookkeepers and accountants, and employees and participants related to this
Agreement. Such agencies or representatives shall also schedule on-site monitoring in their discretion.
Monitoring activities may also include, but are not limited to, questioning employees and participants
and entering any premises or onto any site in which any of the services or activities funded hereunder
are conducted or in which any of the records of CONTRACTOR are kept. Nothing herein shall be
construed to require access to any privileged or confidential information as set forth in federal or state
law.
In the event CONTRACTOR does not make the above-referenced documents available
within the City of Santa Ana, California, CONTRACTOR agrees to pay all necessary and reasonable
expenses incurred by CITY in conducting any audit at the location where said records and books of
account are maintained.
All accounting records and evidence pertaining to all costs of CONTRACTOR and all
documents related to this Agreement shall be kept available at the location where CONTRACTOR
conducted the program, as well as in the County of Orange, for the duration of this Agreement and
thereafter for three (3) years after completion of an audit. Records which relate to (a) complaints,
claims, administrative proceedings or litigation arising out of the performance of this Agreement, or
(b) costs and expenses of this Agreement to which CITY, the State of California or the United States
Government take exception, shall be retained beyond the three (3) years until resolution of disposition
of such appeals, litigation, claims, or exceptions.
J. Without prejudice to any other section of this Agreement, CONTRACTOR
shall, where applicable, maintain the confidential nature of information provided to it concerning
participants in accordance with the requirements of federal and state law. Notwithstanding the
foregoing, CONTRACTOR agrees to submit to CITY, the State of California and/or the United States
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Government or their representatives, all records requested for administrative purposes, including
audits, examinations, monitoring and verification of records submitted by CONTRACTOR, costs
incurred and services rendered hereunder.
K. CONTRACTOR agrees to complete in triplicate, a monthly InvoiceN oucher on
CITY's InvoiceN oucher form, showing in detail the amount of money already expended by
CONTRACTOR hereunder, as this is a cash reimbursement contract. Accounting records must be
supported by such source documentation such as cancelled checks, paid bills, payrolls, time and
attendance records, contract and sub grant award documents [29 CFR-Subpart C, Section 97.20 (b)(6)].
CONTRACTOR agrees to submit the above-stated documents to the WIB Administrative Office, 1000
East Santa Ana Blvd., Suite 200, Santa Ana, California, 92701, by the tenth (lOth) day of the month
following the month in which CONTRACTOR'S services are performed. Should CONTRACTOR fail
to deliver said documents to CITY, CITY shall have the option to cancel this Agreement by giving
CONTRACTOR ten (10) days written notice thereof. CONTRACTOR shall either return to the CITY
excess revenues over costs or use such excess revenues as program income by utilizing such program
income for additional training activities authorized under the Act.
L. CONTRACTOR agrees to expend all funds in accordance with all applicable
federal, state and local laws and regulations. CONTRACTOR also agrees to provide at
CONTRACTOR'S own expense supplies and other costs of said PROGRAM.
M. CONTRACTOR shall arrange independently for an audit that includes WIA
funds received from CITY, in accordance with the Act, 20 CFR Section 667.200 and OMB Circular A-
133. CONTRACTOR shall submit one original of each required audit report to CITY within (30) days
after the date received by CONTRACTOR. Should CONTRACTOR fail to comply with these
requirements, CITY may at its option withhold payment of funds, or disallow funds or suspend
additional grant funds.
N. CONTRACTOR shall not expend funds pursuant to this Agreement to provide
services to any participant where costs of training are paid for by any other person or entity.
O. CONTRACTOR shall comply with the provisions of Circular A-102 of the U.S.
Office of Management and Budget (OMB) and the related "Common Rule" entitled "Uniform
Administrative Requirements for Grants and Cooperative Agreements to State and Local
Government", Subpart C, paragraphs 37 and 42, Circular A-128, and all other applicable federal
statutes and executive orders and their implementing regulations, including regulations at 29 CFR Part
97.
P. CONTRACTOR shall comply with the requirements of federal regulations
found at 29 CFR 93 which provide that no appropriated funds may be expended by the recipient of a
federal contract, grant, loan or cooperative agreement to pay any person for influencing or attempting
to influence an officer or employee of any agency, member of Congress or an officer or employee of a
member of Congress in connection with awarding of any federal contract, the making of any federal
grant or loan, entering into any cooperative agreement and the extension, renewal, amendment or
modification of any federal contract, grant, loan or cooperative agreement. CONTRACTOR shall sign
a certification to that effect in a form as set forth in "Exhibit D," attached hereto and by this reference
incorporated herein. CONTRACTOR shall submit said signed certification to CITY prior to
performing any of its obligations under this Agreement and prior to any obligation arising on the part
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of CITY to pay any sums to CONTRACTOR under the terms and conditions of this Agreement.
Q. CONTRACTOR agrees to provide a drug-free work place and to execute a
certification as set forth in "Exhibit E" attached hereto and incorporated herein by this reference.
R. CONTRACTOR, in accordance with the Child Support Compliance Act,
recognizes and acknowledges the importance of child and family support obligations and shall fully
comply with all state and federal laws relating to child and family support enforcement, including, but
not limited to: disclosure of information and compliance with earnings assignment orders, as provided
in Chapter 8 (commencing with Section 5200) of Part 5 of Division 9 of the state Family Code; and, to
the best of its knowledge is fully complying with the earnings assignment orders of all employees and
is providing the names of all new employees to the New Employee Registry maintained by the
California Employment Development Department (EDD).
S. CONTRACTOR agrees to comply with all applicable provisions of the ACT and
the federal regulations, including but not limited to the regulations found at 20 CFR part 629.
T. CONTRACTOR agrees to provide priority of services for veterans and eligible
spouses pursuant to 20 CFR part 1010 and the regulations implementing priority of service for veterans
and eligible spouses in Department of Labor job training programs under the Jobs for Veterans Act
published at 73 Fed.Reg. 78132 on December 19,2008.
II.
CITY'S OBLIGATIONS
A. CITY agrees to pay to CONTRACTOR when, if and to the extent federal funds
are received under the provisions of the Act a sum not to exceed $127,341.00 for CONTRACTOR'S
performance in accordance with the payment schedule attached hereto as "Exhibit F" during the
period of this Agreement. Said sum shall be paid after CITY receives invoices submitted by
CONTRACTOR as provided hereinabove.
B. CITY agrees to provide for on-site monitoring reviews of said
program operation at least twice annually. In addition, monthly desk-top reviews of pertinent
information will be conducted.
C. CITY has the right to de-obligate the funds hereunder and take such funding
back from CONTRACTOR due to any of the following reasons: (a) lack of performance by
CONTRACTOR; (b) lack of fiscal accountability of CONTRACTOR; or (c) decrease in available
funding.
III.
TIME PERIOD OF AGREEMENT
This Agreement shall commence on March 1, 2010, and all duties arising under this
Agreement shall have been performed by February 28, 2011. The term of this Agreement may be
extended by a writing executed by the Deputy City Manager for Development Services and the City
Attorney.
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IV.
INDEPENDENT CONTRACTOR
Consultant shall, during the entire term of this Agreement, be construed to be an
independent contractor and not an employee of the City. This Agreement is not intended nor shall it be
construed to create an employer-employee relationship, a joint venture relationship, or to allow the
City to exercise discretion or control over the professional manner in which Consultant performs the
services which are the subject matter of this Agreement; however, the services to be provided by
Consultant shall be provided in a manner consistent with all applicable standards and regulations
governing such services. Consultant shall pay all salaries and wages, employer's social security taxes,
unemployment insurance and similar taxes relating to employees and shall be responsible for all applicable
withholding taxes.
V.
WORKER'S COMPENSATION AND EMPLOYER'S RIGHTS
A. CONTRACTOR shall use appropriate funds received from CITY to provide
workers' compensation to all those hired by CONTRACTOR under this Agreement.
B. CONTRACTOR shall have the right to hire, dismiss, or promote its employees
or contract personnel hired under this Agreement so long as its hiring or dismissal policy or standard
does not violate Title VII of the Civil Rights Act of 1964, Fair Labor Standards Act of 1938, or any
other applicable law, and CONTRACTOR maintains itself as an Equal Opportunity employer.
VI.
APPLICABLE GUIDELINES
A. The parties hereto agree that CONTRACTOR shall comply with all applicable
federal and state laws and regulations, including, but not limited to the Performance Standards
(Exhibit B) and general program requirements described in Sections 106 and 141 of the Act (29 USC
Sections 1516 and 1551) and applicable regulations, and the U.S. Department of Labor guidelines and
regulations, including amendments or revisions made during the terms of this Agreement. Said
applicable laws are hereby incorporated by reference and made as part of this Agreement as though
fully set forth herein.
B. CONTRACTOR also assures and certifies that:
1. CONTRACTOR acknowledges and confirms that the U.S. Department
of Labor has established three (3) common measures for youth: (a) Placement in employment or
education; (b) Attainment of degree or certificate; and, (c) Literacy or numeracy gains. With regard to
the Summer Youth Program, the only measure is "Work Readiness". Pending WIA reauthorization
and or U.S. Department of Labor and EDD updates, CONTRACTOR agrees to implement and shall
meet any additional performance measures that may be subsequently required by the Workforce
Investment Act or by any other Federal, State, and local law.
2. CONTRACTOR shall comply with Title VII of the Civil Rights Act of
1964 (P.L. 83-354) and in accordance with Title VII of the Act, no person shall, on the grounds of
race, color, religion, sex, age, handicap or national origin be excluded from participation in, be denied
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the benefits of, or be otherwise subjected to discrimination under this Agreement.
3. CONTRACTOR shall comply with any and all federal laws limiting the
political activity of employees hired under this Agreement.
4. CONTRACTOR shall comply with the requirements that no program
under the Act shall involve political activities.
5. RECORD INSPECTION. CONTRACTOR shall provide the U.S.
Department of Labor and the Controller General, by and through any authorized representative, as well
as the WIB Administrative Office, access to and the right to examine all records, books, papers or
documents relating to the accounting and use of funds under this Agreement for a three-year period
from and after the effective date of this Agreement.
6. No person with responsibilities in the operation of any program under
the Act shall discriminate with respect to any program participant or any application for participation
in such program because of race, creed, color, national origin, sex, political affiliation or beliefs.
7. CONTRACTOR shall maintain appropriate standards for health and
safety in work and training situations.
8. CONTRACTOR shall comply with general provisions, assurances, and
certifications attached hereto as "Exhibit G" and incorporated herein.
9. EQUAL OPPORTUNITY. Any literature distributed by
CONTRACTOR for the purpose of apprising businesses, participants, or the general public of its
programs under this Agreement shall state that its programs are supported by the City of Santa Ana
and the Santa Ana Workforce Investment Board, and shall state that the program is an "equal
opportunity employer/program" and that "auxiliary aids and services are available upon request to
individuals with disabilities."
10. Based on the population eligible to be served, or likely to be
directly affected by the WIA program or activity, the services or information may need to be provided
in a language other than English in order to allow such population to be effectively informed about or
able to participate in the program or activity. Pursuant to 29 CFR 37.35, the Contractor must take
reasonable steps to provide services and information in appropriate languages after considering the
scope of the program or activity, and the size and concentration of the population that needs services or
information in a language other than English.
11. CONTRACTOR certifies that all property, finished or un[mished
documents, data, studies and reports prepared or purchased under this Agreement, will be disposed of
in accordance with the direction of the CITY. In addition, any tools and/or equipment furnished to the
CONTRACTOR by the CITY and/or purchased by the CONTRACTOR with funds pursuant to this
Agreement, will be limited to use within the activities outlined in this agreement and will remain the
property of the United States Government and/or CITY. Upon termination of this Agreement,
CONTRACTOR will immediately return such tools and/or equipment to the CITY or dispose of them
in accordance with the direction of the CITY.
12. CONTRACTOR certifies that this Agreement does not provide for the
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advancement or aid to any religious sect, church or creed, or sectarian purpose nor does it help to
support or sustain any school, college, university, hospital or other institution controlled by any
religious creed, church, or sectarian denomination, as specified by Article XVI, Section 5, of the
Constitution of the State of California, regarding separation of church and state.
13. PATENT, COPYRIGHTS AND RIGHTS IN DATA. The
CONTRACTOR will disclose to the CITY any invention, written product, computer program
developed or data assembled as a result of performance of work under this Agreement within seventy
four (74) days of invention, development or assembly. The CITY, State of California, and U.S.
Department of Labor will have the right to patent any invention and copyright any written product or
computer program or data generated by CONTRACTOR. Upon written request, CONTRACTOR will
transfer all pertinent information, specifications and right, title and interest to the designated agency.
14. INVENTIONS, PATENTS AND COPYRIGHTS.
A. Reporting Procedure. If any project produces patentable items, patent rights,
processes, or inventions in the course of work under a U.S. Department of Labor (DOL) grant or
agreement, the CONTRACTOR shall report the fact promptly and fully to the CITY. The CITY shall
report the fact to the Grant Officer, at the DOL. Unless there is a prior agreement between the CITY
and the DOL and its representative on these matters, the DOL shall determine whether to seek
protection on the invention or discovery. The DOL and its representative shall determine how the
rightsin the invention or discovery, including rights under any patent issued thereon, will be allocated
and administered in order to protect the public interest consistent with the "Governmental Patent
Policy" (President's Memorandum for Heads of Executive Departments and Agencies, August 23,
1971, and Statement of Government Patent Policy as printed in 36 FR 16889).
B. Copyright Policy.
1. Unless otherwise provided in the terms of the grant or agreement, when copyright-
able material is developed in the course of or under a DOL Grant or agreement, the author and the
CITY which developed the work is free to copyright material or to permit others to do so. The
CONTRACTOR and the Workforce Investment Board (WIB) shall have a royalty-free, nonexclusive
and irrevocable license to reproduce, publish, use and to authorize others to use all copyrighted
material.
2. The DOL reserves a royalty-free, nonexclusive, and irrevocable license to
reproduce, publish or otherwise use, and to authorize others to use, for Federal Government purposes:
(a) The copyright in any work developed under any grant, sub-grant, or contract under a grant or
sub grant; (b) Any right of copyright to which a grantee, subgrantee or a CONTRACTOR purchases
ownership with grant support; and (c) CONTRACTOR shall comply with the requirements of 29
CFR Part 97.34.
C. Rights to Data. The DOL and the CITY shall have unlimited rights to any data
first procured or delivered under this Agreement.
15. CLEAN AIR / CLEAN WATER ACT. If the grant hereunder
exceeds $100,000, CONTRACTOR must comply with Section 306 of the Clean Air Act [(42 USC
1 875(h)]; Section 508 of the Clean Water Act (33 USC 1368); Executive Order 11738 and
Environmental Protection Agency ("EPA") regulations (40 CFR Part 15) as any may now exist or be
hereafter amended. Under these laws and regulations, the CONTRACTOR assures that:
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(a) No facility to be utilized in the performance of the proposed grant has been listed
on the EPA List of Violating Facilities;
(b) It will notify CITY prior to award of the receipt of any communication from the
Director, Office of Federal Activities, U.S. EPA, indicating that a facility to be
utilized for the grant is under consideration to be listed on the EP A List of
Violating Facilities;
(c) It will notify the CITY and the EP A about any known violation of the above laws
and regulations.
C. CONTRACTOR agrees to adhere to the following STANDARDS OF CONDUCT:
1. General Assurance. Every reasonable course of action will be taken by CONTRACTOR in
order to maintain the integrity of this expenditure of public funds and to avoid favoritism. This
Agreement will be administered in an impartial manner, free from errors to gain personal, financial
political gain. CONTRACTOR, its officers and employees, in administering this Agreement, will
avoid situations which give rise to a suggestion that any decision was influenced by prejudice, bias,
special interest or desire for personal gain.
2. Employment of Former State or CITY Employees. CONTRACTOR will ensure that any of
its employees who were formerly employed by the State of California or CITY, in a position that
could have enabled such individuals to impact policy regarding or implementation of programs
covered by this Agreement, will not be assigned to any part or phase of the activities conducted
pursuant to this Agreement for a period of not less than two years following the termination of such
employment.
3. Conducting Business Involving Relatives. No relative by blood, adoption or
marriage of any executive or employee of CONTRACTOR will receive favorable treatment when
considered for enrollment in programs provided by, or employment with, CONTRACTOR.
4. Conducting Business Involving Close personal Friends and Associates.
Executives and employees of CONTRACTOR will be particularly aware of the varying degrees of
influence that can be exerted by personal friends and associates and, in administering this Agreement,
will exercise due diligence to avoid situations which give rise to an assertion that favorable treatment
is being granted to friends and associates. When it is in the public interest for CONTRACTOR to
conduct business with a friend or associate of an executive or employee of CONTRACTOR, an elected
official in the area or a voting or non-voting member of the Workforce Investment Board (WIB), a
permanent record of the transaction will be retained.
5. Avoidance of Conflict of Economic Interest. No executive or employee of
CONTRACTOR elected official in the area, or voting or non-voting member of a WIB, will solicit or
accept money or any other consideration from a third person, for the performance of an act reimbursed
in whole or part by CONTRACTOR or CITY. Supplies, materials, equipment or services purchased
with Agreement funds will be used solely for purposes asserted or allowed under this Agreement. No
voting member of the WIB will cast a vote on the provision of services or vote on any matter which
would provide direct fmancial benefit to that member or any business or organization which the
member directly represents.
6. Salary and Bonus Limitations. All Subrecipients ofWIA program funds are required to
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comply with federal requirements regarding the limitations on salary and bonus payments in
accordance with Public Law 109-149, Section 7013.
VII.
HOLD HARMLESS
A. CONTRACTOR shall indemnify and save harmless CITY, its officers, agents
and employees, from and against any and all damages to property or injuries to or death of any person
or persons, including property and employees or agents of CITY, and shall defend, indemnify and save
harmless CITY, its officers, agents and employees, from any and all claims, demands, suits, actions or
proceedings of any kind or nature, including, but not by way of limitation, workers' compensation
claims, resulting from or arising out of the negligent acts, errors or omission of CONTRACTOR, its
employees or subcontractors.
B. CONTRACTOR shall indemnify and save harmless CITY, its officers, agents
and employees, from and against any and all damages to property or injuries to or death of any person
or persons, including property and employees or agents of CITY, and shall defend, indemnify and save
harmless CITY, its officers, agents and employees, from and against any and all claims, demands,
suits, actions or proceedings therefore, resulting from or arising out of the intentional or malicious acts
of CONTRACTOR, its employees or subcontractors.
VIII.
INSURANCE
1. Commercial General Liability. CONTRACTOR agrees to obtain and keep in force
during the term of this Agreement a policy of comprehensive commercial public liability insurance
insuring the State of California, CITY, and CONTRACTOR against any liability for accident, injury or
death arising out of or in consequence of this Agreement. Such insurance shall be in an amount not
less than One Million Dollars ($1,000,000.00) for any injury to or death of any person or persons in
any single accident or occurrence. Said policy of comprehensive public liability insurance shall be
endorsed to provide to CITY and to the State of California, Employment Development Department, at
least thirty (30) days written notice prior to cancellation; name CITY, its officers, agents, employees,
and volunteers, and the State of California, its officers, employees, and volunteers as additional
insured; and state that such coverage is primary to any other coverage or self-insurance of the State of
California and CITY. Governmental entities may substitute a certificate of self-insurance.
2. Automobile Liability Coverage. CONTRACTOR shall also obtain and maintain,
during the effective period of this Agreement, broad form automobile liability coverage with a
$1,000,000 limit unless reduced by CITY, which applies to both owned/leased and non-owned
automobiles used by CONTRACTOR employees or participants in performance of this Agreement, or,
in the event that CITY will not utilize such owned/leased automobiles but intends to require
employees, participants or other agents to utilize their own automobiles in the performance of this
Agreement, CONTRACTOR shall secure and maintain on file from all such employees, participants,
or agents as self-certification of automobile insurance coverage. Governmental entities may substitute
a certificate of self-insurance.
3. Workers' Compensation. If CONTRACTOR is an "employer", as set forth in
California Labor Code Section 3300 et seq., or utilizes participants as "employees," as set forth in
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California Labor Code Section 3350 et seq., CONTRACTOR shall obtain and keep in force during the
term of this Agreement full Workers' Compensation insurance coverage for injuries suffered by
participants. Said insurance policy shall guarantee CITY at least thirty (30) days written notice of
cancellation or modification. CONTRACTOR shall carry medical and accident insurance for those
participants not qualifying as "employees" for Worker's Compensation Coverage, pursuant to
California Labor Code Section 3350, et seq.
4. Equipment Coverage. CONTRACTOR shall purchase a policy or policies of
insurance covering loss or damage to any and all Equipment provided to or purchased by
CONTRACTOR in accordance with this Agreement. Said insurance shall be in the amount of the full
replacement value thereof, providing protection against the classification of fire, extended coverage,
vandalism, malicious mischief, theft, and special extended perils. Governmental entities may
substitute a certificate of self-insurance.
5. Proof of Insurance. Certificates and endorsements must be submitted and approved
by CITY prior to any work under this Agreement. CONTRACTOR understands that CITY will make
no payments under this Agreement until the required certificates and endorsements have been
approved by CITY.
IX.
CORPORATE STATUS
All corporate CONTRACTORS shall be in good standing, without suspension by the
California Secretary of State, Franchise Tax Board and Internal Revenue Service. Any change in
corporate status or suspension shall be reported immediately to CITY.
X.
ASSIGNABILITY
None of the duties of, or work to be performed by, CONTRACTOR under this Agreement
shall be subcontracted or assigned to any agency, consultant, or person without the prior written
consent of CITY. CONTRACTOR must submit all subcontracts and other agreements that relate to
this Agreement to CITY. No subcontract or assignment shall terminate or alter the legal obligations of
CONTRACTOR pursuant to this Agreement.
XI.
LAWS GOVERNING TillS AGREEMENT
In its performance under this Agreement, CONTRACTOR shall fully comply with the
requirements of the following, whether or not otherwise referred to in this Agreement:
1. The Act and all applicable federal statutes, regulations, policies, procedures and directives,
including but not limited to, 20 C.F.R. Parts 652 and 660 through 671.
2. All applicable State statutes, regulations, policies, procedures and directives;
3. All applicable CITY policies, procedures and directives;
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4. All applicable local ordinances and requirements, including use permits and licensing;
5. Court orders applicable to its operation; and,
6. The terms and conditions of this Agreement.
If any of the foregoing is enacted, amended, or revised, CONTRACTOR will comply with
such or will notify CITY after enactment or modification that it cannot so comply. CITY may
thereupon terminate this Agreement, if necessary.
XII.
EXCLUSIVITY AND AMENDMENT OF AGREEMENT
This Agreement supersedes any and all other agreements, either oral or in writing,
between the parties hereto with respect to the employment of CONTRACTOR by CITY, and contains
all the covenants and agreements between the parties with respect to such employment. Each party to
this Agreement acknowledges that no representations, inducements, promises or agreements, orally or
otherwise, have been made by any party, or anyone acting on behalf of any party, which are not
embodied herein, and that no other agreement or amendment hereto shall be effective unless executed
in writing and signed by both CITY and CONTRACTOR.
XIII.
FRAUD
CONTRACTOR shall immediately report to CITY all instances and facts concerning
possible fraud, abuse or criminal activity relating to expenditure or receipt of funds under this
Agreement.
XIV.
CONTINGENCY OF FUNDS
CONTRACTOR acknowledges that approval of and funding for this Agreement is
contingent upon State approval, and funds received or obligated from the State of California to CITY.
If such approval of funds is not forthcoming, or is otherwise limited, CITY shall immediately notify
CONTRACTOR. Within twenty (20) days of receipt of such notice, CONTRACTOR shall modify or
cease operations as directed by CITY and negotiate necessary modification to this Agreement and/or
reimbursement of costs incurred hereunder.
xv.
TERMINATION
A. This Agreement may be terminated by either party at its sole discretion, upon thirty (30)
days written notice to the other party. Notice shall be deemed served on the date of mailing.
However, CONTRACTOR may not terminate this Agreement if undue hardship will result to any
participant.
B. In the event CONTRACTOR defaults by failing to fulfill all or any of its obligations
hereunder, CITY may declare a default and termination of this Agreement by written notice to
CONTRACTOR, which default and termination shall be effective on a date stated in the notice which is to
Page 12 of 15
be not less than ten (10) days after certified mailing or personal service of such notice, unless such default
is cured before the effective date of termination stated in such notice. If terminated for cause, CITY shall
be relieved of further liability or responsibility under this Agreement, or as a result of the termination
thereof, including the payment of money, except for payment for approved expenses incurred for services
satisfactorily and timely performed prior to the mailing or service of the notice of termination, and except
for reimbursement of (1) any payments made for services not subsequently performed in a timely and
satisfactory manner, and (2) costs incurred by CITY in obtaining substitute performance.
XVI.
DISPUTES
Except as otherwise provided in this Agreement, any dispute concerning any question
arising under this Agreement shall be decided by CITY. In such a case CITY shall reduce its decision
to writing and mail or otherwise furnish a copy thereof to CONTRACTOR. The decision of the City
shall be fmal and conclusive unless within thirty (30) calendar days from the mailing or delivery of
such copy, CITY receives from CONTRACTOR written request to appeal said decision.
Procedures governing the appeal shall be prescribed by CITY and/or the State of
California in accordance with the Act and all corresponding regulations and OMB circulars. Pending
fmal disposition of the appeal, CONTRACTOR shall act in accordance with CITY's decision unless
the dispute involves a change order.
XVII.
BREACH - SANCTIONS
If, through any cause, CONTRACTOR violates any of the terms and conditions of this
Agreement, and/or prior agreements whereby grant funds were received by CONTRACTOR pursuant
to this Agreement, or if CONTRACTOR reports inaccurately or if any Audit Report makes
disallowances, CONTRACTOR shall promptly remedy its acts or omissions and/or repay CITY all
amounts due CITY as a result of CONTRACTOR's violation. For any such failures or violations,
CITY shall also have the right at its sole discretion to either: (1) discontinue program support until
such time as CONTRACTOR fulfills its obligations or remedies all violations of this agreement or
prior agreements; and/or (2) collect outstanding amounts as determined by CITY due CITY by
offsetting or debiting from current claims or invoices, if after thirty (30) days' written notice
CONTRACTOR has failed to repay same or a repayment schedule has not been made; and/or (3)
terminate this Agreement by giving written notice to CONTRACTOR of such termination in
accordance the notice provision in Paragraph XVIII herein below.
XVIII.
NOTICES
All notices, reports and correspondence between the parties hereto respecting this
Agreement shall be in writing and deposited in the United States Mail, postage prepaid, addressed as
follows:
CITY:
City of Santa Ana
Manager, WIB Administrative Office
P.O. Box 1988 (M-73)
Page 13 of 15
Santa Ana, CA 92702
and,
CLERK:
Clerk of the City Council
City of Santa Ana
20 Civic Center Plaza (M-30)
P.O. Box 1988
Santa Ana, CA 92702-1988
Telefacsimile (714) 647-6956
CONTRACTOR:
Taller San Jose
810 N. Pointsettia
Santa Ana, CA 92701
Phone: (714)543-5105 Ext. 109
Fax: (714)543-5032
XIX.
MERGER
This Agreement, together with the attachments hereto, expresses the total understanding
of the parties. There are no oral understandings of the parties or terms and conditions other than as
stated herein.
xx.
VALIDITY
The invalidity in whole or in part of any provision of this Agreement shall not void or
affect the validity of any other provision of this Agreement.
XXI.
MISCELLANEOUS PROVISIONS
a. Each undersigned represents and warrants that its signature hereinbelow has the power,
authority and right to bind their respective parties to each of the terms of this Agreement, and shall
indemnifY City fully, including reasonable costs and attorney's fees, for any injuries or damages to CITY
in the event that such authority or power is not, in fact, held by the signatory or is withdrawn.
b. All Exhibits referenced herein and attached hereto shall be incorporated as if fully set forth in
the body of this Agreement.
Page 14 of 15
IN WITNESS WHEREOF, the parties hereto have executed this Agreement the date and year first
above-written.
ATTEST:
CITY OF SANTA ANA, a municipal
corporation of the State of California
"CITY"
l-J}/] ~ ~ . IA-j0/
Maria D. Huizar
Clerk of the Council
By:
aA~-
David N. Ream
City Manager
APPROVED AS TO FORM:
Joseph W. Fletcher
City Attorney
"CONTRACTOR"
Taller San Jose
By::.!ilL' Y. ~-
Lisa E. Storck
Assistant City Attorney
BY ~~6~
Name:. hawna Snnth
Title: CEO/Executive Director
Tax ID #:
Page 15 of 15
I. About the Program
A. Executive Summary
Taller San Jose-in paltnership with the Orange County Conservation Corps (OCCC)-seeks
funding to recruit and train 20 out-of-school Santa Ana youth in the fundamentals of green
construction. The growth of the nation's green industry creat~s enormous employment
opportunities in an otherwise stagnant economy. This boom presents these two agencies with the
opportunity to continue to do what they have been doing for many years-link unemployed and
unskilled urban youth to entry-level jobs that offer pathways out of poverty. Professionals in the
building trades are not only looking for workers with traditional skills, but also for those who
have up-to-date trail).ing and celtification in energy-efficient technology. The proposed training
in Green Construction will initially focus on solar panel installation and expand to include
weatherization. The program-which will begin in January 2010-will include core training in
basic construction skills, green technology, life skills, job readiness programming and a tlu'ee:.
month extern ship providing on-the-job training. Program training is offered at Taller San Jose's
facilities in paltnership with Golden West College and Tiena Institute International and the on-
the-job training is offered by the OCCC in conjunction with its industry partners.
Taller Sail Jose (S1. Joseph's Workshop) has one focused mission-to walk undereducated,
unskilled and unemployed young people (ages 18-28) out of pove11y through job training that
offers the hope of a productive and self-reliant future. Young people in Santa Ana, who have not
completed high school, who have no defined job skills, and who have criminal records, face a
number of significant obstacles. Taller San Jose addresses these barriers to employment or
academic achievement through intensive classroom instruction, hands-on training, and effective
adult mentoring. It is a highly focused, goal-oriented program that challenges its participants to
build a foundation for future sustainability. Through intensive job-training efforts in office
careers, medical careers, and construction, youth acquire essential hands-on skills while learning
how to adhere to basic employment principles such as: showing up on-time and as scheduled,
working as team members to complete assignments, keeping work areas clean, safely using all
tools and equipment, and properly filling out time cards. Taller San Jose challenges students to
complete the following seven goals: obtain a high school diploma; open and use a bank account;
enroll in a computer class; find a job paying above the minimum wage; remain crime free;
register to vote; and obtain a valid driver's license. Tminees are also provided suPPOtt services
that include mentoring and counseling, legal assistance and job placement. The vision is to assist
out-of-school youth to become economically self-sufficient in a relatively shott period of time
tlu'ough intensive hands-on job training coupled with employability and social development.
The more than 200 youth who attend Taller. San Jose annually reflect the following profile:
Ethnic diversity: 72% of youth are Latino, 13% are Caucasian, 7% Asian) 3% African American
and 5% Other; Age: Youth and young adults between the ages of 18 and 28. Median age is 23;
Court-involvement: 59% of male students are currently on probation or parole; Education and
skillleve/s: 95% are deficient in basic skills (Le., 6th grade math and reading levels); 38% did not
complete their High School Diploma; Job experience: 77% are unemployed. 37% have never
held a job. Of those who have been employed, 85% have not held ajob for more than 6 months;
Family profile: 22% of female students and 17% of male students are parents.
Long-term life changes for Taller San Jose graduates include: 92% of students are not anested
for violent crime as long as 3 years post-graduation; and, 82% of students who complete their
program goals move on to full-time employment beyond minimum wage or to community
EXHIBIT A
spomom{ by the Sistm of Sr_ JOJe}h of Omllge
college or apprenticeship. In fourteen years, Taller San Jose has helped over 4,000 young people
in Central Orange County reshucture their lives, finish their education and develop marketable
job skills.
TIle Orange COlmty Conservation Corps (OCCC) serves at-risk young adults through
employment, training and educational programs that build self.sufficiency and benefit the
community through conservation~related projects. OCCC strives to help troubled youth enter the
workforce and become successful, productive members of society.
The OCCC employs more than 220 youth each year from throughout Orange County to work on
projects for local cities, county agencies, and nonprofit organizations. As a transitional work and
job tmining program, the OCCC recruits and employs 18-25 year old marginalized youth and
trains them to work on OCCC's projects in habitat/trail/park restoration, construction, and
recycling. OCCC offers corps members paid work experience and helps them develop a strong
work ethic and leadership skills. All corps members must also be enrolled in an educational
program. The OCCC is affiliated with the John Muir Charter School, which is administered by
the Nevada County Superintendent of Schools. OCCC corps members who do not have a high
school diploma are enrolled in the OCCC/John Muir Charter School to complete their degree and
pass the California High School Exit Exam. Those corps members who already have their high
school diploma are required to enroll in a community college, Regional Occupation Program
(ROP) or local trade school.
OCCC corps members reflect these characteristics: Average age: 20 years; Education: 81% have
not completed high school; Residency: 30% live in Santa Ana; Coul.t-iltvo!vemeut: 65% are or
have been court-involved, including on probation/parole; 30% are gang-affiliated; Family: 26%
are parents and 13% are or have been in foster care.
The proposed Green Construction Program will target low-income, Santa Ana youth who are
between the ages of 18 and 21, with right-to-work documents and who share one or more of the
following characteristics: are deficient in basic skills, have dropped out of school, are homeless
or foster youth, are pregnant 01' parenting 8 child and/or are current or past offenders. The
program will provide WIA elements 1 through 10.
Each partner agency will recruit 10 students (20 total) to the Green Construction Program. Taller
San Jose will utilize the following recruitment effOlts: 1) Community Outreach Coordinator-8
staff member actively markets the program to potential students and organizes recruitment
efforts at, among other locations, local churches, jails, community centers, other youth-serving
nonprofits, etc.; 2) Referrals from current Taller San Jose students - about 65% of students are
referred by a friend or relative; 3) Refer,rals from community partners including: the Orange
County Probation Depaltment, the Santa Ana WORK Center, Santa Ana Regional Occupation
Center (ROP), Centennial Education Center, La Familia, Youth Provider Network, Daisy Wheel
Network, as well as nonprofit institutions, including: Christ Our Redeemer CDC, Jamboree
Housing, Orangewood Children's Foundation and Phoenix House; and, 4) Local newsprint
publications such as the free PemlYsaver.
OCCC will recruit 10 youth primarily from its Corps 2 Career Program-those who have already
successfully completed job training and education at the Corps and are working with OCCC staff
to transition into the workplace. In exceptional circumstances, and determined on a case-by-case
EXHIBIT A
2
,pol1Sored by tlu Slum of St. j01ep7J of Onmge
basis, corps members who are enrolled in the high school program and who display exemplary
leadership skills, may also be eligible to enroll. In addition to the normal recruitment strategies
of job fairs, partner networks, and presentations to and referrals from local groups and
organizations, the OCCC employs "street outreach" to recruit out-of-school youth. Street
outreach involves interacting with youth where youth "hang out" in Santa Ana such as parks,
malls, food courts, week-end community events, and sometimes walking local neighborhoods.
Historically the OCCC's most effective recruitment strategy has been refelTals Jrom former and
current corps members, their family, and friends.
The program in Green Construction will strive to achieve the following outcomes:
. Recruit and em-oIl 20 eligible out-of-school youth between the ages of 18-21 in a
green technology program, 70% of whom will be enrolled by March 2010.
o Taller San Jose will recl11it 10 youth to complete a pre-apprenticeship
progranl
o OCCC will recruit 10 primarily Corps 2 Career youth who are exiting their
education and training program
. Ensure certificate attainment for 75% of youth who complete green construction
program
. Facilitate the placement of 100% of youth into internships at the OCCC
. Facilitate the placement of 70% of youth into jobs above minimum wage and/or
community college.
. Ensure literacy/numeracy gains for at least 30% of youth participants
. Increase youth wage eamings by $3,500 01' more.
A. MamPmp~e~Pro~wm
Taller San Jose's program in Green Construction is a new venture of its original construction
training program that will prepare students for jobs as solar panel installers and weatherization
teclmicians. The program will also include a paid, on-the-job training component for graduates
offered in conjunction with the Orange County Conservation Corps (OCCC).
The U.S. Conference of Mayors estimates that the green economy could account for as much as
10% of job growth over the next 30 years. The growth rate of green jobs nationwide was 9.1 %
from 1998 to 2007, compared to a 3.7% increase for all jobs during the same period according to
the Pew Charitable TlUsts. Thus, even before the recession, the green-jobs market was growing
at a faster pace than overall employment in most states, with California leading the way (Los
Angeles Times, "Green Jobs Sprout All Over," November 15,2009). According to the California
Center for Sustainable Energy, Orange County's green economy is poised for enormous growth
and is one of the top five counties (behind Los Angeles and San Diego counties) pushing the
growth of the state's green economy.
This. trend towards energy-efficient construction and retrofitting will not only result in an
improved quality of life for individuals and families living and working in increasingly green
environments, but will also help to create a new employment sector. Taller San Jose believes
that it is well positioned to link the employment needs of disadvantaged youth to the emerging
market in green construction. Its new program will initially focus on solar panel installation-
specifically on photovoltaic and thermal solar panels-the two emerging teclmologies in solar
installation. Program graduates will receive entry-level cel1ification from the North American
Board of Certified Energy Practitioners (NABCEF). Once Taller San Jose receives approval to
EXHIBIT A
spol1Ior~J by tilt Sisrm o/St. lair}" ofOmllg(
operate as a weatherization training center from the California Community Services Depm1ment,
it can expand its green teclmology training to include coursework in weatherization. In Southern
California there is a shortage of training facilities where workers can learn new skills needed for
green jobs. The closest weatherization and energy-efficiency training centers are in neighboring
Los Angeles and San Bernardino counties. This has a tremendous impact on travel time,
production downtime and training costs for companies wishing to train their workforce in the use
of green products and technology, thus a local training center is highly demanded by employers.
Taller San Jose walks marginalized youth, ages 18-28, out of povel1y through job training
programs that teach skills that will lead to employment with a living wage. Taller San Jose is a
highly focused, goal oriented program that helps students develop into self-reliant adults through
tlU'ee key job-training academies-Office Careers, Medical Careers and Constmction-as well
as support services such as mentoring, legal assistance, substance abuse counseling and job
placement. Taller San Jose's paid training programs ($100/week) are short term and simulate the
workforce. Candidates for training are interviewed, possess right-to-work documents, must pass
a dmg screen, are required to comply with uniform standards and are expected to be present
daily and on time. Students who are not capable of meeting expectations and requirements are
dropped from the program. Those who complete the training program are certified in identified
skills and have demonstrated stable, work-ready behavior.
Taller San Jose's program in Green Construction will focus on four key areas: Construction.
Fundamentals, Green Technology, Life Skills and Job Readiness and On-the-Job Training. Taller
San Jose will recruit 10 WIA-eligible youth to its 16-week construction fundamentals course.
This training-led by a licensed general contractor-includes both classroom and hands-on
instmction and focuses on the fundamentals, including: safety awareness, industry-related math
proficiency, construction theory, hands-on experience, adherence to attendance policies,
mentoring, job coaching, and leadership development. Daily math classes concentrate on the
algebra, geometry and trigonometry needed for basic construction principles, such as estimating
material costs, reading blueprints, rough carpentry, and so forth. Taller San Jose celiifies each
graduate with 10 hours of Occupational Safety and Health Admi.nistration (OSHA) training.
Once this basic course requirement is met, Taller San Jose's 10 WIA students will transition into
the 40-hour, intensive solar panel installation course, which meets Monday - Friday, from 8 :00 -
4:00. Beginning in January 2010, this course will be offered tlu'ee times in the year. Ten WIA-
eligible youth from the OCCC's Corps 2 Career program will also enroll in this intensive
training, after having participated in a month-long, 32-hour per week "Tools of the Construction
Trade" boot camp with OCCC supervisors, in which Corps members will review basic
construction and math principles and receive case management and job readiness training.
Solar panel training will focus on the fundamentals of solar electricity, solar energy installation
and maintenance principles, system design, electrical integration, mechanical integratiol1, off-
grid and remote power and safety practices. Eventually, basic weatherization coursewol'k will
include an introduction to home energy conservation; measmement and verification of building
performance; insulation energy savings and installation; window and door weather stripping;
other energy-saving measures to reduce energy costs; the fundamentals of BPI standards and
project specifications; safety practices; and, professional ethics, conduct and communications.
EXHIBIT A
Sp0l1S0l'td by ,he SitUTS of SI. Jose~J of Omllg(
Upon program completion, all 20 WIA participants will transition to a tlU'ee-month, 32-hour per
week paid externship with OCCC and their industry partners to gain on-the-job experience.
Youth will earn minimum wage during their exte1'11ship, which will include a mix of job-
shadowing and hands-on experience fabricating and staging installation materials. One industry
paliner on this project is Sun Energy,' Inc., a Mission-Viejo-based company focused on
commercial solar energy. During this externship, all WIA-enrolled youth will meet weekly with
their respective case managers, either at Taller San Jose or at OCCC.
Taller San Jose's program in green construction will also provide supPOli services to help
students address many of the factors that prevent them from successfully transitioning into the
workforce. Young people in Santa Ana, who have not completed high school, who have no
defined job skills, and who have criminal records face a number of significant obstacles to self-
sufficiency. TSJ's Case Managers help students address these barriers to employment through
regular mentoring and life skills sessions. Upon arrival in the program, all 10 Taller San Jose-
elU'olled WIA students will be matched to a case manager who conducts an initial assessment
and develops goals with the student to help them show up every day, on time, and to increase
their likelihood of remaining enrolled in the program. Case Managers will challenge students to
complete the following seven goals: Obtain a high school diploma; Open and use a bank
account; Learn basic computer skills; Secure a job with a living wage; Remain crime free and
drug free for one year; Register to vote; and, Obtain a valid drivel" s license. Case Managers
refer students experiencing more serious issues to our on-site counselor who is a Licensed
Clinical Social Worker or connects them to appropriate community resources. Staff provides
monthly childcare vouchers and bus passes to help alleviate students) childcare and
transp01iation needs.
Case Managers also offer a weekly life skills program that focuses on relationship building and
healthy relationships and based on FuturoNow's Within My Reach@ curriculum. Within My
Reach is a relationship skills and decision-making program aimed at helping individuals achieve
their goals in relationships, family and marriage. The curriculum is especially tailored for those
with economic hardships and focuses on two fundamental premises. The first is that virtually all
people have aspirations for relationships that are happy, healthy, and stabl~and that these
aspirations are most often expressed" in tenus of a desire for success in marriage. The second
premise is that the decisions one makes in romantic relationships will affect the possibility of
success in every other aspect of life-especially in child rearing and employment. The program
teaches that success in life on virtually every dimension depends on success, or at the very least,
the absence of high danger or derailment of personal goals due to problems in personal
relationships. .
Taller San Jose's Employment and Alumni Services provides 24-months of comprehensive
follow-up services to graduates including links to employment and ongoing coaching that
includes resume building, interviewing skills and confidence building that helps students remain
employed and focused on career progression. All follow-up services include intensive support
for the first 90 days after placement. As graduates acclimate to the workplace, meetings with
staff mentors occur on a bi-weekly or monthly basis. Alumni Incentives ($10 gift cards) are
given for proof of employment at 30 and 90 days after placement. The career center is open until
7PM every Wednesday to ensure that alumni have adequate access to this resource. Taller
produces a qual1erly alumni and student newsletter, Standing Taller, which has a circulation of
roughly 500 individuals. The publication highlights student success stories, inspirational
EXHIBIT A
5
JpDfllmd hy Ih, S;Jlm Df S,. jDJ/ph ofOrft1/gl
messages and upcoming events sponsored" at TaUer. A special Students & Alumni page is
featured on Taller's website and includes information outlining career progression, additional
training opportunities and employment oppOltunities. Alumui can also electronically update
their contact information and request additional SUPPOlt services via the website.
The oeee also offers extensive support services to help corps members learn how to work and
go to school. In addition to frequent mentoring, oeee offers regularly-scheduled A.A./N.A.
meetings; workshops on issues ranging from financial literacy and angel' management to tobacco
cessation; and educational field trips. oeec Program Specialists monitor individual corps
members' progress towards program completion and provide referrals as needed to other
agencies for legal issues, health, housing and guidance and counseling. Program Specialists
award corps members financial bonuses for achieving specific goals, such as: getting a driver's
license, being discharged from probation or parole, achieving 100% program attendance and
earning a high school diploma. As corps members complete their training, they transition to the
eorps-2-Career program, where program specialists offer up to 13 weeks of pre-employment
skills training, individualized job searches and placements, continuing education support,
mentoring and 12 months of follow-up services to alumni.
C Goals/Objectives alld Pelfol'mance Levels
Taller San Jose and occe will recruit and emoll 20 out-of-school youth over the course of the
next year. By focusing on the high-growth area of green construction and emphasizing living-
wage employment with health benefits, Taller San Jose and occe will give students the skills
needed to enter today's workforce and move out of poverty so that they can support themselves
and their families. All 20 WIA participants will receive certification from the NOlth American
Board of Certified Energy Practitioners (NABCEF).
Taller San Jose's Green ConstlUction Program will simulate the workforce and strive to assist
young adults to become economically self-sufficient through intensive training that leads to
living-wage employment. Candidates for training are interviewed, possess right-to-wol'k
documents, must pass a dmg screen, are required to comply with uniform standards and are
expected to be present daily and on time. Youth who meet th~ minimum requirements for
enrollment take part in an interview and assessment prior to beginning job-training. The T ABE
assessment test is used to identify the basic skill proficiency levels of each student. Program
components are then adjusted to meet the youth's basic skills ne<:;ds as determined by the
assessment. Students emolled in Taller San Jose's green construction program will participate in
two hours of daily math training during the 16-week basic constluction course. The classes will
concentrate on the algebra, geometry and tl"igonometry needed for basic constlUction principles.
Historically, the typical graduate of our constlUction training program experiences an average
increase of two grade levels in their math abilities.
Taller San Jose's Case Managers monitor student attendance, goal setting and achievement,
educational assessment and progress, to identify students in danger of dropping out of its job-
training programs. Those who complete the training program work with onsite job developers to
prepare resumes, practice interviewing SKills and find employment. Program graduates will also
receive WIA-recognized certification from the U.S. Department of Labor/Occupational Safety
and Health Administration (OSHA).
EXHIBIT A
" 6
IpOm01ll' by /hl ShIm oIS/.Joseph olOrttllg.
Furthermore, a transition specialist from Santa Ana College works directly with students to help
them complete the necessary application, registration, and financial aid forms for enrolling in
community college. Santa Ana College's Continuing Education program welcomes any
interested Taller San Jose student or graduate to come to campus and take a free Math and
English skills assessment. These students can then participate in free small group or one-an-one
tutoring sessions on campus.
As an organization, Taller San Jose is distinguished by program refinement and continuous
improvement. Taller San Jose uses an established evaluation method including: client surveys,
focus groups, and feedback collected during mentoring sessions to address client concerns.
Taller San Jose program staff meets bi-monthly to discuss and refine existing programs and
services. To evaluate its community impact, Taller measures five "critical to quality" outcomes:
1) recruitment of troubled youth motivated to change; 2) training all students in soft and hard
skills; 3) strong and appropriate SUPPOlt services; 4) placement of graduates into permanent jobs
with a living-wage prospect; and 5) 24 months of job-retention support and follow-up. Taller San
Jose uses the Efforts to Outcomes (ETO) student tracking system to monitor student attendance,
goal setting and achievement, educational assessment and progress, graduation rates and job
placement, as well as assisting with recruitment and retention eff0l1s. This information also
helps staff target students in danger of dropping out of educational or job training programs.
Taller San Jose strives to move young people out of povelty and on to employment with a living
wage and benefits while maintaining a crime-free lifestyle. In the last fiscal year, 351 students
enrolled in Taller San Jose and:
. 201 graduated
. 82% of graduates were placed in employment or continued their education tluough an
apprenticeship or community college
. $11.26 is the average wage of graduates .
. 45% of employed graduates receive full health benefits
. 92% of graduates with a criminal record did not re-offend.
As an employer, the OCCC teaches youth how to work and go to school. The OCCC follows all
applicable labor and charter school laws and regulations that California employers and chal1er
schools must follow. Corps members must abide by OCCC policies and procedures for work
and school in order to remain employed by the program. To work at the OCCC, corps members
must also have an educational goal and demonstrate satisfactory progress towards that goal.
Prior to emollment, all applicants take a TABE test to assess their basic skills and to place them
in the appropriate educational program. Once emolled, Program Specialists meet with corps
members regularly to review their progress and develop a dropout prevention plan. By learning
employer expectations and following standard work rules and procedures, corps members are
prepared to both find and maintain employment. If a corps member has chronic attendance
problems and has exhausted all forms of progressive discipline, then they will be referred to
palinering agencies that may be more for suitable for their needs.
Program Specialists meet monthly with each corps member's work supervisor and teacher.
During these visits, Program Specialists monitor corps member's progress and performance
using ISS (WIA Individual Service Strategy). For corps members who are high school graduates,
Program Specialists monitor their progress in the Corps-2-Career program. OCCC COlpS
members may receive the following WIA-recognized credentials: California high school
EXHIBIT A
7
JpomGftd by Ihe SiJttrJ of St. Joreph of O,.",rge
diploma; Forklift, Chainsaw, Red Cross CPR/First Aid Certifications; as well as these internal
certifications: AmeriCorps Education Award (scholarship); Corps member Bonus Plan awards
include a certificate plus a cash bonus.
Jointly, through the program in Green Construction, Taller San Jose and OCCC will strive to
achieve the following outcomes: .
. Recruit and emoll 20 eligible out-of-school yout~ between the ages of 18-21 in a
green technology program, 70% of whom will be emolled by March 2010.
o Taller San Jose will recruit 10 youth to complete a pre-apprenticeship
program
o OCCC will recruit 1 o primarily Corps 2 Ca.reer youth who are exiting their
education and training program
. Ensure certificate attainment for 75% of youth who complete green construction
program
. Facilitate the placement of 100% of youth into internships at the OCCC
. Facilitate the placement of 70% of youth into jobs above minimum wage and/or
community college. .
. Ensure litera.cy/mllneracy gains for at least 30% of youth participants
. Increase youth wage earnings by $3,500 or more.
D. Program Description
The program in green construction offered by Taller San Jose and OCCC is designed to place
gra.duates in a high-demand industry that offers career ladders for growth. According to a
June 2009 report by The Pew Charitable Trusts, California has the nation's most green jobs
with 125,000, or .77% of the labor force. Over the coming years, this trend is expected to
continue. President Obama has endorsed a 25% by 2025 standard, which refers to the
initiative of producing 25% of the nation's electricity from sources such as wind power, solar
panels, wood chips and dams by 2025.
Although Taller San Jose and OCCC have slightly different, yet complementary, program
designs, all emolled WIA students will patiicipate in training that offers a mix of these three key
areas: Hard Skills Development - work expedence, Employability Development - job
preparation, and Life Skills Development - on-going personal development. Over the course of
the training period, the 20 WIA patticipants will complete a curriculum that addresses these topic
areas:
lIARD SKILLS EMPLOY ABILTY LIl?I~ SKILLS
· Construction Pre-
Apprenticeship
· Fundamentals of Solar
Electricity, Energy
Installation and
Maintenance Principles
· Basic Weatherization
(pending certification)
· OSHA Certification
· NABCEF Celtification
· Customer Service
· Employer Expectations
· Interview Techniques
· Job Search Strategies
· Mock Interview
· Networking
· Resume Writing
· Workplace Safety
EXHIBIT A
· Anger Management
· Communication &
Listening Skills
· Conflict Resolution
· Drug & Alcohol
Education
· Goal Setting
· Leadership. Development
· Personal Finance
· Public Speaking
8
1pOllSorid by Ih. Shim 0/ SJ. jOIlph of OTtf/lg.
· On-the-job
training! externshi p
Taller San Jose and OCCC are each responsible for recruiting 10 WIA participants. The WIA
participant will access Taller San Jose through the following activities:
1. Outreach/Recruitment/Eligibility: Taller San Jose recruits out-of-school and unemployed
young adults (18-28) through the following avenues:
a. Community Outreach Coordinator - Taller San Jose employs a full-time staff
member to design community-centered recruitment activities and recruit program
patticipants
b. Referrals from current Taller San Jose students - 65% of cunent students are
refen'ed by a friend or relative involved with Taller San Jose
c. Referrals from community palmers including: the Orange County Probation
Department, the Santa Ana WORK. Center, Centennial Education Center, La
Familia, OCCC, and others
d. Referrals from Orangewood Children's Home: Taller San Jose is a Guardian
Scholars School for Orangewood's Emancipated Youth. Each year approximately
10 students are referred to Taller San Jose from Orangewood.
Eligibility is determined through an application process. The minimum requirements for
enrollment are as follows:
e. Must be between the ages of 18-28 years of age
f. Possess valid right-to-work documents
g. Read English at a 6th grade level
h. Pass pre-hire drug screen.
2. Intake/Assessment: An assessment of each student takes place prior to training at Taller
San Jose. Youth are interviewed by a staff member and complete a TABE assessment
exam which determines the basic skills proficiency level of each youth. Program
components are adjusted to meet the youth's skill level.
3. Case Management: Taller San Jose links each student with an adult staff mentor within
one week of emollment in job-training. The mentors assess individual student risk
factors, oversee attendance, student pelformance and have long-term responsibility for
the student-apprentices assigned to them. Regular attendance, punctuality, drug-free
behavior, a positive attitude and appropriate dress are viewed as job-ready'behaviors and
emphasized on a daily basis. Students who are experiencing more serious issues are
refened to our on-site counselor who is a Licensed Clinical Social Worker.
4. Program Services: In addition to its program in green conshuction, Taller San Jose
provides daily, paid job training in the areas of basic construction, office careers and
medical careers. Youth who successfully complete their training at Taller San Jose
receive certification from one of the following entities: Certiport (Microsoft), American
Heart Association (Basic Life Support for Healthcare Providers), North American Board
of Certified Energy Practitioners (NABCEF) 01' the Department of Labor/Occupational
Safety and Health Administration (OSHA).
5. Placement in Jobs or Continuing Education: Taller San Jose has a strong program
linking patiicipants to employment through job preparation workshops, participation in
job fairs, resume preparation, referrals and job coaching. The Employment Services
Manager works full time as a liaison between employers, students and community
EXHIBIT A
9
SPOIIS."J by Ih, Sislm ofSI.josepb ofOrallgl
resources such as the One-Stop Center to ensure that program graduates locate
employment within 30 days of graduation from Taller San Jose. A network of local
employers provides employment opportunities to graduates upon their completion of
training at Taller San Jose.
In addition, Taller San Jose participants who have not completed their secondary
education are encouraged to co-enroll in a high school diploma program offered in the
evenings and on Friday and Saturday. These diploma and certification programs are
sponsored through the local community college, Santa Ana College Office of Continuing
Education. Taller San Jose staff work with Continuing Education staff to monitor
participant progress and meet educational goals as appropriate.
6. Follow-up: Taller San Jose is committed to providing follow-up services including
mentoring, job coaching, and SUppOlt services to 100% of its graduates. All follow-up
services are provided to graduates for 24-months after their completion of job-training
activities. Staff meritors provide weekly support through the first 90 days after
placement. As graduates acclimate to the workplace, meetings occur on a bi-weekly or
monthly basis.
OCCC will recruit 10 WIA patticipants from its Corps-2-Career program. Generally, ocec
participant flow is divided into four phases:
1. Work/school: Corps members spend the majority of their time working (32 hours/week)
and going to school (10 hours/week). This may last from 3 to 24 months depending on the
number of high school credits needed for graduation.
2. Life Skills/Corps-2-Careel': Once corps members earn their high school diploma or if they
have a diploma at the time of hire they enter the Life Skills and Corps-2-Career phase of the
oecc. Corps members normally spend 3-6 months completing a variety of activities
designed to help them become self sufficient, find employment and/or em-oIl in post-
secondary instlUction.
3. Program Completion: Once all program components have been completed, the corps
member has 60 days to exit the program into work and/or school with help and SUPPOlt from
staff. This time may be extended based on individual needs.
4. Follmv-up: Staff remains in monthly contact with graduates for a minimum of 12 months
to help them remain employed and/or stay in school. Not all corps members complete all four
phases as some choose to leave for a job or school and enter the follow-up phase as soon as
they eam their high school diploma. AU corps members, regardless oftheir reason for leaving
the ocec, are included in the 12 month follow up phase and have access to OCCC staff and
resources (computer lab, fax, voicemail) for maintaining employment, job searches, updating
resumes, contacting employers, scheduling interviews, enrolling in advanced training or
college, seeking help filling out financial aid forms, and other support as needed to pursue
post-Oecc employment and education.
E. Facilities
The program in Green Constmction will be offered at both Taller San Jose and oeec. Each
facility is compliant with the Americans with Disability Act (see attachment F).
EXHIBIT A
10
spDlltored by tbe Sirtm Df St. JDuph of Orttng,
Taller Sail Jose - Construction
810 N. Poinsettia, Santa Ana, CA 92701
P: (714) 569-0940 F: (714) 569-0941
Hours of Operation: Monday - Friday
8:30AM - 5:00PM
The 10,000 square foot Poinsettia facility serves as the training site for both the basic and green
construction programs and houses job development and support services staff. The space
provides adequate room for everything from classroom work to large scale building projects.
Founder and President Emeritus, Sister Eileen McNerney has put a great deal of effort into
making both facilities warm and inviting learning environments. Art work adorns both buildings
and the classrooms more appropriately resemble workstations as opposed to cold institutions.
Taller San Jose worked closely with the City. of Santa Ana during the development of this
program to establish this as a suitable site for a trade school. The Santa Ana City Council
approved this usage and provided a variance for all training activities.
Internet access is available at every staff member's workspace, the two computer labs utilized by
the Office and Medical Careers Academies and in the career centers at both facilities. Staff uses
Microsoft Outlook, Microsoft Publisher, Microsoft PowerPoint, Microsoft Excel, Microsoft
Word, Adobe Acrobat, Raiser's Edge, OneNet Assessments, QuickBooks Enterprise Edition,
TimeClock, Typing Mastel', Centurion, Medisoft, SpdngCharts, DDC, Internet Explorer and
Efforts to Outcomes (ETO).
Orange COllnty Conservation COIpS
1853 N. Raymond Avenue, Anaheim, CA 92801 P: 888-641-2677
Hours of Operation: Monday-Thursday
Friday
7:00 AM - 5:00 PM
8:00 AM to NOON
OCCC's program services will be delivered in a variety of venues and locations:
. Paid work experience will be at"various projects throughout the county depending on the
current work project assigned;
. All other program service~ (education, case management, transition services, follow up,
etc.) will generally be delivered at the OCCC main site in Anaheim. However, staff will
visit field projects and make home visits as needed to deliver case management services.
Occupational skills training will occur both in the classroom and in the field. Project
visits and field trips will be p1alUled to facilitate incorporating work projects with
classroom instruction.
. Street outreach and other recruitment activities will be delivered in Santa Ana, while
interviews will be held at the Anaheim site, as well as the WORK Center as needed.
OCCC provides transportation using OCCC crew vans to OCCC work projects, provides bus
passes and helps to arrange car pools to assist corps members with transportation issues. In
addition, both daily and monthly bus passes are made available to corps members at our main
facility. Carpooling is also encouraged.
All staff members at the OCCC have Internet access though a dedicated Tl to enSUl'e sufficient
bandwidth requirements. Internet usage is guided by the Internet Acceptable Usage Policy and is
to be used for such functions as proc:urement, research and communications. Additionally. in the
EXHIBIT A
11
spomom{ by ,he Simrs of Sr. Jortph of Ortllsge
24-workstation computer lab, corps members have limited Internet access that focuses on job
searches and homework research.
The ocec uses several customized program/grant-specific databases (such as the Virtual One-
Stop system), spreadsheets and internally developed forms and custom databases to track a wide
variety of program and grant outcomes. Desktop software applications used internally include:
Microsoft Windows XP Professional, Microsoft Office 2007, Sage MIP 8.1 Fund Accounting,
Skills Tutor, and TABE Testing.
About the Organization
A. DesCI'iptiolt of Propose#'
Talle]' Salt Jose proposes recl'Uiting 10 WIA-eligible youth to its program in Green Construction
and providing them with the hard and soft skills necessary to find and retain employment with a
living wage. Taller San Jose walks undereducated, unskilled and unemployed young people
(ages 18-28) out of poverty through j9b training that offers the hope of a productive and self-
reliant future. Taller San Jose is a highly-focused, goal-oriented program that helps students
develop into self-reliant adults through three training academies in Office Careers, Construction
and Medical Careers, as well as support services that include mentoring and counseling, legal
assistance, 12-step support groups and job placement. Established by the Sisters of St. Joseph of
Orange in 1995, Taller San Jose has helped more than 4,000 high-risk youth in Santa Ana and
the surrounding communities restructure their lives, develop marketable skills and find
employment.
Taller San Jose employs twenty-one full-time and two part-time staff, with an additional palt-
time ROP/CentelU1ial staff member available to youth enrolled in the program. The
Organization's FY 2009-2010 operating budget is $2,570,130. The breakdown of revenue
sources for Fiscal Year 2008-2009 is as follows: Individuals- 11.5%; Corporate/Foundation
Grants- 31 %; Special Events -15%; Program Service Fees - 37%; and, Government grants- 12%.
Taller San Jose works to promote systemic change witWn the local community. It serves as a
structured and supportive environment in the center of Santa Ana for young people who are
caught in the cycle of povelty and need further training to become financially independent.
Taller San Jose carefully tracks its program outcomes and has learned over the years that 92% of
its program graduates are not re-incarcerated. By comparison, the State of California has one of
the highest recidivism rates in the country, with 70% of past offenders returning to jail within
twenty-four months of release. FUlthermore, in the last fiscal year, 201 students graduated from
Taller San Jose and:
. 82% of graduates were placed in employment or went on to an apprenticeship or
community college
. $11.26 is the average wage of graduates
. 45% of graduates receive full health benefits
. 89% of graduates remain employed 12 months after graduation
. 92% of graduates with a criminal record did not reoffend.
The Orange County Conservation Corps will recruit 10 WIA-eligible youth from its Corps-2-
Career program and provide them with one month of job-readiness training and then place them
in Taller San Jose's 40-hour solar panel installation program. All 20 WIA-emolled students will
proticipate in an extern ship with the aeee.
EXHIBIT A
12
Ip6nroru/ by tM SiutrS of St. jouph of Orange
The OCCC employs 27 fullMtime staff and needs to employ a minimum of 70 corps members
each day to fulfill CUl1"ent work projects. Several staff will be involved in providing services for
this project, some in-kind (Teachers, Transition Specialist, Training Supervisor). For FY 2008-
2009, the Board-approved budget is $5,122,1812. This is higher than average due to a one-time
capital improvement grant for $1.2M awarded last fiscal year.
Sources of revenue include grants (83%) and fee-for-service contracts (12%). The remaining
revenue is generated through donations and in-kind contributions. As a portion of total revenue,
grants include: Californiij Depal1ment of Conservation Division of Recycling (50%); National
Emergency Grant (42%); Santa Ana Workforce Investment Board (3%); California Conservation
Corps (1%).
Over the past 9 years, the OCCC has worked extensively in Santa Ana. Specifically, it has: Hired
and employed more than 570 Santa Ana youth; Completed numerous work projects to improve
and restore several Santa Ana parks, portions of Santiago Creek, and the Santa Ana Zoo; and,
Repaired more than 20 low-income homes/apartments in Santa Ana.
B. Experience
Taller San Jose serves the educational and job-training needs of the undereducated and
unemployed out-of-school youth population of Santa Ana who have fallen through the cracks of
traditional educational systems. Over the past two years Taller has operated the following youth
programs:
. Office Careers Academy: This program trains and cel1ifies students in Microsoft Word and
Excel and prepares graduates for employment as administrative assistants, receptionists and
data entry specialists in local companies. Business Skills training is woven throughout the
curriculum and incorporates customer service, presenting Power Point presentations, working
with Outlook, writing business letters and professional etiquette. Every student participates in
mock interview sessions with local business professionals prior to graduation. Through a
unique partnership with Santa Ana College, students emolled in this program are co-emoJ1ed
at the college, attend class on campus one day a week, and, upon gl'8duation, receive up to 5
college credits toward their Associates Degree. Upon program completion the students have
become ce11ified Microsoft Office Specialists from Certiport.
Over the past two fiscal years, 94 students have graduated fro111 the Office Careers
Academy and:
. 67% of graduates found employment within 30 days
. $11.89 is the average wage of graduates
. 41 % of employed graduates receive full health benefits.
. ~Medical Careers Academy: The Medical Careers Academy trains youth as both
administrative and clinical medical assistants. Classes include basic computer and the use of
Electronic Medical Record as well as standard software used in most private medical
practices. The administrative medical assistant curriculum emphasizes medical terminology,
health insurance, record-keeping, telephone techniques, customer safety, computer skills,
health safety, communication skills and professionalism. Curriculum for the clinical medical
assistant training program teaches students to measure vital signs, assist the physician with
procedures, administer medications and give injections, record electrocardiograms (BCGs),
draw blood samples and perform basic laboratory tests. Clinical medical assistant trainees
EXHIBIT A
13
Jp&nmed hy the SilllrJ of St. jOIfph of Oft/lIge
will be required to participate in a 4 week externship after completing the job-training
program provided at Taller San Jose to allow them to gain real world experience. Students
also learn medical terminology and anatomy, basic math skills and medication dosage
calculations. Program graduates receive the Basic Life Support for Healthcare Providers
ce11ification and wallet card from the American Heart Association. This identifies the
graduate as a provider of CPR, administrator of the automated external defibrillator (AED)
and administrator of first aid measures.
In its inaugural year, 47 students graduated from the Medical Careers Academy and:
. 68% of graduates found employment or went on to community college
. $11.20 is the average wage of graduates
. 39% of employed graduates receive full health benefits.
. Construction: Led by a licensed general contractor, the building-trades training program
focuses on construction fundamentals and incorporates: safety awareness and training,
industry-related math proficiency, construction theory, hands-on experience, adherence to
attendance policies, mentoring, job coaching, and leadership development. Apprentices
participate in two hoUl's of daily math training. Classes concentrate on the algebra, geometry
and trigonometry needed for basic construction principles, such as estimating material costs,
reading blueprints, rough carpentry, and so forth. The typical graduate experiences an
average increase of two grade levels in their math abilities. Once students leam concepts in
the classroom, they move to the lab for hands-on training and ultimately build a home from
the ground up. Upon successful program completion, each graduate is awarded a fully-
equipped tool belt to bring with them to their eventual job site. Taller San Jose certifies each
graduate with 10 hours of Occupational Safety and Health Administration (OSHA) training.
OSHA training gives employees in the construction industry the ability to minimize liability
to the company and also reduces employee risk,
Over the past two fiscal years, 127 students graduated from Taller Tech and:
. 76% of graduates found employment within 30 days
. $12.05 is the average wage of graduates
. 36% of employed graduates receive full health benefits
. 41 % of graduates went on to apprenticeship 01' community college.
In October 2008 Taller San Jose launched Hope Builders, Inc. in an effort to provide
employment for graduates and to generate a source of revenue for our agency's nonprofit
programs. Hope Builders has recently completed building tlU'ee single-family homes for low-
income residents of Santa Ana's Logan neighborhood and is now working on a facility-
renovation project for Santa Ana-based Phoenix House, Hope Builders' next project will be in
partnership with Jamboree Housing and'will focus on the renovation of 20 foreclosed homes
currently owned by JPMorgan Chase. Taller San Jose's long-telm plans include launching a
second Hope Builders crew that focuses primarily on weatherization. This crew would employ
graduates of Taller San Jose's green construction program.
Taller San Jose works very closely with industry partners to refine its cuniculum, serve as
mentors to students and place students into employment. Each of the three training programs is
overseen by an Honorary Board of industry specifi'c experts from local companies such as
Toshiba, Insight Investments, Union Bank, Hensel Phelps, Lennar, Bristol Park Medical, S1.
Joseph Hospital and McCarthy Construction.
EXHIBIT A
14
,ponm-ul by the SiJttrJ of St. Jouph of O"mge
Key Taller San Jose staff includes the following:
Executive Director, Shawlla Smith (.10)
Shawna has worked at Taller San Jose for ten years assisting in the development of numerous
projects including the constmction training program. She received her B.A. from Santa Clara
University and spent a year working with the Jesuit Volunteer Corps in Orange County. In 2005,
Shawna was recognized as a Marano Fellow by the Aspen Institute and attended their Sector
Skills Academy which provides emerging leaders with a unique 9Pportunity for peer learning,
skills development and professional growth.
Director of Workforce Development, Juana T. Perez (.10)
Juana assists with the oversight for all workforce training programs and works closely with
Program Managers to maintain the quality and consistency in each training program and ensure
alignment with the mission. She earned her BA in Psychology from the University of Riverside
and her MA in Public Policy & Administration with 8n Urban Affairs emphasis from the
University of California Long Beach.
Program Intal{e Coordinator, Abigail Castillo (.33)
Abigail collects program applications, schedules drug screenings and coordinates TABE testing
for every applicant. She graduated from Taller San Jose's Office Careers Academy with
Microsoft Word and Excel cel1ification in August 2008. She is currently emolled in Santa Ana
College and is pursuing her Associates Degree.
Director of Finance, Nancy Loughrey (.10)
Nancy has been a Certified Public Accountant for 24 years, and has had an extensive experience
with small-businesses, especially concentrating on nonprofits and computer software companies.
She holds a RS and an M.B.A. in Finance. In addition to responsibility for all accounting
functions, Nancy is responsible for business systems and propel1y maintenance.
Alumni Services Coordinator, David Saldana (.10)
David provides comprehensive follow-up services to recent graduates and active alumni and
oversees student pal1icipation in Taller San Jose's Individual Development Account (IDA). He
received his BA in Psychology from Califomia State University Long Beach. Before joining
Taller San Jose, David spent 4 years as a house manager for a juvenile boy's group home and is
currently a Mentor for OC Wraparound services.
Case Manager, Art Guerrero (.25)
Art received his B.A. in Psychology from Pepperdine University. Before coming to TSJ, Art
worked for over twenty years as a federal probation officer.
Instructor, Kevin Rhoades (.40)
Bringing over 15 years of carpentry experience to Taller Tech, Kevin Rhoades assists the
Program Director with the development and maintenance of training curriculum and program
components and provides hands-on training and classroom instruction in the fundamentals of
construction. Kevin has a General Education degree from Mt. San Antonio College and attended
Southem California Carpenter's Training School before receiving his teaching credential from
the University of San Diego in 2002.
EXHIBIT A
15
S/JDmond by Ih, ShIm OfSI.jDUph DfOrtwge
construction. Kevin has a General Education degree from Mt. San Antonio College and attended
Southern Califo1'11ia Carpenter's Training School before receiving his teaching credential from
the University of San Diego in 2002.
Instructor, Dan Suarez (.30)
With over 35 years of experience in residential construction and finish carpentry, Dan Suarez
provides strong mentoring and practical experience to the training environment. He was
instrumental in developing the hands-on training elements and curriculum currently used at
Taller Tech. Dan became a celiified Master Trainer in 2003 by the National Center for
Construction Education and Research. He is a member ofthe Apprenticeship Training
Carpenters Union and has been with Taller San Jose for seven years.
Program Manager, Green Construction, Raul Guzman (.25)
Raul earned an AA in Construction Technology from EI Camino College, is a licensed general
contractor and holds a preliminary full~time subject teaching credential in building trades from
the state of CA. Raul also serves as a member of the Associated General Contractors Board, El
Camino Advisory Committee and is a member ofthe Inte1'11ational Code Council since 2006.
Solar Panel Instructor, (.10)
An instl'Uctor at Golden West College, this instructor will teach the installation training at Taller
San Jose. His celiifications include BPI, LEED AP and NABCEP.
For the last 16 years, the OCCC has operated the same award-winning youth program based on
state and national models for conservation and youth service. Throughout this time, the OCCC's
comprehensive and structured program has provided a wide array of work experiences and
services that meets the needs of local Orange County youth. The program model stresses the
imp011ance of education, occupational skills that lead to employment, leadership development,
and post-program follow-up. Services include paid, on-the-job training, education through the
on-site chalter school, and case management services to address corps members' various barriers
to successful employment and education.
The OCCC has a long history of incorporating employers into its program. Through on-going
networking efforts, a dedicated Transition ("Corps-2-Career") Specialist maintains relationships
with employers to assist with post-Corps placement of corps members in stable employment.
Additionally, the OCCC holds job fairs as needed to place COlpS members who have completed
the program, as well as inspire the corps members still enrolled in the OCCC/Jolm Muir Chattel'
School. This includes employel's that are considered "felony-friendly", as more than half of
palticipants are, 01' have been, on parole" and/or probation. Fmihermore, local employers and
their staff participate on the Board of Directors, providing both feedback from a business
perspective, networking opportunities, and valuable contacts with industry.
All OCCC staff are required to attend a minimum of 24 hours amlUally of training focused on
varied topics, such as safety, youth development, leadership and technology. Training is
provided through both internal sessions and attendance at outsourced seminars and presentations.
Training through conferences such as the CW A and Gang Prevention & Intervention conferences
offer excellent opportunities for staff (and often corps members) to learn more about best
practices in youth development and serves to expand the availability of resources for our
paliicipants. FUlihermore, our celiificated teaching staff participates in a 2-day annual "in-
EXHIBIT A
16
Jpo/lJortd by tb. Siftm of St. JOl€ph of Ort/llg'
service" training through the J olm Muir Chattel' School. Staff Development Days are scheduled
twice a year, and include teamwbuilding and development exercises for the entire staff.
Key accc staff includes the following:
Executive Director, Max Cartel' (.07)
Serving as Executive Director and Board member of the acec for the past foul' years, Max
holds a B.A. in Biochemistry and has 18 years experience in business and management, during
which time he owned and operated several businesses in Orange County before becoming
involved in with the aeee.
Director of Programs, Maggie Lopez (.07)
Maggie holds a B.S. in Human Sciences and has 6 years of experience at the aeee in various
case management positions and grant/contract administration. Maggie oversees all program
elements, including several WIA programs.
Director of Finance and Administration, Tony Huynh (.07)
Tony holds an MBA in Finance and has 3 years of experience with the acce and more than 12
years of financial experience with the non-profit industry. Tony is responsible for all fmancial
elements of the organization, as well as administrative oversight of internal processes such as IT
maintenance.
Corps-2-Career Specialist, Jacquelyn Simpson (.20)
Nearly 3 years with the aece, and over 8 years experience in workforce development, Jackie is
responsible for providing the transitional curriculum that moves corps members from the occe
programs to employment, post-secondary education, or both.
Program Specialist, Green Construction (.40)
This individual, to be hired, is responsible for tracking all relevant case notes, providing direct
services (as well as refenals to partner agencies), and monitoring the overall progress of the
corps member. -
Payroll Support, Phiycl11 Phalll (.07) ,
Phiyem works in the Finance 'and Administration Department and holds a B.S. in accounting.
She has been with the occe for more than 4 years.
Crew Supervisor,. Simeon Jasso (1)
The Crew Supervisor Reports directly to the Recycling Coordinator or Proje'ct Coordinator and is
responsible for the daily supervision, training, safety, and performance of a crew of at-risk young
adults in a variety of environmental, conservation-related work and educational activities.
Administrative responsibilities include data tracking and reporting, vehicle, tool, and equipment
safety/security, and interaction with staff and sponsors to complete projects. The Crew
Supervisor works closely with OCCC staff to support OCCC education and job training
activities. '
Project Manager, George Patino (.07)
Responsible for the day-to-day management of OCCC projects. Implements and coordinates
EXHIBIT A
17
spoJ/Jofld by th, Sillers of St. J(fllph of OrdtJgt
projects to achieve yearly revenue goals. Assures projects are accomplished within prescribed
time frames and funding parameters by perfOlming assigned duties and responsibilities
personally or through subordinate personnel.
Recruiterrrrainer, Javier Cabrera (.20)
Javier has been at OCCC for 3 years and is a certified substance abuse counselor.
C. Fiscal Capacity
Since opening in 1995, Taller Sail Jose has demonstrated clarity of vision and credibility in the
community for dealing with hard-to-reach young adults. The program has been funded by nearly
75 different foundations and over 1500 individual donors. Taller San Jose has the ability to
secure funding from a diverse mix of sources including individuals, corporations, family
foundations and government grants. The breakdown of revenue sources for Fiscal Year 2008-
2009 is as follows: Individuals- 11.5%; Corporate/Foundation Grants- 31%; Special Events -
15%; Program Service Fees - 37%; and, Govermnent grants- 12%.
Taller San Jose's general contracting company, Hope Builders, Inc. also contributes to the
program's sustainability. In addition to achieving Hope Builders' ultimate goal of providing
graduates with the skills and stability required to find and maintain living-wage employment, the
project also generates a steady sh'eam of self-sustaining revenue for Taller San Jose to'
supplement its traditional fundraising program.
Accountability requirements and administrative measures have been developed to handle
reporting requirements and tracking systems for all income and expenses including grants
received by Taller San Jose for program purposes. Fiscal data is recorded in QuickBooks
Enterprise. There is an accounting manual available upon request which details the complete
system. There is an annual independent audit. In addition, an annual budget is used to plan
expenditures and costs, which is approved by the Board of Directors. Financial statements are
prepared monthly, and reviewed by the Executive Director. On a bi-monthly basis, financials are
reviewed by Depmtment Managers, the Finance Committee, and the Board of Directors.
Taller San Jose does maintain a procurement policy (attached) which states: The officer,
employee or agent responsible for procurement of services, supplies, equipment or constmction
shall review all proposed procurement actions to avoid the purchase of unnecessary or
duplicative items. All services and items will be purchased with consideration ofthese priorities:
1. Best price
2. Features and quality of item
3. Willingness to meet billing, delivery, and service needs.
4. Minority or Woman-owned supplier.
Taller San Jose is capable of providing monthly invoices for services provided. Costs are
accumulated in the general ledger by account and grant. Cost reports and invoices are prepared
by the Controller who has been a Ce11ified Public Accountant for 24 years, and has had extensive
experience with small businesses, especially concentrating on nonprofits and computer software
companies. She holds a B.s and an M.B.A. in Finance. (please see most recent 2 years of
audited financial statements in Attachment G).
EXHIBIT A
IpoJ/So,.,d by the SiIUrs of 51. Jo1r~h of Ort/Jlg'
The OCCC uses fund accounting to allocate, capture, and report fiscal data. Since the OCCC has
multiple revenue streams (federal, state, and local), fund accounting allows expenses to be
tracked and allocated to individual funding sources using a specific fund account and project
code(s) for that fund account. The Santa Ana WIA contract will be assigned a specific fund
number and a specific project code(s). All allowable expenses will be tracked using the assigned
project code(s). Therefore, direct program costs such as staff time, corps member stipends,
employer taxes, and other expenses will be tracked using the appropriate fund and project
code(s) on time sheets. Costs for occupancy 01' transportation that are not easily tracked with
project codes will be allocated on a percentage basis of work hours charged to the fund. For
example, ifthe fund accounts for 10% of the total hours for that month, the fund will be allocated
10% of the occupancy and transpOltation costs for that month. The OCCC captures and reports
fiscal data to the OCCC Board of Directors monthly and invoices contracts on a monthly basis.
The oecc undergoes several program audits and an independent financial audit each year.
Please see attached copies of both the last 2 independent audits and the procurement policy and
procedure.
The oecc ensures accountability and that expenditures are appropriate and plamled. Budgets
and line item accounts to track expenses are maintained on a monthly basis for all OCCC
contracts/grallts/depattments. All purchase requests are reviewed by ~he OCCC Director of
Finance before payment is made. Any Purchase Request that appears to be over budget or not
planned will be flagged by the Director of Finance and reviewed by the Executive Director for
final approval. The Director of Finance reviews monthly financials with the entire management
team and with the Board of Directors monthly. 88% of ocec funding is allocated directly to
program expenses. Almost half of the aecc funding comes from grant sources that the Corps
has received annually for the past 11 years. Furthermore, an additional 12% of funding comes
from fee-for-service contracts.
The acce's Director of Finance prepares invoices between the 10th and 20th of each month for
services provided in the previous month. All invoices are reviewed and approved by the
Executive Director.
D. Subcontracting
Neither Taller San Jose nor OCCC will sub-contract client services or activities.
EXHIBIT A
19
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EXHIBIT B
Exhibit C
COMPLAINT HANDLING
UNDER THE
WORKFORCE INVESTMENT ACT
SANTA ANA
WIA
Santa Ana Local Workforce Investment Area
Revised May 7, 2009
T able of Contents
3
3
3
4
4
5
6
I. Information Regarding Complaints
A. Nondiscrimination and Equal Opportunity Complaints
1. Policy Statement
2. Civil Rights
3. Nondiscrimination laws under WIA
4. How to File Your Complaint
B. Criminal Complaints
II. General Procedures for Handling Non-Criminal Violations of the Act
III. Procedures for Handling Complaints at the LWIA Level
IV. Procedures for Handling Complaints at the State Level
V. Procedures for Handling Discrimination Complaints by Participants
VI. Procedures for Handling Handicap Complaints by Participants
6
8
12
15
17
20
GLOSSARY OF WIA TERMS
2
I. Information Regarding Complaints
A. Nondiscrimination and Equal Opportunity Complaints
1. Policy Statement
In carrying out the purpose of the Workforce Investment Act (WIA), the City of Santa
Ana Local Workforce Investment Area (LWIA) will establish programs to prepare
youth and unskilled adults for entry into the labor force and to afford job training to
those individuals facing serious barriers to employment. Every effort will be made to
provide services necessary for eligible individuals to obtain productive employment.
In implementing WIA, all contractors in the Santa Ana LWIA will foster equal
opportunity and non-discrimination, as provided in State and Federal equal
opportunity and non-discrimination laws including, but not limited to:
. Title VI of the Civil Rights Act of 1964
. Title VII of the Civil Rights Act of 1964
. The Age Discrimination Act of 1975, as amended
. Section 503 of the Rehabilitation Act of 1973
. Section 504 of the Rehabilitation Act of 1973
. Title IX of the Education Amendments of 1972
. Section 188 of the Workforce Investment Act of 1998
In keeping with our commitment, no individual shall be excluded from participation in,
denied benefits of, subjected to discrimination under, or denied employment, in the
administration or of in connection with any WIA funded program because of race,
color, religion, sex, national origin, age, handicap, or political affiliation or belief.
Participation in programs and activities financially assisted in whole or in part under
WIA shall be open to citizens and nationals of the United States, lawfully admitted
permanent resident aliens, lawfully admitted refugee, parolees, and other individuals
authorized by the Attorney General to work in the United States.
No individual will be intimidated, threatened, coerced, or discriminated against
because of filing a complaint, furnishing information, or assisting or participating in
any manner in an investigation, compliance review, hearing or any other activity
related to the administration of WIA.
3
Administration responsibility for this Equal Opportunity/Affirmative Action (EO/AA)
Program is delegated to the Equal Employment Opportunity (EEO) Officer for the
Santa Ana local Workforce Investment Area. Equal opportunity and non-
discrimination, however, will only be achieved through leadership and implementation
of a viable Affirmative Action Equal opportunity Program.
2. Civil Rights
No one applying for or enrolled in the Workforce Investment Act (WIA) programs may
be discriminated against because of race, color, creed, handicap, national origin, sex,
age, political affiliation, or beliefs.
This means that - for any of the characteristics listed above:
. You may not be denied the opportunity to enroll in WIA.
. No benefits or services may be denied you for discriminatory reasons.
. You may not be segregated or treated any differently from other applicants or
participants, while you are being registered, interviewed, counseled or tested; or
while you are working or attending classes as part of the program.
. You must be provided an equal chance to use all facilities available in the
program.
. Fair employment practices must be provided to all staff with regard to recruiting,
hiring, transferring, promotions, training, compensation, benefits, layoff, and
termination.
You have the right to make a complaint if you feel you have been denied any of the
above opportunities. You cannot in any way be penalized for filing a complaint. Your
WIA sponsor has established a mechanism for handling complaints and grievances.
Your complaint must be filed within 180 days. All complaints will be handled
confidentially.
3. Nondiscrimination Laws under WIA
Title VI of the Civil Riahts Act of 1964
Prohibits discrimination on the basis of race, color, national origin, or religion.
The Aqe Discrimination Act of 1975
Prohibits arbitrary discrimination against persons age 40-70.
The Rehabilitation Act of 1973
4
Prohibits discrimination based on handicap.
Title IX of the Education Amendments of 1972
Prohibits discrimination in any education or training program or activity receiving
federal financial assistance.
OTHER CIVIL RIGHTS LAWS:
Title VII of the Civil RiQhts Acts of 1964
Prohibits discrimination in employment based on race, color, religion, sex, or
national origin in all terms and conditions of employment and establishes the
Equal Employment Opportunity Commission as the administrative agency.
White House Executive Order no. 11246 as Amended bv Executive Order No.
11375
Creates the office of Federal Contract Compliance and prohibits discrimination
based on race, color, sex, religion, or national origin.
Department of Labor Secretary's Order no. 4-73
Prohibits discrimination based on sex.
Equal Pay Act of 1963
Prohibits pay differential solely because of sex.
Emeraencv Emplovment Act of 1971
Prohibits discrimination based on race, creed, national origin, political affiliation, or
beliefs.
4. How to File Your Complaint
a. Put your complaint in writing.
b. Have it sworn to before a notary public, if possible.
c. Provides details that tell what happened, where it happened and when it happened.
d. Give the name and addresses of all persons who were present or who had anything
to do with the matter.
...Complaints on the basis of race, color, or national origin, age, sex, religion,
political affiliation or belief, retaliation and citizenship, must be filed within 180
days of the alleged occurrence directly with:
5
Director
Civil Rights Center
U.S. Department of Labor, Room N-4123
200 Constitution Ave., NW
Washington, D.C. 20210
Complaints on the basis of handicap must be filed within 180 days of the alleged
occurrence. These complaints must be filed directly with the WIA administrative
entity. The WIA administrative entity shall issue a written decision within 30 days
of the filing of the complaint. If the complaint is still unresolved, an appeal may be
made to the Chief of State Workforce Investment Division Office.
The Department of Labor, the Civil Service Commission, the Equal Employment
opportunity Commission, and many other offices and agencies are committed to
assuring equal employment opportunities for all persons. They will protect you.
A case may be taken to court if the other processes do not yield satisfactory results.
You may hire your own lawyer, or if you cannot afford one, the court may appoint one
for you.
It is unlawful for an employer, union, or employment agency to punish you or any
witness for attempting to present the facts in a case.
YOUR CIVIL RIGHTS UNDER THE
WORKFORCE INVESTMENT ACT
Santa Ana Local Workforce Investment Area
1000 E. Santa Ana Blvd., Ste 200
Santa Ana, CA 92701
(714 )565-2600
B. Criminal Complaints
In accordance with the WIA (P.L. 105-200) and the implementing code of Federal section
667.600.... Federal handling of criminal complaints and report fraud, abuse and other
criminal activity. "All information and complaints involving fraud, abuse or other criminal
activity shall be reported directly and immediately to the City of Santa Ana and the
Secretary of Labor."
II. General Procedures for Handling Non-Criminal Violations of the
Act
The following procedure is promulgated to meet the requirements of Title 20, of the Code of
Federal Regulations, Section 667.600 through 667.640 of the WIA regulations, and Section
181 (c) of the Act (Public Law 105.200: 29 U.S. Code Sec. 2931 et seq.) at the State and LWIA
6
level for the receipt, investigation, hearing, and resolution of complaints by WIA participants,
sub recipients, applicants for participation, or financial assistance, labor unions, community
based organizations, or any other persons.
These procedures provide for resolution of non-criminal complaints arising from the operation of
the Santa Ana LWIA.
A complaint is defined here as a written expression by a party alleging a violation of the Act,
regulations promulgated under the Act, recipient grants, sub agreements, or other specific
agreements under the Act, including terms and conditions of employment of such
participants in employment training programs. All complaints, amendments and withdrawals
shall be in writing. These procedures are intended to resolve matters which concern policies,
procedures or action(s) arising in connection with WIA programs operated by each LWIA grant
recipient and sub recipient under the Act.
These procedures shall not be construed as affecting any other available legal remedy outside
of the WIA complaint process (i.e., disputes regarding terms and conditions of employment of
any employee who is not a participant), either separately or simultaneously, that a person may
wish to pursue in the resolution of a non-WIA complaint. Also, these procedures do not restrict
the LWIA grant recipient staff in carrying out informal discussion
Procedures do not restrict the LWIA grant recipient staff in carrying out informal discussion and
resolution of any problems outside of and without resort to the formal complaint procedure.
A. The following principles and rules apply to all complaints at all steps of the complaint
procedures:
1. All complaints must be made in writing within 180 days of the alleged occurrence,
except complaints alleging fraud or criminal activity.
2. All persons filing a complaint shall be free from restraint, coercion, reprisal, or
discrimination. Good faith efforts shall be made to informally resolve the complaint
prior to the scheduled hearing. Complainants have the right to withdraw their
complaints (in writing) at any time prior to the hearing. A complainant may amend
his/her complaint to correct technical deficiencies but not to add issues.
3. Complainants shall have the right to be represented at their own expense by
person(s) of their choosing at all levels of the complaint process.
4. Upon enrollment into employment or training, participants shall be provided with a
written description of these procedures, including notification of their right to file
complaints and instructions for filing.
An employer of participants, including private-for-profit employers of participants, may
use this or other complaint resolution procedures so long as the participant is
informed of the complaint resolution procedure they are to follow and the time frames
governing review of complaints are met.
7
III.
A "participant", within the meaning of these procedures, is an individual who receives
employment-training services under a program funded by Santa Ana LWIA. The
Complaint Resolution Procedures contained herein (or the alternative procedures
which an employer may use) shall be available to participants to resolve disputes
regarding items and conditions of employment of such participants in employment
training programs. However. such procedures shall not be used to resolve disputes
reqardinq terms and conditions of employment of any employee who is not a
participant. as defined herein.
5. If a complaint does not receive a decision at the LWIA grant recipient level within 60
days of filing the complaint or receives an unsatisfactory decision, the complainant
then has a right to request a review of the complaint by the Governor.
6. Complainants must initially file and exhaust LWIA grant recipienUhearing procedures
prior to appealing to the State except where the State determines that the LWIA grant
recipient's procedures are not in compliance with the State's procedures.
Procedures for Handling Complaints at the LWIA Level
A.
Receipt Complaints
Pursuant to the WIA regulations found at 20 CFR, Section 667.600, the LWIA administrative
entities have the responsibility to conduct hearings and resolve complaints made by
individuals about the administration of programs in the LWIA. "LWIA level" encompasses
LWIA administrative entity and employers to which the administrative entity has delegated
the complaint resolution process. The following comprise the guidelines for resolving issues
arising in connection with WIA programs operated by the Santa Ana LWIA including
resolutions of complaints arising from actions, such as audit disallowances or the imposition
of sanctions taken by the Governor with respect to audit findings, investigations or
monitoring reports.
1. Form and Filing of Compliant
Official filing date of the compliant is the date the written complaint is received. The filing
of the complaint with the Santa Ana LWIA Equal Employment Opportunity Officer shall
be considered as a request for hearing and a decision must be issued within 60 days.
The complaint must be in writing and must be signed and dated. The complaint should
also contain the following information:
a. Full name, telephone number, if any, and mailing address of the complainant;
b. Full name, telephone number, and mailing address of the agency involved (respondent);
c. Clear and concise statement of facts including dates constituting alleged violation;
8
d. What provisions under the Act, regulations, grant or other agreements under the Act, are
believed to have been violated;
e. Remedy sought by the complainant; and
f. If the complainant is a private or public entity or corporation, and not a natural person,
the filing of the complaint must be duly authorized by the governing body of such entity
or corporation.
The absence of any of the requested information shall not be a basis for dismissing the
complaint.
A copy of the complaint must be sent to the respondent and both parties notified of the
opportunity for an informal resolution. At each step of the complaint process, the complainant
must be notified in writing of the next procedural step.
2. Informal Conference
Informal conferences will be utilized by the Santa Ana LWIA to resolve complaints;
however, such informal conferences shall not extend the time within which a decision
must be issued after receipt of a complaint. Attempts at informal resolution will
commence with two (2) weeks of the date of filing of the complaint.
a. The EEO Officer will review the case and ascertain facts prior to the conference so that
appropriate resolution can take place at the time of this meeting whenever possible.
b. Although the complainant should be encouraged to attend this conference, his/her failure
to do so should not preclude his/her right to request a hearing on the matter.
c. If mutually satisfactory resolution results and the Santa Ana LWIA concurs, the EEO
Officer will write a brief report for the file stating the issues and resolution. The matter
shall then be considered closed.
d. If resolution does not result, the complainant shall be provided the necessary information
and assistance to request a hearing if he/she so desires.
3. Request for Hearing
a. As in the case of the complaint, the request for a hearing should be put in writing and
be filed in person or by mail. A governing board resolution of authorization to appeal
should also be submitted when appropriate. The request should be filled with:
Anita Queen
Sr. Personnel Analyst - EEO Officer
20 Civic Center Drive, M-24
Santa Ana, CA 92701
(714) 647-5157
9
b. A hearing will be scheduled by the EEO Officer within thirty (30) days of the date of
filing of the complaint.
4. Notice of Hearing
Upon receipt of the request for hearing, the complainant and the respondent will be
notified in writing of the hearing ten (10) calendar days prior to the date of the hearing.
The ten-day notice may be shortened with the written consent of the parties. A decision
will be issued by the Santa Ana LWIA within sixty (60) days of the date of filing of the
complaint.
The hearing notice shall be in writing and contain the following information:
a. The date of notice, name of the complainant, and the name of the party against whom
the complaint is filed.
b. The date, time and place of hearing before an impartial hearing officer.
c. A statement( s) of the alleged violation( s)
d. Advise as to where information or assistance may be obtained, and the name, address,
and telephone number of the Santa Ana LWIA Equal Employment Opportunities (EEO)
Officer who can answer inquiries.
B. Conduct of Hearing
The hearing shall be conducted in an informal manner with strict rules of evidence not
applicable. Unnecessary technicalities should be avoided. It should provide the flexibility to
enable adjustment to the circumstances presented.
1. The hearing officer shall have complete independence to obtain facts and make
decisions. The hearing officer shall be in a position to render impartial decisions and
thus should not be subordinate to the Santa Ana LWIA or its sub recipients. The hearing
officer will be selected from a list of names on file with the EEO Officer.
2. Full regard must be given to the requirements of due process to insure a fair and
impartial hearing.
3. The hearing office designated by the EEO Officer to function in a quasi-judicial capacity
should begin the hearing by summarizing the record and the issue and should explain
the manner in which the hearing will be conducted, making sure that everyone involved
understands the proceedings. Such explanations should be adapted to the needs of the
specific situation. The hearing officer might take testimony under oath or affirmation to
give some assurance of veracity to the hearing.
10
4. The burden of proof should be reasonable and flexible, dependent upon the
circumstances of the case involved. The hearing officer determines the order of proof.
Generally, the party making the complaint has the obligation of establishing his or her
case and should be examined first.
5. The party involved should have the right to be represented (at their own expense) if
he/she so desires. Other he/she is limited to his/her own abilities and those to the
hearing officer in obtaining testimony in the case.
6. It is important that the hearing officer obtain the fullest information for the record. If the
parties involved, or their representatives, do not know how to ask the right or pertinent
questions in pursuing their right to due process, it shall be necessary for the hearing
officer to step in to have all the materials and relevant facts elicited.
7. The practice in informal hearings is generally not to apply strict rules of evidence in
obtaining facts. However, the quantity of evidence required to support a decision on an
issue should be sufficiently credible that the state (or other appropriate agency), upon
reviewing the decision, would conclude that the decision is supported by substantial
evidence.
8. The hearing officer should attempt to negotiate a resolution of the issue at any time prior
to the conclusion of the hearing.
9. Within ten (10) days of the conclusion of the hearing, the hearing officer will issue a
recommended decision to the LWIA for final determination. The recommended decision
shall be in writing and may be accepted, rejected or modified by the Santa Ana
Workforce Investment Board.
C. Issuance of Decision
Within sixty (60) calendar days of filing of the complaint, the Santa Ana LWIA shall issue a
written decision to all parties by first class mail. The final decision shall contain the following
information:
1. The name of the parties involved.
2. A statement of the alleged violation and issues related to the alleged violation.
3. A statement of the facts.
4. The decision and the reasons for the decision.
5. A statement of corrective action, if any, to be taken.
6. Notice of the right to request, within ten (10) calendar days of receipt of the decision, a
review of the decision by the State Review Panel.
D. Record of Hearing
11
An administrative file containing support documents on the complaint resolution process
hearing conducted will be retained by the Santa Ana LWIA. The purpose of a record is to
serve as substantiation of the process followed by the Santa Ana L WIA on the resolution of
the issues and the results. This information would then be available for subsequent review
in the event the matter is raised with the State. Such records must be retained for a three-
year period after the grant has been officially closed out.
The Santa Ana LWIA's written decision will be included in the record. Evidence received at
the hearing, notes by the hearing officer, stenographer's notes and tape recordings may
also be used.
E. Establishment of Complaint Procedures
In accordance with Section 667.600, each employing agency including private-for-profit
employers of participants under the Act is required to establish a complaint procedure for
resolving matters relating to the terms and conditions of employment. Employers may
operate their own grievance system or may utilize the Santa Ana LWIA's established
procedures under Section 667.600. At a minimum these procedures must include:
1. Written notice, upon enrollment into employment training services, of the scope and
availability of such procedures. Employer's grievance procedures shall be set forth in a
written document and must meet the regulation mandate that a complaint will be
resolved with sixty (60) days from the date the complaint was filed. A copy of employer's
grievance procedure shall be provided to each participant upon enrollment in
employment training.
2. Written notice, at the time the grievance is filed, of the procedures under which the
grievance will be processed.
3. Written notification of the disposition of the grievance and a written decision shall be
issued within thirty (30) days of the filing of the grievance unless a present and long
established grievance specifically provides other limits; and
4. Written notification of the participant's right to request a review of the employer's
decision by the Santa Ana LWIA and the State Review Panel in accordance with Section
667.600.
IV. Procedures for Handling Complaints at the State Level
Section 181 (c) of the Act and the WIA regulations at 20 CFR, Section 667.600 (d) requires the
Governor to establish a State Review process of complaints filed at the LWIA grant recipient
level and of complaints initially filed at the State level.
Appeals of decisions issued at the LWIA level including audit disallowances and sanctions shall
be reviewed by the State Review Panel. The State Review Panel shall review the record
established at the LWIA level and shall issue a decision based on the information contained
therein.
12
Complaints which may be initially filed at the State level will be heard by an independent
hearing officer designated by the State Workforce Investment Division (WID). The hearing
officer shall conduct a hearing and issue a recommended decision to the State Panel. The
recommended decision shall be in writing and may be accepted, rejected or modified by the
State Review Panel.
A. Form and Filing of Complaint.
1. Request for State Review of LWIA Level Decisions
On receipt of a complainant's request for review because of an unsatisfactory decision,
the State shall provide for an independent state review.
2. Filing of Requests for State Review
The State Review Panel shall review all LWIA level decisions when a request for review
is filed within 10 days of receipt of the adverse decision. Such requests must be filed in
writing with the Chief of the WID Office. The request for review should contain the
following information:
a. Full name, address, and telephone number of the party requesting the review
b. Full name, address, and telephone number of the other party
c. A copy of the decision
d. Brief statement of reasons for review or the section of the LWIA decision to be
reviewed including regulatory and statutory citations
e. A statement of the relief sought.
3. Complainant Responsibility
It is the responsibility of the complainant to include in the request for review a written
statement setting forth the facts presented at the LWIA hearing which support the
requested relief.
The Chief, WID, shall mail a copy of the request for review to the other party and to the
LWIA. It shall be the responsibility of the LWIA to submit the complete record including a
typed record of the hearing to the Chief, WID, within ten (10) days.
B. Conduct of Hearings.
1. Request for Hearing at the State Level
If no decision has been issued at the LWIA level or the State has determined an audit
disallowance or imposed sanctions, the complainant may request a hearing. The
13
hearing officer will then issue a recommended decision to the State's Review Panel for
final determination.
2. Filing for Request for Review
The request for a State hearing shall be filed within ten (10) days after LWIA should
have issued a decision or ten (10) days after the issuance of the audit disallowance or
sanction. The request shall be filed directly with the Chief of the WID in writing and
should include the following:
a. Full name, address, and telephone number of the LWIA
b. Name, address, and telephone number of the LWIA
c. Copies of complaints made at LWIA level from which no decisions were
issued or sanctions and imposed.
d. A statement of basis for the request for hearing.
3. Evidentiary Hearing
Upon receipt of the request for a State level hearing, a hearing before a designated
hearing officer will be scheduled.
The hearing will be recorded mechanically or by court reporter.
Both parties concerned will have the opportunity to present oral and written testimony
under oath, to call and question witnesses in support of his/her position, to present oral
and/or written arguments, to examine records and documents relevant to the issue(s),
and to be represented.
The hearing officer shall issue a written decision, which shall be forwarded to the State
Review Panel for final determination.
The State Review Panel may accept, reject or modify this recommendation. The
decision of the State Review Panel is final except for audit disallowances, which must be
approved by the Secretary of Labor
C. State Review Panel
The State Review Panel will consist of a panel of three representatives from the
Employment Development Department: one from the Legal Offices, one from the WID,
and one from the Director's office. The panel will issue a written decision, which will be
sent to the appropriate parties within thirty (30) days of receipt of the request for State
review.
Decisions issued by this panel, under the authority of the Governor, are final.
14
D. Issuance of State Review Decision.
The State review will be limited to violations of the WIA, implementing WIA regulations or
the grant agreement. This review shall be limited to the record established at the LWIA
hearing.
v. Procedures for Handling Discrimination Complaints by
Participants.
A. Complaints on the basis of race, color, or national origin, age, sex, religion, political
affiliation or belief, retaliation, and citizenship, where appropriate, must be filed within 180
days of the alleged occurrence.
1. It is the responsibility of the Santa Ana LWIA's Equal Employment Opportunity (EEO)
Officer to determine jurisdiction and to make the complainant aware of and provide
assistance in filing a complaint in accordance with the Santa Ana LWIA's procedure
under Section II (A).
15
IPROCf::J)URESfORHt\NI?~ING. NON~RtNlINAL..'CqM~LAIN'fSI
No later than
180 days of
alleged
discrimination
Within 10 days of
receipt of
unsatisfactory
decision or 10
days from date
LWIA decision
should have been
issued.
Handling of complaints filed at L WIA level arising in connection with WIA
proQrams operated by LWIAs
Informal Resolution Process
Filing of Complaint/Request for Hearing -
Notice of Hearing issued by LWIA
I
Hearing Conducted -
I
LWIA Decision within 60 days
c..u
o
o C
Q C
~ t:
c:
'<:
Unsatisfactory Decision or LWIA Decision not issued within 60 days
c..u
o
o
Q
~
Request for State Review
Governor's Decision issued by State Review Panel
If no decision issued bv State Review Panel
Appeal to DOL
16
2. In cases where areas of authority overlap, it is the responsibility of the EEO Officer to
advise the complainant of the existence of State, Federal and other proper action
agencies, which may also have a bearing.
3. Complainants alleging discrimination under this part will be made aware of their right to
file directly with the Office of Civil Rights (OCR), U.S. Department of Labor and
applicable procedures.
4. Complainants must file their complaint directly with:
Anita Queen
Sr. Personnel Analyst - EEO Officer
20 Civic Center Drive, M-24
Santa Ana, CA 92701
(714) 647-5157
VI. Procedures for Handling Handicap Complaints by Participants
Complaints alleging discrimination on the basis of handicap will be filed and processed under
the Department of Labor regulations implementing Section 504 of the Rehabilitation Act of 1973
at 29 Code of Federal Regulations Section 32.
1. Complaints must exhaust the Santa Ana LWIA's informal resolution procedures
before filing their complaint with OCR.
2. Complainants will be made aware of the 180 days requirement in which to file his/her
complaint.
A. Procedures at the LWIA Level
1. The complainant shall file his/her complaint directly with the Santa Ana LWIA. Upon
receipt of the complaint, the EEO Officer shall investigate and gather information
concerning the complaint.
2. An informal conference will be held with the parties concerned in an effort to resolve the
issue(s). The complainant has the right to be present and may be represented during
the conference.
3. The Santa Ana LWIA shall issue in writing its decision to the complainant no later than
thirty (30) days after the filing of the complaint.
B. Procedures at the State Level
1. The complainant may appeal to the State if he/she is not satisfied with the decision of the
Santa Ana LWIA.
17
2. The Complainant must file his/her appeal as a request for review directly with the Chief
WID within ten (10) calendar days after the receipt of the Santa Ana LWIA's decision.
3. The Chief-WID, shall issue a decision no later than thirty (30) calendar days after receipt
of the request for review.
4. After the complainant has received a decision or no decision has been received from the
Director of Employment Development Department (on behalf of the Governor), the
complainant has the right to appeal his/her complaint within thirty (30) calendar days to
the Office of Civil Rights (OCR) with the Department of Labor.
18
IPROCEDURES.FO.RHANDLINGHANDICAP.COMPLAINTS
No later than
180 days of
alleged
discrimination
Filing of complaint on the basis Of Handicap with LWIA
Day 1
Informal Resolution
If no resolution reached
Request for Hearing
Notice of Hearing
Hearing Conducted
Day /45 Day
L WIA Decision
Unsatisfactory Decision or No Decision
State Review
Filed within 30
days of
LWIA/State
Decision or 90
days from date of
initial filing of
complaints
Governor's Decision
60 Days
Appeal to Assistant Secretary Department of Labor
19
GLOSSARY OF WIA TERM
AGE DISCRIMINATION ACT - A law passed by Congress in 1975 which prohibits discrimination on
the basis of age by any program or activity receiving Federal Funds.
APPLICANT - An individual who applies to a subrecipient or contract for services provided under
WIA and who has not yet transitioned to the status of participant.
ASSESSMENT - Services designed to determine each participant's employability, aptitudes, abilities
and interests and to develop a plan to achieve the participant's employment and related goals; also to
identify the available employment and traning activities appropriate for the participant. Testing and
counseling may also be used during assessment process.
CHARGING PARTY (CP). COMPLAINANT, GRIEVANT, OR AGGRIEVED PERSON - The person
who charges that he/she has been discriminated against under Department of Justice
nondiscrimination and civil rights regulations and/or guidelines.
DISCRIMINATION - In general, a failure to treat all equally, whether intentional or unintentional; the
effect of an action, policy or practice which selects an individual or class of persons to receive
unequal treatment.
ELIGIBLE NON-CITIZEN - Lawfully admitted permanent resident, aliens, lawfully admitted refugees,
and parolees and other individuals authorized by the Attorney General to work in the United States.
EMPLOYER - An employer subject to the provisions of the Civil Rights Act of 1964, as amended,
including state and local governments and any Federal agency subjects to the provisions of Section
717 of the Civil Rights Act, as amended; and any Federal contractor or subcontractor covered by
executive Order 11246, as amended.
GRIEVANCE - An allegation that something imposes an illegal obligation or burden or denies some
equitable or legal right, or causes injustice .
HANDICAPPED INDIVIDUAL - Any individual who has a physical or mental disability that constitutes
or results in a substantial handicap to employment.
INTAKE - Includes screening to determine eligibility; to select from eligible applicants those
individuals who are most in need and can benefit from program services; to complete procedural
requirements necessary to enroll an individual into the program and to refer those not enrolled to
other programs.
JOINT COMPLAINT - A complaint of employment discrimination covered by Title VII or the Equal
Pay Act and by Title VI or Title IX. Individual"joint complaints" are normally investigated by EEOC
20
unless OCR has a compelling reason to investigate. "Joint complaints" alleging discrimination in
employment and other practices and pattern or practice "joint complaints" are normally investigated
by OCR.
JURISDICTION - Authority to investigate and resolve complaints against an institution subject to a
law or statute which has been assigned to OCR for enforcement, i.e., Title VI, Title IX, etc.
PARTICIPANT - Any applicant who has: (1) Been determined eligible for participation upon intake;
and (2) Who is receiving subsidized employment, training or services (except post-termination
services) funded under the Act, following intake, except for an individual who receives only outreach
and/or intake and assessment services.
21
CERTIFICATION REGARDING LOBBYING
CERTIFICATION FOR CONTRACTS, GRANTS, LOANS
and COOPERATIVE AGREEMENTS
The undersigned certifies, to the best of his or her knowledge and belief, that:
1) No Federal appropriated funds have been paid or will be paid, by or on behalf of
the undersigned, to any person for influencing or attempting to influence an
officer or employee of any agency, a Member of Congress in connection with the
awarding of any Federal contract, the making of any Federal grant, the making of
any Federal loan, the entering into of any cooperative agreement, and the
extension, continuation, renewal, amendment, or modification of any Federal
contract, grant, loan, or cooperative agreement.
2) If any funds other than Federal appropriated funds have been paid or will be paid
to any person for influencing or attempting to influence an officer or employee of
any agency, a Member of Congress, an officer or employee of Congress, or an
employee of a member of Congress in connection with this Federal contract,
grant, loan, or cooperative agreement, the undersigned shall complete and
submit Standard Form-LLL, "Disclosure Form to Report Lobbying." in
accordance with its instructions.
3) The undersigned shall require that the language of this certification be included in
the award documents for all subawards at all tiers (including agreements) and
that all subrecipients shall certify and disclose accordingly.
This certification is a material representation of fact upon which reliance was placed
when this transaction was made or entered into. Submission of this certification is a
prerequisite for making or entering into this transaction imposed by 31 U.S.C. 1352.
Any person who fails to file the required certification shall be subject to a civil penalty of
not less than $10,000 and not more than $100,000 for each such failure occurring on or
before October 23, 1996, and of not less than $11,000 and not more than $110,000 for
each such failure.
7at~ ~. '7~
Grantee/Contractor Organization
~bYLd
Sig~ature
~~ fL/I..- E ~..ft--
Name of Certifying Official Signature
Program Title
EXHIBIT D
Certification Reaardina Drua-Free Workplace Reauirements
The certification set out below is a material representation upon which reliance is placed
by the U.S. Department of Housing and Urban Development in awarding the grant. If it
is later determined that the contractor knowingly rendered a false certification, or
otherwise violates the requirements of the Drug-Free Workplace Act, the U.S.
Department of Housing and Urban Development, in addition to any other remedies
available to the Federal Government, may take action authorized under the Drug-Free
Workplace Act.
CERTIFICATION
A. The contractor certifies that it will provide a drug-free workplace by:
(a) Publishing a statement notifying employees that the unlawful manufacture,
distribution, dispensing, possession or use of a controlled substance is
prohibited in the contractor's workplace and specifying the actions that will
be taken against employees for violation of such prohibition;
(b) Establishing a drug-free awareness program to inform employees about-
(1) The dangers of drug abuse in the workplace;
(2) The contractor's policy of maintaining a drug-free workplace;
(3) Any available drug counseling, rehabilitation, and employee
assistance program; and
(4) The penalties that may be imposed upon employees for drug abuse
violations occurring in the workplace;
(c) Making it a requirement that each employee who will be engaged in the
performance of the grant be given a copy of the statement required by
paragraph (a);
(d) Notifying the employee in the statement required by paragraph -(a) that,
as a condition of employment under the contract, the employee will -
(1) Abide by the terms of the statement; and
(2) Notify the employer of any criminal drug statute conviction for a
violation occurring in the workplace no later than five days after
such conviction.
EXHIBIT E
Pg.2
(e) Notifying the U.S. Department of Housing and Urban Development within
ten days after receiving notice under subparagraph (d)(2) from an
employee or otherwise receiving actual notice of such conviction;
(f) Taking one of the following actions, within 30 days of receiving notice
under subparagraph (d)(2), with respect to any employee who is so
convicted -
( i) Taking appropriate personnel action against such an employee, up
to and including termination; or
(2) Requiring such employee to participate satisfactorily in a drug
abuse assistance or rehabilitation program approved for such
purposes by a Federal, State, or local health, law enforcement, or
other appropriate agency;
(g) Making a good faith effort to continue to maintain a drug-free workplace
through implementation of paragraphs (a), (b), (c), (d), (e) and (f).
B. The contractor shall insert in the space provided on the attached "Place of
Performance" form the site(s) for the performance of work to be carried out with
the grant funds (including street address, city, county, state, and zip code) .the
contractor further certifies that, if it is subsequently determined that additional
sites will be used for the performance of work under the contract, it shall notify
the U.S. Department of Housing and Urban Development immediately upon the
decision to use such additional sites by submitting a revised "Place of
Performance" form.
Dated: 0;'- fi5'- ;J.O/o
~/}I ~.
" ./ / ~.-
J
/ Program Operator
EXHIBIT E
DIVISION OF EMPLOYMENT SERVICES
PLACE OF PERFORMANCE
FOR CERTIFICATION REGARDING DRUG-FREE
WORKPLACE REQUIREMENTS
The Contractor shall insert in the space provided below the site(s) expected to be used
for the performance of work under the contract covered by the certification:
Place of Performance (include street address, city, county, state, zip code for each site):
lady ~:JOs0-.4-ch/n/.5k-trhv'&Ofh~e:
gOI /1/ 13r~cluJt~-, ~A- ~/ [>,A- 9::27tJl
/~& "lic1v,- &-n5/rudnrYl /J-cc{cIe~_.
f!/D /lJ. rb/IJ5ed/~ ~b{ /tn~J CA- f';?7~ I
-
EXHIBIT E
Worklorce Investment Board/youth Council
Grant Proposal- Budget Narrative
Taller San Jose and Orange County Conservallon Corp
November 24, 2009
I LINE ITEM BUDGET ror JIlfIO throllllh 2128/11 I I
12 Monlhs Taller San Jose.
Taller Tech TSJ . Paid by occc. Paid by
Construction & occe - 3 month Toul Conlract other Revenue a/her Revenue Total Program
solar tralnlne Paid Externshlp Costs Sources Sources Cost
Program e'Dense.
Student Stipends -10 students @ $100 Der week -17 weeks 17,000 17,000 17000
oeee Interns (10 for one week @ $100 per iveek) 1,000 1.000 1,000
PaId Internship (20 ror three months at 32 hours per week @ $B per
hour) 82 967 8l,967 82,967
Solar Danel class fees (20l 13,400 13,400 13400
Classroom luIUon and supplies (201 7.000 7.000 9000 7,875 23,875
SUIiOOrtlVe Servtces - general (bus pas.es, oavroll leel (201 4,000 4.000 4,000
SUDoortlve Services - Uniform (Iackels, pants, bootsl (20) 3200 3,200 3.200
eM Incenllves/Bonus 120 till S 175) 3,500 3,500 3,500
Prolect Transportation Related 1201 7,500 7,500 1,500 10.000
Staff Tralnina 300 300 600 700 1,300
OccuDancv Related 9,000 9,000 18.000 5,000 3000 26,000
.
Subtotal 47,700 110,467 158,167 14.700 13,375 186.242
Pa roll
Proeram Manaeer, Raul Guzman 25" 18.600 18 600 18.600
Ins/ruaor, Dan Suarez - 40101 21,600 21,600 21,600
Solar Panellnstruttor - TaD -10~ Dlus lOr. 7800 7,800 7,800 15,600
Instructor. Kellin Rhoades .40% - 28,800 28,800
Case Manaeer'- TBD - 25% 13,500 13.500
Intake CODrdlnator, Ablllall Castillo. 33Yo 9974 9,974 9,914
AlumnI SeMces Coordinator - 20% olus 20>' 5,100 S,100 5,100 10,200
DIrector Df WDrkforce Develooment, Juana Perez -10;\ plus 10% 7800 7.800 7,800 15,600
Executive Director, Shewna SmIth. 10% 13 440 13,440
Director of Finance, Nan<\> Louohrev - 10)\ 8167 8767 8767
e.eCU1lve DIrector, Max Carter - 7% plus 3.5% 4,144 4,144 2072 6216
progrem Director, Maaale lODez - 71f, plus 3.5% 2358 2358 1.179 3,538
Finance Diredor. Tony Huvnh - 7% piUS 3.6% 3,446 3,446 1723 5,169
Payroll SUDIlOO, Phlyen Pham - 7% plus 3.5% . . 2,190 2,190 1,095 3285
Pro/eet Manager Georae PaUno - 7% plus 3.5% 2.218 2,218 1,109 3,328
eMs Recruiterlirelner. Javfer Cabrera - 20Y. DIUl 10% 4,193 4193 2097 6290
WIA ProR,am Specfallst, T8D. 45" olu$ 22.5% 9,812 9812 4,906 14,717
Crew SUDervisor, Simeon Jasso - 100% 22,815 22815 22,815
Additional Crew Supervisor - TBD- 50% 11,407 11,407
Pavroll Subtotal 79,641 51176 . 130.818 76.440 .. 25 588 232 845
Total CharRed to Contract 127 341 161,643 288,985 91140 I 38.963 419.088
EXHIBIT F
Workforce Investment Board/Youth Council
Grant Proposal. Budget Form
Taller San Jose and Orange County Conservation Corp
November 24, 2009
Administrative No
more than 10%
allowed Program Total WIA Match/In Kind
"Oi:i~1a.ffng"'EXW~~~{ "\'it(:::?':'; ,"':\.";'~.::::/: ~:;~: :;. :~.:~.~\', ~~ ,/::-:';~;'~;~~':'~'~:~.\~:Y: ':~~~-'~" } 5!:3}/~~~~,~ ~.;~jR..: :~: "~:~~:~;-:.~.~ .:; ',", " .:",;jV\::"'
:'i.l.
~!) ,....(;':.:..:::,. : '::.:.: ,".'......: '.'~; ::,.
Solar panel class fees (20) 13,400.00 13,400.00
Classroom tuition and supplies (20) 7,000.00 7,000.00 16,875.00
Project Transportation Related (20) 7,500.00 7,500.00 2,500.00
Staff Training 600.00 600.00 700.00
Occupancy Related 9,000.00 9,000.00 18,000.00 8,000.00
Participant Wages 82,967.00 82,967.00
Student Stipends. 10 students @
$100 per week -17 weeks 18,000.00 18,000.00
Support Services 7,200.00 7,200.00
Participant Incentives 3,500.00 3,500.00
~otal Operating Expenses 9,600.00 148,567.00 158,167.00 28,075.00
Grand Total (Total Personnel +
otal Operating Expenses 21,813.16 267,171.50 288,984.66 130,102.81
T
EXHIBIT F
Workforce Investment Board/Youth Council
Grant Proposal- Budget Form
Taller San Jose and Orange County Conservation Corp
November 24, 2009
Administrative No
more than 10%
allowed Program Total WIA Match/In Kind
W~'f~'Q'rl"~~~(':t.,';:';;;\;' \~~ ;:;J\?::, f/~:":~i~::,.;:;.:::."{? .::"; ;';", ",,;,..,~.: ,;,"~; ':\,i :,: ;'i\X;::?/.~:~{?:'{;\,:;~: ~::'F._>~! 'f/,j ;!~-:i;):f;)': ~.t/} V';:.::t<
.:;:.::.:;::,:}::.
Salaries*
Program Manager, Raul Guzman
25%
Instructor, Dan Suarez - 40%
Solar Panel Instructor - TBD - 10%
plus 10%
Instructor, Kevin Rhoades - 40%
Case Manager - TBD - 25%
Intake Coordinator, Abigail Castillo -
33%
Alumni Services Coordinator - 20%
plus 20%
Director of Workforce
Development, Juana Perez - 10%
plus 10%
ExecutIve Director, Shawna Smith -
10%
Director of Fin~nce, Nancy Loughrey
-10%
Executive Direc"tor, Max Carter - 7%
plus 3.5%
Program Director, Maggie Lopez -
7% plus 3.5%
Finance Director, Tony Huynh - 7%
plus 3.5% . . .
Payroll Support, Phlyen Pham - 7%
plus 3.5%
Project Manager, George Patino -
7% plus 3.5%
CMs Recruiter/Trainer, Javier
Cabrera - 20% plus 10%
WIA Program Specialist, TSO - 45%
plus 22.5%
Crew Supervisor, Simeon Jasso -
100%
Additional Crew Supervisor - 50%
15,500.00
18,000.00
6,500.00
8,311.68
4,250.00
6,500.00
7,306.00
3,342.00
1,902.00
2,779.00
1,766.00
1,78,9.00
3,381.68
7,912.60
18,399.05
EXHIBIT F
15,500.00
18,000.00
6,500.00
8,311.68
4,250.00
6;500.00
7,306.00
3,342.00
1,902.00
2,779.00
1,766.00
1,789.00
3,381.68
7,912.60
18,399.05
6,500.00
24,000.00
11,250.00
4,250.00
6,500.00
11,200.00
1,671.00
951.00
1,389.50
883.00
894.50
1,690.84
3,956.30
9,199.19
Workforce Investment Board/Youth Council
Grant Proposal - Budget Form
Taller San Jose and Orange County Conservation Corp
November 24,2009
Administrative No
more than 10%
allowed Program Total WIA Match/In Kind
Beneflts*(20% for TSJ, 24% for
OCCC) -
Program Manager, Raul Guzman
25% 3,100.00 3,100.00 -
Instructor, Dan Suarez - 40% 3,600.00 3,600.00 -
Solar Panel Instructor - TSD -10%
plus 10% 1,300.00 1,300.00 1,300.00
Instructor, Kevin Rhoades - 40% - - 4,800.00
Case Manager - TBD - 25% - - 2,250.00
Intake Coordinator, Abigail Castillo -
33% 1,662.34 1,662.34 -
Alumni Services Coordinator - 20%
plus 20% 850.00 850.00 850.00
Director of Workforce
Development, Juana Per.ez - 10%
plus 10% 1,300.00 1,300.00 1,300.00
Executive Director, Shawna Smith -
10% - - 2,240.00
Director of Finance, Nancy Loughrey
-10% 1,461.29 1,461.20 -
.
Executive Dire~tor, Max Carter - 7%
plus 3.5% 802.08 8p2.08 401.04
Program Director, Maggie Lopez -
% plus 3.5%. 456.48 456.48 228.24
Finance Director, Tony Huynh - 7%
Ius 3.5% 666.96 666.96 333.48
Payroll Support, Phiyen Pham - 7%
Ius 3.5% 423.84 423.84 211.92
roject Manager, George Patino -
% plus J.5% 429.36 429.36 214.68
Ms Recruiter/Trainer, Javier
abrera - 20% plus 10% 811.60 811.60 405.80
fA Program Specialist, TSD - 45%
Ius 22.5% 1,899.02 1,899.02 949.51
rew Supervisor, Simeon Jasso -
00% 4,415.77 4,415.77 -
dditional Crew Supervisor. 50% - - 2,207.81
otal Personnel 12,213.16 118,604.50 130,817.66 102,027.81
7
p
p
P
'7
C
C
W
P
C
1
A
T
EXHIBIT F