Table of Contents

PART I - THE SCHEDULE

SECTION B - SUPPLIES OR SERVICES AND PRICE/COSTS

SECTION C - DESCRIPTION/SPECIFICATIONS/STATEMENT OF WORK

SECTION D - PACKAGING AND MARKING
[FOR THIS SOLICITATION, THERE ARE NO CLAUSES IN THIS SECTION]

SECTION E - INSPECTION AND ACCEPTANCE
E.1 NOTICE LISTING CONTRACT CLAUSES INCORPORATED BY REFERENCE

SECTION F - DELIVERIES OR PERFORMANCE
F.1 NOTICE LISTING CONTRACT CLAUSES INCORPORATED BY REFERENCE
F.2 PERIOD OF PERFORMANCE
F.3 LEVEL OF EFFORT
F.4 REPORTS/DELIVERABLES

SECTION G - CONTRACT ADMINISTRATION DATA
G.1 IDENTITY AND AUTHORITY OF THE CONTRACTING OFFICER'S REPRESENTATIVE (GOVERNMENT AUTHORIZED REPRESENTATIVE)
G.2 INVOICE REQUIREMENTS
G.3 METHOD OF PAYMENT

SECTION H - SPECIAL CONTRACT REQUIREMENTS
H.1 BUDGET LINE ITEM FLEXIBILITY
H.2 FRINGE BENEFITS
H.3 VACATIONS, SICK-LEAVE HOLIDAYS
H.4 TRAVEL AND PER DIEM
H.5 USE OF AND PAYMENT TO CONSULTANTS
H.6 UNEMPLOYMENT INSURANCE COST
H.7 ACCOUNTING AND AUDITING SERVICES
H.8 PRINTING
H.9 KEY PERSONNEL
H.10 CONTRACT NUMBER IDENTIFICATION
H.11 SUBMISSION OF CORRESPONDENCE
H.12 OTHER CONTRACTORS
H.13 LAWS APPLICABLE
H.14 DISPOSITION OF MATERIAL
H.15 NONDISCRIMINATION AND EQUAL EMPLOYMENT OPPORTUNITIES
H.16 FEDERAL REPORTS
H.17 DISCLOSURE OF CONFIDENTIAL INFORMATION
H.18 ELIMINATION OF SEXIST LANGUAGE AND ART WORK
H.19 HAZARDOUS OCCUPATION ORDERS
H.20 INSURANCE REQUIREMENTS (FAR-SUBPART 28.3)
H.21 DATA COLLECTION FOR THE DEPARTMENT OF LABOR
H.22 PERFORMANCE STANDARDS
H.23 RESTRICTION ON USE OF DOL FUNDS FOR LOBBYING
H.24 PUBLICATION OF MATERIALS
H.25 OPTION TO EXTEND THE TERMS OF THE CONTRACT - SERVICE (FAR 17.208(G))
H.26 INDIRECT COSTS

PART II - CONTRACT CLAUSES

SECTION I - CONTRACT CLAUSES
I.1 NOTICE LISTING CONTRACT CLAUSES INCORPORATED BY REFERENCE
I.2 52.219-14 LIMITATIONS ON SUBCONTRACTING (DEC 1996)
I.3 52.219-26 SMALL DISADVANTAGED BUSINESS PARTICIPATION PROGRAM--INCENTIVE SUBCONTRACTING (OCT 2000)
I.4 52.216-7 ALLOWABLE COST AND PAYMENT (DEC 2002)
I.5 52.217-9 OPTION TO EXTEND THE TERM OF THE CONTRACT (MAR 2000)
I.6 52.219-23 NOTICE OF PRICE EVALUATION ADJUSTMENT FOR SMALL DISADVANTAGED BUSINESS CONCERNS (JUNE 2003) ALTERNATE I (JUNE 2003)
I.7 52.232-25 PROMPT PAYMENT (FEB 2002) ALTERNATE I (FEB 2002)
I.8 52.252-2 CLAUSES INCORPORATED BY REFERENCE (FEB 1998)

PART III - LIST OF DOCUMENTS, EXHIBITS AND OTHER ATTACHMENTS

SECTION J - LIST OF ATTACHMENTS
J.1 CONTRACT PRICING PROPOSAL COVER SHEET, SF 1411 (1 PAGE)
J.2 COST AND PRICE ANALYSIS, ETA 8555 (8 PAGES)
J.3 STATEMENT OF FINANCIAL CAPABILITY, ETA 8554 (2 PAGES)
J.4 COST CONTRACTOR'S INVOICE, ETA 3100-1 (1 PAGE)
J.5 COST CONTRACTOR'S DETAILED STATEMENT OF COST (1 PAGE)
J.6 VETS-100 - FEDERAL CONTRACTOR VETERANS (2 PAGES)
J.7 PAST PERFORMANCE REFERENCE INFORMATION (2 PAGES)
J.8 PAST PERFORMANCE EVALUATION QUESTIONNAIRE (3 PAGES)
J.9 ORAL PRESENTATION EVALUATION QUESTIONNAIRE (2 PAGES)

PART IV - REPRESENTATIONS AND INSTRUCTIONS

SECTION K - REPRESENTATIONS, CERTIFICATIONS AND OTHER STATEMENTS OF OFFERORS
K.1 NOTICE LISTING SOLICITATION PROVISIONS INCORPORATED BY REFERENCE
K.2 52.204-5 WOMEN-OWNED BUSINESS (OTHER THAN SMALL BUSINESS)
K.3 52.209-5 CERTIFICATION REGARDING DEBARMENT, SUSPENSION, PROPOSED DEBARMENT, AND OTHER RESPONSIBILITY MATTERS (DEC 2001)
K.4 52.215-6 PLACE OF PERFORMANCE (OCT 1997)
K.5 52.219-1 SMALL BUSINESS PROGRAM REPRESENTATIONS (APR 2002)
K.6 52.219-22 SMALL DISADVANTAGED BUSINESS STATUS (OCT 1999)
K.7 52.222-18 CERTIFICATION REGARDING KNOWLEDGE OF CHILD LABOR FOR LISTED END PRODUCTS (FEB 2001)
K.8 52.222-22 PREVIOUS CONTRACTS AND COMPLIANCE REPORTS (FEB 1999)
K.9 52.222-25 AFFIRMATIVE ACTION COMPLIANCE (APR 1984)
K.10 52.227-15 STATEMENT OF LIMITED RIGHTS DATA AND RESTRICTED COMPUTER SOFTWARE (MAY 1999)
K.11 SIGNATURE BLOCK

SECTION L - INSTRUCTIONS, CONDITIONS, AND NOTICES TO OFFERORS
L.1 NOTICE LISTING SOLICITATION PROVISIONS INCORPORATED BY REFERENCE
L.2 52.204-6 DATA UNIVERSAL NUMBERING SYSTEM (DUNS) NUMBER (OCT 2003)
L.3 52.216-1 TYPE OF CONTRACT (APR 1984)
L.4 52.227-6 ROYALTY INFORMATION (APR 1984)
L.5 52.233-2 SERVICE OF PROTEST (AUG 1996)
L.6 52.252-1 SOLICITATION PROVISIONS INCORPORATED BY REFERENCE (FEB 1998)
L.7 PAST PERFORMANCE
L.8 ORAL PRESENTATION
L.9 SUBMISSION OF PROPOSAL
L.10 SPECIAL REQUIREMENTS
L.11 REQUEST FOR CLARIFICATION (RFC)

SECTION M - EVALUATION FACTORS FOR AWARD
M.1 NOTICE LISTING SOLICITATION PROVISIONS INCORPORATED BY REFERENCE
M.2 BASIS FOR AWARD (BEST VALUE)
M.3 EVALUATION CRITERIA AND BASIS FOR AWARD (BEST VALUE)
M.4 DETERMINING BEST OVERALL VALUE

PART I - THE SCHEDULE

SECTION B - SUPPLIES OR SERVICES AND PRICE/COSTS

Title: "Pre-Termination and Post-Termination Support to Job Corps"

The U.S. Department of Labor, Employment and Training Administration (DOL/ETA) is soliciting proposals to select a contractor to provide a wide range of center and/or post-center career transition support services for all eligible Job Corps students. The contractor shall assist eligible students in entering and maintaining long-term attachment to the labor market or further educational opportunities and training.

Solicitation No. is RFP-DCS-04-03.

This requirement is an unrestricted procurement. Offerors, please be advised that this procurement includes a mandatory requirement to subcontract 25% of the entire contract dollar value each year to small businesses. Of the amount subcontracted, 70-80% must be subcontracted to small businesses, 15-20% to small disadvantaged businesses, 10-15% to woman-owned small businesses, and at least 3% each to HUBZone, veteran-owned, and service disabled veteran-owned businesses.

Please be advised that offerors submitting proposals under this solicitation should submit a Small Business subcontracting plan pursuant to FAR 52-219-9. Offerors who fail to include a subcontracting plan in their proposal may be determined technically unacceptable and eliminated from the competition.

The period of performance will be twelve (12) months from the date of contract execution plus four 1-year options to be exercised at the Government's discretion.

The North American Industry Classification System (NAICS) Code is 541611, with a $6 million size standard.

A cost reimbursement plus fixed fee type of contract is contemplated being awarded under this solicitation.

The incumbent contractor under this solicitation is the following:

Women in Community Service of Virginia, under Contract No. E-7402-9-00-82-30. The contract was awarded on April 1, 1999, in the amount of $2,662,470. The total amount awarded under this contract was, $15,518,678, inclusive of options.

THE RECEIPT OF PROPOSAL DATE IS MARCH 5, 2004, 2:00 PM LOCAL TIME.

REQUESTS FOR CLARIFICATION (RFC) MUST BE RECEIVED NO LATER THAN FEBRUARY 6, 2004, 5:00 P.M. LOCAL TIME.

Only electronic submission of requests will be accepted. They shall be submitted to Jennifer Snook at snook.jennifer@dol.gov. Should any RFC be received after the date stated above, the Government reserves the right not to provide an answer. If, however, the Government determines the RFC raises an issue of significant importance, the Government will respond electronically.

The Government will not provide any information concerning requests for clarification in response to telephone calls from offerors. All requests will be answered electronically and provided to all offerors at the DOL/ETA internet site, http://www.doleta.gov/sga/rfp.cfm.

Please be advised that it is the sole responsibility of the offeror to continually view the websites for any amendments to this solicitation.

SECTION C - DESCRIPTION/SPECIFICATIONS/STATEMENT OF WORK

C.1 GENERAL

Introduction

Job Corps is a national residential training and employment program administered by the Department of Labor, Employment & Training Administration, to address the multiple barriers to employment faced by disadvantaged youth throughout the United States. Job Corps was originally established by the Economic Opportunity Act of 1964; current authorization for the program is Title I, Subtitle C, of the Workforce Investment Act of 1998.

Job Corps provides educational and occupational skills training and support services. The unique combination of services provided in Job Corps is intended to better prepare youth to obtain and hold gainful employment, pursue further education or training, or satisfy entrance requirements for careers in the Armed Forces.

Background

The Workforce Investment Act (WIA) requires the Job Corps program to implement a number of operational and administrative changes to achieve long-term labor market attachment for its students at sustainable wages. Included among these changes is the provision of continued service to graduates, including providing counseling regarding the workplace for up to one year after the date of initial placement. Job Corps has met the requirement by developing a system-wide approach to career development. This approach, the Career Development Services System (CDSS), is the primary vehicle that all regions and centers will use to ensure that Job Corps graduates and former enrollees receive the required services.

C.2 PROGRAM CONTENT

The contractor shall provide a wide range of center and/or post-center career transition support services for all eligible students as identified in the project tasks.

The contractor shall assist eligible students in entering and maintaining long-term attachment to the labor market or further educational opportunities and training by:

• Providing personalized career transition services;
• Providing students with access to services that support successful transition;
• Identifying and making referrals to suitable employment or educational opportunities, as indicated;
• Providing on-going counseling and support to resolve job-related issues and to support job retention; and
• Addressing urgent needs including contingency housing, childcare, health services, social services, legal services and transportation.

The contractor will establish an effective Volunteer Program. Through a nationwide network of volunteers in both urban and rural areas, the contractor will provide transitional support services, including mentoring, which will enable separating students to make a successful transition from center life to the community and work force. Additionally, using its broad volunteer field network, the contractor will promote community connections to encourage applicant referrals and to enhance community knowledge and support of the Job Corps program.

The contractor will select and train volunteers in each community who:

• Show understanding of, and a commitment to, the mission of Job Corps;
• Demonstrate the ability to interact effectively with young adults, community members, and local leaders;
• Are knowledgeable of workforce and community issues and community resources;
• Act as goodwill ambassadors for Job Corps to promote awareness and engender support for the mission of Job Corps among the public, employers and community leaders; and
• Identify, establish and maintain linkages with organizations that provide support resources which will enable separating students to transition successfully to the community and workforce.

Tasks identified in the Statement of Work (SOW) will be carried out, in accordance with Job Corps regional CDSS plans that have incorporated specific tasks identified within this SOW, as part of a comprehensive array of services provided to former enrollees and/or graduates. Each region has developed its CDSS program. Within some regions, programs vary by centers. For information purposes, an attachment has been included containing examples of transitional support services that are commonly needed. Job Corps reserves the right to modify these tasks if necessary.

The contractor shall provide all necessary administrative and training personnel, services, administrative facilities and materials, staff travel and subsistence required to accomplish the work described in this statement and in accordance with Title I, Subtitle C of the WIA Act of 1998, implementing regulations; the Job Corps Policy and Requirements Handbook (PRH) available at http://jcweb.jobcorps.org:7108/ ; other instructions and policy issuances; the Career Development Services System (CDSS); and, appropriate regional and/or center operators.

In those regions where the contractor has placement responsibilities, the contractor will adhere to Job Corps' guidelines for documenting and reporting placements as cited in PRH 4.5. The contractor's performance shall be measured against the goals established by each Regional Director of Job Corps. Furthermore, the contractor will be held accountable for all applicable Outcome Measurement Standards (OMS) and performance goals.

C.3 PROJECT TASKS

To accommodate the variety of activities and for the purpose of this contract statement of work, each region's activities will be referred to as a task. Thus, the contractor's activities in the Boston region will be listed under Task 1, the New York activities under Task 2, etc. The contractor shall carry out, but is not limited to, the following tasks assigned by the Job Corps National and Regional Offices:

The following statement of work specifies the contractor duties and activities of the Region 1 - Boston Office in connection with Career Transition Services provided to Graduates and Former Enrollees of the Job Corps Program. The contractor will work directly with the regional OA/CTS contractor (Del-Jen, Inc.), and the Region 1 - Boston Office of Job Corps will assign a Regional Government Authorized Representative (GAR) to monitor these activities.

The contractor will provide career development, career placement and support services to Job Corps graduates and former enrollees as defined by the Region 1-Boston Career Development Services System (CDSS) plan and Memorandum of Understanding with Del-Jen, Inc. The contractor will work in conjunction with all other regional contractors to provide comprehensive services to former Job Corps students during the Career Transition Period.

Staffing

Regional Director (1 FTE) - employee management, program oversight and development, training, evaluation and volunteer management
Career Development Field Coordinator (1 FTE) - case management of graduate Career Development Field Coordination program, job development, volunteer management
Career Development Specialist (1 FTE) - case management of graduate and former enrollee post-center services program
Program Specialist (1.5 FTEs) - case management of CTS pilot program

Graduate Services
The contractor will provide career development, career placement and support services to students assigned through Del-Jen (approximately 33% of the Job Corps graduates returning to the Greater Boston area). The contractor will continue to follow-up with these students for one (1) year following placement. Graduates will be eligible for career development, career placement, and support services from the contractor for one year from their initial date of placement. The services can include follow-up career development, career re-placement and additional support services. All services to graduates will be provided by the contractor's Career Development Field Coordinator (CDFC) and Career Development Specialist in the regional office located in Boston, Massachusetts.

Graduates will be referred by Del-Jen, Inc. as they terminate from the Job Corps program. Del-Jen will be responsible for all administrative processing of paperwork related to the contractor's Career Development Field Coordination program including, but not limited to, providing accurate student referral information, coordination of student transition monies, and reporting placement information to the Job Corps Data Center.

In addition to the comprehensive career development and support services currently being provided, the contractor will established a Career Development Resource Center located in the regional office where former Job Corps students can participate in individual planning sessions with staff and volunteers, participate in employability and independent living skill building workshops, and take advantage of the resources housed in the center for job search and identification of available community resources. The contractor's CDFC is also responsible for training and supervision of interns and volunteers working with graduates and all job development activities related to the Career Development Field Coordination program.

Former Enrollee Services
The contractor will provide initial placement services to former enrollees assigned through Del-Jen (approximately 33% of former enrollees returning to the Greater Boston area). Former enrollees who have completed over 60 days of the Job Corps program but are unable to complete their training program are eligible for initial placement services for up to 90 days.

Services to former enrollees will be provided by the contractor's Career Development Specialist in the Boston, Massachusetts regional office. Former enrollees will be referred from Del-Jen, Inc. as they terminate from the Job Corps program. Del-Jen will be responsible for all administrative processing of paperwork related to the contractor's former enrollee program including, but not limited to, providing accurate student referral information, coordination of remaining student monies, and reporting placement information to the Job Corps Data Center.

Volunteer Program
The contractor will establish an effective Volunteer Program. Volunteers will support the contractor's regional programming by working directly with youth on both the former enrollee and graduate caseloads, assisting with career development and support services. Volunteers also support the regional program through workshop facilitation, job development and resource expansion.

Program Outcomes
The goal for initial placement of assigned graduates, under the contractor's Career Development Field Coordination program is 95%. To measure graduate's long-term attachment to the workforce, the goal is that 80% of those graduates will continue to be placed at 6 and 12 months after initial placement.

The performance goal for the contractor's former enrollee program is placement of 70% of former enrollees into verified, approved education, employment, or military placements.

The contractor will evaluate its services based on the following:

• Monthly collection of data regarding graduate contacts, career development and support services, placements, resource development, and volunteer involvement;
• Quarterly surveys of Job Corps students, Job Corps staff and the contractor's volunteers; and
• Monthly interviews of students and volunteers.

The contractor will participate in Job Corps' evaluation efforts as requested.

This information will be reported to the Job Corps Regional Director and the Government Authorized Representative (GAR) through monthly reports and quarterly survey reports.

Quality Standards

• Programs and services are designed from a youth development approach. They engage youth in their own development, focus on the assets and strengths youth bring, and employ a variety of methods to suit the individual needs of each youth.
  • Indicators = youth satisfaction with services, youth maintaining ongoing contact with contractor, variety of services and approaches.
• The contractor will work with each referred student to resolve their need(s) as indicated by the referral source. Volunteers and staff build ongoing relationships and provide service that is long-term.
  • Indicators = average length of service to youth, average number of contacts per youth per month.
• The contractor will encourage students to utilize the assets gained from their Job Corps experience. Services address a full range of barriers and challenges to success. Services are focused on helping youth learn to assess their own needs, research solutions, and make positive choices.
  • Indicators = average number of issues identified per youth, average number of issues resolved per youth.

PILOT PROJECT

The contractor will also develop a model Career Transitional Services (CTS) Pilot for 50 female Job Corps students interested in entering nontraditional occupations. The pilot will be conducted over a 2-year period at a center to be designated. The objective of the pilot is to increase the number of female students entering Job Corps' nontraditional trades; increase measurable retention of female students on center and long term attachment to the workforce; fostering new partnerships within public & private sectors; establish best practices model for women and non-traditional occupations; and placements resulting in long term attachment to the workforce

Sixty days after contract award, the contractor will develop a comprehensive operating plan for the pilot program that will demonstrate the efficient and effective delivery of career transition services. The plan will be submitted to the National Office's Contracting Officer Technical Representative (COTR) for approval.

In accordance with the PRH and Career Development Service System (CDSS), the implementation of the pilot program will involve the four CDSS phases:

Outreach and Admissions

In collaboration with Job Corps center staff and the associated Outreach and Admissions offices, the contractor will assist in developing recruitment strategies that will target female candidates for the pilot.

Career Preparation Period

During the first few weeks on center, the contractor will expose all students to nontraditional trades through orientation workshops in cooperation with the center's Introduction to Center Life and CPP process. Female students selecting a nontraditional trade will become part of the Contractor's caseload (NTE 50 students) and each student will be involved in a peer-to-peer mentoring program as a student supportive measure. The contractor will provide mentors for the students during this phase and throughout their training and post training experience.

Career Development Period

The contractor will develop a seamless process of case management for each woman from the point of enrollment. Mentors will be assigned both individually and to groups of female students based on their initial assessment and the contractor will provide ongoing support to the students throughout their vocational training. The ongoing support will include but not limited to conflict management, life and career planning and well as employability and independent living skills. Additionally, the contractor will work closely with center staff, particularly vocational instructors, to ensure seamless support.

Career Transition Period

Participants in the pilot program will be offered a variety of career transition services in support of individual assessments and, their Personal Career Development Plan (PCDP). The contractor will place participants in work-based learning sites and provide intensive mentoring and transition services to assist with post-graduation activity in appropriate career opportunities that will serve as Job-Training-Match (JTM) placements.

At a minimum, the CTS program shall consist of:

Career Transition Services for Female Graduates: The contractor shall provide assessments, placement services including job development and referral, identify transitional needs and refer to appropriate services, and maintain contact throughout CTS service period to ensure that the graduate remains connected to the labor market following separation. Follow up and continued support services for one year after placement. The contractor shall arrange to transfer responsibility if the individual relocates outside of the service area during the service period. Specific services are detailed in PRH 4.3.

Career Transition Services for Female Former Enrollees: The contractor shall maintain contact with eligible separated former enrollees during the service period until initial placement to identify job leads and provide referrals, as specified in PRH 4.4.

Female graduates or former enrollees seeking a nontraditional occupation may be referred to the contractor's placement office location for services. These participants will be considered a part of the contractor's caseload.

Program Evaluation

The contractor shall establish a uniform system for documenting, verifying and reporting Career Transition Services, using the criteria in PRH 4.5. During the entire pilot program, the contractor will utilize a method for tracking and evaluating the impact of this project. At the conclusion of the pilot project the contractor will provide a final report that will include the following to the COTR and the Boston Regional Office:

• Compare the number of female graduates enrolled in Job Corps trades programs pre and post the pilot project;
• Survey youth and adult partners to determine the value of the training (how they were able to utilize skills, knowledge and experience gained) and the impact on retention and long-term attachment of female students in the program and utilize findings to support or enhance the program process and format;
• Engage the employer advisory group to assess the appropriateness of the training delivery and content of the pilot program;
• Perform a follow-up survey to employers, placement sites and national training contractors to determine their satisfaction with the Pilot program coordinators and student placement activity; and
• Develop a best-practices and lessons-learned document that can serve as a model, guide, and training resource for Job Corps center staff across the nation.

The New York Region center operators and contractor will address in the MOU's provisions of transitional support services to graduates. Services to graduates will be provided by the network of volunteers in the field and coordinated by the CDSS managers on centers and the contractor's Regional Office staff. The center operators will be responsible for evaluating the volunteer and the regional contractor's services on a quarterly basis (Attachments 3 and 4). The contractor's regional staff will provide the Regional Office of Job Corps with an updated list of volunteers on a quarterly basis.

Field volunteers will provide support services to selected graduates. The graduates will be selected by CDSS managers.

Goals:
On as-needed basis as requested by CDSS managers but no more than 50% of each center's graduates in Region I New York. (Attachment 2 provides graduate goals by center.)

The regional staff will maintain current tasks including but not limited to:

• Supervision of programs which include volunteer services, prep programs, and transitional services provided to New York Region students;
• Development of Memorandum of Understanding with each New York Region center;
• Coordination of selected graduate caseload between CDSS managers and volunteers:
• Maintaining Job Corps automated CDSS case notes;
• Supervision of the contractor's staff;
• Management of budget;
• Monitoring of outcome data in relation to target outcomes;
• Reporting;
• Initiation of corrective action plans based on performance indicators;
• Initiation of volunteer outreach;
• Fund development;
• Community relations, and maintaining close ties with center on-center CDSS managers, program direction and center operators.

To promote consolidation of services, the New York Regional Office will accommodate the contractor's regional staff at the CDSS One Stop located in the Brooklyn Job Corps Academy.

The Regional Director may review progress of the contractor's contracts, at which point the statement of work may be further modified.

Attachment II

GRADUATES AND FORMER ENROLLEES BY CENTER IN THE NEW YORK REGION

Table provided for reference by contractor volunteers

Revised 12/20/00 to include 60% graduate rate

* Graduate Rate Formula: OBS x 0.03 (AWTR) x 52 weeks x 0.6 (grad. rate) Eligible Former Enrollee Formula: OBS x 0.03 (AWTR) x 52 weeks x 0.25 (non-grad. rate)

Attachment 3

WORKFORCE PREPARATION & FORMER ENROLLEE PROGRAM

Quarterly Effectiveness Rating For the quarter ending___________

( ) EXCEEDS EXPECTATIONS
Communication between the center and the on-center Workforce Preparation Specialist/Transitional Support Services Specialist employed by the contractor is exceeding expectations. Both parties collaborate effectively in terms of goals, policies, changes, and performance. Systems are in place and are followed regarding placement, record keeping, reporting, and verification in accordance with center procedures. The memorandum of understanding between the center operator and the contractor has been fully implemented. The center is exceeding expectations as to student performance outcomes relating to former enrollees. The on-center Workforce Preparation Specialist/Transitional Support Services Specialist employed by the contractor works very well with students and other center personnel. The on-center Workforce Preparation Specialist/Transitional Support Services Specialist is professional and is an outstanding role model.

( ) MEETS EXPECTATIONS
Communication between the center and the on-center Workforce Preparation Specialist/Transitional Support Services Specialist employed by the contractor is meeting expectations. Both parties collaborate on a regular basis in terms of goals, policies, changes, and performance. Systems are in place and are generally followed regarding placement, record keeping, reporting and verification in accordance with center procedures. The memorandum of understanding between the center operator and the contractor has been mostly implemented. The center is meeting expectations as to student performance outcomes relating to former enrollees. The on-center Workforce Preparation Specialist/Transitional Support Services Specialist employed by the contractor works with students and other center personnel. The on-center Workforce Preparation Specialist/Transitional Support Services Specialist serves as a good role model.

( ) NEEDS IMPROVEMENT
Communication between the center and the on-center Workforce Preparation Specialist/Transitional Support Services Specialist employed by the contractor needs improvement. Collaboration in terms of goals, policies, changes, and performance is infrequent. Systems are in place but are not followed in a consistent manner regarding placement, record keeping, reporting and verification in accordance with center procedures. The memorandum of understanding between the center operator and the contractor has not been implemented to the extent possible. The center needs improvement as to student performance outcomes relating to former enrollees. The on-center Workforce Preparation Specialist/Transitional Support Services Specialist employed by the contractor does not work well with students and other center personnel. The on-center Workforce Preparation Specialist/Transitional Support Services Specialist could do a better job in serving as a role model.

At the end of each calendar quarter, center operators are asked to provide both the Job Corps Regional Office as well as the contractor with an effectiveness rating as to services provided. The rating assigned to the contractor must be either needs improvement, meets expectations or exceeds expectations. A written narrative, including number of students referred to the on-center Workforce Preparation Specialist/Transitional Support Services Specialist, as well as the actual number of students served during the reported period must be provided by the center operator when assigning a rating of either needs improvement or exceeds expectations.

______________________________________		_______________________
Center Operator					Date

Attachment 4

VOLUNTEER PROGRAM

Quarterly Effectiveness Rating
For the quarter ending ____________

( ) EXCEEDS EXPECTATIONS
Communication between the center and the contractor regional office is exceeding expectations. Both parties collaborate effectively in terms of goals, policies, changes, and performance. Systems are in place and are followed regarding the assignment of volunteers and the reporting of information back to the center operator through the established CDSS application. The memorandum of understanding between the center operator and the contractor concerning volunteers for graduates has been fully implemented. Student performance outcomes are greatly enhanced as a result of this arrangement between the center operator and the contractor.

( ) MEETS EXPECTATIONS
Communication between the center and the contractor regional office is meeting expectations. Both parties collaborate on a regular basis in terms of goals, policies, changes, and performance. Systems are in place and are generally followed regarding the assignment of volunteers and the reporting of information back to the center operator through the established CDSS application. The memorandum of understanding between the center operator and the contractor concerning volunteers for graduates has been mostly implemented. Student performance outcomes are enhanced as a result of this arrangement between the center operator and the contractor.

( ) NEEDS IMPROVEMENT
Communication between the center and the contractor regional office needs improvement. Collaboration in terms of goals, policies, changes, and performance is infrequent. Systems are in place but are not followed on a consistent manner regarding the assignment of volunteers and the reporting of information back to the center operator through the established CDSS application. The memorandum of understanding between the center operator and the contractor concerning volunteers for graduates has not been implemented to the extent possible. Student performance outcomes are not enhanced as a result of this arrangement between the center operator and the contractor.

At the end of each calendar quarter, center operators are asked to provide both the Job Corps Regional Office as well as the contractor with an effectiveness rating as to services provided. The rating assigned to the contractor must be either needs improvement, meets expectations or exceeds expectations. A written narrative, including number of graduates referred to volunteers, as well as the actual number of students served during the reported period must be provided by the center operator when assigning a rating of either needs improvement or exceeds expectation.

_______________________________________		____________________________
Center Operator					Date

Two (.5) contractor staff will provide special programming for the career preparation period, e.g., life skills classes, community service, workplace readiness classes, and help with pre-determination needs assessment. The two centers are Blue Ridge and Keystone. At each center, staff is expected to reach approximately the following number of students per month:

The Contractor will provide a comprehensive array of services to Job Corps students as defined by the Region's Career Development Services System/Plan (CDSS) and in alignment with each Job Corps center's CDSS Plan. The contractor will perform the following services, which may include, but are not limited to, the following:

• Pre Separation Services to students while on center
• Post Separation Services to students after leaving the center

Contractor will provide services based on needs of center, as agreed upon by CDSS Manager and contractor. Of nine centers that will be assigned to the contractor, two (2) will be full-time positions and seven (7) half-time positions. They will be expected to reach a specified number of students monthly to provide services. Final schedules will be determined by each Center Director and contractor. Centers are:

Atlanta JCC
Bamberg JCC
Batesville JCC
Gulfport JCC
Homestead JCC
Jacksonville JCC
Lyndon B. Johnson JCC
Memphis JCC
Mississippi JCC

On Center Career Coach (C.C.) will conduct transitional needs assessments with new and departing students to identify transitional service needs ensuring that students separating from the program have the skills and resources needed to make a successful transition to the workforce. The C.C. will also perform the following duties:

• Assess student independent living and employability skills during orientation;
• Counsel and encourage students to complete Job Corps;
• Document students' transitional support needs;
• Counsel and assist students in developing a plan to meet transition needs;
• Advise students about the availability of volunteers to assist them upon their separation from Job Corps;
• Encourage long term, ongoing and positive bonds with Job Corps and other support contractors for both pre- and post-separation approaches;
• Assist CDS Managers with non graduates as specified by the Center Director;
• Assist centers with retention, social development and CDSS as specified by the Center Director.

Volunteer Mentors

• Mentors will serve as a local responsible adult who is committed to the students' well being.
• Mentors will assess the needs of students, listen actively, and help students define their problems.
• Mentors will work in consultation with the CDSS Manager to connect students with basic care and strategic service networks.
• Mentors will counsel informally, promote confidence and competence in students.

Regional CDSS Resource Center
The contractor's regional office will maintain a region wide database of civic organizations, community action agencies, and other human service organizations, designed to assist students with needed services.

Support Service Volunteer
A network and database will be maintained and coordinated by the contractor's regional office. The volunteer network will deliver local support service volunteers for the Regional CDSS.

The volunteers will deliver local support services to centers and students in need. Services include emergency and transitional services.

The contractor will have four regional office staff (4 FTEs):

Director
Program Director Area 1
Program Director Area 2, and
Program Assistant

Contractor will provide a comprehensive array of services including region-wide transitional support services to Job Corps students as defined by the Region's Career Development Services System/Plan (CDSS) and in alignment with each Job Corps center's CDSS Plan. The contractor will perform these services, in accordance with center-specific Memorandums of Understanding, which may include, but are not limited to, providing Mentoring Services and Career Transition Services to Graduates and Former Enrollees.

The contractor will provide the following staff support:

Three full-time (FTEs) regional staff - Regional Director, Administrative Specialist, and Program Director. Their tasks will be to:

• Recruit, hire, train, and supervise all paid and unpaid staff;
• Assign mentors to graduates in coordination with Career Development Manager;
• Provide Career Transition Services, if applicable;
• Supervise monthly mentoring efforts and other career transition services efforts;
• Input mentoring data in the contractor's and CDSS databases;
• Document assistance and outcomes; and
• Submit monthly activity activities reports to Job Corps National Office and Regional Office.

The contractor will provide eight (8) State staff:

Indiana coordinator (1 FTE)
Michigan coordinator (1 FTE)
Minnesota/Wisconsin coordinator (1 FTE)
5 part-time mentors: 1 - Indiana; 2 - Michigan; and 2 - Minnesota/Wisconsin

Service is providing mentoring service to graduates. The contractor will meet with youth initially and thereafter monthly as long as needed, not to exceed 12 months follow-up period after placement. The contractor is expected to serve approximately 81/month.

The contractor will provide placement services, on an as-needed basis, to former enrollees from six specified centers who have been on center 60 days or more. The contractor will perform these services as follows:

1. Provide half-time counselors, who will be called Former Enrollee Case Managers, at six specified centers - Laredo, Little Rock, North Texas, New Orleans, Tulsa and Talking Leaves.
   
   
2. Recruit, train and manage these counselors, who will serve as case managers for former enrollees, providing placement services (including verification of placements) and follow-up services to all former enrollees at these centers. The tasks will be performed under the direction of the Center Director. The roles and responsibilities of center-assigned counselors will be determined by the Center Director together with the contractor's Regional Director (as appropriate) and will be recorded in job descriptions.
   
   
3. Ensure the placement of an undetermined number of these former enrollees.
   
   
4. Recruit, train, deploy, and support a network of volunteers who will render assistance to the former enrollees as assigned by the counselor (Former Enrollee Case Manager.)
   
   
5. Adhere to Job Corps guidelines for documenting and reporting placements.
   
   
6. Provide Monthly Performance Reports to the Job Corps Regional Office.
   

The contractor will provide a comprehensive array of services including region-wide transitional support services to Job Corps students in accordance with the Regional Supplement to the Policy and Requirements Handbook as well as in alignment with each Job Corps center's Career Development Plan. The contractor and each center operator will execute a memorandum of understanding to outline specific responsibilities and roles of each entity relating to implementation of services provided. The contractor will perform these services which may include, but are not limited to, the following:

I. Former Enrollee Placement

The contractor's Career Development Specialist, located at St. Louis, Excelsior Springs, Flint Hills and the Denison Job Corps Centers, will assist the center operator in providing services as outlined in the PRH, Chapter 4.4 for former enrollees of the St. Louis, Excelsior Springs, Flint Hills and Denison Job Corps Centers who remain in Missouri, Kansas, Nebraska and Iowa in accordance with an executed memorandum of understanding between the contractor and the center operator.

As to center staffing levels, the contractor will provide, at a minimum, 2.5 FTEs center staffing levels as follows:

II. Graduate Mentoring Program

The contractor will recruit, train, and deploy a sufficient number of volunteers in key geographical locations in Missouri, Kansas, Nebraska and Iowa to serve as mentors to female graduates from the St. Louis, Excelsior Springs, Flint Hills, Denison, Pine Ridge and Mingo Job Corps Centers. Upon request of a Job Corps center in the region, the contractor's regional office will assign a volunteer mentor to the graduate who needs such service in accordance with an executed memorandum of understanding between the contractor and the center operator.

III. Management Oversight

The contractor's regional office is responsible for the management oversight associated with the former enrollee placement and graduate mentoring programs in the Kansas City region. At a minimum, the regional office will:

• Provide technical assistance and support to the on-center Career Development Specialists;
• Recruit, train, deploy, and support volunteers who will provide placement assistance to male and female former enrollees from centers with a Career Development Specialist;
• Collect data that supports the placement statistics of former enrollees and the mentoring of female graduates;
• Ensure that all guidelines are followed in accordance with the PRH and the Regional Supplement;
• Provide Job Corps with a monthly performance report;
• As to staffing levels, the contractor will provide, at a minimum, 1.5 FTEs in the contractor's regional office to carry out its management oversight responsibilities.

To enhance the Regional CDSS plan, the contractor will function as a support services contractor providing assistance to Job Corps students in both the career preparation phase and career transition phase of their training.

The contractor will provide two Regional staff, a Regional Director and a Specialist, Volunteer Support (2 FTEs). These staff will have specific tasks to complete, at the discretion of the Job Corps Regional Director. These will include one or more of the following:

• Provide supervision to four half-time staff on center (2 FTEs). Each will provide services at one of the following centers: Clearfield, Collbran, Weber Basin and Trapper Creek. The Center Director will approve the final selection for each before an offer is made.
• Develop a Memorandum of Understanding (MOU) with each center to include responsibilities and tasks in alignment with the regional CDSS plan, the center's needs, and the approval of the Job Corps Regional Office.
• Recruit, train, and maintain a supportive network of volunteers throughout the six-state area. These community volunteers will provide additional career transition services to a caseload of high-risk Graduates. "High-risk Graduates" will be defined by each center in each MOU as well as assignment procedures and quotas - for approval by the JC Regional Director.
• Develop transitional support and community linkages within the Denver Regional area. Provide transitional support assistance to those graduates returning to the Denver Regional area who have been identified as high-risk by center staff.
• Provide detailed monthly reports to the Job Corps Regional Director, to include a data report - on CPP and CTP activities - designed and supplied by the Denver Regional JC Office. The report will provide information regarding employer and community linkages. The report will also provide a detailed narrative of students who received transitional support services during the prior month. Case notes will also be entered into the CIS System.
• Center-assigned counselors will deliver a minimum of one content unit of CDSS career preparation for all new arrivals in coordination with the career manager and orientation director.
• The contractor's regional director shall coordinate and assist with placement and tracking services for assigned graduates in the 12-month post-placement transition period. In partnership with the CDSS team on each center, the contractor's regional office will match these graduates with volunteers to provide additional support services.

The contractor's Counselor roles and responsibilities may also include:

• Managing graduates caseloads;
• Providing support and employability counseling to all students within the 0-60 day time frame;
• Conducting other CDSS-related training elements to students;
• Assisting students in developing career transition plans;
• Providing a list of anticipated graduates to the contractor's regional office six weeks prior to graduation;
• Providing a detailed narrative of activities on a monthly basis to the center, OA-CTP provider(s), and the Regional Director; and
• Duties determined in approved MOU between the contractor and the center and the Regional JC Director.

Program Outcomes:

• A regional, national, and self-evaluation of the contractor will be based on the following:
• Quarterly surveys of students, Job Corps staff, and the contractor's volunteers.
• Monthly student and volunteer interviews.
• Monthly collection of resource development, off-center support service, on-center transition & training, service-learning, and volunteer data.
• Performance as measured by the JC Regional monthly report as supplied by the Job Corps Regional Office.
• This information will be reported to the Job Corps Regional Director, Center Directors, and GAR through monthly reports and quarterly survey reports.
• The contractor will participate in Job Corps evaluation efforts as requested.
• The contractor will engage youth in their own development, focus on the assets and strengths youth bring, and employ a variety of methods to suit the individual needs of each youth.
• Indicators = youth satisfaction with services, youth maintaining ongoing contact with the contractor, variety of the contractor's services and approaches.
• The contractor will work with each referred student to resolve their need(s) as indicated by the referral source. The contractor's volunteers and staff build ongoing relationships and provide service that is long-term.
• Indicators = average length of service to youth, average number of contacts per youth per month.
• The contractor will encourage students to utilize the assets gained from their Job Corps experience. Services address a full range of barriers and challenges to success. Services are focused on helping youth learn to assess their own needs, research solutions, and make positive choices.
• Indicators = average number of issues identified per youth, average number of issues resolved per youth.

The contractor will provide support services including region-wide career transitional services to Job Corps students in accordance with the Regional Supplement to the Policy and Requirements Handbook. The contractor will perform services, which may include, but are not limited to, the following:

• Career Development Readiness
• Personalized Assistance and Mentoring
• Career Training Services
• Transitional Needs Assessment and Services
• Former Enrollee Placement
• Volunteer Support Services

Based on the National Contract/Statement of Work, the contractor and the San Francisco Regional center operators will develop MOU's concerning on-center staff responsibilities.

I. Career Development Readiness and Personalized Assistance and Mentoring

The contractor's Transition Specialists will assist the center operators of the Los Angeles, Sacramento, and Sierra Nevada Job Corps Centers in providing employability skills, independent living skills, student retention workshops and individual mentoring as outlined in the PRH, Chapters 2.7, 2.8, 3.15, and 3.18, for trainees in accordance with an executed Memorandum of Understanding between the contractor and the center operator.

II. Career Training Services and Transitional Needs Assessments

The contractor will deliver a program addressing Workforce Preparation including an Independent Living Assessment to students at the Fred G. Acosta, Inland Empire, San Diego, and San Jose Job Corps Centers. At the Treasure Island Job Corps Center, the contractor will deliver trainings on leadership development and preparing women for work in non-traditional trades. The Job Corps centers in the region will refer trainees who require such services to the contractor's Training Specialists to be served in accordance with an executed Memorandum of Understanding between the contractor and the center operator.

III. Former Enrollee Placement and Volunteer Support Services

The contractor's Senior Specialist of Training and Volunteer Support will assist the center operators of the Fred G. Acosta, Inland Empire, Los Angeles, Sacramento, San Diego, San Jose, and the Sierra Nevada Job Corps Centers in providing transition services as outlined in the PRH, Chapter 4.4 for former enrollees in accordance with an executed Memorandum of Understanding between the contractor and the San Francisco Job Corps Regional Office. The Senior Specialist will recruit, train and manage volunteers in the San Francisco Regional Office to provide individual transition assistance to all former enrollees that call the contractor's Youth Hotline. Moreover, the Senior Specialist will supervise and support the contractor's Specialists in the field in the recruitment and use of volunteers at their individual centers. Volunteer roles will include, but not be limited to, support services and resource development.

IV. Management Oversight

The contractor's regional office will be responsible for the management oversight associated with the aforementioned services in the San Francisco Region. At a minimum, the regional office staff will:

• Provide technical assistance and support to the contractor's Transition and Training Specialists;
• Collect and analyze data and make recommendations that support and improve 1) the center placement outcomes of former enrollees and 2) the employability and life skills development of trainees;
• Ensure all guidelines are followed in accordance with the PRH and the Regional Supplement;
• Ensure Memorandums of Understanding are current and being implemented properly; and
• Provide the Job Corps Regional Office in San Francisco with monthly performance reports.

I. Staff Allocation and Responsibilities

The contractor will provide support services to current and former Job Corps students in accordance with the Regional CDSS plan and the Policy and Requirements Handbook. The contractor will perform services, which may include, but are not limited to the following:

• Career Training Services
• Transitional Needs Assessment and Services
• Volunteer Support Services

Based on the National Contract/Statement of Work, the contractor, the Seattle Regional Office, and centers will develop Memorandums of Understanding (MOU's) specifying the contractor's regional office and on-center roles and responsibilities. See Appendix A for a menu of services.

I. Career Training Services

The contractor's on-center staff (Training Specialists) will assist the center operators of the Alaska, Centennial, Columbia Basin, Fort Simcoe, PIVOT, Springdale and Timber Lake Job Corps Centers in providing Career Training Services as outlined in the PRH, 3.9, 3.15, 3.16, 3.18, 3.20, and 3.24 for students in accordance with an executed MOU between the contractor, the Region, and the Center Director.

II. Transitional Needs Assessment and Support Services

• The contractor's on-center staff (Training Specialists) will assist the center operators of the Alaska, Centennial, Columbia Basin, Fort Simcoe, PIVOT, Springdale, and Timber Lake Job Corps Centers in providing Transitional Needs Assessment and Support Services as outlined in the PRH, 2.3, 2.5, 2.8, 3.24 for students in accordance with an executed MOU between the contractor, the Region, and the Center Director.
• The contractor's regional office staff and volunteers will provide transitional needs assessment and support services to students, graduates and former enrollees from the Alaska, Centennial, Columbia Basin, Fort Simcoe, PIVOT, Springdale and Timber Lake Job Corps Centers. On-center the contractor's staff will work closely with center and CTS contractor case managers and CTS liaison staff in providing referrals and individualized transition services. An MOU will be developed between the contractor, the Regional Office, and the CTS contractor to determine the details of the referral process.

III. Volunteer Support Services

The contractor will maintain a volunteer program, both on-center and regional office based, to support transitional needs assessment and support services provided by the contractor. Volunteer roles will include, but not be limited to, Support Service, Resource Development, Administrative Assistant, and Tutor.

IV. Management Oversight

The contractor's regional office will be responsible for the management oversight associated with the transitional needs assessment, support services, and career training program in the Seattle Region. At a minimum, the contractor's regional office staff will:

• Provide technical assistance and support to on-center Training Specialists and Regional Office staff.
• Collect and analyze data and make recommendations that support and improve successful career transition.
• Ensure all guidelines are followed in accordance with the PRH and the Regional policies and guidelines.
• Ensure Memorandums of Understanding are current and being implemented properly.
• Provide the Job Corps Regional Office in Seattle with monthly performance reports.

V. Staff Allocation and Responsibilities

VI. Evaluation

The contractor's Regional Director will conduct the following evaluation efforts:

• Bi-annual customer service surveys of students, Job Corps staff, and the contractor's volunteers;
• Pre- and post-testing of all programs and workshop participants;
• Monthly collection of resource development, off-center support service, on-center transition & training, service-learning, and volunteer data; and
• Develop a self-evaluation plan for approval by the Job Corps Region 6-Seattle Regional Director, and perform semi-annual self-evaluations. The evaluation plan shall include performance measures, a performance standard for each measure, and a system for collecting data related to each measure, and will be submitted for approval to the Region.

Appendix A: Menu of Services