NAVY CHILD AND YOUTH PROGRAMS

Transcription

1 Teen Employment Program Requirements PROGRAM ELIGIBILITY: The Teen Employment Program (TEP) is expanded to include year-round opportunities. The TEP is coordinated locally by the Youth Director or Child and Youth Program (CYP) designee at individual installations and is referred to as TEP Coordinator within this document. Installations are encouraged to be as creative as possible in planning TEP programs but must adhere to the program requirements outlined below. JOB REQUIREMENTS: All Teens who are at least 14 years old and meet patron eligibility requirements for Navy Youth Programs defined in OPNAVINST E are eligible to apply for TEP positions. The application process must follow NAF personnel hiring practices (ref: CNICINST ). The following requirements apply: Age Requirements: CONUS applicants must meet state minimum age requirements and be in compliance with federal regulations. Applicants applying for position OCONUS must meet minimum NAF pay range requirements for (NF-1) United States Citizens in Foreign Areas. Hourly Wage: Hourly pay must be at least equal to the minimum wage established for the local area and be in compliance with federal minimum wage regulations. Work Schedule Limits: TEP participants may work up to 25 hours per week, notto-exceed 12 weeks except for approved employment extensions. Vehicle/Transportation Requirements: Teens are not authorized to operate Government Owned Vehicles, CYP, or MWR vehicles (e.g., golf carts, vans, buses, electric carts, and/or gators). Teens may not use personal vehicles for official business. Media Release: Participants must consent for use of video and photos taken during the program. Reference Checks: Three (3) reference checks will be performed in accordance with NAF personnel practices. Background Checks: background checks are processed in accordance with NAF personnel policies. EMPLOYMENT EXTENSIONS: After successful completion of 12 weeks of employment, teen employees may be considered for transfer to open teen positions within another CYP or MWR program. Positions may not be held or targeted for specific teens, and transfer candidates do not have preference over new applicants and must interview and be selected using the same process as all applicants. Transferred employees are processed and oriented in concert with NAF personnel policies. Required training is position specific and should be the same as other employees working similar duties. Transferred employees will participate in new trainings and workshops as developed and required during the program year. POSITION DEVELOPMENT: The TEP Coordinator will work collaboratively with NAF Human Resource Offices, CY program managers, and Morale, Welfare, and Recreation Encl (1)

2 (MWR) program managers, and other appropriate programs to identify possible host locations and supervisors for teens across the system. Positions should include CYP lines of service positions and are not limited to SAC/Youth programs. TEP Coordinators are encouraged to place teen employees in child development centers and other MWR programs. Position placements shall be for greater than four (weeks) per person and incorporate meaningful diverse skill development gained through continued practice and training to ensure quality programming. A job announcement and standardized position description is provided for NAF personnel office use (Encl 2 & 3). SUPERVISOR SELECTION AND ORIENTATION: TEP employees are required to be supervised at all times. Employees working in CYP must be in "line of sight" of a fully cleared staff at all times while children and youth are present and are not counted in ratios. Employees working in MWR programs must be supervised by a paid MWR staff member at all times. Supervisor Orientation: TEP Coordinators will host an orientation for position supervisors prior to hiring and placing employees. TEP Coordinators will work with local NAF personnel representatives to identify other appropriate human resource related training topics. Supervisor orientation must address: Roles, responsibilities, and expectations of supervisors and teen employees. Strategies for constructive feedback and guidance for teens and identify disciplinary issues or circumstances that require TEP Coordinator and NAF personnel attention (e.g., policy violations, safety issues, theft, child abuse). Orientation and training of teen employees (e.g., required training, position specific, standard operating procedures). Strategies for creating meaningful work-based learning opportunities for teens. Setting clear and obtainable goals and objectives which reflect the expected outcomes for both supervisor and teen employee (e.g., communication, customer service). New hire orientation, age appropriate work limitations, work schedules, payroll, discipline, and guidance. TEP OVERVIEW AND TEEN ORIENTATION: In order to successfully recruit potential teen employees, TEP Coordinators must actively and aggressively promote this program by posting the job announcement where teens naturally gather (e.g., teen center, bowling alley, food court) and within Fleet and Family Support Programs (FFSP). Where appropriate, TEP Coordinators should leverage social media, websites, and other communication mediums to promote teen employment opportunities. TEP Coordinators will collaborate with other departments to leverage training facility space, curriculum, and trainers (e.g., Fleet and Family Support Centers). Prospective candidates are not paid while attending preparatory workshops and trainings. Once selected, teen employees are paid while attending required and 2

3 position specific trainings. Youth programs offering the Teen Employment Program are required to incorporate the following curriculum into their program: Career Launch: This fun and exciting program prepares teens for the working world. Teens embark on a journey to explore careers, make sound educational decisions and find success in the world of work. The program, sponsored by Gap Foundation, contains 22 competency based, small-group activities that are organized into four units. Three program implementation plans are provided so you can choose a plan that fits your available resources and capacity for teen programming. Job Ready: Job Ready is a virtual tool that's fun and interactive. It features RU READY, how to locate a job, read a job advertisement, and proper resume writing; VIRTUAL VALLET, what to wear for the occasion, proper attire for the workplace; and BIZ QUIZ, interviewing skills, customer service skills in the workplace. Money Matters: Money Matters promotes financial responsibility and independence among teens ages by building their basic money management skills. Participants learn how to manage a checking account, budget, save and invest. They also learn about starting small businesses and paying for college. Money Matters features three components which include The Teen Personal Finance Guide, The Facilitator's Guide, and The Money Matters Web site. Additionally, TEP Coordinators will outreach to off-installation programs and schools with military dependent enrollment and work with School Liaison Officers, Boys and Girls Club of America (BCGA) and 4-H Extension Office to promote opportunities. Teen Orientation: Prior to hiring events and accepting applications, each program will host a one (1) to two (2) hour program for prospective teen employees. Where possible, Regions are encouraged to consolidate efforts, leverage resources, and host regional or geographic events. This may be more feasible in larger metro areas. The size and scale of the orientation may vary based on total position allocation with grant award. Teen orientation must address the following: TEP overview and application process, TEP eligibility criteria, Job requirements, compensation, number of and locations of positions, Expectations, roles, responsibilities, policies and standard operating procedures, Pre-employment training opportunities and schedules (e.g., resume writing, application preparation, interview skills), and Required trainings for all teen employees and specialized training that is position specific (e.g. CPR, First Aid, Child Abuse). HIRING EVENTS: Each program will host a minimum of two (2) hiring events (e.g., job fair, recruitment session) per fiscal year. Event scale will differ across installations and regions. Metro areas are encouraged to consolidate efforts, leverage resources, and host regional or geographic events when possible. TEP Coordinators will partner with NAF personnel to establish processes and procedures for collecting applications, 3

4 screening applicants, and conducting interviews at hiring events. Prospective candidates and supervisors should be prepared to identify top choices for positions. During the hiring event, prospective candidates should have the opportunity to: Meet with position supervisors, discuss openings and requirements, and submit applications. Interview for positions with position supervisors as coordinated by the TEP Coordinator and NAF Personnel. TEP Coordinators should not participate in the interview process. WORK EXPERIENCE: Teen employees are expected to perform the essential duties and responsibilities of the position, establish goals and objectives for their experience, and lead, assist, or coordinate an activity, event or project. Teen employees will participate in new hire orientation and trainings the same as other employees and receive on-the-job training to develop the skills for the job and performance appraisals with constructive feedback for growth and development. Project Leadership and Coordination: Supervisors and teen employees must identify a project or activity for the teen employee to lead or coordinate (e.g., youth camp field day, family event or activity). Programs are encouraged to work with teens to develop projects that show creativity and demonstrate the teen s interests. Performance Review: Supervisors are required to conduct a mid-point performance review (verbal or written) and a final written evaluation at the conclusion of employment. The CNIC NAF Employee Performance Rating Form shall be used to conduct the final evaluation. The Supervisor Remark section must be related to goals and stress to employees the importance of responsibility, accountability, and a job well done. Superior performance cash award are encouraged but must be locally funded. TEEN EMPLOYEE ON-THE-JOB TRAINING AND YOUTH PROGRAM CURRICULUM: The TEP provides work-based learning opportunities to teens seeking work experience and skill development. Each program will establish a curriculum to provide on-the-job training (e.g., training modules, CPR and First Aide, workplace behavior, cash management, software training). A portion of teen employee s work schedules shall be devoted to skills development. TEP Coordinators and supervisors are encouraged to leverage trainings available through FFSP and personnel office resources. CAREER DEVELOPMENT: TEP Coordinators will collaborate with base and community partners to initiate referral services for teens within FFSP, CYP, MWR, installation, and local community. The TEP is a stepping stone for Navy CYP careers and is designed to encourage teen employees to explore interests, develop skills, complete training modules, and begin setting short and long term career goals for the future. Teen employees should receive information about applying for internships, volunteering, and identifying job opportunities. TEP coordinators and supervisors may 4

5 mentor teens through motivation, support, and guidance to help teens realize personal potential and position themselves for careers working with military families. GRANT APPLICATION PROCESS TEP Coordinators will determine times during the year when programs are best able to provide meaningful work experience opportunities and collaborate with other program supervisors to identify after school, weekend, and seasonal positions (e.g., school breaks) for teens. There may be specific times of year when teen employees are more appropriate (e.g., seasonal, school breaks). TEP Coordinators should determine how many positions programs are able to support and plan accordingly. Application Process: TEP Coordinator completes grant request and submits to Region. (Encl 4) Region CYP Managers consolidates installation requests and submits regional packet with coversheet to CNIC (N911). (Encl 5) CNIC (N911) determines final grant awards and notifies Region. Late applications will not be accepted. MID-YEAR AND YEAR END REPORTS TEP Coordinators will prepare bi-annual progress reports and expenditure reports for grant reimbursement. Photos, video clips, and program highlights must be organized in a slide show presentation clearly identifying installation and TEP Coordinator. All photos and video clips must include captions or descriptions identifying people and activity depicted. TEP Coordinators are encouraged to leverage technology to visually depict program success (e.g., electronic scrapbook, collage, video montage). Presentations are attachments to bi-annual progress reports. Attachments are clearly identified and listed within the reports. Report Process: TEP Coordinators will: Determine total grant reimbursement amounts, calculate demographics, discuss program activities, and provide budget details and summaries, Prepare Mid-Year and Year End Reports, and Submit both Mid-Year and Year End Reports to the Region. (Encl 6) Region consolidates installation reports, calculates expenditure roll-ups, prepares coversheet, and submits to CNIC (N911) for reimbursement. (Encl 7) One (1) hard copy of all reporting documents and attachments, AND One (1) CD (in a case or sleeve) of all reporting materials to CNIC (N911). Submission Deadline: Mid-Year: April 15 Year End: October 15 5