Rocky Mountain Ser Jobs for Progress Inc.

“Rosa lee vigil 3555 pecos street denver, co 80211 d. Miles pimentel 3555 pecos street denver, co 80211”

“The form 990 is completed by the organization's cpa's subsequent to the audited financial statement being approved by the board of directors. The completed form 990 is provided to the ceo and the board of directors. The cpa's review the form 990 with the ceo who then reviews the form 990 with the board of directors. Changes/corrections are made by the cpa's based on the direction of the ceo and board of directors, if applicable. Once changes/corrections have been completed the form 990 is reviewed a second time by the ceo who then approves the form 990 on behalf of the board of directors.”

“For the conflict of interest policy, rocky mountain ser requires that employees protect company information and avoid outside activities or relationships which do or could adversely influence employee decisions or actions on the job. Conflict of interest situations, which could arise while moonlighting for a competitor of the organization, holding financial interest in a competing organization or being self-employed in an occupation which competes with rocky mountain ser, or ownership, partnership, or personal involvement in supplier companies or distribution outlets related to company business. If employees have any questions whether a situation is a conflict of interest, they must discuss the matter with their immediate supervisor. If it remains unresolved, they must refer the matter to the human resource director for a final determination.”

“Rocky mountain ser has a compensation philosophy for pay increase for administration as approved by the board of directors. The philosophy is documented in a plan with administrative guidelines. It is rocky mountain ser's belief that design and administration compensation has a significant impact on the job satisfaction, productivity, labor turnover and consequently the organization's missions and goals. Pay increases may be granted if determined appropriate by management and/or board of directors. The total and department amounts available for such wage increases, if any, will be determined solely by management and /or board of directors, based upon the company's financial condition. Compensation philosophy: as a non- profit services organization, at rocky mountain ser we recognize that our employees are our most important asset and our principle source of competitive advantage. To achieve our corporate objectives, we must attract, retain and motivate the most highly qualified and capable work force. We reward employees who demonstrate capability and produce results which support our organization's goals and objectives, within our ability to pay. We utilize performance-based pay plans, in addition to our base pay programs. These plans may vary for one job group to another. All plans are intended to reward employees who achieve and exceed targets for their formal written goals. In addition to cash compensation opportunities, rocky mountain ser provides compensation benefits programs which addresses our employees' health and welfare, and capital accumulation needs or concerns. All programs are contributory in nature and designed in a very flexible manner to enable employees to select the coverage most consistent with their needs and circumstances. Matching contributions by rocky mountain ser to our 401k plan will be contingent upon the achievement of all established financial targets. Merit will be distributed for each diversion in a range of 2% below expectations, 4% meets expectations, 6% exceeds expectations. Anything over 6% will need the approval of the ceo. Cost of living adjustments are also taken into consideration for compensation.”

“See ceo , ed, or top management official for explanation on process.”

“Rocky mountain ser's form 990 is available via the organization and www.guidestar.org. Rocky mountain ser's governing documents, conflict of interest policy and financial statements are available to the public upon request.”

“Satisfying colorado's diverse employment, training and educational needs this statement reflects rocky mountain ser's overall program philosophy, which is to assist those individual who face the most serious barriers to education and employment.”

“Services to 423 participants through its workforce offices throughout colorado. Services provided to participants included core, intensive and training services. Core services include intake, enrollment, assessment, planning, counseling and testing of participants in need. Intensive services include individualized employment plan an deferrals to work, participants which lack work experience can be placed into a work experience activity to gain job skills necessary to compete in the labor market, training services include vocational classroom training in which the dol program can provide financial tuition assistance to those participants who receive training at local community colleges or private institutions. Participants can also participate in on the job training with local employers, and employers receive reimbursement of up to 50% of the hourly wage, the varying lengths of training days are directly determined by differing vocational training requirements. Participants can also receive supportive services from the programs to assist with transportation, clothing, tools, equipment and licensing fees, andsupportive services are available in all phases of the program including core, intensive and training. Rocky mountain ser workforce division competed for the workforce investment funds in both the southeast and south central region and was awarded the funding by the colorado department of labor and employment for one year to provide services in those areas. Rocky mountain ser also is the grantee for the united states department of labor and employment for the entire state of colorado under dol and was awarded the 167 national farmworker jobs program grant again to provide employment and training services to migrant/seasonal farmworkers throughout colorado.”

“The new employee orientation process and improving staff knowledge of rocky mountain ser head start; strengthening the ongoing monitoring procedures utilized by managers; ensuring individualization activities are occurring within each classroom through more frequent observations by the education manager; improving student medical and dental treatment rates; improving the management of facilities and transportation services; continuing to implement and strengthen student transportation systems; and establishing and sustaining community partnerships.”