1. Migrant Education Program
Recruiter Identification and Recruitment Manual
Highlights and Changes
March 4, 2015

2. The Process First Phase Second Phase Third Phase
The SEA shared a draft of the Manual during a work session at the September Conference This group consisted of recruiters and data specialists. The feedback and recommendations were added/edited to/from the draft.
Second Phase
The SEA coordinated a second work group that consisted of one representative from each region selected by regional directors and coordinators. Those recommendations were edited and or added.
Third Phase
The SEA conducted an internal review of the Manual and added additional information or edited. 2

3. Thank you! Acknowledgements
The SEA would like to Thank all those who took time out of their busy schedules to help with providing feedback!
Thank you! 3

4. The Recruiter ID&R Manual
12/2/2018
The Recruiter ID&R Manual
There are copies of the Manual to share at each table. The Manual will also be available on our website to download.
You will also notice that the Manual is still in draft form. This is because the Final Manual will be released during our Annual September Conference.
Also, we encourage regions to start using the manual. 4

5. Comments and Timelines
The SEA will accept comments and feedback from March 4, 2015 – June 4, 2015. 5

6. Training Requirements
No changes around “Training Requirements” it will remain the same. The SEA believes that by having state certification in ID&R this will continue to build consistency through out Colorado
All MEP Funded staff must be state certified. The Colorado MEP will continue to utilize the National ID&R Curriculum as its training material. 6

7. To Join Moves
When a COE is a “to join move” it will always require a comment in the comment section of the COE.
And
The move should be completed within 12 months (see NRG 2010 E1 & E2 also ID&R Manual
The SEA understands that there are situations when a move may take more than 12 months to complete and the SEA will continue to review those situations on a case by case basis.
The SEA also believes that these cases are rare.
The recruiter should provide a clear and concise reason for these types of situations.
For additional information on documenting a “to join move” see Instructions for Completing the COE on Pg. 36 of the Manual. 7

8. 12/2/2018
Soon after the move
If a worker seeks work within 30-days of the QAD, meaning they applied for qualifying work, a recruiter can still qualify the family based on the fact that the worker sought the work.
For example: Mr. Brock and his family move from Nebraska to Wiggins, Colorado because Mr. Brock heard that there was work in the diary. Mr. Brock applies for the work but is not hired. He applied for the work within 30-days of the move. As long as the Brock family meets all other eligibility criteria this would be a qualifying family.
This would require a comment in the comment section. 8

9. Seasonal Work
Seasonal employment means employment that occurs only during a certain period of the year because of the cycles of nature and that, by its nature, may not be continuous or carried on throughout the year.
The length of “seasonal” employment is based on the distinct period of time associated with the cultivation and harvesting and cycles of the agricultural or fishing work, and is not employment that is continuous or carried on through the year. 9

10. 12/2/2018
Temporary Work
Temporary work for the purposes of the MEP is employment that lasts no longer than 12 months. It can also be work that appears to be constant and year round. However, sometimes the work can be difficult and even though a worker plans to remain at the job permanently, because of the working conditions the worker ends up leaving the job in less than 12 months. (See page 21 for qualifying temporary activities.) 10

11. Peak Time
Peak Times are times during the year when there is an increase of production demand. For example: the Turkey Ball Farm hires temporary workers for three months out of the year to help with the Christmas and Thanksgiving season. 11

12. Personal Subsistence
NRG G28. What does “personal subsistence” mean?
As used in the definitions of agricultural work and fishing work in § (a) and (b) of the regulations, and as defined in § (h) of the regulations, “personal subsistence” means that the worker and the worker’s family, as a matter of economic necessity, consume, as a substantial portion of their food intake, the crops, dairy products, or livestock they produce or the fish they catch.
When a recruiter is qualifying a family/worker under “Personal Subsistence” the recruiter should weigh three things:
Economic necessity- is it important to sustain the food supply for the worker or his/her family?
Consume- does the family eat the crop? And
Does the family consume a large portion of the crop? 12

13. Other Qualifying Work
Alaska fishing and why we are focusing on the industry
We believe that there could be families who are coming back to Colorado to live until the fishing season begins again. The SEA wants to ensure that every eligible child is identified.
Leave no Fish Unturned! 13

14. What is Qualifying Work?
12/2/2018
Fishing
Fishery, is the term used to describe the different methods to harvest the different types of fish, areas where fish can be found, and the season for harvesting a certain type of fish.
Breakout Session
Room Cripple Creek
March 5, 2015
9:25-10:40 am
What is Qualifying Work?
There is a session tomorrow March 5th regarding qualifying work. 14

15. Initial Processing NRG 2010 G20 & G21.
12/2/2018
Initial Processing
NRG 2010 G20 & G21.
What does “initial processing” mean?
Agricultural industries eligible under this definition:
Taylor Farms
Fresh Express
Del Monte.
Two Bears Pet Food
Raw Meat Diets for Dogs.
There are other dog food packing plants that we will continue to work on identifying. 15

16. Employer Statement
NRG 2010 H8. What is an example of a statement from an employer that indicates that the employment is temporary?
An example of a statement from an employer who harvests ferns for the floral industry might be: “employer Selby's Nursery stated that she will hire the worker only for the months of February through May to accommodate the increase in floral gifting
around Valentine’s Day, Easter, and Mother’s Day.” In this example, the employer
stated that she is hiring the worker for a short period of time that will not exceed 12
months.
Another example would be:
Mr. Horseshoe stated that he hired the worker for 4-6 weeks to herd the cattle to a different grazing ground.
*This situation would require a comment in the comment section. The comment should also include how long the work will last or how long the worker plans to stay at the job. 16

17. Worker Statement
NRG 2010 H9. What is an example of a statement from a worker that indicates that the employment is temporary?
An example of a worker’s statement might be: “the worker stated that he plans to leave the job in seven months in order to return to his home with his family.” Similar to the employer’s statement, the worker’s statement indicates that he will only remain in the job for a short period of time that will not exceed 12 months.
Another example of a workers statement would be:
The worker stated that he will only work for five months at the dairy to sustain his family until the children finish school. 17

18. Credible Evidence What is Credible Evidence?
Credible evidence for the purposes of the MEP is information that is reliable and proof of a matter a fact.
Credible means: that the information is trustworthy, believable, and reliable. Evidence means: that it’s proof, or confirms something.
For example, a local farmer or grower confirmed that the worker applied for qualifying work but none was available. This would be considered credible evidence. Another example might be submitting a business card where the worker applied or a newspaper clipping would also be considered credible evidence. The recruiter must explain credible evidence in the Comment Section and attach supporting documentation where available.” 18

19. Third Party Evidence 19

20. Documenting Qualifying Work
When documenting in Section III. 5. of the COE “Qualifying Work” the SEA requires that the recruiter document a description of the activity and where the activity is conducted. For example: picking peaches in the orchards or cutting meat in a slaughter house.
cutting meat / slaughterhouse
Please note that the SEA still reserves the right to request additional information as needed.
cutting meat / slaughterhouse 20

21. Making changes to the COE21

22. Reminders The Recruiter Identification and Recruitment Plan
This is a great time to meet with recruiters and determine how well their activities are going on their plans.
Referral Forms
The referral forms are mandatory and should be used during the interviews. Also, recruiters should only complete a referral form if the worker, parent or guardian wishes to receive services through the work force center. Recruiters should refer families to community organizations with in their area when requesting assistance such as; clothing, food banks and or clinics.
Submission of ID&R Questions
Thank you to those who have called our office with ID&R questions, especially when a recruiter is with a family and needs an immediate response. Because we want to make sure that there is consistency within Colorado, when making eligibility decisions, all ID&R questions must be submitted through the submit link on our website. 22

23. Migrant Education Program
Consolidated State Performance Report (CSPR)
Data Trends Presentation
Mar 4, 2015

24. State Migrant Graduation Rates
58.3%
53.8%
60.8%
55.7%
62.6%
63.0%
511
336
264
214
218
194 24

25. State Migrant Dropout Rates
5.2%
4.1%
4.2%
3.5%
3.6%
106 64 58 39 57 25

26. State Migrant 12 Month Count26

27. Regional 12 Month Count 27

28. State Migrant Child Counts by Grade Level28

29. Migrant Child Counts by Category
Increases/Decreases
Category
SY Count
SY Count
Increase/ Decrease
Percentage
Eligible
3878
3941 + 63 1%
Summer
311
258 - 53
17%
PFS Performance Period
553
1271
718
56%
LEP
2174
1991
183 8%
With Disabilities
217
277 60
21%
Last Qualifying Move 12
1167
1297
130
10%
Referred Service
1367
1855
488
26%
Dropout 39 57 18
32%
Received (HSED) 17 3 14
82%
PFS Regular Year
495
1195
700
58%
PFS Summer 67
129 62
48%
Served Performance Period
3367
3811
144 3%
PFS Served Regular Year
1199
100%
Instructional Service
2189
2117 72
Reading Instruction
1423
1513 90 5%
Math Instruction
1510
849
661
43%
Support Service
3119
3626
507
13%
Counseling Service
239
1441
1202
83% 29

30. Juanita Arias and Abel Estrada
COE Report
Juanita Arias and Abel Estrada
March 4, 2015

31. Metro Region: 52% increase from August31

32. Northern Region 59% increase from August32

33. SouthEast Region 52% increase from August33

34. SouthWest Data 56% increase34

35. Central West Data 179% increase35

36. Totals September-January 59% increase in children36

37. Overall September-January
Sep-Jan
COE Submission
Children
COE’s Denied
Children Denied
Send back to Region for Clarification
COE’ Removed by Region
Total Numbers
434
1054 8 10 90 6 37

38. Things to think about…
What can we account for the different spikes and dips of students throughout the months?
Are some regions receiving more COEs than others? What are those regions doing that makes their count higher? How can we support all of our regions?
What were some of the most common reasons for needs for clarification? How do we communicate better to be more clear? 38

39. Please submit any questions through our website and
Thank you!
Please submit any questions through our website and
Enjoy the rest of the conference!
The SEA Team 39