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CM Handbook


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Welcome new Jumpstart Corps members!

Congratulations on having been accepted into our family of service! We are excited to have you join us
in what we are sure will be one of the most challenging, yet rewarding experiences of your life. Your
service with Jumpstart will introduce you to the powerful impact volunteers can have on communities
and the lives of young children.

Jumpstart believes that early literacy is a fundamental building block of success. Through
extraordinary attention in yearlong, one-to-one relationships, Jumpstart inspires children to learn,
adults to teach, families to get involved, and communities to progress together. Jumpstart is working
toward the day every child in America enters school prepared to succeed. Your conviction that you can
make a difference is the foundation upon which Jumpstart was built – and the key to making change
in this country. Just as important, through your service with Jumpstart, you will gain knowledge, skills,
and experience that will make you better prepared to serve as leaders on your campus, in your
community, and in the world.

You are now part of a national organization. Jumpstart is a national education leader that currently
engages more than 3,000 college students in service to more than 11,000 children in over 65
communities across the country. This means that thousands of other adults are serving alongside you
as part of the Jumpstart Corps.

The Corps Member Handbook provides a road map for your experience with Jumpstart and will give
you the basic information you need to have a successful service term. Read this handbook, use it,
write notes in it – refer to it whenever you are in doubt. Corps members are expected to read,
understand, and comply with all provisions of the Corps Member Handbook and to retain it for future
reference. However, no manual can anticipate every circumstance or question about a policy. As
Jumpstart continues to grow, and as the need arises, Jumpstart reserves the right to revise,
supplement, or rescind any policies or portion of the Handbook from time to time as it deems
appropriate, in its sole and absolute discretion. Corps members will, of course, be notified of such
changes to the Handbook as they occur. The Jumpstart Corps Member Handbook is not a contract,
implicit or implied, guaranteeing completion of term of service or the education award.

Jumpstart Staff

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Jumpstart is part of the AmeriCorps national service network, a corps of
volunteers serving in communities nationwide.

Jumpstart Corps members start their service year by taking the
AmeriCorps pledge:

I will get things done for America - to make our people safer, smarter, and

I will bring Americans together to strengthen our communities.

Faced with apathy, I will take action.

Faced with conflict, I will seek common ground.

Faced with adversity, I will persevere.

I will carry this commitment with me this year and beyond.

I am an AmeriCorps member. And I will get things done.

AmeriCorps is a national network of community-based programs that engage
Americans of all ages in results-driven service. All AmeriCorps programs are united
in the common goal of getting things done to help communities address challenges
in the areas of education, public safety, human needs, and the environment. The
AmeriCorps network strengthens communities by bringing together people from all
backgrounds to solve problems at the local level, encourages responsibility through
service and civic education, and expands opportunity by helping to make education
more affordable.

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AmeriCorps and
National Service

      Page 4 of 25
A Brief History of National Service
When faced with challenges, our nation has always relied on the dedication and action of citizens. The
Corporation for National & Community Service carries on a long tradition of citizen involvement by
providing opportunities for Americans of all ages to improve their communities through service.

The following is a brief history of national service in the United States.

American philosopher William James envisions non-military national service in his essay ―The Moral
Equivalent of War‖: ―. . . instead of military conscription, a conscription of the whole youthful
population to form for a certain number of years a part of the army enlisted against Nature, the
injustice would tend to be evened out and numerous other goods of the Commonwealth would follow."

Through the Civilian Conservation Corps (CCC), created by Franklin D. Roosevelt, millions of young
people serve terms of 6 to 18 months to help restore the nation's parks, revitalize the economy, and
support their families and themselves.

The GI Bill links service and education, offering Americans educational opportunity in return for service
to their country.

President John F. Kennedy establishes the Peace Corps, with authorizing legislation approved by
Congress on September 22, 1961. President Kennedy says, "The wisdom of this idea is that someday
we'll bring it home to America."

As part of the "War on Poverty," President Lyndon B. Johnson creates Volunteers in Service to America
(VISTA), a National Teacher Corps, the Job Corps, and University Year of Action. VISTA provides
opportunities for Americans to serve full-time to help thousands of low-income communities.

The Retired and Senior Volunteer Program (RSVP), the Foster Grandparent Program, and the Senior
Companion Program (which today comprise National Senior Service Corps) are developed to engage
older Americans in the work of improving the nation.

The Youth Conservation Corps engages 38,000 people age 14 to 18 in summer environmental

California Governor Jerry Brown establishes the California Conservation Corps, the first non-federal
youth corps at the state level.

The Young Adult Conservation Corps creates small conservation corps in the states with 22,500
participants ages 16 to 23.

National service efforts are launched at the grassroots level, including the Campus Outreach
Opportunity League (1984) and Campus Compact (1985), which help mobilize service programs in
higher education; the National Association of Service and Conservation Corps (1985), which helps
replicate youth corps in states and cities; and Youth Service America (1985), through which many
young people are given a chance to serve.

President George Bush creates the Office of National Service in the White House and the Points of
Light Foundation to foster volunteering.

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Congress passes, and President Bush signs, the National and Community Service Act of 1990. The
legislation authorizes grants to schools to support service-learning (Serve America, now known as
Learn and Serve America) and demonstration grants for national service programs to youth corps,
nonprofits, and colleges and universities.

September 1993
President Bill Clinton signs the National and Community Service Trust Act of 1993, creating
AmeriCorps and the Corporation for National Service to expand opportunities for Americans to serve
their communities. VISTA becomes part of AmeriCorps.

Congress passes the King Holiday and Service Act of 1994, charging the Corporation for National and
Community Service with taking the lead in organizing Martin Luther King Day as a day of service.

September 1994
The first class of AmeriCorps members - 20,000 strong - begin serving in more than 1,000
communities. In swearing in these Americans, President Clinton says: "Service is a spark to rekindle
the spirit of democracy in an age of uncertainty....When it is all said and done, it comes down to three
simple questions: What is right? What is wrong? And what are we going to do about it? Today you are
doing what is right - turning your words into deeds."

A study commissioned by the IBM Foundation, the Charles A. Dana Foundation, and the James Irvine
Foundation finds that every federal dollar invested in AmeriCorps results in $1.60 to $2.60 or more in
direct, measurable benefits to AmeriCorps members and the communities they serve.

April 1997
The Presidents' Summit for America's Future, chaired by General Colin Powell, brings together
President Clinton, former Presidents Bush, Ford, and Carter, and Mrs. Reagan to recognize and expand
the role of AmeriCorps and other service programs in meeting the needs of America's youth.

September 1998
The fifth class of AmeriCorps members is sworn in, bringing the total number of current and former
members to more than 100,000.

October 1999
AmeriCorps marks its five-year anniversary.

October 2000
The ranks of AmeriCorps members grow to more than 175,000. AmeriCorps celebrates the 35 th
anniversary of VISTA.

January 2002
President George W. Bush creates USA Freedom Corps and calls on all Americans to dedicate at least
two years over a lifetime to serving.

May 2007
First ever AmeriCorps Week, marking the historic milestone of the 500,000 th AmeriCorps member
taking the AmeriCorps pledge. AmeriCorps week is designed to bring more Americans into service,
salute AmeriCorps members and alums for their powerful impact, and thank the community partners
who make AmeriCorps possible.

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AmeriCorps Basics
AmeriCorps is the national service movement that engages Americans of all ages and backgrounds in
service to address the most critical problems in our nation’s communities in the areas of education,
public safety, the environment, and other human needs. In exchange for a year of service,
AmeriCorps members earn a living allowance or Federal Work-Study and an education award to pay
back student loans or to finance college, graduate school, or vocational training. Through AmeriCorps
VISTA, AmeriCorps NCCC, and AmeriCorps State and National programs, AmeriCorps involves tens of
thousands of committed men and women in results-driven community service annually.

Through AmeriCorps State and National programs, members serve in more than 400 national, state,
and local nonprofit organizations. AmeriCorps State programs are administered by bipartisan state
commissions appointed by governors through grants from, and in partnership with, the Corporation for
National and Community Service. Most members serve in local nonprofit organizations or education
institutions, others serve in state or local government-sponsored programs. In the
AmeriCorps*National program, members serve in national or multi-state nonprofits that receive grants
directly from the Corporation for National and Community Service.

AmeriCorps NCCC (the National Civilian Community Corps) is a 10-month, full-time residential service
program for men and women ages 18 to 24. AmeriCorps*NCCC combines the best practices of civilian
service with key aspects of military service, including leadership and teambuilding. Campuses are
located in Charleston, S.C.; Denver, Colo.; Perry Point, Md.; Sacramento, Calif.; and Washington, D.C.

AmeriCorps VISTA (Volunteers in Service to America) serves economically challenged communities.
For more than 30 years, AmeriCorps*VISTA members have helped increase the capability of people to
improve the conditions of their own lives through literacy programs, housing assistance, health
education, entrepreneurship, employment training, and neighborhood revitalization. Members of
AmeriCorps*VISTA work full-time and live in the communities they serve, creating programs that will
continue after they complete their service.

The Mission of AmeriCorps
The mission of AmeriCorps is to provide opportunities for Americans of all ages to help improve the
nation through service to communities—making our environment cleaner, our children healthier, our
schools better, and our streets safer. A special emphasis of AmeriCorps is on the critical problems of
children and youth and the need for all young people to serve, not just be served. A large proportion
of AmeriCorps members serve in programs seeking to achieve the goals for America’s youth set at the
1996 Presidents’ Summit for America’s Future. AmeriCorps works on the simple idea that those who
take responsibility for their community ought to be rewarded with opportunity. For questions related
to how Jumpstart helps fulfill the overall mission and objectives of AmeriCorps, Corps members should
speak with fellow members or their site manager.

Useful AmeriCorps Terms
AmeriCorps national service network—The network of all AmeriCorps programs, including
AmeriCorps*State and National, AmeriCorps*NCCC, and AmeriCorps*VISTA.

Education award—A benefit of $4,725 (full-time) or less (part-time) that AmeriCorps members may
receive after successful completion of a term of service. The award is paid directly to a lending or
educational institution and may be used to pay off qualified education loans or to finance qualified
college, graduate school, or vocational school training.

National Service Trust—A trust fund in the United States Treasury Department, administered by the
Corporation for National and Community Service, as established by the National and Community
Service Trust Act of 1993, to finance AmeriCorps member education awards.

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State commissions—The 15- to 25-member, independent, bipartisan commissions appointed by
Governors to implement service programs in the states. Each state commission receives funding from
the Corporation for National and Community Service and makes the primary grant decisions for most
of the AmeriCorps positions in state and local organizations, and overseeing these grant programs.

National parent organizations—National nonprofits that operate an AmeriCorps grant for
AmeriCorps members serving in more than one state, funded through the AmeriCorps*National Direct

The Corporation for National and Community Service
The Corporation for National and Community Service administers AmeriCorps. The program’s
expenses, such as the education award and other forms of member support, are provided through
appropriations from Congress and support from local and private sector partners. The Corporation for
National and Community Service offers a range of national and community service opportunities for
Americans to serve full-time or part-time.

In addition to AmeriCorps, the Corporation also oversees the service-learning programs of Learn and
Serve America and the three programs of the National Senior Service Corps.

Learn and Serve America engages students from kindergarten through college in community
projects that integrate service and learning. Learn and Serve America builds on the grassroots service-
learning movement by promoting service as a learning opportunity and providing models and
resources to schools, universities, and community groups. Students use academic skills to solve real-
world problems and learn the value of service, citizenship, and responsibility.

The National Senior Service Corps, or ―Senior Corps,‖ engages a half million Americans age 55 and
older in results-driven service as Foster Grandparents, Senior Companions, and volunteers in the
Retired and Senior Volunteer Program (RSVP). The Senior Corps taps the vast wealth of experience,
skills, and talents of older citizens to meet community challenges.

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Expectations, Policies,
   and Procedures

          Page 9 of 25
Service Hours Requirements
Jumpstart Corps members make a commitment to complete their required hours during the school
year and/or summer, depending on the site. This service term represents both Jumpstart's
commitment to AmeriCorps and Jumpstart's belief that an intensive term of service enables Corps
members to make a substantial impact in the lives of young children.

Jumpstart School Year
All Corps members serve at least 300 hours during the Jumpstart School Year program.

Weekly Service Hours
Corps members are expected to serve at least ten hours per week during Jumpstart School Year,
between September and May. Weekly requirements vary by site and may include:
    Four hours - twice each week for two hours each time - implementing the Jumpstart School
       Year program. During this time, Corps members work one-to-one with young children in the
       Jumpstart session for two hours.
    At least two hours per week spent in Team Planning Meetings. Team planning generally occurs
       twice per week for an hour before or after Jumpstart sessions. This time is spent reflecting on
       work with children and planning for the next Jumpstart session.
    At least four hours spent working in a Jumpstart classroom during the regular school day.
       Corps members arrange these hours independently, in coordination with the site manager and
       the classroom teacher.

Additional Service Hours
    Corps members are expected to serve additional hours as needed to participate in service
        days and family involvement events, which are required for all Corps members.
    Corps members will participate in trainings scheduled by site managers in addition to pre-
        service training at the start of each school year and in-service training mid-way through the
        service term.
    Corps members may also be required to perform additional service hours to make up any
        required weekly service hours that they missed (see above) at the site manager’s discretion.

Team Planning Meetings
All Corps members are required to participate in Team Planning Meetings, held for two hours each
week. These meetings are a crucial element of the Jumpstart experience, providing an opportunity to
plan for and reflect on service with children and the team in the Jumpstart session. All Corps members
are expected to participate fully in each Team Planning Meeting and contribute as a member of the

Jumpstart seeks to improve and facilitate communication with Corps members by using Team Planning
Meetings as an opportunity to solicit Corps member input and feedback. All Corps members are
encouraged to present their ideas, suggestions, views, and concerns to team leaders at these
meetings. These sessions will also be used to communicate information about any issues affecting
Corps members or Jumpstart.

Team Planning Meetings are not a forum for discussing grievances or personal disputes, and topics
such as personal issues on service responsibilities should not be raised during these sessions. Corps
members may address such issues in individual discussions with their team leader and/or site

Jumpstart Events
Corps members participate in a number of Jumpstart events during the year, including service days,
family involvement activities, and trainings. All Jumpstart events are considered an extension of Corps
members' service with Jumpstart, and Corps members are expected to adhere to all standards of
professionalism, attendance, and conduct that apply to a Jumpstart session, as outlined in this

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Handbook. In addition, whenever a Jumpstart event takes place off site, Corps members are expected
to respect all of the host institution's rules and regulations.

Progress Towards Completion of Service Hours
Achievement of the required hours of service should be a primary focus for Jumpstart Corps members.
Earning the expected hours has a profound impact on the delivery of the Jumpstart program to
children and families, as well as on Corps members’ ability to earn the education award.

Corps members will be updated periodically on the status of their service hours. When a Corps
member falls behind acceptable levels of his/her service hours, the performance improvement process
will be initiated (refer to Process for Performance Improvement).

Any Corps member who is continuing into Jumpstart Summer, and who has less than 95% of required
service hours at the end of the Jumpstart School Year, will be required to develop a plan for making
up those hours before beginning the next component of the program. In the case of Corps members
who entered Jumpstart late and are therefore justifiably behind in their hours, the site manager will
make special arrangements as needed.

Jumpstart Uniform
The Jumpstart uniform reflects each Corps members’ relationship to Jumpstart and the AmeriCorps
national service movement. It is a symbol of a Corps member's commitment to service and identifies
Corps members as representatives of Jumpstart and AmeriCorps. With the uniform comes the
responsibility to represent Jumpstart with excellence and to inspire others.

Jumpstart T-Shirt
Corps members are expected to wear the Jumpstart T-shirt whenever they are in engaged in
Jumpstart service or Jumpstart-related activities. Corps members do not report to Jumpstart activities
unless they are in a clean, presentable uniform. Corps members should not write on, paint on, or in
any way mark their Jumpstart T-shirt. It is the responsibility of each Corps member to ensure the
proper care and protection of the Jumpstart uniform.

Corps members may not consume alcohol or participate in any AmeriCorps prohibited activities while
wearing the Jumpstart T-shirt. (Refer to Jumpstart Policies section below for more details).

New Corps members are issued two Jumpstart T-shirts at the beginning of their term of service.
Additional T-shirts will be issued at the start of Jumpstart Summer.

Jumpstart Sweatshirt
The Jumpstart sweatshirt is a supplementary part of the Jumpstart uniform. It may be provided to
Corps members on a merit or seniority basis, or following the completion of some percentage of the
term of service. Corps members are encouraged to wear this item with pride. During cold weather,
Corps members are encouraged to wear the Jumpstart sweatshirt so that their T-shirts are not hidden
under sweaters or other winter garments. Sweatshirts may not, however, replace the Jumpstart T-
shirt as attire during service hours.

                          CORPS MEMBER BENEFITS
Education Award
Upon completion of their term of service, Jumpstart Corps members are eligible for an education
award of $1,250 for 525-hour members and $1,000 for 300-hour members. The education award is
paid by the National Service Trust and can be used to pay back qualified student loans, pay for the
cost of attending a qualified institution of higher education, or pay expenses incurred in participating
in an approved school-to-work program.

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Corps members have seven years from the end of their term of service to use the award. The National
Service Trust will send payment directly to the school or loan holder designated by the Corps member.
An education award can be split up to pay a combination of student loans and/or educational
expenses. Educational expenses usually include tuition and fees, an allowance for books, an allowance
for room and board, an allowance for transportation, and other expenses.

Education awards are subject to income taxes in the calendar year in which they are used (not
earned). The Trust does not withhold taxes. Corps members are sent the IRS Form 1099 to be used in
preparing income taxes.

Qualified Student Loans
Education awards can be used to repay any of the following qualified student loans:
       Stafford Loans
       Perkins Loans
       Federal Direct Loans
       Supplemental Loans for Students (SLS)
       Federal Consolidated Loans
       Health Education Assistance Loan (HEAL)
       Health Professions Student Loans (HPSL)

Education awards cannot be used to repay loans other than those listed above, even if the loan was
obtained for educational purposes.

Loan Forbearance
Corps members may be eligible to postpone repayment of most qualified student loans during their
service with Jumpstart. To qualify for loan forbearance, Corps members should do the following:
   1. Go to and click on ‖Register to create a new Member/Alum account.
       Follow the instructions to create an account.
   2. Once inside, on the left menu click on the option that says ―My Education Award,‖ and then
       ―Create Forbearance Request‖.
   3. Once that is complete, Corps members should receive a response from their lending institution
       within one month of submitting the request. If not, they should call the institution directly to
       ensure that no additional information is needed.

Advantages of Loan Forbearance
Corps members who successfully complete their term of service will be exempt from paying the
interest accrued on qualified loans during the service term. The National Service Trust will pay all of
the interest accrued during the service term on qualified educational loans in which a loan forbearance
was filled out. This benefit is in addition to the education award. As with the education award, interest
paid by the Trust is subject to income taxes.

To take full advantage of loan forbearance, Corps members should do the following after successfully
completing their service term with Jumpstart:
   1. Complete the AmeriCorps Exit Form as required for all exiting Corps members.
   2. Go to and login, and then go to the left menu option that says ―My
       Education Award,‖ and then ―Create Interest Accrual Request.‖
   3. The National Service Trust will send the interest payment directly to the lending institution.

Jumpstart requires that Corps members make a commitment to serve young children. Underlying that
requirement is the understanding that consistency and continuity contribute greatly to the success of
the program and its impact on the lives of children. Jumpstart expects all Corps members to assume
responsibility for their attendance and promptness.

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Given that Jumpstart is a part-time program, it is crucial to maximize all time that Corps members
spend with the program. Corps members are expected to arrive on time for each Jumpstart session
and to be present for the entire time. During the school year, this includes not only the bi-weekly
Jumpstart session but also bi-weekly Team Planning Meetings, family involvement events, service
days, training events, and all other regularly scheduled Jumpstart activities.

For this reason, Jumpstart sites have strict absence and late arrival/early departure policies. For
absences or tardies in excess of the site policy, the site manager may choose to begin a performance
improvement process with the Corps member. Jumpstart will keep track of Corps members’ absences,
late arrivals, and early departures, and Corps members are encouraged to track their own attendance
as well.

Absences as a Result of Jury Duty or Voting
Corps members will not be penalized for absences resulting from jury duty. If jury duty results in
absence from normally scheduled service hours and the proper procedures are followed for a pre-
arranged absence, Corps members will receive AmeriCorps service hours for the regularly scheduled
hours missed as a result of jury duty. However, jury duty cannot be counted as Federal Work-Study
hours, and Corps members will not receive Federal Work-Study wages for hours spent on jury duty.
Please follow the procedures noted below for pre-arranged absences if called for jury duty.

Corps members are encouraged, though not required, to both register to vote and exercise their civic
responsibility to vote. Generally, Corps members are able to find time to vote that does not conflict
with the Jumpstart service. However, Corps members who are unable to vote before or after their
service hours may do so during their service hours without penalty, with the appropriate length of
absence determined by the site manager. The procedures for pre-arranged absences, below, should
be followed.

Absences as a Result of Military Reserve Duty
In instances where the dates of active duty are inflexible and conflict with AmeriCorps service,
members should be granted a leave of absence for the two-week period of active duty service in the
Reserves. Members may not receive time-off for additional Reserves-related service beyond the two-
week active duty service. No AmeriCorps service credit is earned for the once-a-month weekend
service in the Reserves. Grantees should credit members for AmeriCorps service hours during their
two weeks of active duty service in the Reserves if it occurs during their AmeriCorps service. The
member would receive credit for the number of hours he or she would have served during that period
had there been no interruption. For more detailed information relating to military reserve duty, please
see the AmeriCorps provisions, which can be found on the AmeriCorps web site

Notification of Absence, Late Arrival, and Early Departure
Corps members are required to adequately notify their colleagues in the event that they are unable to
perform service. In every case in which a Corps member will miss all or part of a Jumpstart activity,
he/she must notify the team leader and/or site manager (in advance whenever possible). In addition,
as a courtesy to the families with whom Jumpstart works, Corps members may be required to notify
the family of their Jumpstart child in the event that they will miss a Jumpstart session. Each team will
determine how they will communicate with families in the case of Corps member absence.

Pre-Arranged Absences
If Corps members know that there are unavoidable times during the year that will necessitate missing
Jumpstart activities, they must inform Jumpstart in writing at the earliest possible date. All such
requests should be addressed to the team leader and site manager. In making this request, Corps
members must state the critical nature of the absence, the date and time to be absent/late, and a
specific account of how the hours missed will be made up within two weeks of the absence. Requests
will be reviewed on a case-by-case basis.

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Emergency/Unforeseen Absences
If unable to perform service due to illness, or for other emergency circumstances, Corps members
must notify their team leader 3 hours prior to session start on the day of each absence unless prior
arrangements have been made. If it is not possible to reach the team leader, Corps members should
also leave a message with the site manager.

In the case of ongoing or prolonged illness, or another urgent medical condition that makes it
impossible to participate fully in scheduled Jumpstart activities, Corps members are encouraged to
speak to the site manager about suspending service.

Office Closings
If the Jumpstart office is closed or there is a delay in opening due to inclement weather conditions or
emergency (snow, fire, power failures), an announcement will be on the Jumpstart voicemail system
by 8:00 a.m. that morning. The site manager or a staff designee is authorized to make this decision.
On days when the Jumpstart office is closed, teams scheduled to engage in service are not required to
report to their sites.

Along the same lines, on days when a team's program partner site has been closed due to inclement
or emergency conditions, the team assigned to that site, and scheduled to work that day, may not be
required to report for service. Under these circumstances, Corps members should call into the
Jumpstart office for information as to service requirements for the day.

                     PERFORMANCE EVALUATIONS
Jumpstart will give Corps members regular feedback on their performance, including the completion of
service hours and the achievement of standards for professional service.

Corps Member Hours Tracking
Corps members will be updated on the number of service hours they have completed on a monthly
basis. This report will also indicate the number of absences and tardies that Corps members have
accrued. Please note that for Corps members to receive accurate information on their hours served, it
is crucial to complete time logs accurately and submit them on time.

Corps Member Performance Review
The Corps Member Performance Review is completed by the supervising site manager once during
Jumpstart School Year (end-of-term), to give Corps members a greater understanding of their
achievement of performance standards. The Performance Review is signed by both the Corps member
and the site manager to indicate that both parties have reviewed the information.

The Corps Member Performance Review process will include hours tracking (as described above); a
self-evaluation completed by Corps members on key professional and early childhood skills; and an
official evaluation completed by site staff.

Follow-Up from Performance Review
In the case that a Corps member wishes to discuss his/her performance review, a meeting will be held
between the Corps member and the site manager. In addition, if the Performance Review is
unsatisfactory in any area, the site manager may recommend a meeting, at which time the
performance improvement process will be initiated and a Performance Improvement Plan completed.

Corps Member Opportunities for Feedback
While Corps members are being reviewed by the site manager, they will have an opportunity to
provide their own feedback to Jumpstart. A satisfaction/feedback survey will be completed by all Corps
members during the same time period in which the Corps Member Performance Review is being

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                     PERFORMANCE IMPROVEMENT
Corps members who violate expectations of behavior and conduct as outlined in this Handbook, or
who break any other rules imposed by the Jumpstart site or Jumpstart National, will be subject to a
performance improvement process outlined below. This process may be abbreviated in the case of
severe or serious violations.

All written correspondence involved in the performance improvement process, including the
Performance Improvement Plan, will be kept in the Corps member's file.

General Standards
To provide the best possible work environment for Corps members and the highest-quality service to
children and families, Jumpstart expects all Corps members to follow rules of conduct that will protect
the interest and safety of all members of the organization and the team. At all times while acting in an
official capacity as a part of Jumpstart, Corps members are expected to:
         Strive to provide the highest quality service to children and families and the best possible work
          environment for Corps members.
         Demonstrate Jumpstart’s organizational values of quality, diversity, challenge, respect and
         Act in a professional manner in all Jumpstart activities, maintaining a positive attitude and
          high level of effort.
         Act in a way that demonstrates respect for the children, families, teachers, program partners,
          communities, Corps members and staff with whom he/she works.
         Direct concerns, problems, and suggestions to the site manager.

While it is not possible to list all the forms of behavior that are considered unacceptable while engaged
in service, the following are examples of infractions of rules of conduct that may result in disciplinary
action, up to and including termination of service:
    1. Excessive or unauthorized absences
    2. Excessive or unauthorized tardiness
    3. Failure to wear appropriate clothing (Jumpstart t-shirt with Jumpstart and AmeriCorps logos
         clearly visible) to service assignments
    4. Violation or infraction of Jumpstart organizational values of quality, challenge, diversity,
         respect and kindness
    5. Theft or inappropriate removal or possession of Jumpstart or program partner property
    6. Falsification of time logs or other records
    7. Insubordination or other disrespectful conduct
    8. Fighting or threatening violence in the workplace*
    9. Attendance at Jumpstart activities while using or under the influence of alcohol or illegal
    10. Sexual or other unwelcome or unlawful harassment*
    11. Failing to notify the program of any criminal arrest or conviction that occurs during the term of
    12. Engaging in any behavior that may physically or emotionally damage members of the
         Jumpstart community, including children, families, Corps members and staff*
    13. Unlawful manufacture, distribution, dispensation, possession or use of any controlled
         substance or illegal drugs during the term of service*
    14. Violation of other organizational policies or expectations as outlined in this Handbook

    * For violations 8-13 above, a particularly grievous or severe incident of this nature may require
    Jumpstart to bypass the usual performance improvement policy (below) and immediately begin
    termination procedures for cause of the member, as outlined in Suspension of Service or Release
    from Service below.

In general, the performance improvement process outlined below will be used, at the discretion of the
site manager, to address a violation of any of the above (except in cases where during the term of
service the member has been charged with or convicted of a violent felony, possession, sale or

                                              Page 15 of 25
distribution of a controlled substance, in which case automatic suspension and/or termination is
required by AmeriCorps provisions).

Process for Performance Improvement
The performance improvement process may be initiated in the event that a Jumpstart Corps member
exhibits any of the following:
       Excess of 3 tardies or early departures
       Excess of 3 absences
       Failure to notify proper people in the case of absence or lateness (see ―Attendance‖ above)
       Lagging more than 10% behind in service hours
       Any other unacceptable attitude or unprofessional performance during Jumpstart activities,
        such as failure to uphold expectations or poor performance on the team or in the classroom
       Any other violation of the standards for Corps member behavior, such as those outlined above
        or elsewhere in this Handbook

Steps in the Performance Improvement Process
1) Verbal Reminder
   For a first offense of all minor disciplinary infractions, the initial step will be a verbal reminder by
   the appropriate Jumpstart staff member, who will point out the violation to the Corps member,
   offer alternatives, and outline repercussions. This will be accompanied by appropriate
   documentation of the concern/violation and will be kept in the Corps member’s file.

2) Performance Improvement Plan/Meeting
   For a second offense, the supervising site manager will issue a written warning, which may
   include the development of a Performance Improvement Plan through a meeting between the
   Corps member and site manager. Depending on the type of absence, lateness or unacceptable
   action, the Corps member and site manager will develop a plan for how the performance will
   improve—for example, how a Corps member will make up missed hours, take steps to ensure
   promptness, or otherwise improve professional performance. This can be a routine check and does
   not necessarily require the Corps member being put on probation.

    NOTE: The Performance Improvement Plan is also routinely used to follow-up on the Corps
    Member Performance Review at the times that it is regularly implemented: either if a review is
    recommended by the site manager or if the Corps member has any questions about the ratings

3) Probation
   At or after the second offense, the site manager may place the Corps member on probation, the
   duration and terms of which will depend on the nature and severity of the offense, and the
   consequences of which may include suspension or termination.

    Probation may be determined to be a consequence of a violation addressed through the
    Performance Improvement Plan. The length of probation will be determined relative to the
    individual situation and may range between two weeks and the remainder of the semester, school
    year or summer. The Corps member must adhere to the determined conditions for probation,
    which may include no further absences, lateness, or unprofessional actions. Additional infractions
    during the probationary period can lead to immediate suspension or termination, depending upon
    the severity of the violation.

5) Termination
   Following a fourth offense and/or the failure of the Corps member to satisfactorily complete a
   probation or suspension period, the program may release the member for cause. In most cases, a
   Corps member who is terminated should have been given prior notice that a repeat violation
   would result in termination. However, it is not necessary that a Corps member be suspended as an
   intermediary step prior to being terminated.

                                              Page 16 of 25
    Certain performance violations, including numbers 8-13 (see General Standards of Conduct) above
    as well as violations of the Drug-Free Workplace Act, may result in a Corps member’s immediate
    termination for cause without following steps 1-4 in this performance improvement process.

Suspension of Service or Release from Service
Corps members are required to serve their full term of service to successfully complete their term with
Jumpstart and to receive the full education award. However, conditions occasionally arise that require
a Corps member’s term of service to be suspended or terminated prior to the completion of their
service term.

A suspension is a temporary status that eventually changes either to reinstatement or early
termination. The maximum length of a suspension is two years. Corps members do not receive a
stipend or accumulate service hours while in a suspended status. Once a Corps member is reinstated
after their suspension, they will have the same amount of time they would have had to complete their
hours. For example, if a member’s term of service ends on May 18, and they are suspended on April
18, once reinstated (within 2 years of the suspension) they will have 1 month to complete their hours.

Corps members who are released for cause, or who leave the program for personal reasons that are
not compelling, will not receive any portion of the education award or be eligible for qualifying
educational loan interest to be paid by the National Service Trust.

Compelling Personal Circumstances
Under certain situations a release or suspension of service will be approved for ―compelling personal
circumstances.‖ The site manager will evaluate each situation on a case-by-case basis. AmeriCorps
defines compelling personal circumstances as those that are beyond the Corps member’s control, such
as, but not limited to:
              a.    A participant’s disability or serious illness;
              b.    Disability, serious illness, or death of a participant’s family member if this makes
                    completing a term unreasonably difficult or impossible; or
              c.    Conditions attributable to the program or otherwise unforeseeable and beyond the
                    participant’s control, such as a natural disaster, a strike, relocation of a spouse, or
                    the nonrenewal or premature closing of a project or program, that make
                    completing a term unreasonably difficult or impossible;
              d.    Military service obligations; or
              e.    Acceptance by a participant of an opportunity to make the transition from welfare
                    to work.

Compelling personal circumstances do not include leaving a program:
          To enroll in school;
          To obtain employment, other than in moving from welfare to work or in leaving a program
           that includes in its approved objectives the promotion of employment among its
          Because of dissatisfaction with the program; or
          Because of a change in class schedule.

In exceptional cases, Corps members who suspend and subsequently terminate their term of service
for compelling personal circumstances may be eligible to receive a prorated education award. In these
cases, the Corporation for National and Community Service must judge that the personal
circumstances are sufficiently compelling, and Corps members must have satisfactorily completed at
least 15 percent of the required service hours. Corps members must notify Jumpstart to initiate this

                                              Page 17 of 25
                              JUMPSTART POLICIES
Alcohol and Drug Use
Alcohol Policy
Jumpstart prohibits the use of alcohol by any Corps member, team leader, or volunteer coordinator at,
before or during any Jumpstart session, Jumpstart event, or Jumpstart-related activity. This applies to
Corps members who are over 21 years old as well as to those who are underage. Any violation of this
policy will result in disciplinary procedures as outlined in the performance improvement process.

Drug-Free Workplace
The 1988 Drug-Free Work Place Act requires federal grant and contract recipients to demonstrate that
they do not tolerate drugs in the workplace in order to continue to qualify for federal funding.
Penalties for individuals or organizations who fail to comply with this Act are severe (i.e. Jumpstart
could be suspended or barred from receiving federal funding for up to five years if Jumpstart fails to

In accordance with this Act, Jumpstart informs every Corps member in writing that the unlawful
possession, use, distribution, dispensation, or manufacture of a controlled substance (e.g. illegal
drugs) on the premises of Jumpstart at any service site or location at which a Corps member is
performing Jumpstart services, or at any time a Corps member is representing Jumpstart, may be the
basis for disciplinary action up to and including termination of service.

Within five days of a conviction for a drug-related violation, a Corps member is required to notify, in
writing, a member of Jumpstart staff.

The site manager will notify Jumpstart National within 10 days after receiving notice of such
conviction. Within 30 days after receiving said notice, Jumpstart National will, in cooperation with the
Jumpstart site, impose the following sanctions or remedial measures on any Corps member who is
convicted of drug abuse violations:
       Take appropriate disciplinary action toward such Corps member, up to and including
        termination of service;
       Require such Corps member to satisfactorily participate in a drug abuse assistance or
        rehabilitation program approved for such purposes by federal, state, or local health, law
        enforcement or other appropriate agency as a condition of continuing in service with
        Jumpstart, and;
       Require such Corps member to undergo appropriate tests designed to detect the presence of
        alcohol, illegal drugs, or other controlled substances where it has reason to believe that the
        Corps member may be under the influence of any of these substances. Refusal to consent to
        submit to these tests, or any resulting positive test finding, may result in disciplinary action up
        to and including termination of service.

AmeriCorps and Jumpstart Prohibited Activities
While acting in an official capacity as a Jumpstart AmeriCorps member, Corps members are prohibited
from engaging in any of the following AmeriCorps prohibited activities:

       Engaging in any activity that is illegal under local, state or federal law
       Engaging in activities that pose a significant safety risk to others
       Drinking alcohol
       Attempting to influence legislation or an election or aid a partisan political organization
       Helping or hindering union activity
       Displacing paid employees or volunteers from their normal roles and responsibilities
       Engaging in religious instruction or conducting worship services
       Providing instruction in a program that includes mandatory religious instruction or worship

                                              Page 18 of 25
       Constructing or operating facilities devoted to religious instruction or worship
       Maintaining facilities primarily or inherently devoted to religious instruction or worship
       Engaging in any form of religious proselytizing
       Organizing or engaging in protests, petitions, boycotts, or strikes
       Impairing existing contracts for services or collective bargaining agreements
       Participating in or endorsing events or activities that include advocacy for or against political
        parties, political candidates, political platforms, proposed legislation, or elected officials
       Providing a direct benefit to a for-profit entity, a labor union, a partisan political organization,
        a religious organization, or a non-profit that engages in lobbying
       Fundraising as defined by raising funds to support the Corps member living allowance, raising
        funds for organizational operating expenses or endowment, or writing grant applications for
        any Corporation for National and Community Service or other federal funding source. Corps
        members are permitted to raise funds directly in support of service activities that meet local,
        environmental, educational, public safety, homeland security or other human needs. Activities
        such as seeking donations of books from companies or individuals for a program in which
        volunteers read with children are permitted
       Other activities as the Corporation determines will be prohibited, upon notice to the Jumpstart

Corps members may exercise their rights as private citizens and may participate in the above
activities on their initiative, on non-AmeriCorps time, and using non-Corporation funds. The
AmeriCorps logo or Jumpstart logo should not be worn while doing so.

Statement of Non-Discrimination
Jumpstart for Young Children, Inc. is an equal opportunity organization and Corps members are
considered without regard to race, color, religion, gender, sexual orientation, national origin, age,
disability, marital status, amnesty, political affiliation, or status as a covered veteran in accordance
with all applicable federal, state and local laws. All Corps members are evaluated on a merit basis.
This statement applies to all facets of membership, including recruitment, employment, probation,
dismissal, and training opportunities.

Reasonable Accommodations
Jumpstart for Young Children, Inc. is committed to complying fully with the Americans with Disabilities
Act (ADA). All programs and activities must be accessible to persons with disabilities, and Jumpstart
will provide reasonable accommodations for otherwise qualified members, service recipients,
applicants, and program staff. All selections and project assignments are made without regard to the
need to provide reasonable accommodation.

The protection of highly sensitive information about the children and families in our program is vital to
the interest and success of Jumpstart.

Promises of confidentiality and anonymity are commonly made to Jumpstart children and families.
Consequently, all Corps members are required to sign an Oath of Confidentiality as a condition of
service. Any Corps member who improperly uses or discloses confidential program information will be
subject to disciplinary action, up to and including termination of service and legal action, even if
he/she does not actually benefit from the disclosed information. Jumpstart has established procedures
for securing all sensitive or confidential information.

In turn, Jumpstart will protect the confidentiality of Corps members except where required to provide
information to the Corporation for National and Community Service. Therefore, we ask Corps members
to sign an informed consent form giving permission for Jumpstart to use their name, photograph,
writing, or other identifying information for publicity or promotional purposes.

Corps Member/Staff Relations
Experience has shown that when Jumpstart staff deals openly and directly with Corps members, the
working environment is much more effective, communication is clearer, and attitudes are more

                                               Page 19 of 25
positive. Jumpstart has repeatedly demonstrated its commitment to Corps members by responding
effectively to Corps member concerns.

Certain forms of fraternization within the Jumpstart organization are considered inappropriate and
unacceptable. Most specifically, Corps members are not to fraternize with Jumpstart staff members. In
addition, it is unacceptable for a supervisor, whether primary or secondary, to become romantically
involved with someone under his/her supervision. Both situations may compromise the integrity of the
professional relationship as well as that of program quality and service.

Sexual Harassment
Jumpstart does not tolerate any sexual harassment of its Corps members, staff members, volunteers,
or applicants. Jumpstart will take any necessary disciplinary action, up to and including discharge, for
any act of sexual harassment committed.

Sexual harassment, as defined by the Equal Employment Opportunity Commission (EEOC), consists of
unwelcome sexual advances, requests for sexual favors or other verbal or physical acts of a sexual or
sex-based nature when (1) submission to such conduct is made either explicitly or implicitly a term or
condition of an individual's employment; (2) submission to or rejection of such conduct by an
individual is used as the basis for employment decisions affecting such individual; or (3) such conduct
has the purpose or effect of unreasonably interfering with an individual's work performance or creating
an intimidating, hostile or offensive working environment. Sexual harassment may include non-sexual
conduct that is discriminatory on the basis of the person's gender. While sexual harassment
encompasses a wide range of conduct, some examples of specifically prohibited conduct include:
       Promising, directly or indirectly, an individual a reward if he/she complies with a sexually
        oriented request;
       Threatening, directly or indirectly, to retaliate against an individual if he/she refuses to comply
        with a sexually oriented request;
       Denying, directly or indirectly, an individual a service or employment-related opportunity, if
        the individual refuses to comply with a sexually oriented request;
       Engaging in sexually suggestive physical contact or touching another individual in a way that
        is unwelcome;
       Displaying, storing, or transmitting pornographic or sexually oriented materials using
        Jumpstart equipment or facilities;
       Engaging in indecent exposure; or
       Making sexual or romantic advances toward an individual and persisting despite the
        individual's rejection of the advances.

The above list is not to be construed as an all inclusive list of prohibited acts under this policy.

Procedure for Reporting Harassment and Retaliation Complaints
Corps members who feel victimized by sexual harassment are encouraged to report the harassment to
their supervisor immediately. Sexual harassment or retaliation should be reported verbally and in
writing. If the Corp member's immediate supervisor is the source of the alleged harassment, the Corps
member should report the problem to the supervisor's superior.

Protection against Retaliation
Any Corps member who, in good faith, reports an alleged incident of sexual harassment will under no
circumstances be subject to reprisal or retaliation of any kind. Any Corps member who feels he or she
has been subjected to such adverse actions should immediately contact Jumpstart’s Director of Human
Resources. Any allegations that prove to have been made maliciously or knowingly to be false will be
viewed as a serious disciplinary offense.

Grievance Procedure
Jumpstart will attempt to resolve grievances informally whenever possible. If Jumpstart’s efforts to
resolve grievances through informal measures are unsuccessful, program participants, labor
organizations, and other interested individuals may seek resolution through the filing of a formal

                                               Page 20 of 25
grievance. Nothing herein shall prohibit an aggrieved party from filing a grievance with state or federal
agencies or bargaining units.

Jumpstart will immediately bring any grievance alleging fraud or criminal activity to the attention of
the Corporation for National and Community Service Office of the Inspector General.

A. Informal Resolution Procedures
       1. Alternative Dispute Resolution (ADR)
            An aggrieved party may seek resolution through Alternative Dispute Resolution measures
            such as mediation or facilitation.
            a. ADR proceedings must be initiated within 45 calendar days from the date of the
                alleged occurrence.
            b. At the initial ADR session, the aggrieved party must be informed in writing of their
                right to file a grievance, and of their right to arbitration.
            c. A neutral third party must facilitate ADR proceedings. The specific function of this
                neutral party is to aid the parties in resolving the matter through mutually achieved
                and acceptable written agreement. The neutral party may not compel a resolution.
            d. ADR proceedings must be informal and confidential. The rules of evidence do not
                apply. Any decision by the neutral party is advisory and is not binding unless both
                parties agree.
            e. If the matter is not resolved within 30 days of initiation, the neutral party must again
                inform the aggrieved party of his or her right to file a formal grievance. The neutral
                party may not participate in the formal grievance process.
            f. If the matter is resolved, and a written agreement is reached, the aggrieved party will
                agree to forgo filing a formal grievance.

B. Formal Grievance Procedures
      1. Filing A Formal Grievance: Grievance Hearing
            An aggrieved party wishing to file a formal grievance must submit the formal grievance in
            writing to Jumpstart’s Director of National Service Programs.
            a. Except for grievances alleging fraud or criminal activity, formal grievances must be
                filed within 1 year of the date of the alleged occurrence.
            b. Formal grievances must be filed in writing and should include the following
                   o The full name, telephone number, and address of the person filing the
                   o The full name and address of the party against whom the complaint is made, or
                        other information sufficient to identify the party against whom the complaint is
                   o A clear and concise statement of the facts, as alleged, including pertinent dates,
                        constituting the alleged violations;
                   o The provision of the act believed to have been violated; and
                   o The relief requested.
            c. One or more pre-hearing conferences involving one or both parties may be held to
                facilitate a mutually agreeable resolution to make a hearing unnecessary or to narrow
                the issues to be decided at the hearing.
            d. If a hearing is held, it must be conducted no later than 30 days after the filing of the
            e. If ADR was used, that neutral facilitator may not participate in the formal hearing and
                no communication from ADR proceedings may be referred to or used as evidence.
            f. The hearing will be conducted by a neutral third party who has not participated in any
                previous decisions regarding the grievance.
            g. A written decision must be made no later than 60 calendar days after the filing of the

       2. Binding Arbitration

                                             Page 21 of 25
            a.    If the formal hearing results in an adverse decision against the aggrieved party, or if
                 no decision has been reached within 60 calendar days after the filing of the grievance,
                 the aggrieved party may submit the grievance to binding arbitration before a qualified
                 arbitrator who is jointly selected and independent of the interested parties.
            b.    If the parties cannot agree on an arbitrator within 15 days after receiving a request
                 from one of the parties, the Corporation for National and Community Service Chief
                 Executive Officer will appoint an arbitrator from a list of qualified arbitrators.
            c.    The arbitration proceeding must be held within 45 days after the request for
                 arbitration. If the arbitrator is appointed by AmeriCorps’ Chief Executive Officer, the
                 proceeding must occur no later than 30 days after the arbitrator’s appointment.
            d.    A decision must be made by the arbitrator no later than 30 days after the date the
                 arbitration proceedings began.
            e.    The decision of the arbitrator is final.
            f.    The cost of the arbitration proceeding must be divided evenly between the parties to
                 arbitration. If, however, the participant, labor organization or other interested
                 individual prevails, Jumpstart must pay the total cost of the proceeding and the
                 attorney’s fees of the prevailing party.
            g.    A suit to enforce arbitration awards may be brought in any Federal district court
                 having jurisdiction over the parties without regard to the amount in controversy or the
                 parties’ citizenship.

        3. Suspension of Placement
            a. If a grievance is filed regarding a proposed placement of a member, such placement
               must not be made unless the placement is consistent with the resolution of the

Cases of Suspected Child Abuse or Neglect
Each child’s appearance will be observed daily, noting any bumps, bruises, burns, etc. Any
questionable marks or behavior will be noted in writing and given to a team leader and site manager.

If a child discloses an incident of abuse or neglect to a Corps member, the first step is to build trust.
The Corps member should not talk about the disclosure to other children or adults, other than to
report suspicions, and he/she should tell the child that he/she will be reporting this to someone who
will try to help. Telling the child this will help build a sense of trust, and the child will not be surprised
when he/she finds out that the Corps member told someone.

Once a child begins to speak about a case of abuse for the first time, the main objective for the Corps
member should be to hear what the child has to say and remember as many details as possible in
order to report the situation later. The following are some tips for Corps members who are approached
by a child who wants to disclose an incident of abuse:

       Be on the same eye level as the child; be sensitive and have no physical barriers between you
        and the child.
       Assess the child's safety needs and the urgency of the situation.
       Do not interrogate or interview the child.
       Listen to the child.
       Do not comment on the child’s situation as being bad or good; let the child tell his/her own
        story; leave out your own assumptions and value judgments.
       Be calm and in control of your responses and emotions.
       Do not react with disgust.
       Find out what the child wants from you.
       Validate the child's feelings.
       Trust the child and be supportive.
       Assure the child that you care, you are still his/her friend, and he/she is not to blame.
       Tell the child you're glad he/she told you.
       Let the child know what you will do.

                                                Page 22 of 25
         Tell the child you will try to get him/her some help.
         Tell the child you will have to tell someone whose job it is to help children with these kinds of

As soon as possible after a disclosure, when the Corps member is no longer with the child, he/she
should write down what the child said. This will help ensure that details are not forgotten. The Corps
member must keep emotion out of the reporting and give factual information about what he/she has
observed or heard. This may not be easy, but it is important for ensuring that an objective and
accurate report is made. Jumpstart does not expect the Corps member to be an investigator. The
Corps member’s job is to report any suspicions of child abuse and neglect that he/she may have.
Additionally, the Corps member must not tell anyone about the report or show it to anyone other than
the site manager, team leader, and/or program partner when required. This is to protect the child’s
confidentiality and help ensure the child’s safety.

In the event that there is an accusation or suspicion of child abuse, the following procedure must be
i. The Corps member must not take steps to investigate the suspicion of abuse on his/her own. The
     Corps member will notify the team leader and site manager in person or by phone immediately
     after leaving the preschool center or as soon as practically possible. If the Corps member is not
     already instructed to do so by child protective services, he/she must follow-up with a written
     report within 48 hours.

ii.   The Corps member will be responsible for confirming the facts reported and the condition of the
      child on the day of the first report including but not limited to:
      1. Name of the child
      2. Nature and extent of the injury (mental, physical, or emotional)
      3. What led to the suspicion of child abuse

iii. Upon learning of the suspected incident, the site manager will immediately or as soon as
     practically possible have an in-person or telephone conversation with the program partner director
     to review the allegation and alleged incident. The program partner will be responsible for
     informing and communicating with the child’s family.

iv. Following the conversation with the program partner director, as soon as practically possible and
    no longer than 24 hours later, the site manager must contact:
    1. His/her Jumpstart program director via phone and e-mail. The program director will
        immediately inform the region’s executive director.
    2. His/her campus supervisor and campus champion via in-person conversation or phone and e-

      The site manager will communicate the following information:
                      A Corps member suspects a child is the victim of abuse (It is not necessary to
              share the name of the child.)
                      What program partner the child attends
                      The program partner director has been notified of the situation
                      A summary of what the site manager and program partner director discussed in
              their initial conversation
                      The follow-up actions that they decided upon

      At this time, the site manager will also ensure that he/she is aware of the specific state or district
      policies governing child abuse reporting. (See Appendix A for state and district child abuse

v.    In most cases, the program partner will work with the Corps member to report to the appropriate
      authorities. The site manager will follow up with the program partner to ensure this reporting is
      occurring and to be kept abreast of the situation. The site manager will then keep the Jumpstart
      program director and interested campus personnel updated on the status of the case.

                                                Page 23 of 25
vi. If the program partner decides not to pursue a report and the site manger disagrees with this
    decision, the site manager will immediately contact the Jumpstart program director and his/her
    campus supervisor and campus champion. The program director will update the executive
    director, who is then responsible for informing Jumpstart’s senior vice president of field operations
    and strategic growth, chief operating officer and executive vice president, and chief executive
    officer and president.

vii. It will be the responsibility of the higher education partner to contact the appropriate officials and
     begin the reporting process in the case that a program partner does not proceed with a necessary
     report. The Jumpstart regional and national office will be kept informed of every step and may
     request a conference call with involved higher education partner personnel.

viii. Jumpstart will use its discretion to always act in the best interest of and protect children. While it
      is the responsibility of the higher education partner to proceed with an official report if the
      program partner fails to do so, if Jumpstart does not believe that the higher education partner is
      responding quickly enough, or if the higher education partner fails to make a report when
      Jumpstart deems it necessary, Jumpstart will initiate the reporting process.

ix. Following the initial report, whether made by the program partner, higher education partner, or
    Jumpstart, the site manager and the Corps member who initially triggered the reporting procedure
    will remain available to support child protection officials through all official investigations and will
    abide by the reporting laws as specified by the state or district in which the suspected incident

Corps members will receive their Work-Study paychecks according to their university's normal
schedule. Corps members will adhere to their institution's procedures and timetable for submitting
timesheets and should communicate with the site manager about submitting paperwork in an
appropriate and timely manner.

For those Corps members who receive a Jumpstart stipend: the Jumpstart payroll system operates on
a two-week cycle. Site managers can provide the payroll schedule for the upcoming year. Site
managers will determine when stipend checks will be distributed at each site based on that site’s
operating schedule. The law requires that Jumpstart make certain deductions from every Corps
member’s stipend. Among these are applicable federal, state, and local income taxes. If Corps
members have questions concerning deductions made from their stipend checks or how they are
calculated, they should consult the site manager who may refer them to the finance department of
Jumpstart’s National Office.

Completing Time Logs
All Corps members must complete a time log for each 2-week period to document their hours served.
This is done independently of the process for submitting timesheets to Work-Study offices.

Corps member time logs are generally completed bimonthly. All time logs must be signed by both the
Corps member and the site manager. The Corps member must sign and date the time log within one
week of the last day served on the time log, and the site manager must sign and date it within one
week of the Corps member signature (except for sites in Louisiana, where site managers must sign
and date the time logs on the same day as Corps members). During any school breaks or when a
Corps member does not serve for a pay period, it is essential that there is still a Corps member and
site manger signed and dated time log for that period (even though it will have zero hours). This is so,
if the site is audited, it does not appear that the Corps member file is missing time logs. The only
exceptional to this rule is for Corps member suspensions. If a Corps member is suspended, they do
not need to have time logs in their file for the time suspended.

                                               Page 24 of 25
The time log is a legal document. Altering, falsifying, or tampering with time logs or recording time on
another Corps member’s time log may result in disciplinary action, up to and including termination of
service. Changes to time logs must be made in ink and initialed. When completing time logs, Corps
members should print neatly; it is extremely important that writing is legible.

Recording Hours
Accurately recording hours served is the responsibility of every Corps member. Federal laws require
Jumpstart to keep an accurate record of hours in order to verify Corps members’ service hours and
secure the education award. Corps members’ hours should be recorded on time logs according to the
following categories:
        Jumpstart Sessions: all time spent conducting bi-weekly Jumpstart Sessions with the team.

        Classroom Time: all other time spent in a classroom setting, including weekly Classroom
        Assistance Time during the school year; classroom placements during the summer; or other
        service in classrooms, such as makeup hours with preschool programs.

        Team Planning: all time spent in team curriculum and classroom planning, including the
        Team Planning Meeting and possibly other special planning opportunities.

        Individual Planning: any outside time spent independently on preparing for Jumpstart
        sessions or doing other activities related to preparing for Jumpstart service (e.g. preparing or
        collecting materials or individual contact with families).

        Events/Other Service: all time spent in direct service activities other than the above (e.g.
        family events, service days, or outside service opportunities).

        Training: all time spent in gaining skills, knowledge, or education about service in the
        Jumpstart program, usually through pre-service or in-service training workshops.

        Reflection Related to Training: all time spent in journal writing or other formal team or
        individual reflection activities related to training falls under training hours;

        Reflection Related to Service: all time spent in journal writing or other formal team or
        individual reflection activities related to direct service falls under service hours.

NOTE: AmeriCorps requires that no more than 20% of a Corps member’s total service hours are
spent on training and/or reflection.

Corps Member Files
Files are maintained for all Corps members throughout their term of service. Corps member files
enable Jumpstart to meet AmeriCorps and other legal requirements and are crucial to the smooth
administration of a Jumpstart site.

Access to Corps Member Files
Corps member files are the property of Jumpstart, and access to the information they contain is
restricted. Generally, only Jumpstart staff that have a legitimate reason to review information in a file
are allowed to do so. Corps members who wish to review their own file should contact their site

Personal Data Changes
Accurate and current personal data must be on file for each Corps member at all times, including
personal mailing addresses, telephone numbers, number, and names of dependents, individuals to be
contacted in the event of an emergency, degrees earned, and other such status data. It is the
responsibility of each Corps member to promptly notify the site manager of any changes in personal

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