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These workfare sites are located in a variety of public and nonprofit agencies which include but are not limited to: County DHS, Colorado Department of Transportation, Habitat for Humanity ReStores, Habitat for Humanity, public schools, museums, daycare centers, homeless projects, hospitals, homeless shelters, libraries, senior centers, Native American centers, historic sites, public radio stations, community colleges, humane societies, food and clothing banks, workforce centers, parks and recreation departments, road & bridge departments, non-profit organizations such as Goodwill, Arc Thrift Stores, the Salvation Army, the Red Cross, Meals on Wheels, women’s shelters, and counseling centers.

Some examples of Section 20 Optional Workfare job classifications are: data entry clerk, clerical/receptionist, medical/nursing assistant, computer operator, building inspector, daycare worker, landfill worker, cemetery staff, teacher’s aide, peer counselor, job coach, gardener, food service worker, van driver, general laborer, maintenance, cashier, painter, customer service representative, carpenter, tutor for English as a second language, bookkeeper, marketing clerk, dietary aide, counselor, cook, inmate intake/release monitor, interpreter, forest service worker, construction worker, mailroom clerk, landscaper, historical guide, animal caretaker, retail clerk, senior aide, public radio station staff, researcher, librarian aide, telephone operator, bus aide, warehouse worker, and hospice worker.

A program orientation, assessment, and an individualized service plan are completed by the workfare coordinator or an EF case manager before and throughout the workfare site placement. The assessment includes, but is not limited to: strengths, interests, and or/ability tests, screening for employment barriers, evaluation of work history, and education. During their participation in workfare, each client is encouraged to work on three job search competencies, including the completion of a master job application/resume, formulation of a detailed job search plan, and development of job interviewing skills. Both the client and the workfare coordinator agree upon the workfare assignment. Concerted efforts are made to begin workfare at the initial EF program appointment. Every attempt is made to make a successful match based on the abilities and interests of each client while targeting training in a convenient location. Workfare coordinators provide written job descriptions, skills to be learned, and hours of operation for each workfare site so clients can choose which workfare site best meets the client’s needs and aligns with career interests. In many cases, clients may engage in a 30-day supervised job search prior to or following their application or recertification appointment for SNAP benefits (dependent upon the needs of the client). Clients are then assessed within 14 days from the date of the referral by an EF case manager. After this period, the client may be assigned to a workfare site. Before placement, the workfare coordinator visits the workfare site to ensure that a safe and positive working environment exists. A written agreement detailing the responsibilities of both the workfare site sponsor and the workfare coordinator is signed before a client is placed in the workfare site. The written agreements shall be revisited at least every two years to ensure the workfare site continues to add value to the Section 20 Optional Workfare Program and is suitable for clients. To be suitable, a workfare site must meet the following criteria: ● not pose an unreasonable risk to health or safety ● be within the physical and mental capabilities of the client ● be within one hour's distance from the client’s residence ● not interfere with a client’s religious observances 2