Transparency & Governance

At Code Blueprint, we believe that equity begins with transparency.
Our commitment to integrity, accountability, and public trust guides every decision we make — from how we train participants to how we manage resources, partnerships, and community impact.

This page provides full access to our governance documents, operational standards, and program frameworks.

⭐ 1. Governance Overview

Our Commitment

Code Blueprint operates with the highest standards of ethical leadership, financial responsibility, and organizational transparency. We publish our governance documents so partners, donors, and participants can clearly understand how we operate.

Our Governance Structure

Board of Directors
Executive Director
Program & Training Team
Mentors & Volunteers
Community & Workforce Partners

Guiding Principles

Equity
Integrity
Safety
Inclusion
Accountability
Empowerment

⭐ 2. Bylaws (Public Summary)

Our bylaws define how Code Blueprint is structured and governed.
They outline:

Board composition and responsibilities
Officer roles
Committee structure
Meetings and voting
Conflict of interest rules
Amendments and compliance

⭐ 3. Code of Ethics

Our Code of Ethics applies to all board members, staff, volunteers, and partners.
It includes:

Professional conduct
Anti‑discrimination commitments
Safety and compliance
Confidentiality
Conflict of interest
Reporting misconduct
Accountability standards

⭐ 4. Organizational Policies

Conflict of Interest Policy

We require annual disclosures and recusal from decisions where personal benefit may occur.

Whistleblower Protection

We protect anyone who reports unethical or illegal behavior.

Confidentiality Policy

We safeguard participant information, donor data, and internal documents.

Volunteer Code of Conduct

Volunteers must uphold safety, professionalism, and inclusivity.

⭐ 5. Operations Manual

This section outlines how Code Blueprint delivers programs, manages operations, and ensures participant success.

Program Operations

Recruitment & outreach
Intake & assessment
Training delivery
Childcare support
Job placement
Mentorship
Alumni engagement

Safety & Compliance

OSHA‑aligned safety protocols
Reporting procedures
Participant safety standards

Data & Evaluation

Enrollment tracking
Placement metrics
Retention analysis
Participant feedback

⭐ 6. HR Handbook (Public‑Facing Version)

This section outlines our employment standards and workplace expectations.

Employment Policies

Equal opportunity
Anti‑harassment
Non‑discrimination
Workplace conduct

Employee Support

Leave policies
Accommodations
Professional development

Accountability

Performance reviews
Corrective action
Reporting channels

7. Curriculum Workbook

Our training curriculum prepares participants for entry‑level roles in building safety and code enforcement.

Curriculum Modules

Building codes
Inspection procedures
Safety standards
Field documentation
Leadership & communication
Equity & inclusion
Career readiness
Mentorship

Workbook Tools

Worksheets
Checklists
Field logs
Reflection prompts
Exam prep

⭐ 8. Strategic Plan

1‑Year Goals

Launch training cohorts
Build partnerships
Establish childcare support
Secure initial funding

3‑Year Goals

Expand statewide
Train 150+ participants
Strengthen wraparound services

5‑Year Goals

Become a regional leader
Build a training facility
Graduate 500+ participants

⭐ 9. Organizational Chart

Board of Directors

Executive Director

Program & Training Team

Volunteers & Mentors

Community Partners

OPERATIONS MANUAL

SECTION 1 — INTRODUCTION

1.1 Purpose of This Manual

This Operations Manual outlines the systems, processes, and standards that guide Code Blueprint’s daily operations, program delivery, and organizational decision‑making. It is designed to:

• Ensure consistency across all programs

• Maintain high standards of safety, equity, and professionalism

• Provide transparency to funders, partners, and participants

• Support staff, volunteers, and mentors in delivering high‑quality services

This manual reflects Code Blueprint’s commitment to equity, integrity, and community impact.

1.2 Organizational Mission

To dismantle systemic barriers in technical fields by providing training, mentorship, wraparound support, and equitable pathways into building safety and code enforcement careers for women and LGBTQ+ individuals.

1.3 Organizational Vision

A future where women and LGBTQ+ professionals lead, innovate, and thrive in building safety and technical industries nationwide.

1.4 Core Values

• Equity — We center fairness and access in all operations.

• Integrity — We act with honesty and transparency.

• Safety — We uphold the highest standards of community and workplace safety.

• Inclusion — We create environments where all identities are respected and empowered.

• Accountability — We take responsibility for our actions and decisions.

• Empowerment — We equip individuals with the tools to succeed and lead.

SECTION 2 — ORGANIZATIONAL STRUCTURE

2.1 Governance

Code Blueprint is governed by a Board of Directors responsible for:

• Strategic direction

• Financial oversight

• Policy approval

• Executive Director supervision

• Organizational accountability

2.2 Executive Leadership

The Executive Director oversees:

• Daily operations

• Program implementation

• Staff supervision

• Partnerships

• Compliance

• Reporting

2.3 Program & Training Team

Responsible for:

• Curriculum delivery

• Participant support

• Field training coordination

• Job placement assistance

• Mentorship management

2.4 Volunteers & Mentors

Volunteers and mentors support:

• Training sessions

• Career coaching

• Leadership development

• Alumni engagement

2.5 Community & Workforce Partners

Partners include:

• Workforce boards

• Municipal code departments

• Inspection agencies

• Community colleges

• Women’s organizations

• LGBTQ+ advocacy groups

SECTION 3 — PROGRAM OPERATIONS

3.1 Program Overview

Code Blueprint provides a comprehensive workforce development program that includes:

• Technical training

• Childcare support

• Job placement

• Mentorship

• Leadership development

• Wraparound services

3.2 Recruitment & Outreach

Recruitment focuses on:

• Women and LGBTQ+ individuals

• Underserved communities

• Single parents

• Career changers

• Individuals seeking economic mobility

Outreach channels include:

• Workforce boards

• Community colleges

• Social media

• Local events

• Partner organizations

3.3 Intake & Assessment

Participants complete:

• Skills assessment

• Career readiness evaluation

• Childcare and transportation needs assessment

• Background and eligibility screening

Staff develop individualized support plans based on assessment results.

3.4 Training Delivery

Training is delivered through:

• Classroom instruction

• Hands‑on field practice

• Guest speakers

• Online modules

• Group projects

Curriculum includes:

• Building codes (IBC, IRC, IFC)

• Inspection procedures

• Safety standards

• Documentation and reporting

• Leadership and communication

• Equity and inclusion

3.5 Childcare Support

Code Blueprint removes childcare barriers through:

• Onsite or partnered childcare

• Subsidies for offsite childcare

• Flexible scheduling

• Emergency childcare support

3.6 Job Placement Pipeline

We partner with:

• Municipal code departments

• Inspection agencies

• Construction firms

• Workforce boards

Participants receive:

• Resume coaching

• Interview preparation

• Internship placement

• Job referrals

• Ongoing employment support

3.7 Mentorship Program

Each participant is paired with a mentor who provides:

• Career guidance

• Industry insight

• Emotional support

• Leadership development

Mentors are trained in:

• Trauma‑informed communication

• LGBTQ+ inclusion

• Anti‑bias practices

3.8 Alumni Network

Graduates join a statewide network that offers:

• Continuing education

• Leadership opportunities

• Peer support

• Networking events

SECTION 4 — SAFETY & COMPLIANCE

4.1 Safety Philosophy

Code Blueprint is committed to creating a safe, inclusive, and trauma‑informed learning environment. Safety is not only a regulatory requirement — it is a core value that shapes every aspect of our operations.

We prioritize:

• Physical safety

• Emotional safety

• Psychological safety

• Cultural safety

• LGBTQ+ inclusion

• ADA accessibility

4.2 OSHA‑Aligned Safety Standards

Code Blueprint aligns its training and field activities with OSHA best practices, including:

• Proper use of PPE

• Hazard identification

• Safe site entry and exit

• Ladder and scaffold safety

• Electrical safety awareness

• Fire safety protocols

Participants receive safety training before any field activity.

4.3 Field Training Safety Protocols

Before entering any field site, Code Blueprint ensures:

• Site orientation is completed

• PPE is provided and worn

• Participants are supervised by qualified staff or mentors

• Emergency procedures are reviewed

• Accessibility needs are accommodated

No participant may enter a field site without clearance from the Program Director.

4.4 Emergency Procedures

In the event of an emergency:

1. Ensure personal safety

2. Notify the supervising instructor or mentor

3. Contact emergency services if needed

4. Document the incident

5. Submit an internal safety report within 24 hours

Code Blueprint maintains an emergency contact list for all participants and staff.

4.5 Anti‑Harassment & Anti‑Discrimination Standards

Code Blueprint enforces a zero‑tolerance policy for:

• Harassment

• Discrimination

• Bullying

• Retaliation

• Hate speech

• Misgendering or deadnaming

All participants, staff, and mentors must adhere to our Code of Ethics and Non‑Discrimination Policy.

4.6 LGBTQ+ Safety & Inclusion

Code Blueprint ensures:

• Respect for names and pronouns

• Gender‑inclusive facilities where possible

• Trauma‑informed communication

• Confidentiality regarding identity

• Safe reporting channels

We partner with LGBTQ+ organizations to maintain best practices.

4.7 ADA Accessibility

Code Blueprint provides:

• Reasonable accommodations

• Accessible training materials

• Modified schedules when needed

• Assistive technology support

Participants may request accommodations at any time.

✅ SECTION 5 — REPORTING & DOCUMENTATION

5.1 Documentation Standards

Code Blueprint maintains accurate, confidential, and secure records for:

• Participant enrollment

• Attendance

• Assessments

• Training progress

• Job placement

• Safety incidents

• Program evaluations

All records follow data privacy best practices.

5.2 Incident Reporting

Incidents include:

• Safety issues

• Harassment or discrimination

• Policy violations

• Conflicts

• Emotional distress

• Facility concerns

Reports may be submitted to:

• Program Director

• Executive Director

• Equity & Ethics Committee

All reports are reviewed within 72 hours.

5.3 Confidentiality

Code Blueprint protects:

• Participant information

• Donor data

• Personnel records

• Internal documents

Only authorized staff may access sensitive information.

5.4 Data Security

We use secure, encrypted systems for:

• Participant records

• Financial data

• Program evaluations

• Internal communications

Access is role‑based and monitored.

5.5 Evaluation & Reporting

Code Blueprint tracks:

• Enrollment

• Completion rates

• Job placement

• Retention

• Wage growth

• Participant satisfaction

Quarterly reports are shared with:

• Board of Directors

• Funders

• Workforce partners

✅ SECTION 6 — STAFF ROLES & RESPONSIBILITIES

6.1 Executive Director

The Executive Director oversees:

• Daily operations

• Staff supervision

• Budget management

• Partnerships

• Compliance

• Strategic planning

The ED ensures alignment with Code Blueprint’s mission and values.

6.2 Program Director

Responsible for:

• Training delivery

• Curriculum oversight

• Instructor supervision

• Participant support

• Field training coordination

• Safety compliance

6.3 Instructors & Trainers

Instructors deliver:

• Classroom instruction

• Field demonstrations

• Safety training

• Skill assessments

They maintain a trauma‑informed, inclusive learning environment.

6.4 Mentorship Coordinator

Manages:

• Mentor recruitment

• Mentor training

• Participant‑mentor matching

• Mentor support

• Alumni engagement

6.5 Administrative Coordinator

Handles:

• Scheduling

• Communications

• Recordkeeping

• Participant onboarding

• Data entry

• Website updates

6.6 Volunteers

Volunteers support:

• Events

• Outreach

• Training sessions

• Administrative tasks

All volunteers must follow Code Blueprint’s Code of Conduct.

✅ SECTION 7 — PROGRAM WORKFLOWS

7.1 Participant Journey Overview

The participant journey includes:

1. Outreach & recruitment

2. Intake & assessment

3. Training enrollment

4. Childcare support setup

5. Classroom instruction

6. Field training

7. Job placement

8. Mentorship

9. Alumni network

7.2 Recruitment Workflow

1. Outreach through partners

2. Interest form submission

3. Information session

4. Eligibility screening

5. Acceptance notification

7.3 Intake Workflow

1. Intake interview

2. Skills assessment

3. Support needs assessment

4. Individualized plan creation

5. Orientation

7.4 Training Workflow

1. Weekly modules

2. Hands‑on practice

3. Safety training

4. Mid‑program evaluation

5. Final assessment

7.5 Job Placement Workflow

1. Resume development

2. Interview coaching

3. Employer matching

4. Internship placement

5. Job offer support

6. 90‑day follow‑up

7.6 Mentorship Workflow

1. Mentor onboarding

2. Participant matching

3. Monthly check‑ins

4. Leadership development

5. Alumni transition

SECTION 8 — ACCESSIBILITY & INCLUSION

8.1 Accessibility Philosophy

Code Blueprint is committed to ensuring that all participants — regardless of disability, identity, background, or circumstance — can fully access and benefit from our programs. Accessibility is not an accommodation; it is a foundational design principle.

We follow:

• ADA guidelines

• Universal Design for Learning (UDL)

• Trauma‑informed practices

• LGBTQ+ inclusion standards

• Culturally responsive teaching

8.2 Physical Accessibility

Code Blueprint ensures:

• Accessible training locations

• Ramps, elevators, and accessible restrooms

• Clear signage

• Adequate lighting

• Seating options for mobility needs

• Emergency evacuation plans that include participants with disabilities

8.3 Digital Accessibility

All digital materials follow:

• WCAG 2.1 AA standards

• Screen‑reader compatibility

• High‑contrast text options

• Captioned videos

• Accessible PDFs

• Keyboard navigation

Participants may request alternative formats at any time.

8.4 Communication Accessibility

We provide:

• ASL interpretation (upon request)

• Live captioning for virtual sessions

• Plain‑language versions of key documents

• Multilingual support when possible

8.5 LGBTQ+ Inclusion Standards

Code Blueprint ensures:

• Respect for names and pronouns

• Gender‑inclusive language

• Confidentiality regarding identity

• Safe reporting channels

• LGBTQ+‑affirming mentorship

• Training for staff and volunteers on inclusive practices

8.6 Cultural Responsiveness

We honor:

• Diverse learning styles

• Cultural communication norms

• Community‑based knowledge

• Intergenerational learning

• Respect for lived experience

✅ SECTION 9 — TECHNOLOGY & DATA SECURITY

9.1 Technology Philosophy

Technology is used to:

• Enhance learning

• Improve communication

• Protect data

• Streamline operations

• Support accessibility

Code Blueprint prioritizes secure, user‑friendly systems.

9.2 Data Privacy Standards

We protect:

• Participant information

• Donor data

• Personnel records

• Financial information

• Program evaluations

We do not sell, share, or disclose personal data except as required by law.

9.3 Data Storage & Encryption

All sensitive data is stored in:

• Encrypted cloud systems

• Password‑protected databases

• Role‑restricted folders

Backups occur weekly.

9.4 Access Control

Access is granted based on:

• Job role

• Need‑to‑know basis

• Confidentiality agreements

Staff access is reviewed quarterly.

9.5 Cybersecurity Protocols

Code Blueprint uses:

• Multi‑factor authentication

• Encrypted communications

• Secure Wi‑Fi networks

• Anti‑malware protection

• Regular password updates

Staff receive annual cybersecurity training.

9.6 Technology for Participants

Participants receive access to:

• Online learning modules

• Digital workbooks

• Virtual office hours

• Email support

• Career readiness tools

Loaner devices may be available for those without access.

✅ SECTION 10 — CRISIS RESPONSE PROCEDURES

10.1 Crisis Philosophy

Code Blueprint responds to crises with:

• Compassion

• Clarity

• Safety

• Confidentiality

• Trauma‑informed care

A crisis is any event that threatens the physical, emotional, or psychological safety of participants, staff, or partners.

10.2 Types of Crises

• Medical emergencies

• Mental health crises

• Harassment or discrimination

• Violence or threats

• Facility emergencies

• Natural disasters

• Data breaches

• Transportation incidents

10.3 Immediate Response Protocol

1. Ensure personal safety

2. Remove participants from danger

3. Contact emergency services if needed

4. Notify Program Director

5. Document the incident

6. Provide support to affected individuals

10.4 Mental Health Crisis Protocol

If a participant is in emotional distress:

• Move to a private, safe space

• Use trauma‑informed communication

• Contact emergency services if there is imminent danger

• Notify the Program Director

• Provide referrals to mental health resources

10.5 Harassment or Discrimination Response

All reports are:

• Taken seriously

• Investigated promptly

• Documented thoroughly

• Handled confidentially

Retaliation is strictly prohibited.

10.6 Facility Emergency Protocol

In case of:

• Fire

• Power outage

• Hazardous materials

• Structural concerns

Follow posted evacuation routes and notify building management.

10.7 Data Breach Protocol

If a breach is suspected:

• Notify Executive Director immediately

• Secure affected systems

• Document the incident

• Notify impacted individuals if required by law

✅ SECTION 11 — QUALITY ASSURANCE

11.1 Quality Philosophy

Code Blueprint is committed to continuous improvement and excellence in all programs. Quality assurance ensures that our training, support services, and operations meet the highest standards.

11.2 Program Evaluation

We evaluate:

• Curriculum effectiveness

• Instructor performance

• Participant satisfaction

• Job placement outcomes

• Retention rates

• Employer feedback

Evaluations occur quarterly.

11.3 Instructor Observations

Instructors receive:

• Classroom observations

• Feedback sessions

• Professional development plans

11.4 Participant Feedback

Participants provide:

• Weekly check‑ins

• Mid‑program surveys

• End‑of‑program evaluations

• Anonymous feedback options

11.5 Partner Feedback

Employers and mentors provide:

• Placement evaluations

• Skill readiness assessments

• Recommendations for improvement

✅ SECTION 12 — CONTINUOUS IMPROVEMENT

12.1 Improvement Cycle

Code Blueprint follows a continuous improvement cycle:

1. Assess

2. Plan

3. Implement

4. Evaluate

5. Adjust

12.2 Annual Review

Each year, Code Blueprint reviews:

• Program outcomes

• Financial performance

• Strategic goals

• Policies and procedures

• Participant demographics

• Community needs

12.3 Staff Development

Staff receive:

• Annual training

• DEI workshops

• Leadership development

• Technical skill updates

✅ SECTION 13 — PUBLIC TRANSPARENCY COMMITMENTS

13.1 Transparency Philosophy

We believe transparency builds trust, strengthens partnerships, and demonstrates accountability.

13.2 What We Publish Publicly

• Bylaws

• Code of Ethics

• Policies

• Operations Manual

• HR Handbook

• Curriculum Workbook

• Strategic Plan

• Annual Reports

• Financial summaries

✅ SECTION 14 — GLOSSARY

✅ SECTION 15 — APPENDICES

⭐ A — GENERAL TERMS

Accessibility

Designing programs and environments usable by all people, regardless of ability.

Accommodations

Adjustments made to support participants with disabilities or unique needs.

Alumni Network

A community of program graduates who receive ongoing support and leadership opportunities.

Assessment

Tools used to evaluate participant skills, readiness, or progress.

Audit (Financial)

An independent review of financial records to ensure accuracy and compliance.

⭐ B — BUILDING SAFETY TERMS

Building Code

A set of regulations governing construction, safety, and occupancy.

IBC (International Building Code)

A model code regulating commercial building construction.

IRC (International Residential Code)

A model code regulating residential construction.

IFC (International Fire Code)

A code governing fire safety standards.

Inspection

A formal evaluation of a building or structure for compliance with codes.

Permit

Official approval to begin construction or renovation.

Plan Review

The process of evaluating construction plans for code compliance.

PPE (Personal Protective Equipment)

Safety gear such as helmets, gloves, and goggles.

⭐ C — WORKFORCE DEVELOPMENT TERMS

Career Pathway

A structured sequence of training and employment steps leading to advancement.

Case Management

Support services that help participants overcome barriers.

Cohort

A group of participants who progress through training together.

Job Placement

Assistance in securing employment after training.

Retention

The ability of participants to remain employed long‑term.

⭐ D — NONPROFIT GOVERNANCE TERMS

Board of Directors

The governing body responsible for oversight and strategic direction.

Bylaws

The rules that govern how the organization operates.

Conflict of Interest

A situation where personal interests could influence professional decisions.

Executive Director

The chief staff leader responsible for daily operations.

Fiduciary Duty

The legal responsibility to act in the best interest of the organization.

⭐ E — EQUITY & INCLUSION TERMS

Cultural Competency

The ability to work effectively across diverse cultures.

DEI (Diversity, Equity, Inclusion)

A framework for creating fair and inclusive environments.

Gender‑Inclusive Language

Language that avoids bias toward a particular sex or gender.

LGBTQ+ Inclusion

Practices that affirm and support LGBTQ+ individuals.

Trauma‑Informed Care

Approaches that recognize the impact of trauma on learning and behavior.

⭐ F — SAFETY & COMPLIANCE TERMS

Emergency Protocol

A set of procedures to follow during a crisis.

Hazard Identification

Recognizing potential dangers in a work environment.

Incident Report

A formal record of an accident, injury, or safety concern.

OSHA

Occupational Safety and Health Administration, which sets workplace safety standards.

⭐ G — PROGRAM OPERATIONS TERMS

Intake

The process of enrolling and assessing new participants.

Learning Objectives

Skills or knowledge participants are expected to gain.

Mentorship

A supportive relationship between a participant and an experienced professional.

Program Evaluation

The process of assessing program effectiveness.

Wraparound Services

Support services such as childcare, transportation, and counseling.

⭐ H — TECHNOLOGY TERMS

Encryption

Protecting data by converting it into a secure format.

MFA (Multi‑Factor Authentication)

A security method requiring multiple forms of verification.

Role‑Based Access

Limiting system access based on job responsibilities.

WCAG

Web Content Accessibility Guidelines for digital accessibility.

✅ SECTION 15 — APPENDICES (FULL SET)

Program forms + staff forms + templates + checklists

⭐ APPENDIX A — PARTICIPANT FORMS

A1. Participant Intake Form

• Name

• Contact information

• Pronouns

• Emergency contact

• Education history

• Employment history

• Barriers to employment

• Childcare needs

• Transportation needs

• Accessibility needs

• Career goals

A2. Participant Agreement

Participants agree to:

• Attend all sessions

• Follow safety protocols

• Maintain professionalism

• Respect staff and peers

• Complete assignments

• Communicate needs

A3. Attendance Log

• Date

• Session topic

• Instructor

• Present/Absent

• Notes

A4. Skills Assessment Form

• Pre‑training assessment

• Mid‑training assessment

• Final assessment

• Instructor comments

A5. Childcare Support Request

• Child’s name

• Age

• Care schedule

• Preferred provider

• Subsidy request

⭐ APPENDIX B — STAFF FORMS

B1. Staff Onboarding Checklist

• Background check

• Confidentiality agreement

• Technology setup

• Policy review

• Safety training

• DEI training

B2. Performance Review Template

• Job responsibilities

• Strengths

• Areas for improvement

• Goals

• Training needs

B3. Incident Report Form

• Date/time

• Location

• Individuals involved

• Description

• Immediate actions taken

• Follow‑up required

⭐ APPENDIX C — MENTORSHIP FORMS

C1. Mentor Application

• Name

• Experience

• Certifications

• Availability

• Motivation

C2. Mentor Agreement

Mentors agree to:

• Provide guidance

• Maintain confidentiality

• Attend check‑ins

• Model professionalism

C3. Mentor Session Log

• Date

• Topics discussed

• Progress notes

• Next steps

⭐ APPENDIX D — JOB PLACEMENT FORMS

D1. Resume Template

• Contact info

• Summary

• Skills

• Certifications

• Experience

• References

D2. Employer Evaluation Form

• Job readiness

• Technical skills

• Professionalism

• Communication

• Recommendations

D3. 90‑Day Follow‑Up Form

• Employment status

• Job satisfaction

• Support needs

• Retention barriers

⭐ APPENDIX E — SAFETY FORMS

E1. PPE Checklist

• Hard hat

• Gloves

• Safety glasses

• Boots

• High‑visibility vest

E2. Field Safety Checklist

• Site orientation completed

• Hazards identified

• Emergency exits located

• Tools inspected

E3. Emergency Contact Form

• Participant name

• Emergency contact

• Medical conditions

• Allergies

⭐ APPENDIX F — PROGRAM CHECKLISTS

F1. Weekly Instructor Checklist

• Materials prepared

• Attendance taken

• Safety review completed

• Participant engagement monitored

F2. Program Completion Checklist

• All modules completed

• Assessments passed

• Resume finalized

• Interview coaching completed

• Mentor assigned

• Job placement initiated

✅ CODE BLUEPRINT — HUMAN RESOURCES HANDBOOK

Public‑Facing Edition for Transparency & Governance

Full, Extended, Professional HR Handbook

SECTION 1 — INTRODUCTION

1.1 Purpose of This Handbook

The Code Blueprint Human Resources Handbook outlines the policies, expectations, and standards that guide our workplace culture and employment practices. It ensures:

• Fair and equitable treatment of all employees

• Compliance with federal and state laws

• Clear expectations for conduct and performance

• A safe, inclusive, and supportive work environment

• Transparency for partners, funders, and the public

This handbook applies to all staff, contractors, interns, and volunteers unless otherwise noted.

1.2 Mission Alignment

Every HR policy supports Code Blueprint’s mission:

Our employment practices reflect our commitment to equity, safety, and inclusion.

1.3 At‑Will Employment

Unless otherwise stated in a written agreement, all employment with Code Blueprint is at‑will, meaning:

• Employees may resign at any time

• Code Blueprint may terminate employment at any time, with or without cause

At‑will status cannot be changed except in a written agreement signed by the Executive Director and Board Chair.

1.4 Equal Opportunity Employer

Code Blueprint is an Equal Opportunity Employer. We do not discriminate based on:

• Race

• Color

• Religion

• National origin

• Sex

• Gender identity or expression

• Sexual orientation

• Disability

• Age

• Veteran status

• Marital status

• Genetic information

• Any other protected class

We actively recruit and support women, LGBTQ+ individuals, and underrepresented communities in technical fields.

1.5 Anti‑Harassment & Anti‑Discrimination Commitment

Code Blueprint maintains a zero‑tolerance policy for:

• Harassment

• Discrimination

• Bullying

• Retaliation

• Hate speech

• Misgendering or deadnaming

• Sexual harassment

• Hostile work environments

All complaints are taken seriously and investigated promptly.

1.6 LGBTQ+ Inclusion Standards

Code Blueprint is an LGBTQ+‑affirming workplace. We ensure:

• Respect for names and pronouns

• Gender‑inclusive language

• Confidentiality regarding identity

• Access to gender‑inclusive facilities where possible

• Training for staff on LGBTQ+ inclusion

1.7 ADA & Accessibility Commitment

We provide reasonable accommodations for employees with disabilities, including:

• Modified schedules

• Assistive technology

• Accessible workspaces

• Adjusted duties when appropriate

Employees may request accommodations at any time.

SECTION 2 — EMPLOYMENT POLICIES

2.1 Hiring & Recruitment

Code Blueprint follows a transparent, equitable hiring process that includes:

• Public job postings

• Standardized interview questions

• Skills‑based evaluation

• Anti‑bias hiring practices

• Reference checks

• Background checks (when relevant to the role)

We prioritize candidates who reflect the communities we serve.

2.2 Job Descriptions

Each position includes:

• Title

• Supervisor

• Responsibilities

• Required qualifications

• Preferred qualifications

• Work schedule

• Physical requirements (if any)

Job descriptions are reviewed annually.

2.3 Background Checks

Background checks may be required for:

• Staff working with participants

• Staff handling financial data

• Staff accessing sensitive information

A criminal record does not automatically disqualify a candidate. We evaluate:

• Nature of the offense

• Time passed

• Relevance to job duties

2.4 Orientation & Onboarding

New employees receive:

• HR Handbook

• Code of Ethics

• Safety training

• DEI training

• Technology setup

• Program overview

• Role‑specific training

Onboarding occurs within the first 30 days of employment.

2.5 Employment Classification

Employees may be:

• Full‑time

• Part‑time

• Temporary

• Contractor

• Intern

Classification determines eligibility for benefits.

2.6 Work Hours & Scheduling

Standard work hours are:

• Monday–Friday

• 8:00 AM – 5:00 PM

• Flexible scheduling available with supervisor approval

Evening or weekend hours may be required for events or training.

2.7 Remote Work Policy

Remote work may be approved for:

• Administrative roles

• Curriculum development

• Case management

• Meetings and planning

Employees must:

• Maintain confidentiality

• Use secure networks

• Be available during scheduled hours

2.8 Attendance & Punctuality

Employees are expected to:

• Arrive on time

• Notify supervisors of absences

• Request planned time off in advance

Excessive absenteeism may result in corrective action.

2.9 Personnel Files

Code Blueprint maintains confidential personnel files containing:

• Job application

• Resume

• Background check results

• Performance reviews

• Training records

• Disciplinary actions

Employees may request to review their file.

SECTION 3 — COMPENSATION & BENEFITS

3.1 Compensation Philosophy

Code Blueprint is committed to:

• Fair, competitive wages

• Pay equity across roles

• Transparent salary ranges

• Annual compensation reviews

We prioritize equity and sustainability in all compensation decisions.

3.2 Pay Schedule

Employees are paid:

• Biweekly or monthly (depending on role)

• Via direct deposit unless otherwise arranged

3.3 Overtime

Non‑exempt employees receive overtime pay for hours worked beyond 40 per week, in accordance with federal and state law.

Exempt employees are not eligible for overtime.

3.4 Benefits Overview

Benefits may include:

• Paid time off

• Sick leave

• Holidays

• Professional development

• Flexible scheduling

• Mental health support

• Childcare support (role‑dependent)

Benefits vary by classification.

3.5 Paid Time Off (PTO)

Full‑time employees accrue PTO based on tenure. PTO may be used for:

• Vacation

• Personal time

• Mental health days

• Family needs

Unused PTO may roll over according to policy.

3.6 Sick Leave

Employees may use sick leave for:

• Illness

• Medical appointments

• Family care

• Mental health needs

Sick leave is protected and confidential.

3.7 Holidays

Code Blueprint observes:

• New Year’s Day

• MLK Jr. Day

• Memorial Day

• Juneteenth

• Independence Day

• Labor Day

• Indigenous Peoples’ Day

• Veterans Day

• Thanksgiving

• Winter Holiday (2 days)

3.8 Family & Medical Leave

Eligible employees may take unpaid leave for:

• Birth or adoption

• Serious health conditions

• Family caregiving

We comply with FMLA where applicable.

3.9 Professional Development

Code Blueprint invests in staff growth through:

• Training workshops

• Conferences

• Certifications

• Leadership development

Requests must be approved by the supervisor.

SECTION 4 — WORKPLACE CONDUCT

4.1 Code of Conduct

Employees must:

• Act with professionalism

• Maintain confidentiality

• Treat all individuals with respect

• Follow safety protocols

• Uphold Code Blueprint’s values

4.2 Anti‑Harassment Policy

Harassment includes:

• Verbal abuse

• Sexual comments

• Unwanted advances

• Misgendering

• Derogatory jokes

• Hostile behavior

All complaints are investigated promptly.

4.3 Anti‑Discrimination Policy

Discrimination based on protected characteristics is prohibited.

Violations may result in disciplinary action, up to termination.

4.4 Workplace Safety

Employees must:

• Follow OSHA‑aligned safety practices

• Report hazards

• Use PPE when required

• Participate in safety training

4.5 Drug & Alcohol Policy

Employees may not:

• Use drugs or alcohol during work hours

• Report to work impaired

• Possess illegal substances on site

Prescription medications must not impair job performance.

4.6 Confidentiality

Employees must protect:

• Participant information

• Donor data

• Personnel records

• Internal documents

Confidentiality survives employment.

4.7 Conflict of Interest

Employees must disclose:

• Outside employment

• Vendor relationships

• Family relationships

• Financial interests

Conflicts must be managed or avoided.

4.8 Use of Technology

Employees must:

• Use secure networks

• Protect passwords

• Avoid unauthorized software

• Follow cybersecurity protocols

4.9 Social Media Policy

Employees may not:

• Share confidential information

• Represent Code Blueprint without authorization

• Post discriminatory or harmful content

Professionalism extends to online behavior.

SECTION 5 — PERFORMANCE MANAGEMENT

5.1 Performance Philosophy

Code Blueprint’s performance management system is designed to:

Support employee growth
Strengthen organizational effectiveness
Ensure alignment with mission and values
Provide clear expectations and accountability
Encourage open communication

Performance management is not punitive — it is a collaborative process focused on development.

5.2 Performance Expectations

Employees are expected to:

Meet job responsibilities
Demonstrate professionalism
Uphold Code Blueprint’s values
Maintain accurate documentation
Communicate effectively
Support participants with empathy and respect
Follow safety and confidentiality standards

5.3 Goal Setting

Supervisors and employees set annual goals that may include:

Program outcomes
Administrative tasks
Professional development
Leadership growth
DEI commitments
Innovation and process improvement

Goals are reviewed quarterly.

5.4 Performance Reviews

Formal performance reviews occur annually and include:

Self‑evaluation
Supervisor evaluation
Review of goals
Strengths and accomplishments
Areas for improvement
Training needs
Updated goals for the next year

Employees receive written feedback and may provide comments.

5.5 Ongoing Feedback

Supervisors provide:

Monthly check‑ins
Coaching conversations
Real‑time feedback
Recognition of achievements

Employees are encouraged to request feedback at any time.

5.6 Professional Development Plans

Employees may receive individualized development plans that include:

Training workshops
Certifications
Leadership opportunities
Mentorship
Skill‑building assignments

Professional development is a shared responsibility between the employee and Code Blueprint.

SECTION 6 — CORRECTIVE ACTION & DISCIPLINE

6.1 Purpose of Corrective Action

Corrective action is used to:

Address performance issues
Correct policy violations
Support employee improvement
Maintain a safe and professional workplace

The goal is improvement — not punishment.

6.2 Levels of Corrective Action

Corrective action may include:

1. Verbal Warning

Used for minor issues or first‑time concerns.

2. Written Warning

Used when issues persist or are more serious.

3. Performance Improvement Plan (PIP)

A structured plan outlining:

Specific concerns
Measurable goals
Support provided
Timeline for improvement

4. Final Warning

Used when improvement is insufficient.

5. Termination

Used when:

Serious misconduct occurs
Safety is compromised
Improvement is not achieved
Policies are repeatedly violated

6.3 Examples of Issues Requiring Corrective Action

Chronic absenteeism
Failure to follow safety protocols
Breach of confidentiality
Inappropriate conduct
Discrimination or harassment
Poor performance
Misuse of technology
Unprofessional behavior

6.4 Documentation

All corrective actions are documented and placed in the employee’s personnel file.

Employees may submit written responses for inclusion in their file.

6.5 Employee Rights

Employees have the right to:

Understand the concerns raised
Receive clear expectations
Ask questions
Provide context
Request support or accommodations
Appeal decisions through the grievance process

SECTION 7 — GRIEVANCE PROCEDURES

7.1 Purpose of the Grievance Process

The grievance process ensures employees can raise concerns about:

Workplace conditions
Supervisor behavior
Policy violations
Discrimination or harassment
Unfair treatment
Safety issues

Concerns are handled promptly, fairly, and confidentially.

7.2 Step‑by‑Step Grievance Process

Step 1 — Direct Conversation (Optional)

Employees may attempt to resolve concerns directly with the individual involved, if safe and appropriate.

Step 2 — Supervisor Notification

Employees may submit concerns to their supervisor verbally or in writing.

Step 3 — Executive Director Review

If unresolved, the concern is escalated to the Executive Director.

Step 4 — Board Review (If Necessary)

If the concern involves the Executive Director or remains unresolved, it may be reviewed by:

Board Chair
Equity & Ethics Committee

Step 5 — Resolution

A written response is provided outlining:

Findings
Decisions
Next steps

7.3 Anti‑Retaliation Commitment

Code Blueprint strictly prohibits retaliation against any employee who:

• Files a grievance

• Reports misconduct

• Participates in an investigation

• Requests accommodations

• Raises concerns in good faith

Retaliation includes:

• Demotion

• Reduced hours

• Hostile treatment

• Exclusion from meetings

• Negative performance reviews without cause

Any retaliation will result in disciplinary action, up to termination.

7.4 Confidentiality

All grievances are handled with the highest level of confidentiality possible.

Information is shared only with:

• Individuals directly involved in the investigation

• Supervisors or board members as needed

• Legal authorities if required

7.5 Resolution Timeline

Code Blueprint aims to resolve grievances within:

• 5 business days for initial review

• 10–15 business days for investigation

• 20 business days for final resolution

Complex cases may require additional time, with updates provided to the employee.

7.6 Appeals Process

If an employee disagrees with the outcome:

1. Submit a written appeal within 10 days

2. Appeal is reviewed by the Executive Director or Board Chair

3. A final written decision is issued

The final decision is binding.

SECTION 8 — SEPARATION OF EMPLOYMENT

8.1 Types of Separation

Employment with Code Blueprint may end through:

1. Voluntary Resignation

Employee chooses to leave the organization.

2. Involuntary Termination

Employment ends due to:

• Performance issues

• Policy violations

• Organizational restructuring

• Funding changes

3. End of Contract

For temporary or grant‑funded roles.

4. Job Abandonment

Failure to report to work for 3 consecutive days without notice.

8.2 Resignation Process

Employees are encouraged to provide:

• Two weeks’ notice for non‑supervisory roles

• Four weeks’ notice for supervisory roles

A resignation letter should include:

• Last working day

• Reason for departure (optional)

8.3 Exit Interviews

Code Blueprint conducts exit interviews to:

• Gather feedback

• Identify areas for improvement

• Understand employee experience

• Strengthen retention strategies

Exit interviews are confidential.

8.4 Final Pay

Final pay includes:

• Hours worked

• Accrued PTO (if applicable)

• Reimbursements owed

Final pay is issued according to state law.

8.5 Return of Property

Employees must return:

• Keys

• ID badges

• Laptops

• Documents

• Equipment

• Training materials

All digital access is revoked on the final day of employment.

8.6 Eligibility for Rehire

Employees may be eligible for rehire unless:

• Terminated for misconduct

• Violated safety or confidentiality policies

• Engaged in harassment or discrimination

Eligibility is determined by the Executive Director.

SECTION 9 — HR APPENDICES

⭐ APPENDIX A — EMPLOYEE FORMS

A1. Employee Information Form

• Name

• Pronouns

• Contact information

• Emergency contact

• Start date

• Position

A2. Confidentiality Agreement

Employees agree to:

• Protect participant information

• Safeguard donor data

• Maintain confidentiality after employment ends

A3. Conflict of Interest Disclosure

Employees must disclose:

• Outside employment

• Vendor relationships

• Family relationships

• Financial interests

A4. Accommodation Request Form

• Nature of accommodation

• Impact on job duties

• Supporting documentation (if applicable)

⭐ APPENDIX B — PERFORMANCE MANAGEMENT FORMS

B1. Self‑Evaluation Template

Employees reflect on:

• Achievements

• Challenges

• Goals

• Training needs

• DEI commitments

B2. Supervisor Evaluation Template

Supervisors assess:

• Job performance

• Professionalism

• Communication

• Teamwork

• Mission alignment

B3. Performance Improvement Plan (PIP) Template

Includes:

• Areas of concern

• Measurable goals

• Support provided

• Timeline

• Review dates

⭐ APPENDIX C — CORRECTIVE ACTION FORMS

C1. Verbal Warning Documentation

• Date

• Issue

• Expectations

• Next steps

C2. Written Warning Form

• Description of issue

• Policy violated

• Required improvements

• Consequences

C3. Final Warning Form

• Summary of prior actions

• Remaining concerns

• Final expectations

⭐ APPENDIX D — GRIEVANCE FORMS

D1. Grievance Submission Form

• Employee name

• Date

• Description of concern

• Individuals involved

• Desired resolution

D2. Investigation Summary Form

• Findings

• Evidence reviewed

• Interviews conducted

• Final decision

⭐ APPENDIX E — SEPARATION FORMS

E1. Exit Interview Questionnaire

• What worked well?

• What could improve?

• Reason for leaving

• Suggestions for leadership

E2. Property Return Checklist

• Laptop

• Charger

• Keys

• ID badge

• Documents

E3. Final Pay Acknowledgment

• Hours paid

• PTO payout

• Reimbursement