1. A Successful Employment Tool
On-the Job Training:
A Successful Employment Tool
NCETA Conference
April 20, 2017
Georgia Steele
OJT Specialist
North Carolina Department of Commerce
Division of Workforce Solutions

2. Objective: To Enhance Our Knowledge of the What, History, and Why of On-the-Job Training

3. OJT Overview What is On-the-Job Training?
History – Why Did OJT (Almost) Disappear
Six Reasons Why It’s Back

4. On-the-Job Training Definition to Employers – Key words
What’s emphasized

5. What is On-the-Job training?
Training by an employer that is provided to a paid participant while engaged in productive work in a job that:
Provides knowledge or skills essential to the full adequate performance of the job
Provides reimbursement up to *50 percent of the wage rate of the participant for the extraordinary costs of providing the training and additional supervision related to the training, and
Is limited in duration as appropriate to the occupation for which the participant is being trained, taking into account the content of the training, the prior work experience of the participant, and the service strategy of the participant, as appropriate. WIOA Section 3 (44)
*The Division has approved up to 75% wage reimbursement based on certain criteria
Up to 50% for employers with 251 or more employees
Up to 75% for employers with 250 employees or less
Other local board criteria

6. Put Simply
OJT is an “earn and learn” training option that the workforce system can offer job seekers and employers. Funded through the Workforce Investment Opportunity Act, OJT allows employers in the public, private non-profit, or private sector to provide training to workers in need of additional skills training for an identified position

7. What Are the Goals of OJT?
Get job seekers back to work
Bridge a participant’s skill gaps
Promote self sufficient employment and career advancement
Reimburse the extraordinary cost of training to employers

8. History Workforce Acts & On-the-Job Training
CETA – Comprehensive Employment & Training Act ( )
JTPA - Job Training & Partnership Act ( )
WIA - Workforce Investment Act ( )
WIOA - Workforce Innovation & Opportunity Act ( )

9. Why did OJT (Almost) Disappear?
Reader’s Digest (JTPA)
Some abuse and lots of fear
Sold OJT as a hiring subsidy; not reimbursement for training
Economy improved
ITA’s are easier

10. Six Reasons Why OJT is Back
Create jobs in a job loss recession (2010)
Help unemployed classroom training graduates get jobs
Train more customers for career pathways
Respond to more customers not wanting classroom training
Stretch your limited training resources
Achieve excellent program outcomes

11. On-the Job Training Is Not
Subsidized or transitional employment
OJT emphasizes training
Employers are reimbursed for the extraordinary costs of training
Skills are documented
Employers are held to contractual commitments

12. State/Local OJT Policy – Key Elements OJT Success
Participant Eligibility
Employer Eligibility
Contract Requirements
Skills Gap Analysis/Training Plan Development*
Trainee Skill Evaluation
General Provisions
OJT Forms
* the heart of OJT – a task analysis (job functions/job description) with an identification of the skills needed for the position is a prerequisite for the participant skill gaps

13. Participant Eligibility
Process: Identify OJT Candidates & Decide OJT Eligibility
Basic skills in place
Some transferrable skills
Career changers
“Work Ready”
Adult/Dislocated worker/appropriate youth as defined by local board
“Need Training”
Priority of training funds
Priority of eligible candidates – veterans, prior investment made

14. Consider:
Does the participant need to learn new skills or have those skills already been acquired? Has the need for OJT been determined and listed on the IEP?
What is the best way for the participant to obtain the skills needed (i.e., OJT or occupational skills training)?
Can the position be obtained in this company without OJT?
Is the participant likely to succeed in training?

15. Employer Eligibility
Pre-Award Analysis – Does the employer meet all requirements of the pre-award analysis?
Suitable OJT employer – turnover rate, wage, availability of health benefits, adequate staff to provide the training
Ensure employment is on-going and not temporary

16. Contract Requirements
Employers must carry Workers’ Compensation Insurance and make federal & state withholdings as required by law
No individual may enter an OJT position if a member of his/her family is engaged in administrative capacity with the OJT employer
The OJT employer will maintain and make available for review all time and attendance, payroll, and other records to support amounts reimbursed under OJT contracts
Other contract requirements as listed on DWS Policy Statement PS Attachment A

17. Skills Gap Analysis/Training Plan Development
Assessment tools
Used to conduct a skills gap analysis and provide adequate documentation of the process used to develop the training plan
– match a worker’s occupational skills and experience with the skills needed in other occupations
– Occupational competency profiles contain: tasks, knowledge, skills, abilities, detailed work activities
– Provides a broad range of proven predicting questions designed to elicit responses that reveal candidate’s personality traits, biographical history and problem solving ability

18. Training Plan Development
OJT Assessment -results from assessment tool identifies skill gap(s);
OJT job description (Identifies functions of the position)
Participant’s resume’ outlining past work experience
Justification for Training - What skills are needed for the position, what skills the OJT participant needs to become proficient in the position, what are the transferrable skills and the length of time needed for this particular OJT candidate?

19. OJT Process: Develop the Training Plan
Must:
Unique and customized
Occupation – job title and description, O*NET Code and number of hours
Specific skills to be learned – skills necessary for the trainee to perform the job
Starting and ending date
Wage and reimbursement
Signature of trainee and date, of employer and date, of OJT provider and date

20. The training plan (provides structure and context to insure thorough and comprehensive training)
Specifics what is being purchased from the employer
Serves as an instrument to monitor whether what has been “purchased” has been “delivered”, and
Obligates the training funds

21. OJT – Length of Training Time
2/12/2016
OJT – Length of Training Time
Limited to time required for participant to become proficient in occupation for the training being provided
Normal training time for a given occupation -O*NET code with Specific Vocational Preparation (SVP) compared to the participant’s entry experience and skills

22. Decide the OJT Duration Parameters: Go to: http://online. onetcenter
Decide the OJT Duration Parameters: Go to: Enter O*NET code or occupation key word Select: Specific occupation title Scroll down to “job zone” Specific Vocational Preparation is listed Reference the SVP Level Range: Most common OJT Levels: Level 3: 1 month to 3 months Level 4: 3 months to 6 months Level 5: 6 months to 1 year Use SVP Level as duration parameters Adjust by candidate entry skill level

23. OJT Forms OJT Contract: Employer Pre-Award Analysis Employer Agreement
Employer information
Criteria for OJT employers
Authorized signatures
Outcome of pre-award interview
Employer Agreement
Contact information
Contract agreement (percentage of wage reimbursement)
Contract agreement modification, if applicable

24. OJT Contract: Training Plan Evaluation – midpoint & final
General information
Training outline Authorized signatures
Training plan modification, if applicable
Evaluation – midpoint & final
Authorized signatures
Comments

25. Successful OJT Outcomes Remember:
Buying occupational training, not a job
Wage reimbursement is tied to training hours (must have documentation that participant was paid for the training hours)
Specific to job and specific to individual
Contract to fill gap(s): Current skills and needed skills (Justify and document skill gap)
Justify and document training duration – no more time than needed
Monitor reimbursements
Make sure employer and participant is eligible for OJT
Comply with State/Local OJT Policy

26. On-the-Job Training How to meet State & Federal Guidelines
OJT Case Consultation
OJT Training

27. QUESTIONS Georgia Steele, OJT Specialist
Division of Workforce Solutions
Office:
*Cell: