1. Business Services: ETPL and Performance
June 14, 2019
Steven Wilson and Jason Mann

2. Agenda Business Services Overview WIOA Performance Overview
Intersection of WIOA Performance and Business Services
Eligible Training Providers

3. Customized Training Definition Requirements
Designed to meet the special requirements of an employer or a group of employers by allowing them to tailor and design work-based skills training. Customized training is conducted with a commitment by the employer to employ an individual after successful completion of the training and for which the employer pays a significant portion of the cost of training
The employee is underemployed
The employer, or group of employers, have made the commitment to employ or continue to employ, an individual that has successfully completed the program; and
The customized training relates to the introduction of new technologies, introduction to new production or service procedures, upgrading to new jobs that require additional skills, workplace literacy, or other appropriate purposes.

4. On-the-Job Training Definition Requirements
Training by an employer that is provided to a paid participant while engaged in productive work in a job that provides knowledge or essential skills.
Provided under a contract with an employer or registered apprenticeship program sponsor in the public, private, non-profit, or private sector. Through the OJT contract, occupational training is provided for the WIOA participant in exchange for the reimbursement, typically up to 50 percent of the wage rate of the participant, for the extraordinary costs of providing the training and supervision related to the training. In limited circumstances, as provided in WIOA sec. 134(c) (h) and § , the reimbursement may be up to 75 percent of the wage rate of the participant.
OJT contracts under WIOA Title 1, must not be entered into with an employer wo has received payments under previous contracts under WIOA or WIA if the employer has exhibited a pattern of failing to provide OJT participants with continued long-term employment as regular employees with wages and employment benefits and working conditions at the same level and to the same extent as other employees working a similar length of time and doing the same type of work.
OJT contract must be limited to the period of time required for a participant to become proficient in the occupation for which the training is being provided. In determining the appropriate length of the contract, consideration should be given to the skill requirements of the occupation, the academic and occupational skill level of the participant, prior work experience, and the participant’s IEP.

5. Incumbent Worker Training
Definition
Requirements
Designed to meet the needs of an employer or group of employers to retain a skilled workforce or avert layoffs
The individual worker needs to be employed in a situation that meets the Fair Labor Standards Act requirements for an employer-employee relationship.
Established employment history with the employer for 6 months or more with the exception that the incumbent worker training is being provided to a cohort of employees, not every employee in the cohort must have an established employment history with the employer for 6 months or more as long as the majority of those employees are being trained to meet the employment history requirement.
Does not have to meet the eligibility requirements for career and training services for Adult and Dislocated Worker under WIOA, unless they are also enrolled as a participant in the WIOA Adult or Dislocated Worker program.
Eligibility Determination: is determined at the Employer level and does not have to meet the eligibility requirements for Career Services and Training Services for Adult/Dislocated Worker programs under WIOA.

6. Registered Apprenticeship
Definition
Requirements (5 components of RA)
Structured occupational training program that combines on-the-job training and related instruction in which workers learn the practical and conceptual skills required for a skilled occupation, craft or trade
Employer Involvement
Structured and Supervised OJT
Related Training and Instruction
Rewards for Skills Gains
National Occupational Credential

7. WIOA Indicators of Performance:
Employment Rate 2nd Quarter After Exit
(Adult,DW)
Employment Rate 4th Quarter After Exit
(Adult, DW)
Median Earnings 2nd Quarter After Exit
(Adult, DW)
Credential Attainment
Percentage of participants enrolled in an education or training program (excluding OJT, Customized Training) who attained a recognized postsecondary credential or a secondary school diploma, or its recognized equivalent during participation in or within one year after exit
Median earnings of program participants who are in unsubsidized employment 2nd Quarter after Exit from the program
The percentage of participants who are in unsubsidized employment 2nd Quarter after Exit
The percentage of participants who are in unsubsidized employment 4th Quarter after Exit

8. Examples of Credentials that count for WIOA
Examples of Recognized Post-Secondary Credentials:
Associate’s or Bachelor’s Degree
Occupational Certificates (Awarded by either educational institution or independent education or training provider upon successful completion of a course of study & exam).
Occupational Licensure
Occupational Certification
Occupational Certificate (Registered Apprenticeship Certificate of Completion)
Examples of common Certifications that do not meet the credential definition:
Occupational Safety and Health Administration (OSHA)
Work/Career Readiness Certification
Completion of Orientation and Mobility Training
*See TEGL Section D for credential definition

9. Types of organizations/institutions that award Recognized Postsecondary Credentials
A state education agency, or a state agency responsible for administering vocational and technical education within a state
An institution of higher education described in Section 102 of the Higher Education Act (20 United State Code 1002) that is qualified to participate in the student financial assistance programs authorized by Title IV of that Act. This includes community colleges, proprietary schools, and all other institutions of higher education that are eligible to participate in federal student financial aid programs
A professional, industry, or employer organization
ETA’s Office of Apprenticeship or a State Apprenticeship Agency
A public regulator agency
A program that has been approved by the Department of Veteran’s Affairs to offer education benefits to veterans and other eligible persons and;
Job Corps centers that issue certificates
An institution of higher education which is formally controlled, or has been formally sanctioned or chartered, by the governing body of an Indian tribe or tribes.

10. WIOA Indicators of Performance:
Employment Rate 2nd Quarter After Exit
(Adult,DW)
Measurable Skill Gains
Employment Rate 4th Quarter After Exit
tPercentage of participants who, during a program year, are in an
education or training program that leads to a recognized postsecondary credential or employment and who are achieving measurable skills gains toward such a credential or employment.
, DW)
Placement in Education, Training or Employment 4th Quarter (Youth)
Effectiveness in Serving Employers

11. WIOA Indicators of Performance:
5 Types of Measurable Skills Gains:
Post- Secondary Transcript/Report Card - A transcript or a report card demonstrating the following based upon enrollment status: Full Time Student- completion of a minimum of 12 hours for one semester Part Time Student- completion of a minimum of 12 credit hours over the course of 2 consecutive semesters during a program year.
Secondary Transcript/Report Card - A transcript or report card of a customer in HS, HSED, or a GED program for each
semester that they achieve a D- or above for all classes taken and are in good academic standing. The report card must not
indicate the participant dropped out of school, was removed from the institution, or any other conditions that indicate
removal on academic or conduct grounds.
3. Training Milestone - Satisfactory or better progress towards skill advancement while participating in an OJT, Registered
Apprenticeship program or Business Enterprise program.
4. Skills Progression- Successful passage of an exam required for a particular occupation of progress in attaining trade- related
benchmarks.
5. Educational Functioning Level
A EFL gain is the advancement of educational level by making measurable improvement in educational attainment as
measured by a pre and post- test. An example would be moving from a 9th grade reading level to a 10th grade reading level.
The test typically used for this could include the TABE.
Measurable Skill Gains
Median Earnings 2nd Quarter After Exit
(Adult, DW)
Credential Attainment

12. WIOA Indicators of Performance:
Placement in Education, Training or Employment 4th Quarter (Youth)
Employment Rate 2nd Quarter After Exit
(Adult,DW)
Placement in Education, Training or Employment 2nd Quarter (Youth)
Credential Attainment
Effectiveness in Serving Employers
Percentage of program participants who are in education or training, or in unsubsidized employment during the second quarter after exit from the program.
asura Skill Gains
Percentage of program participants who are in education or training, or in unsubsidized employment during the second quarter after exit from the program.

13. WIOA Indicators of Performance:
Effectiveness in Serving Employers
Employment Rate 2nd Quarter After Exit
(Adult,DW)
Median Earnings 2nd Quarter After Exit
(Adult, DW)
Credential Attainment
Repeat Business Customers- the percentage of employers who receive services that use core program services more than once.
This approach is useful in determining whether employers who receive services from the
core programs are satisfied with those services and become repeat customers. This
approach also assesses the workforce system’s ability to develop and maintain strong
relationships with employers over extended periods of time.
1. Retention with the same employer- the percentages of participants who exit and are employed with the same employer in the second and fourth quarters after exit.
This approach is useful in determining whether the core programs are serving employers effectively by improving the skills of their workforce and decreasing employee turnover.
Measurable Skill Gains

14. WOIA Common Performance Measures- Incumbent Worker Training
WIOA Performance Measure Indicator
Will it Count?
Why?
Employment Rate in the 2nd Quarter after Exit
Excluded
Incumbent Workers are excluded from all WIOA Performance Indicators. IWT will report on characteristics, services and outcomes of these individuals; however, they will not be included in performance calculations.
Employment Rate in the 4th Quarter after Exit
Median Earnings-2nd Quarter after Exit
Credential Attainment
Measurable Skill Gains

15. WOIA Common Performance Measures- Customized Training
WIOA Performance Measure Indicator
Will it Count?
Why?
Employment Rate in the 2nd Quarter after Exit √
Applies if the wage is earned in 2nd Quarter after Exit. The participant is already working for the employer or the employer hires the participant after successful completion of training.
Employment Rate in the 4th Quarter after Exit
Applies if the wage is earned in 4th Quarter after Exit. The participant is already working for the employer or the employer hires the participant after successful completion of training.
Median Earnings-2nd Quarter after Exit
Applies if the wages are earned 2nd Quarter after Exit.
Credential Attainment
Excluded
A credential will not count in the WIOA Performance Measure for Customized Training.
Measurable Skill Gains
Established benchmarks in contract.

16. WOIA Common Performance Measures- On-the-Job Training (OJT)
WIOA Performance Measure Indicator
Will it Count?
Why?
Employment Rate in the 2nd Quarter after Exit √
Employment Rate in the 4th Quarter after Exit
Median Earnings-2nd Quarter after Exit
Credential Attainment
Excluded
A credential will not count in the WIOA Performance Measure for On-the-Job Training.
Measurable Skill Gains
Positive outcomes consists of completion of milestones from an employer or training provider

17. WOIA Common Performance Measures- Registered Apprenticeship(RA)
WIOA Performance Measure Indicator
Will it Count?
Why?
Employment Rate in the 2nd Quarter after Exit √
RA is consider employment and it yields to a positive outcome for this indicator.
Employment Rate in the 4th Quarter after Exit
As longs as the individual remains in the RA program and are employed, this will yield a positive outcome for this indicator.
Median Earnings-2nd Quarter after Exit
Credential Attainment
A RA Completion Certificate is a recognized post-secondary credential under WIOA. As long as the participant exits within one year of credential attainment, this will yield a positive outcome for this indicator.
Measurable Skill Gains
Positive outcomes consists of completion of one year of the full RA program, a scheduled wage increase, or the completion of the related instruction component.

18. Eligible Training Provider List

19. Purpose of the ETPL
The Georgia Eligible Training Provider List (ETPL) provides a list of State and Local Workforce Development Area approved programs of study for WIOA participants to identify occupational training opportunities that prepare individuals to achieve their workforce goals.
Connecting Talent with Opportunity
Align to the Labor Market

20. Provider Requirements
Eligible Training Providers (ETPs) are providers with approved programs of study that provide training services.
Established for at least 6 months.
Programs available to the general public with published catalog.
ADA compliant.
Current on State & Federal taxes.
Must provide document of accreditation.

21. Georgia Nonpublic Postsecondary Education Commission
The Georgia Nonpublic Postsecondary Education Commission (GNPEC) authorizes and regulates the operations of in-state nonpublic and out-of-state postsecondary colleges and schools operating or offering instruction in Georgia.
GNPEC maintains a directory of institutions at
Certain postsecondary institutions are exempt from GNPEC regulation. Some occupational schools, such as cosmetology, nursing, and barbering. Additionally, truck driving schools are regulated by Ga. Dept. of Public Safety. 
GNPEC operates as a part of the State Authorization Reciprocity System (SARA), which is an agreement among member states, districts and territories that establishes standards for interstate offerings of programs.

22. Program Requirements Program Description Program Cost Credentials
A program of study on the ETPL is a program of training services (as defined in 20 CFR ) that consists of one or more courses and leads to a credential, employment, or a measurable skill gain towards a credential.
Program Description
Program Cost
Credentials
Performance Data

23. ETPL Exceptions
Not all allowable types of training services are subject to the requirements of the eligible training provider provisions in WIOA title I. Training services exempt from the Section 122 eligibility requirements include:
On-the-job training; customized training; incumbent worker training; transitional employment; or
The circumstances described at WIOA sec. 134(c)(3)(G)(ii), where the Local Board determines that:
There are insufficient providers, or
There is a training services program with demonstrated effectiveness offered in the local area by a community-based organization or other private organization to serve individuals with barriers to employment, or
It would be most appropriate to award a contract to an institution of higher education or other eligible provider of training services in order to facilitate the training of multiple individuals in in-demand industry sectors or occupations, and such contract does not limit customer choice; or
When the Local Board provides training services through a pay-for-performance contract.

24. ETPL Initial Eligibility
Providers proposing new training programs must complete an application for initial eligibility per program.
Initial eligibility expiration dates will be exactly one year from TCSG OWD approval date.
For example, a program approved on January 1, 2019, will have an Initial Eligibility expiration date of December 31, 2019.
Biennial review cycle begins after expiration of initial eligibility (Continued eligibility).

25. ETPL Initial Eligibility Cont’d
Each training program must have proven outcomes and have successful program completions and training related placements for at least 5 students per program.
Performance outcome narrative is sufficient for new training programs comparable to existing training programs when submitted by approved ETP’s.
LWDAs may have additional eligibility requirements (such as the requirement that programs align with in-demand occupations or sector strategies.
Applications are submitted to the LWDA, for review and evaluation. Approved programs are submitted to the State WFD for final review and inclusion on the ETPL. Once approved, programs are available to all LWDAs.

26. ETPL Subsequent/Biennial Eligibility
All providers and provider programs are subject to Continuing Eligibility review at least once every two years.
Continuing eligibility review will apply WIOA performance indicators specified in WIOA section 116.
Once ETPs have 2 years of performance outcomes using the WIOA measures, the State will utilize WIOA performance indicators specified in WIOA section 116.

27. ETPL Subsequent/Biennial Eligibility Cont’d
Programs with an enrollment of at least 10 students will be evaluated.
For the Review, it is critical that WIOA participant information and outcomes are correct and up to date. The State utilizes wage data recorded in the GDOL Unemployment Insurance system to verify employment outcomes.
The State reserves the right to request sufficient information to complete continuing eligibility on any provider.

28. Questions?

29. Service Codes in VOS Youth Adults and DW OJT: 428
Registered Apprenticeship OJT: 421
Registered Apprenticeship Classroom Training: 420
Adults and DW
OJT: 301
Customized Training: 304
IWT- 309
Registered Apprenticeship Classroom Training: 330
Registered Apprenticeship OJT: 340

30. References
GNPEC (n.d.). Retrieved June 4, 2019, from Power2SME. (2016, February 19). Power2SME India's First Buying Club for SMEs. Retrieved from HRD Scheme introduced by the Ministry of Textiles to fine tune artisans’ skills Stock Market's Got You Down? Consider Alternative Assets as a Retirement Plan Pick-Me-Up. (n.d.). Retrieved June 4, 2019, from Tunkelang, D. (2013, October 27). LinkedIn: Connecting talent to opportunity. Retrieved June 4, 2019, from a-professional-context/36-LinkedIn_connecting_talent_to_opportunitySearch University Courses. (n.d.). Retrieved June 4, 2019, from