ON–THE-JOB TRAINING

1. ON–THE-JOB TRAINING ValleyWorks Career Center and the Division of Grants Administration Workforce Partners Meeting Presentation May 2009

2. OVERVIEW • Merrimack Valley has utilized OJTs as of Fiscal Year 2006 (07/01/05). • The MVWIB Board included OJTs within its’ policy decisions on training activities. • Each year a determination is made how much to set aside for OJTs based on historical use and funding availability. • We developed our policies, documents, and procedures prior to implementation.

3. OJTs and Employers • Marketing: The VWCC Business Services Unit staff are trained on OJTs and the positives aspects for businesses. OJTs are marketed to all employers. Information about OJTs is included in all VWCC Employer Marketing material.

4. OJTs and Job Seekers • VWCC staff are trained on the OJT process. • The VWCC staff are notified when an OJT opportunity is available. • VWCC staff refer potential candidates to have an eligibility determination made. • Following eligibility determination, a comprehensive assessment occurs, including the marketability determination. OJTs are Training.

5. OJTs and Funding Sources • WIA Title I Adult • WIA Title I Dislocated Worker • National Emergency Grants • TRADE funding The VWCC has utilized all of the above sources to support OJTs.

6. OJTs and Process • Initial Meeting with Interested Employer includes Pre-Screening and completion of Employer Eligibility Questionnaire • Development of Training Plan inclusive of review of allowable hours of training based on O*Net (Specific Vocational Preparation Code, SVP is used for guidelines). • Request for OJT is completed and reviewed for both programmatic and fiscal content. Reviewed and approved by three Directors.

7. OJTs and Process • Following approval of the proposed OJT, information is disseminated to staff with baseline qualifications. • Eligible and appropriate candidates are scheduled for a second assessment, conducted by the OJT BSR. • Employers interview candidate(s) and select. • Contract is generated with agreed upon start and end date. • Ongoing site visits occur in addition to case management of participant.

8. OJTs and Process • OJT Contractual Obligations, Accruals, and Expenditures are tracked within our Training Obligations Register and updated weekly. • Reports are required (mid-point and end of training). • Employers submit monthly invoices for wage reimbursement. • Employers are reimbursed at 50% of wages paid (contract is written based on 50%). • Invoice Format includes a feedback mechanism on participant performance, including attendance, occupational skills learned,responsibility, ability to learn, and job performance. This is signed by employer and trainee. • Program evaluations are collected from both the employer and trainee at the conclusion of the training.

9. Tips and Lessons Learned • OJTs are most successful with small to medium-sized companies. • Spending quality up-front time explaining the processes with employers is key. • Ongoing communication, especially if employee issues arise. • OJTs cannot be supported with WIA Youth funds. • Expect these contracts to be highly monitored.

10. Tips and Lessons Learned • It is key to review your local performance goal re: wage. Ensure that you are not funding an OJT with a placement wage less than your own performance. • Ensure all staff are well-trained on OJTs, as both employer and job seeker customer satisfaction ratings are at stake. • Review other programs (i.e. Supported Work) for potential co-enrollments and candidates.

11. Tips and Lessons Learned • For contracting with employer, provide required certification forms well in advance. • If a union exists, ensure union consultation and concurrence on the training opportunity. • Be cautious of multiple OJTs with one employer. • Ask about prior lay-offs and recent re-location (resulting in lay-offs). • Our region will not support reverse referrals.