Located in:
- Program-specific Requirements for Adult, Dislocated Worker, and Youth Activities under Title I-B
The Unified or Combined State Plan must include the following with respect to activities carried out under subtitle B--
b. 1. If the State is Utilizing Work-based Training Models (e.g. On-the- Job Training, Incumbent Worker Training, Transitional Jobs, and Customized Training) as Part of Its Training Strategy and These Strategies Are Not Already Discussed in Other Sections of the Plan, Describe the State’s Strategies for How These Models Ensure High Quality Training for Both the Participant and the Employer.
Current Narrative:
Ohio’s local areas utilize a variety of training models for WIOA-eligible youth and unemployed or underemployed adults and dislocated workers. Use of these alternative training models is determined based on the best method to meet the needs of the participants as well as employers.
Ohio has been and continues to be a strong advocate for on-the-job training (OJT) due to its short-term nature, direct connection to employment, and placement and retention rates. In PY 2014, OJT accounted for nearly 29 percent of all training services for adults and 16 percent of all training services for dislocated workers.
In addition to WIOA-funded alternative training models, Ohio has launched a strategic program to support business. In efforts to improve their economic competitiveness, employers must find ways to consistently upgrade the skills of their workforce through educational and training opportunities. To this end, the Ohio Incumbent Workforce Training Voucher Program fills a gap in current workforce development programs by providing needed training dollars to Ohio’s incumbent workforce through a unique public-private partnership. The ultimate goal of this program is twofold: allow employers in targeted industries to retain and grow their existing Ohio workforce and create a statewide workforce that can meet the present and future demands in an ever changing economy. The Ohio Development Services Agency, the program administrator, reimburses employers for up to 50 percent of the eligible training costs, up to $4,000 per employee, after 1) the employer pays the full cost of the training, and 2) the employee successfully completes the training. The maximum amount an employer may qualify for in a fiscal year is $100,000.