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. Work-Based Training Models
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:
Work-based training models afford a plethora of benefits to participants, including:
- Connecting classroom learning to the real world.
- Providing opportunities to practice skills in real-world scenarios.
- Helping develop interpersonal and workplace effectiveness skills (soft skills).
- Providing a chance to observe professionals in action.
- Helping network with potential employers.
- Giving the opportunity to explore different interest areas.
Employers are heavily relied upon to provide participants with positive and meaningful work-based learning opportunities. They must be designed to establish a work history for the individual, demonstrate success in the workplace, and develop the skills that lead to entry into and retention in unsubsidized employment. Building credible relationships with employers is critical to the success of any work-based training program.
It's the responsibility of VDOL Job Center Specialists to connect participants with employers who are willing to provide a work-based learning opportunity. Job Center Specialists work alongside participants and employers to ensure a successful experience and provide case management services, including support services during the experience. Further exploration is done to determine if any credentials are needed to add value to the position's success.
Work-based training enhances opportunities for underrepresented populations to explore and experience career pathways that will allow them to thrive and eventually contribute to the workforce system. Providing VDOL staff professional development opportunities for working with underrepresented populations is critical to a successful and meaningful work-based learning opportunity. Providing employers with the resources, tools, and strategies they need to support underrepresented populations is just as important. The planning and development of this initiative are in their infancy but will advance in the next several years.
The VDOL intends to build on its professional development for staff over the next two years specific to underrepresented populations, including women, minorities, Veterans, people with disabilities, and those involved in the justice system. In addition, it provides employers with learning opportunities and tools that will assist them in working with underrepresented populations.
Marketing and promoting the work-based training models to employers, providers, and partners is essential in promoting the opportunities. It will be a goal of workforce development over the coming years.
Vermont has several types of work-based training models, including transitional jobs, on-the-job training, and registered apprenticeships.
A transitional job is a time-limited work experience that is wage-paid, 100% subsidized, and is in a public, private, or non-profit sector for those individuals with barriers to employment who are chronically unemployed or have inconsistent work history.
Transitional jobs are utilized for participants to realize their true passion and begin to explore career pathways. Participants can gain real-world experience as they sharpen their skills, build their resumes, and network with professionals in their field of choice.
On-the-job training (OJT) is training in the public or private sector given to a participant who, under the agreement, is hired by the employer, with training to occur while the participant is engaged in productive work. An OJT provides knowledge or skills essential to adequate job performance. WIOA includes reimbursement to the employer of up to 50% of the participant wage rate for the cost of providing the training and additional supervision related to the training for a limited period.
Attracting and retaining employees is crucial in any industry, especially now. An OJT allows the employer to teach the employee to understand precisely what duties they are expected to complete and exactly how to meet them. An OJT can help with faster onboarding and getting an acceptable level of performance. It allows employees to learn processes in an organization faster and more efficiently.
Vermont realizes that the process for an OJT may be viewed as a burden on employers, which deters them from taking advantage of the program. Within the following year, the existing OJT policy will be reviewed and rewritten to offer a more seamless process for employers. Vermont will explore policies and procedures of other states and develop the most effective policy and procedure specific to Vermont employers. Once the policy and procedures are finalized, staff will receive training. In addition to the technical training staff will receive, they will also receive training on how to "sell" employers on the idea of an OJT.
To attract employers to this program, marketing materials will also be developed within the next year to emphasize the program's benefits.
There is also potential to expand Vermont's work-based training models, including customized training and incumbent worker training. To meet the needs of employers by enhancing opportunities, the following models will be explored and potentially implemented into policy.
A customized training model:
(a) That is designed to meet the special requirements of an employer (including a group of employers);
(b) That is conducted with a commitment by the employer to employ an individual upon successful completion of the training; and
(c) For which the employer pays for a significant cost of the training, as determined by the State Workforce Board in accordance with the factors identified in WIOA sec. 3(14).
The Department of Economic Development (DED) generally supports the incumbent worker training model with state funds. However, because cross-program planning promotes a shared understanding of the workforce needs within the state, and it is an allowable activity under WIOA, further exploration of this model is beneficial.
Incumbent worker training is a training resource that helps businesses respond to changing skill requirements caused by new technology, re-tooling, new product lines, or new organizational structuring. It helps to offset the cost of training employees who have worked for a business consistently for six months or more. The program is designed to provide direct financial assistance to train current employees to avert layoffs and/or improve the economic competitiveness of local businesses. The program reimburses eligible businesses for specific training costs accrued during training.