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:
The state of West Virginia will increase training opportunities to individuals via alternative training models such as Transitional Jobs and OJT. LWDBs are encouraged to leverage current and develop new local partnerships with community businesses and industry to support economic development in their areas.
Transitional Jobs is an employment strategy that seeks to overcome employment barriers and transition people with labor market barriers into work using wage-paid, short-term employment that combines real work, skill development and supportive services. Transitional Jobs program participants earn a paycheck, learn skills, may become eligible for the Earned Income Tax Credit, and receive intensive mentoring and support.
The Transitional Jobs program should have at a minimum the following 3 components:
1. Paid work experience (i.e. 3 days per week) 2. Classroom training (i.e. soft skills, occupational skills, etc.) 3. Supportive services
Each local Workforce Development Board must submit a Transitional Jobs Plan to WorkForce West Virginia for approval. Collaborative partnerships will be an essential piece of a Transitional Jobs Plan and are highly encouraged.
LWDBs may allocate up to 10 percent of local Adult and Dislocated Worker funds to transitional jobs for individuals with barriers to employment.
OJT ensures high quality training for both the participant and the employer because both have a vested interest in the success of the program. The employer has the unique opportunity of training potential candidates the correct and most efficient way to perform tasks for their company, at a subsidized cost. The participant has the opportunity to receive direct training and experience that increases their current skill set. Participants also gain new skills to meet the requirements of a new occupation or industry and are better equipped to compete for available jobs. All OJT experiences are provided through contracts between local employers and the LWDB.
West Virginia also supports Incumbent Worker training. To qualify as an incumbent worker, the incumbent worker needs to be employed, meet the Fair Labor Standards Act requirements for an employer-employee relationship, and have an established employment history with the employer for 6 months or more. The training must satisfy the requirements in WIOA Section 134(d)(4) and §680.790 and increase the competitiveness of the employee or employer. An incumbent worker does not necessarily have to meet the eligibility requirements for career and training services for adults and dislocated workers under this Act.
LWDBs may reserve and expend up to 20 percent of their combined adult and dislocated worker formula allotments for incumbent worker training. States may use state Rapid Response funds [WIOA Section 134(a)(3)(A)(i))] for layoff aversion and WIOA Governor’s discretionary funds for statewide incumbent worker training activities.
LWDBs must consider the following factors when determining the eligibility of employers to receive the WIOA share of funds to provide training to incumbent workers using either, local Adult and/or Dislocated Worker formula funds or WIOA statewide discretionary funds provided by the Governor:
1. The characteristics of the incumbent workers to be trained, specifically the extent to which they historically represent individuals with barriers to employment as defined in WIOA Section 3(24), and how they would benefit from retention or advancement; 2. The quality of the training (e.g., industry-recognized credentials, advancement opportunities); 3. The number of participants the employer plans to train or retrain; 4. The wage and benefit levels of participants (before and after training); 5. The employer must not have laid off workers within 12 months and must have a commitment to retain or avert the layoffs of the incumbent worker(s) being trained; 6. The employer must not be delinquent in unemployment insurance or workers’ compensation taxes, penalties, and/or interest. 7. LWDBs must document these factors in approving an incumbent worker training project with an employer.
Employers participating in incumbent worker training are required to pay the non-WIOA (non-federal) share of the cost of providing training to their incumbent workers. Employers will be reimbursed the WIOA (federal) share. The employer share is based on the size of the workforce (wages paid to the participant while in training can be included as part of that share) as follows:
• At least 10 percent of the cost for employers with 50 or fewer employees • At least 25 percent of the cost for employers with 51 to 100 employees • At least 50 percent of the cost for employers with more than 100 employees