ValleyWorks Career Center and the Division of

Grants Administration
Workforce Partners Meeting Presentation May 2009
 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.
 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.
 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.
 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.
Dislocated
Adult Average Cost Worker Average Cost

Fiscal Year 2006 2 $2,371 3 $4,272

Fiscal Year 2007 4 $4,328 3 $2,820

Fiscal Year 2008 2 $6,144 2 $7,068

Fiscal Year 2009 2 $5,447

 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.
 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.
 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.
 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.
 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.
 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.