Kcc.ky.gov



VI.b.1 – Work Based Training ModelsThe Commonwealth provided a response to this element; however, it did not address the strategies part of this element.Adult and Dislocated Worker Program Requirements1. Work-based Training Models. If the State is using 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.WIOA’s primary focus beyond reauthorizing core workforce investment programs is to get employers and employer associations more actively involved in planning and providing training.Legislation reforms the system to promote training for existing, in-demand jobs and training aligned with business needs, and state and local economic development plans.Registered apprenticeship, on-the-job training (OJT), incumbent worker training, transitional jobs, work experience and customized training are all alternative work-based training services offered in Kentucky. These work-based training models are customized to meet job seeker and employer needs.Registered Apprenticeship (RA) is an important component of potential training and employment services that the Kentucky workforce system can provide to customers. Today, the need for skilled tradesmen or craftsmen in Kentucky is more critical than ever.Apprenticeship is a training system that produces highly skilled workers who are able to meet the demands of employers who are competing in a highly competitive environment.The U.S. economy faces increasing competitive global pressure daily. Kentucky not only finds itself economically competing with other states but with the entire manufacturing world. The most important asset any region or state must possess in today’s competitive market is a highly trained and skilled workforce. One significant way to create and maintain a skilled workforce is through a highly effective on-the-job apprenticeship training program.A unique feature of the apprenticeship concept is that on-the-job training is supplemented with technical classroom instruction. Qualified journey workers guide apprentices to develop their chosen trade or skill and learn the techniques, materials and equipment associated with that trade.Classroom instruction that provides training in theoretical and technical aspects of the trade is required. Minimum class time is 144 hours for each year of apprenticeship, but may be higher for some trades. Apprentices are generally evaluated every six months and receive pay raises based upon their proven progress in skill development as well as their classroom proficiency.When a registered apprenticeship program sponsor verifies that the apprentice has fulfilled all requirements of the training program, the Labor Cabinet will issue a completion certificate. This nationally recognized certification verifies apprenticeship completion as a fully qualified skilled worker in the trade.We encourage local areas to use RA, and it should be used more often as a career pathway for job seekers and as a job-driven strategy for employers and industries. RA is funded through several mechanisms. In Kentucky, RA programs are more directly connected to the public workforce system. RA programs automatically qualify to be placed on the Kentucky Eligible Training Provider List (ETPL), allowing workforce development to support participants in RA programs and more directly connect those programs to one-stop centers.Registered Apprenticeship BenefitsFor employers:?skilled workers trained to industry/employer specifications to produce high quality results,?reduced turnover,?increased productivity,?industry’s need to remain competitive by investing in the development and continuous upgrade of the skills of its workforce,?reduced worker compensation costs due to an emphasis on safety training, and?compliance with federal and state equal opportunity requirements facilitated.For apprentices and journey workers:?jobs that usually pay higher wages,?higher quality of life and skills versatility,?portable credentials recognized nationally and often globally, and?opportunity for college credit and future degrees.For Kentucky:?highly skilled workforce,?increased competitive edge in a global economy,?system to contribute to and sustain economic growth, and?decreased need to import skilled workers.On-the-Job TrainingIn Kentucky, OJT is time limited contractual training that is provided by an employer in the public, private non-profit, or private sectors to a customer that is paid while engaged in productive work in a job that:?provides knowledge or skills essential to the full adequate performance of the job; and?is made available through a program that provides reimbursement to the employer of?up to 50 percent of the wage rate of the participant, except as provided in WIOA section 134(c)(3) (H), for the extraordinary costs of providing the training and additional supervision related to the training; and?is limited in duration as appropriate to the occupation for which the customer is being trained, taking into account the content of the training, the prior work experience of the customer, and the service strategy of the customer, as appropriate.Positive features of OJT are:?The customer begins training as a permanent employee with the employer and is subject to the same conditions of employment as other similarly employed customers; and?The customer starts earning a wage immediately and receives employer sponsored benefits when they are available; benefits such as health insurance, retirement, etc.?The customer receives training in a production setting, under appropriate supervision, gaining knowledge of the job and acquiring and applying occupational skills while performing on the job.Training time leads to greater proficiency in the occupation for which the training is being provided. OJT is a critical tool that helps Kentucky job seekers enter into successful employment. OJT continues to be a key method of delivering training services to our adults and dislocated workers.WIOA directs states and local areas to provide up to 50 percent of the wage rate of the customer to employers for the costs of training while the customer is in the program.Additionally, Kentucky and LWDAs have the flexibility under WIOA to increase the reimbursement level to up to 75 percent taking into account the following factors:?characteristics of the customer (e.g. length of unemployment, current skill level and barriers to employment);?size of the employer (e.g. small and medium-sized business often have more barriers to participation at lower reimbursement rates);?quality of employer-provided training and advancement opportunities; and?Other factors the state or local boards may determine appropriate (e.g. the number of employees participating in the training, wage and benefit levels of the employees (both pre- and post- participation earnings)), and relation of the training to the competitiveness of the customer).Incumbent worker trainingIn Kentucky, Incumbent worker training (IWT) provides both workers and employers with the opportunity to build and maintain a high quality workforce. Incumbent worker training is used to help avert potential layoffs of employees or to increase the skill levels of employees so they can be promoted within the company and create backfill opportunities for the employers.Kentucky defines an incumbent worker as a participant who is employed, meets Fair Labor Standards Act requirements for an employer-employee relationship and has an established employment history with the employer for six months or more. IWT is an in-demand industry sector or occupation training designed to meet the special requirements of an employer (or group of employers) to retain a skilled workforce or avert the need to lay off employees by assisting workers in obtaining the skills necessary to retain employment and conducted with a commitment by the employer to retain or avert laying off incumbent worker(s) who are trained to increase the competitiveness of the employee and/or employer.Under section 134(d)(4) of WIOA, local areas use up to 20 percent of their adult and dislocated worker funds to provide for the federal share of the cost of providing Incumbent Worker training. IWT needs take into account the following factors:?characteristics of program participants?relationship of the training to the competitiveness of a participant and the employer?Other factors the state or local boards may determine appropriate (e.g., the number of employees participating in the training, wage and benefit levels of those employees (both pre- and post-participation earnings)) and the existence of other training and advancement opportunities provided by the employer).Employers are required to pay for a significant cost of the training for participants in incumbent worker training; this can be done through both cash and/or in-kind payments.The wages paid to participants while in training may be considered as a source of matching funds. Official payroll records documenting the worker’s hours and wages must be used to determine the amount of the employer’s share of cost. Rules for matching funds are provided in the Uniform Guidance and DOL exceptions at 2 CFR 200.306 and 2 CFR 2900.8, respectively. Under section 134(d)(4) (D) of WIOA, the minimum amount of employer share in the Incumbent Worker Training depends on the size of the employer:?Employers with 50 or fewer employees the employer must contribute at least 10 percent of the cost;?Employers with 51 to 100 employees the employer must contribute at least 25 percent of the cost;?Employers with more than 100 employees the employer must contribute to at least 50 percent of the cost.Transitional JobsIn Kentucky, transitional jobs are a new type of work-based training allowed under WIOA.Transitional jobs are subsidized time-limited work experiences in public, private or nonprofit sectors for barriers-to-employment individuals who are chronically unemployed or have an inconsistent work history and are combined with comprehensive career and supportive services.The goal of transitional jobs is to establish a work history for the individual who demonstrates work- place success and develops the skills that lead to entry into and retention in unsubsidized employment.Unlike OJT, there is no assumption that the individual will be retained in his or her transitional job after the experience is over, though that would be a successful experience and outcome. Under section 134(d) (5) of WIOA, local areas may use up to 10 percent of their adult and dislocated worker funds to provide transitional jobs to customers.A Transitional Job is:?time limited, wage paid work?supportive services?skills development?job development and retention servicesThe goals of a Transitional Job are:?stabilize with income?learn experientially?address barriers?build work history?access incentives?develop skills?transition to permanent employmentTransitional Jobs benefit:?youth not working or in school?people reentering from prison?people who are homeless?long-term recipients of public assistanceOther benefits of Transitional Jobs and subsidized employment are:?economic stimulus?increased tax payment?benefits to employers?reduced recidivismWork ExperienceIn Kentucky, work experience is a planned, structured, time-limited learning experience that takes places in a workplace for a customer who needs assistance in becoming accustomed to basic work requirements. A work experience may be paid or unpaid, as appropriate. A work experience may be provided in the private for-profit, non-profit or public sectors.Labor standards apply to any work experience in which an employee/employer relationship exists under applicable law. Work experiences help customers obtain the needed skills to succeed in the workplace. Work experience for a customer in WIOA is classified as an Individualized Career Service, and work experiences provide a helpful means for a customer to gain experience that leads to unsubsidized employment.Customers may be referred for full or part-time work experiences depending on a customer’s assessed needs.Customized trainingCustomized training in Kentucky is a means by which a single employer or group of employers identify skills needed in their workforce and obtain skills training in a customized format. Custom training can be designed for both employed and unemployed training participants.The purpose of customized training is to tailor it to the needs of the employer rather than offer a “cookie-cutter” approach to training.Customization occurs in the training modality as well as when and where the training is offered. Customized Training is for existing or newly created industry partnerships that identify a common set of skills needed in applicants.The training can be delivered pre-hire for customers who otherwise meet the hiring qualifications for that group of employers. The training is delivered as either an individualized career service for the participant and the employer. The commitment on behalf of the employer is to offer interviews to anyone who completes the training program.Customized Training is designed primarily for the individual who does not have the related education, training or work experience required to obtain employment. It may be provided in various occupational areas and lowers the employer’s risk in hiring and training new personnel. For the WIOA eligible participant, Customized Training allows him or her to gain the knowledge and skills necessary to perform a job after he or she has been hired and retain employment.Amended and added July 13, 2016:Kentucky’s local workforce development areas use this variety of training models for WIOA-eligible youth and unemployed or underemployed adults and dislocated workers as a service through Kentucky Career Center Business Service teams, a partnership of state agencies, local workforce development boards, education stakeholders and nonprofit partners.The customized use of these work based alternative training models is determined based on the best method to meet the needs of the participant and the employer. A comprehensive needs assessment for the employer and the trainee is completed and a cross analysis for which work based alternative training model should be considered and implemented for success of the trainee and the best service for the employer. Kentucky Career Center Business Service teams, statewide, strive for the service goal to help employers find, train and keep the best talent and assists Kentuckians finding, obtaining and keeping the very best jobs. ................
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