Southern Alleghenies Workforce Investment Board (SAWIB)
OJT Policy
POLICY
NEW
X REVISION
PURPOSE
DATE APPROVED BY WIB
OJT Policy - DRAFT
To insure quality service to customers
September 8, 2015
Effective October 9, 2015
Policies governing On-the-Job Training:
1. The number of training hours that is allowable is determined by the Specific Vocational
Preparation Code (SVP) for the position.
The SVP are a set of codes developed by the US Department of Labor that are used to
measure how much education or training is required to enter into an occupation. The
Department has also developed a Dictionary of Occupational Titles (DOT). The Dictionary
contains thousands of job titles and descriptions; each job title has a corresponding SVP
Code. The system that we have used is as follows:
Code
1
2
Description
Example
3
4
Short Demonstration Only
Short demonstration up to 1
month
1-3 months
3-6 months
Tobacco Can Filler
Sweatband Cutting Machine
Operator
Materials Inspector
Sheet Metal Installer
5
6
7
8
9
6-12 months
1-2 years
2-4 years
4-10 years
Over 10 years
Silk Screen Cutter
Electric Tool Repairer
Land Surveyor
Pollution Control Engineer
Aeronautical Project Engineer
Allowable
Hours
Weeks
0
0
0
0
320
480
8
12
640
800
960
N/A
N/A
16
20
24
N/A
N/A
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2. The minimum hourly rate for an adult or dislocated worker OJT participant must be
equal to or exceed the region’s self-sufficiency level, as determined by the
Commonwealth. The minimum hourly rate for a youth participant is $10.00 per hour.
3. The hours can be modified on a case-by-case basis upon review of the employees past work
history and formal training.
4. The employer must agree to compensate an OJT participant in the same manner that similarly
positioned employees are compensated. The OJT participant can be compensated at a higher
rate based on merit or other factors; however, the reimbursement will be based on the base
rate for the position within the company.
5. The employer must show proof of workman’s compensation, or equivalent protection for
each employee under the agreement.
6. It is allowable for OJT contracts for positions that require a license, such as Commercial
Driver’s License, to provide for the actual on–the-job experience and training.
7. Family members, previous employees, or current employees are not eligible for the program.
8. OJT participants cannot be hired to replace any current employees or to fill positions vacant
through layoff or work stoppages.
9. OJT participants must be hired for full-time positions defined as at least 30 hours per week.
The OJT participant must receive all benefits and fringes as provided to all other full-time
employees.
10. No fee will be charged the participant for placement.
11. The agreement is a fixed unit cost and adjustments will not be made during the term of the
agreement.
12. Compensation for training can be as much as 50% of the employee’s hourly wage. (An
hourly wage is calculated for salary positions)
13. There must be a clear separation of church and state.
14. All employees selected must be eligible WIOA applicants, but the employers have the right
to review potential employees utilizing their own company procedures and the company
ultimately selects the employee.
15. Companies must not be under suspension or debarment by the Commonwealth and all taxes
must be current. All companies are eligible to use the program unless they have been issued 2
points for past performance as established in the re-contracting policy. In that case use is
suspended for 3 years.
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Re-Contracting Policy
Activity
A. Trainee quit on his or her own.
Points Assigned
0 points
B. Trainee was laid off and not recalled within 60 days or the employer
exhibits a chronic layoff pattern.
1 point
C. Monitoring of a contract identifies a deficiency in the contract management
that indicates that the employer was at fault and the trainee’s training, work
conditions, or ability to retain full-time employment was jeopardized.
1 point
D. A trainee filled a valid grievance against the employer and the employer
was found to be at fault.
1 point
E. The trainee was unjustifiably fired and the employer cannot prove
otherwise.
2 points
F. Companies that have 25% of their placements result in non-positive
termination.
2 points
G. An employer wants to fill the same position, which was previously filled by
a WIOA participant within six months after the first participant was hired if
the company no longer employs the first trainee.
1 point
H. The employer violates any terms outlined in the contract.
2 points
I. If the employer has the ability to provide permanent, full-time employment
for the trainee with similar wages and working conditions as other
employees on the same level after the training hours were completed and
fails to do so.
2 points
17. Contracts are developed by the Title I Provider and submitted to the SAWDB staff for
review.
18. The Workforce Development Board reserves the right to approve contracts that exceeded
$25,000.
19. No employees are permitted to start work on an OJT contract until the contract is executed.
20. Employers will be required to supply job descriptions and will be reimbursed based on the
number of actual hours worked.
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