On-the-Job Training (OJT) Guidance Manual - A Supplement to WFC WIOA Policy - 1006 WIOA OJT Policy and Procedures - Revised June, 2016

Sep 11, 2026

A WorkForce Central (WFC) guidance manual for implementing On-the-Job Training (OJT) under the Workforce Innovation and Opportunity Act (WIOA). It consolidates policies and procedures for WFC staff and service providers, covering the fundamentals of OJT, trainee selection and eligibility, participant assessment documentation, business qualification requirements, and the structure of OJT contract packages. The manual further addresses employer and participant file requirements, reimbursement processes including invoicing and time and attendance, and monitoring and evaluation, supported by sample forms and key resources.

LanguageEnglish

CategoryPresentations

FormatPDF

Pages55

Reading Time19 min

AccessFree to download

Introduction

The Fundamentals of OJTs

On-the-Job Training (OJT)

Demand for Occupation in the Labor Market

Exceptions to Demand Occupations

Selection of Trainees

Eligible Trainees

Employer Referrals

Trainee Assessment

Documenting Need-Individual Service Plan (IEP)/Individual Service Strategy (ISS)

Participants with Previous Experience in the Occupation

Previous Employer of Applicant

Currently Employed Workers; Upgrades

Assessment Resources

Qualifying the Business

The Initial Discussion

Appropriate Businesses

Participating Employer’s Trainee Retention Record

Disproportionate Share of the Work Force

Work Opportunity Tax Credit (WOTC)

Conflict of Interest

The OJT Contract Package

Starting Wage

Limitations on Annual Training Costs

Determining Training Duration-Specific Vocational Preparation (SVP)

The Training Plan

Supplemental Training and Supportive Services

Collective Bargaining

Modifications and Exceptions

Termination

Nepotism

Employer Records

Participant and Employer Files

Participant Files

Employer Files

Reimbursement Process

Time and Attendance

Invoicing

Trainee Termination Prior to Training Completion

Holidays, Vacation and Sick Leave

Overtime

Pay Raises

Monthly Salary Conversion

Monitoring and Evaluation

Monitoring

Evaluations

Additional OJT Resources & References

OJT Toolkit

Career OneStop

O*NET

Occupational Outlook Handbook

Job Descriptions

Occupational Tasks, Knowledge Skills and Abilities, Tools and Technology, Work Activities, Wages and Employment Trends

Fastest Growing Occupations

Skills Gap Analysis

Training Plans Assistance

Certification

References

On-the-Job Training Sample Forms

| | | | | --- | --- | --- | | |
On-the-Job Training (OJT)
Guidance Manual
A Supplement to WFC WIOA Policy \#1006 WIOA OJT Policy and Procedures
Revised June, 2016 | | | | | | TABLE OF CONTENTS I. INTRODUCTION………………………………………………………………………………………………………………… 4 II. THE FUNDAMENTALS OF OJTS…………………………………………………………………………………………. 4 A. On-the-Job Training (OJT)……………………………………………………………………………………………. 4 B. Demand for Occupation in the Labor Market………………………………………………………………. 5 C. Exceptions to Demand Occupations …………………………………………………………………………… 5 III. SELECTION OF TRAINEES………………………………………………………………………………………………….. 6 A. Eligible Trainees………………………………………………………………………………………………………….. 6 B. Employer Referrals……………………………………………………………………………………………………… 6 IV. TRAINEE ASSESSMENT……………………………………………………………………………………………………… 6 A. Documenting Need-Individual Service Plan (IEP)/Individual Service Strategy (ISS) .……… 6 B. Participants with Previous Experience in the Occupation……………………………………………. 6 C. Previous Employer of Applicant…………………………………………………………………………………… 7 D. Currently Employed Workers; Upgrades…………………………..………………………………………… 7 E. Assessment Resources………………………………………………………………………………………………… 7 V. QUALIFYING THE BUSINESS…………………………………………….……………………………………………….. 8 A. The Initial Discussion……………………………………………………………………………………………….….. 8 B. Appropriate Businesses………………………………………………………………………………………………. 8 C. Participating Employer’s Trainee Retention Record………………………………………………….…. 8 D. Disproportionate Share of the Work Force……………………………………………………….………... 9 E. Work Opportunity Tax Credit (WOTC)…………………………………………………………………………. 9 F. Conflict of Interest……………………………………………………………………………….……………………… 9 VI. THE OJT CONTRACT PACKAGE……………………………………………………………………………………….. 10 A. Starting Wage……………………………………………………………………………………………………………… 10 B. Limitations on Annual Training Costs………………………………………………………………………..… 10 C. Determining Training Duration-Specific Vocational Preparation (SVP)………………………… 10 D. The Training Plan……………………………………………………………………………………………………. 11 E. Supplemental Training and Supportive Services……………………………………………………..…… 12 F. Collective Bargaining…………………………………………………………………………………………………… 13 G. Modifications and Exceptions…………………………………………………………………………………….. 13 H. Termination………………………………………………………………………………………………………………… 14 I. Nepotism……………………………………………………………………………………………………………………… 14 J. Employer Records………………………………………………………………………………………………………… 14 VII. PARTICIPANT FILES.……………………………………………………………………………………………………….. 15 A. Participant Files…………………………………………………………………………………………………………… 15 VIII. EMPLOYER FILES………………………………………………………………………………………………………………. 15 IX. REIMBURSEMENT PROCESS…………………………………………………………………………………………… 16 A. Time and Attendance………………………………………………………………………………………………….. 16 B. Invoicing………………………………………………………………………………….………………………………….. 16 C. Trainee Termination Prior to Training Completion…………………………..………………………….. 16 D. Holidays, Vacation and Sick Leave……………………………………………………………………………….. 16 E. Overtime F. Pay Raises……………………………………………………………………………………………………………………. G. Monthly Salary Conversion . X. MONITORING AND EVALUATION A. Monitoring………………………………………………………………………………………………………………….. B. Evaluations XI. ADDITIONAL OJT RESOURCES & REFERENCES A. OJT Toolkit B. Career OneStop…………………………………………………………………………………………………………. C. O*NET D. Occupational Outlook Handbook E. Job Descriptions .. F. Occupation Tasks, Knowledge Skills and Abilities, Tools and Technology, Work Activities, Wages and Employment Trends . G. Fastest Growing Occupations……………………………………………………………………………………… H. Skills Gap Analysis .. I. Training Plans Assistance J. Certification K. References ON-THE-JOB TRAINING SAMPLE FORMS WIOA OJT Policy \#1006 . .. OJT Employer Pre-Screening Checklist. WFC OJT Contract OJT Supplemental Training Plan OJT Exception Request…………………………………………………………………………………………………. OJT Reimbursement Form

FAQs

What is the purpose of On-the-Job Training (OJT) under WIOA in this manual?

OJT is an employment service that trains an individual in the skills required for a job while they are hired or their current job is upgraded. It is designed to build employability for eligible participants and support employers with reduced training costs and on-site training alignment.

How are trainees assessed and documented before starting OJT?

The manual instructs documenting need using an Individual Service Plan (IEP) or Individual Service Strategy (ISS), and it covers assessment for participants with previous experience as well as for applicants’ prior employers and current workers seeking upgrades. It also lists assessment resources to support qualification.

What does the OJT contract package include and how are reimbursements handled?

The contract package includes starting wage, limits on annual training costs, training duration tied to SVP, the training plan, supplemental training and supportive services, collective bargaining considerations, modifications or exceptions, termination, nepotism rules, and employer recordkeeping. Reimbursement procedures cover time and attendance, invoicing, treatment of trainee termination prior to completion, and pay-related elements such as overtime, pay raises, and monthly salary conversion.

Sep 11, 2026

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