On-the-Job Training Manual

Transcription

1 FRESNO COUNTY WORKFORCE INVESTMENT BOARD WORKFORCE INVESTMENT ACT On-the-Job Training Manual

2 TABLE OF CONTENTS Section Number Description Page SECTION I: Introduction A. About this Manual 3 B. Overview 3 C. Objective 3 SECTION II: Getting Started A. Overview for Provider of Services and Staff 4 SECTION III: Requirements A. On-the-Job Training (OJT) 6 B. Cost of OJT Training 6 C. Minimum Total Number of Hours 6 D. Minimum Weekly Hours 6 E. Structure of OJT Outline 6 F. OJT Agreements for Employed Workers 6 G. Eligible Employer 7 H. OJT Business Rating Process 7 I. Prohibited Employers 8 J Reimbursement to Employer (Extraordinary Costs of Training) 9 K. Periodic Monitoring 9 L. Exiting an OJT Activity 9 M. OJT Minimum Wage Gain/Replacement Wage 10 SECTION IV: Procedures A. Duration of Training 11 B. Employer History Report 11 C. Supportive Services 11 D. Amendment(s) to OJT Agreement 12 SECTION V: Definitions 13 Fresno County Workforce Investment Board Page 2 of 14 Form # OJT-010, revised 10/06/04

3 SECTION I: INTRODUCTION A. About this Manual Staff of the Fresno County Workforce Investment Board prepared this On-the-Job Training (OJT) Manual for use by all of its contracted providers of services (POS) within the Fresno County Workforce Investment Area (Fresno County) and applies to eligible Adults, Dislocated Workers and Older Youth. 1. This manual supersedes any and all local Policy Bulletins, Operational Directives and any OJT procedure manuals with forms issued prior to the effective date of this manual. 2. This manual is designed for use as a training tool for entry-level staff and establishes the specific requirements of an OJT activity. Due to varying job titles and terminology used by a POS, generic terms and phrases will be used whenever possible. B. Overview On-the-Job Training is a traditional method for employers to train new or existing employees. It is generally understood that a new employee goes through a learning curve, some more severe than others. This usually results in the employer incurring extraordinary costs in training these new employees so that they attain a level of self-sufficiency and independence on the job. What follows upon successful completion are full-production employees who make significant contributions to the financial and social health of the company that hires them, and the local economy. C. Objective Through the effective use of OJT activities, eligible Workforce Investment Act (WIA) clients are afforded employment opportunities that provide occupational skills training while earning a sustainable income. 1. Concurrently, another client (the employer) is afforded the opportunity to offset a percentage of the cost of training (the wage paid to an eligible client during training) or, under certain circumstances, for training employed workers to compensate them for their extraordinary training-related costs. 2. An OJT cannot include reimbursement for those skills that the WIA client already has. The reimbursement percentage (maximum 50%) must be adjusted accordingly and can only be based on the new occupational skills to be acquired. Additional benefits to the employer may include qualified tax credits for wages paid, and/or enterprise zone tax credits. Fresno County Workforce Investment Board Page 3 of 14 Form # OJT-010, revised 10/06/04

4 SECTION II: GETTING STARTED A. Overview for Provider of Services and Staff The following summary is provided to enable staff to have a broader understanding of OJT activities. Many of the issues can be addressed in Case Management and the client s Individual Employment Plan (IEP) process. Prior to any discussion with a client concerning OJT opportunities, the business account specialist (BAS) must determine with their management that there are sufficient OJT funds available for use. Prior to the development of an OJT Agreement, the POS must evaluate the overall eligibility and suitability of the WIA client for an OJT, and the eligibility of an employer. For example, the client should address the following concerns: 1. Does the client have: (a) A realistic goal to obtain regular and long-term employment; (b) An interest in the occupation; (c) The basic skills necessary to begin OJT in a specific occupation; (d) Any barriers to employment that may interfere with successful completion of an OJT (e.g., transportation, child care, health); (e) The necessary workplace knowledge including, but not limited to: (1) Attendance and punctuality (2) Acceptable dress and grooming (3) Performance of job duties (4) Dealing with co-workers/conflict resolution (5) Acceptance of responsibility, and (6) A positive attitude toward obtaining regular full-time and long-term employment; (f) All necessary pre-employment skills and/or requirements identified by the employer prior to the OJT; (g) Job Specific Job Readiness Certification, as applicable; and (h) Occupational Skills Certificate. 2. When determining if an occupation is eligible for OJT, consideration must be given to the following: (a) All clients must acquire transferable skills (soft skills and occupational skills) during the duration of the OJT. Transferable skills will ensure continued employment marketability for the client in the future, regardless of changes to the local labor market or other economic conditions; (b) That the occupation provides for career advancement potential; (c) That the occupation provides for at least 32 OJT hours of employment per week. The average wage gain performance measure must be met regardless of the total number of hours of unsubsidized employment per week upon successful completion; (d) That the total length of the OJT for the occupation is 40 hours or more; (e) For an employed worker, that the occupation will result in increased earnings and additional skills to the client; (f) That the occupation does not involve training in political or religious activities; (g) That the OJT enrollment does not displace and/or replace regular employees with a WIA client, and/or impair existing contracts for services and collective bargaining agreements, and infringes on the promotional opportunities of currently employed individuals; (h) Upon successful completion, the employer must provide the client with a Performance Review and Certificate of Completion; and, (i) Prior to or concurrent with an employer s commitment to enter into an OJT to hire; the OJT agreement will be negotiated with and executed by the employer of record and POS. The terms of the agreement include the duration of the training, wage, and provision that the client will be retained as a regular full-time employee upon completion of the OJT. The employer of record will provide the client with a Performance Review and Certificate of Completion and provide the WIA client, upon successful completion, with a wage that results in achievement of the required local area WIA-mandated wage gain or wage replacement. After initial contact with the employer, the OJT Checklist must be completed to determine occupation and employer eligibility. Fresno County Workforce Investment Board Page 4 of 14 Form # OJT-010, revised 10/06/04

5 3. It is the responsibility of the provider of service s staff to document and ensure that an appropriate and complete assessment and an IEP is prepared for every client entering an OJT and that the occupation/employer is eligible for OJT. 4. No WIA client may be hired and/or start an OJT prior to FINAL authorization by the Fresno County Workforce Investment Board (FCWIB). The authorization will be based on the review of the following items: (a) SPV code and total number of hours; (b) Applicable Job Readiness Credential (Occupational or Job Specific) is required. Fresno County Workforce Investment Board Page 5 of 14 Form # OJT-010, revised 10/06/04

6 SECTION III: REQUIREMENTS The following requirements are based on the Workforce Investment Act, federal regulations, the state of California, and the FCWIB Local Policies and Procedures. In addition, they are applicable to OJT activities and must be applied when developing and contracting with employers. A. On-the-Job Training (OJT) Training by an employer in the public, private non-profit or private sector given to a WIA eligible client who, after comprehensive assessment, will be hired by the employer concurrent with development of an OJT agreement. The employer must provide occupational training in exchange for reimbursement of a portion of the employer s extraordinary costs of training. B. Cost of OJT Training Employers may be reimbursed up to 50% of the wage rate of an OJT client for the extraordinary costs of providing the training and additional supervision related to the OJT. The primary wage cannot be in the form of commission. C. Minimum Total Number of Hours The minimum number of total hours for an OJT Agreement is 40 hours. D. Minimum Weekly Hours The minimum number of weekly hours for OJT training is 32 hours per week. Overtime is not allowable; therefore a client in an OJT cannot work more than 8 hours per day or exceed 40 hours per week. (Note average wage gain requirements on page 10, section M.) The Average Wage Gain performance measure must be met regardless of the total number of hours of unsubsidized employment per week. POS are advised that an OJT of less than 40 hour per week that results in unsubsidized employment upon successful completion for the same weekly hours could have a measurable effect on the POS increased earning performance measure. E. Structure of OJT Training Outline A Formal Program or Structured Job-Training that includes all of the below: 1. Will provide specific occupational skills not currently possessed by the client; 2. Will be limited to a period not in excess of that required for the client to acquire the skills needed for the OJT position based on the Specific Vocational Preparation codes (SVP) guidelines; 3. Results in the employer of record issuing Performance Review and Certificate of Completion to the WIA client that states the client is competent in the occupational skills acquired; and 4. Provides the WIA client, upon successful completion, with a wage that results in the achievement of required WIA-mandated wage gain or wage replacement. F. OJT Agreements for Employed Workers An employed worker is defined as a client who is employed at the time of the WIA application or a current client who is employed in unsubsidized employment but has not been exited. 1. An OJT agreement may be entered into with the client s current employer, provided the training outline clearly indicates that the occupational skills to be acquired are an upgrade to the existing skills of the client and an increased Average Earnings Change (AEC) will occur upon successful completion. Fresno County Workforce Investment Board Page 6 of 14 Form # OJT-010, revised 10/06/04

7 2. An OJT Agreement may be written for an employed worker only when all of the following are documented: (a) The employee is not earning a self-sufficient wage as defined in Operational Directive 04-04, Employed Worker Eligibility Self-Sufficiency; and (b) All other requirements described in these procedures are met; and (c) The OJT relates to the introduction of new technologies, introduction to new production or service procedures, upgrading to new jobs that require additional skills, workplace literacy, or other appropriate purpose identified by the FCWIB; and (d) Total hours for the OJT must not exceed the allowable hours for the appropriate SVP level for the occupation as defined on page 11; and (e) Wage gain of at least 10% of the client s current employment. G. Eligible Employer An employer who meets all of the following requirements: 1. Provides an opportunity, to the WIA clients with occupational training, that will continue with regular employment after the training is completed; 2. Compensates OJT clients at the same rate (including periodic increases) as similarly situated employees; 3. Complies with the Fair Labor Standards Act of 1938, state and local labor laws (as amended), and applicable to state or local minimum wage; 4. Provides WIA clients the same benefits and working conditions as similarly situated employees; 5. Is not currently in a labor dispute with a labor organization; 6. Will train eligible OJT clients in higher skill occupations (SVP of 2 or higher); 7. Will agree to the General Provisions of an OJT Agreement; 8. Will agree to sign a Performance Review and Certificate of Completion upon the client successfully completing the OJT wherein the WIA client has obtained the occupational skills as identified in the training outline and is competent in the performance of those skills; 9. Will provide the WIA client, upon successful completion, with a wage that results in the achievement of required WIA-mandated wage gain or wage replacement; 10. If an employment agency is the employer of record under an OJT agreement, it must provide at least 32 hours per week of continuous training employment leading to full-time employment upon completion of the training, as defined in Policy Bulletin Reimbursement for the extraordinary costs of training will be based on the actual wage paid to the WIA client. There will be no reimbursement for administration cost or employment fees. For the purpose of this section, the employment agency is the employer of record;" and 11. Have a rating score of more than 40 for small employers, and medium-to-large employers with a rating score less than 50. H. OJT Business Rating Process Only businesses that meet the established minimum rating scores outlined in the Employer Rating Matrix below, are eligible for OJTs. All providers of services must keep a current list of an employer s ratings on the Rating Matrix and insert into the employer s file. The final score should be documented in both CalJOBS ECMS and I-Train Common Intake Case Management System. It is the responsibility of the BAS to ensure the employer meets the minimum rating criteria prior to entering into an OJT with the employer. If an employer, regardless of size, is within 10 points of the intensive or training level, the BAS should refer them to the Small Business Development Center to consult on how to raise their score. Fresno County Workforce Investment Board Page 7 of 14 Form # OJT-010, revised 10/06/04

8 Employer Rating Matrix POINTS BUSINESS GROWTH AND HOW TO RATE SUSTAINABILITY FACTOR 0 or 15 Low Turnover/High Retention Existing Employers: Review data for status of all hires, pre and post retention, to identify patterns. New Employers: Will collect data as patterns are established through usage of WIA hires. Employers receive credit if they have less than 30% turnover. 0 or 15 Full-Time, Regular Must offer year-round employment. Minimum 32 hours per week. (Identify seasonal hiring trends by reviewing post retention history.) 0 or 15 Average Wage More than Minimum Wage Average wage exceeds $6.75 per hour over multiple occupations that business employs 0 or 10 Target Industries or Growth Industries Regional Jobs Initiative (RJI) Business must be in an RJI target industry - Healthcare, Trades, Agile Manufacturing (Including Water Technology) 0 or 10 Health Benefits Employer must offer employee choice medical plan, AND five paid days of leave for sick and/or vacation or paid time off (PTO) at least 90 days after hire. 0 or 10 Use of WIA Service - Our Clients Hires direct placements using the One-Stop system. 0 or 5 Promotional Opportunities Skill advancement; wage gain; career ladders within 6 months of hire. 0 or 5 Employee Development Employer offers ongoing education, i.e., tuition reimbursement within 6 months of hire. 0 or 5 Workforce Investment Board (WIB) Employer is current member of WIB board Member 0 or 5 More Than Just Entry-Level Openings Hires from entry-level to management-level positions through the One-Stop system (does not include OJTs and Skills Upgrades) 0 or 5 Hires with Significant Barriers Hires one or more of the following: Department of Rehabilitation (DOR) clients, ex-felons, monolingual, young adults and those with minimal work experience Level of Service Size Universal Intensive Training Small points 1-10 employees Any employer points points Medium points employees Any employer points points Large points 51+ employees Any employer points points I. Prohibited Employers 1. Under previous OJT agreements, has exhibited a pattern (two or more) of failing to provide OJT clients continued long-term/regular employment (entered employment rate of 67% or higher), upgrading of equipment, or other reasonably acceptable reason. Those employers with such cause are not considered to have failed to provide long-term/regular employment. Additionally, situations in which OJT clients quit, are terminated for cause, or are released due to unforeseeable changes in business conditions, will not necessarily result in termination of an employer s eligibility. (See Employer History Report below.) 2. Has hired an individual prior to the registration date of the WIA client. 3. Has relocated within the last 120 days that resulted in lay-off of an existing employee or employees due to the relocation. The 120 days commences with the first day of operations at the new location. Fresno County Workforce Investment Board Page 8 of 14 Form # OJT-010, revised 10/06/04

9 4. Does not displace and/or replace regular employees with WIA clients, impair existing contracts for services and collective bargaining agreements, and infringes on the promotional opportunities of currently employed individuals. 5. Is a relative of the OJT employer-client. 6. Is an Employment Agency that provides only temporary or intermittent employment. 7. Has laid-off a WIA client and subsequently recalled or rehired the individual. 8. Will not provide the WIA client with a Performance Review and Certificate of Completion. 9. Will not provide the required WIA-mandated wage gain or wage replacement upon a WIA client s successful completion. 10. Cannot provide documentation of valid workers compensation, general liability or auto insurance (if applicable) policy(ies). 11. Have a rating score less than 40 for small employers and medium-to-large employers with a rating score less than 50. J. Reimbursement to Employer (Extraordinary costs of training) 1. Reimbursement is based only on the actual time a client is in training and cannot include reimbursement for those skills that the WIA client already has, or wages paid during anytime that the WIA client is not performing tasks as described in the OJT training plan. The reimbursement percentage must be adjusted accordingly. No reimbursement is authorized for over-time, holidays, illness, shift differential, contributions to a client s retirement plan, or any time in which the training does not occur. 2. An OJT agreement with an employment agency as the employer of record requires reimbursement of the extraordinary cost of training based on the wage or salary paid to the client by the agency, exclusive of any administrative or employment fees. K. Periodic Monitoring 1. The POS issuing the OJT agreement shall monitor the OJT employer and/or the entity performing the training at least one time during the term of the agreement. 2. Monitoring shall take place after at least 50%, but not more than 75% of the Agreement term that has been completed. (E.g. Total OJT duration is 320 hours. 50% = 160 hrs, 75% = 240 hrs.) 3. The purpose for monitoring an OJT agreement is to: i. Ensure that the validity and propriety of amounts claimed for reimbursement are substantiated by payroll and time attendance records; ii. Ensure that the training is being provided as specified in the agreement; iii. Ensure that all parties are adhering to the General Provisions; and, iv. Ensure that the WIA client will acquire the industry recognized occupational skill, and that the employer will issue to the WIA client a Performance Review and Certificate of Completion upon successful completion. L. Exiting an OJT Activity Every OJT Agreement provides that the employer makes a commitment of continued employment upon successful completion of the training and will issue to the WIA client a Performance Review and Certificate of Completion. A WIA client, upon completing the OJT activity/enrollment, will be provided with regular full-time employment of a minimum of 32 hours. Although the actual weekly hours may vary, the POS should be aware that the Average Earnings Change (AEC) in six months after exiting the program is a performance measure that should be taken into consideration when negotiating the OJT with the employer. Fresno County Workforce Investment Board Page 9 of 14 Form # OJT-010, revised 10/06/04

10 M. OJT Minimum Wage Gain/Replacement Wage An initial OJT contract will not be approved without attaining the below minimum wage gain or replacement wage, as defined in the following matrix. Adult Wage Gain: Pre-Wage Pre-Wage 6 Month Total Pre-Wage $ Per Hour Post-Wage 6 Month Total Post-Wage $ Per Hour $0 $0 $0 $3,400 $3.27 $6.75 $7,020 $6.75 $10,420 $10.02 $7.00 $7,280 $7.00 $10,680 $10.27 $7.25 $7,540 $7.25 $10,940 $10.52 $7.50 $7,800 $7.50 $11,200 $10.77 $7.75 $8,060 $7.75 $11,460 $11.02 $8.00 $8,320 $8.00 $11,720 $11.27 $8.25 $8,580 $8.25 $11,980 $11.52 $8.50 $8,840 $8.50 $12,240 $11.70 $8.75 $9,100 $8.75 $12,500 $12.02 $9.00 $9,360 $9.00 $12,760 $12.27 $9.25 $9,620 $9.25 $13,020 $12.52 $9.50 $9,880 $9.50 $13,280 $12.77 $9.75 $10,140 $9.75 $13,540 $13.02 $10.00 $10,400 $10.00 $13,800 $13.27 Dislocated Worker Wage Replacement: 86% of Wage Prior to Dislocation: Pre-Wage Pre-Wage 6 Month Total Pre-Wage $ Per Hour Post-Wage 6 Month Total Post-Wage $ Per Hour $7.75 $8,060 $7.75 $6,932 $6.67 $8.00 $8,320 $8.00 $7,155 $6.88 $8.75 $9,100 $8.75 $7,826 $7.53 $9.00 $9,360 $9.00 $8,050 $7.74 $9.50 $9,880 $9.50 $8.497 $8.17 $10.00 $10,400 $10.00 $8,944 $8.60 $12.00 $12,480 $12.00 $10,733 $10.32 $15.00 $15,600 $15.00 $13,416 $12.90 $17.00 $17,680 $17.00 $15,205 $14.62 $20.00 $20,800 $20.00 $17,888 $17.20 $25.00 $26,000 $25.00 $22,360 $21.50 $30.00 $31,200 $30.00 $26,832 $25.80 Fresno County Workforce Investment Board Page 10 of 14 Form # OJT-010, revised 10/06/04

11 Section IV: PROCEDURES The following procedures are based on the Workforce Investment Act, federal regulations, the state of California, and the FCWIB Local Policies and Procedures. In addition, they are applicable to OJT activities and must be applied when developing and contracting with employers. A. Duration of Training The duration must be specifically identified in the training outline and must include an evaluation of the SVP code. Adjustments to the length of training must be based on the client s existing occupational skills, previous employment history, and, if applicable, those skills and knowledge acquired while participating in formal training funded by a WIA Individual Training Account (ITA) Scholarship. OJT hours will only be provided for the new skills required for the OJT employment. The maximum number of hours for an OJT in a sector or non-sector occupation cannot exceed the allowable hours, as outlined in the table below. Local SVP Maximum Training Duration Levels *SVP Code Max. Number of Hours - Non-Sector Max. Number of Hours - Sector 2 80 (2 weeks) 160 (4 weeks) (4 weeks) 320 (8 weeks) (6 weeks) 480 (12 weeks) (12 weeks) 960 (24 weeks) The maximum numbers of hours for a skill upgrade OJT or OJT following the completion of annual ITA cannot exceed 50% of the training time for the specified SVP, based on the table above. An approved waiver is required in the event the total hours of the training exceed the maximum number of hours as identified above. *The SVP Code is that numeric code identified in the Job Summary for the occupational code found at online.onetcenter.org. B. Employer History Report The FCWIB Management Information System (MIS) Department will issue an OJT Employer History Report on a demand basis. The FCWIB, in connection with this report, will maintain an employer hold-list. The POS must have obtained or already have a report that is dated within ninety days of the initial contact with the OJT employer and must: Review the report by OJT employer number or employer name and evaluate their history. If there is no history with this employer, obtain an employer number from the FCWIB MIS department and document in the case notes that there is no history with this employer. C. Supportive Services (Refer to the FCWIB Supportive Services Manual.) 1. Providing that Supportive Services are necessary to participate in and complete the OJT training, they are allowable to eligible WIA clients. 2. Relocation Expenses - Clients enrolled in OJT are eligible for relocation expenses providing there are employment opportunities in other areas. The clients must acquire, during the duration of the OJT, transferable skills (soft skills and occupational skills) so that in the event of any change in local labor market or economic conditions, employment opportunities will still be available to the WIA client. 3. Transportation - Gasoline/mileage and public transportation (bus pass) may be provided to OJT clients while participating in OJT training and as follow-up services necessary to retain employment. Fresno County Workforce Investment Board Page 11 of 14 Form # OJT-010, revised 10/06/04

12 D. Amendment(s) to OJT Agreement Only where there is justification, and there has been FCWIB approval, can an OJT agreement be amended, and only during the effective dates of an existing OJT agreement. The effective date commences at the time the agreement is signed (not the date the OJT training commences) and expires after the last hour of OJT subsidized employment. Amendment(s) to the original OJT Agreement requires the POS to complete the OJT Amendment Request form and submit to FCWIB Contract Administration. It is the responsibility of the POS to ensure a copy of the revised OJT agreement with all required signatures, and all required documentation that supports the justification for revision is complete and in the clients file. Any commitment (verbal or otherwise) to an employer and/or obtaining the signature of the employer is prohibited prior to receiving FCWIB written approval of an amendment. Fresno County Workforce Investment Board Page 12 of 14 Form # OJT-010, revised 10/06/04

13 Section V: DEFINITIONS All definitions are based on the Workforce Investment Act, federal regulations, the state of California, and the FCWIB Local Policies and Procedures. 1. Provider of Services Representative: A staff member, regardless of title, who is authorized to enter into a contract on behalf of the POS. 2. Definition of OJT: On-the-Job Training (OJT) occurs while the client is engaged in productive work. The employer provides the knowledge and skills necessary for the trainee/employee to satisfactorily perform the functions and duties of the job in which training is provided. 3. Locally Defined Specific Vocational Preparations (SVP): SVP is the amount of training time required by a typical worker to learn the techniques, acquire the information, and develop the competencies needed for the average performance in a specific job-worker situation. An SVP level is based on the job seekers applicable transferable skills and therefore the actual training period may be less than the SVP training period defined in the table on page Employed Worker: An employed worker is defined as a client who is employed at the time of the WIA application or a current client who is employed in unsubsidized employment, but has not been exited. 5. Eligible OJT Client: A WIA client who has completed the comprehensive assessment process and received an appropriate Occupational Skills Profile that indicates the training activity will result in a successful outcome. 6. Employer of Record: An employer of record is the actual entity paying the wage. For example, an employment agency can be the employer of record if the WIA client s wage is paid by the employment agency. For the purpose of federal reporting requirements, the exact name of the employer of record is required. If the employer of record is actually doing business as under another name, that name should also be identified. 7. ECMS: EDD Employer Contact Management System used by the Employment Development Department (EDD) and WIA sub-recipients for managing employer contacts. 8. Core Performance Measures: The state core performance categories are as follows: 1. For Adults, Dislocated Workers and Older Youth (19-21): (a) Entered Employment Rate; (b) Employment Retention Rate at Six Months; (c) Average Earnings Change in Six Months; and (d) Credential/Certification Rate 2. Client satisfaction is a single score created by combining scores from specific questions that address different dimensions of a client s experience. The specific performance levels are established by the State Workforce Investment Board and are applicable to all WIA activities, including OJT. Fresno County Workforce Investment Board Page 13 of 14 Form # OJT-010, revised 10/06/04

14 9. Acronyms AEC BAS FCWIB IEP OJT POS SVP WIA Average Earnings Change Business Account Specialist Fresno County Workforce Investment Board Individual Employment Plan (Adults and Dislocated Workers) On-the-Job Training Provider of Services Specific Vocational Preparation Workforce Investment Act 10. Forms Listing The following hardcopy forms will be used when working with the OJT process. These do not include the forms that are printed out of I-Train. Form Number OJT-001 OJT-006 OJT-007 OJT-008 OJT-012 BSC-001 From Description OJT Employer Eligibility Checklist OJT Performance and Reimbursement Invoice OJT Performance Review and Certificate of Completion Provider of Services OJT Monitoring Checklist OJT Amendment Request Employer Rating Form (Business Services Center process) Fresno County Workforce Investment Board Page 14 of 14 Form # OJT-010, revised 10/06/04