TEN_29-16_Acc.pdf

ETA Advisory File Text

TRAINING AND EMPLOYMENT NOTICE NO. 2 9-16 DATE January 11 2017 EMPLOYMENT AND TRAINING ADMINISTRATION U.S. DEPARTMENT OF LABOR WASHINGTON D.C. 20210 TO AFFIL IATE AMERICAN JOB CENTER DIRECTORS COMPREHENSIVE AMERICAN JOB CENTER DIRECTORS DEPARTMENT OF LABOR EMPLOYMENT AND TRAINING REGIONAL ADMINISTRATORS STATE WORKFORCE INNOVATION AND OPPORTUNITY AC T WIOA LIAISONS AND ADMINISTRATORS STATE WORKFORCE DEVELOPMENT BOARD CHAIRS LOCAL WORKFORCE DEVELOPMENT BOARD CHAIRS STATE WORKFORCE DEVELOPMENT BOARD EXECUTIVE DIRECTORS LOCAL WORKFORCE DEVELOPMENT BOARD EXECUTIVE DIRECTORS FROM PORTIA WU s Assistant Secretary Subje ct Release and Availability of a Final Report Implementation of the H-1B Technical Skills Training Grant Grantee Characteristics and Experiences Providing Employer-Based Training 1. Purpose. To announce the release and availability of a final report Implementation of the H-1B Technical Skills Training Grant Grantee Characteristics and Experiences Providing Employer-Based Training that describes the experiences of the H-1B Technical Skills Training TST grantees highlights two types of program interventions used to address long- term unemployment On-the-Job-Training OJT and incumbent worker training as well as employer-based strategies. This report describes the TST program findings based on data and other information collected between the autumn 2013 and spring 2014. In addition to the data analysis the report provides an overview of the TST grant programs structure size and services and includes examples of five TST grant programs identified through site visits for the study.2. References. H-1B Technical Skills TST grants awarded through Federal Funding Opportunities issued o n October 4 2011 and February 22 2012. Section 414 c of the American Competitiveness and Workforce Improvement Act of 19 98 29 U.S.C. 2916a transferred to 29 U.S.C 3224a .3. Background. Launched in 2011 this industry-targeted approach provided 340 million in financial evaluation and other technical assistance resources using the H -1B employer fees collected to grow a skilled American workforce. Grants awarded to 76 competitively- selected public-private partnerships in 48 states provided education training and job 2 placement assistance in related high -growth fields in which employers frequently use the H- 1B nonimmigran t program to hire foreign workers. The TST grantees focused on three major -skill -building strategies 1 OJT by partially subsidizing the wages of individuals in the progra m as an incentive for employers 2 incumbent worker training for current employe es to upgrade skill s or advance into new positions and 3 classroom training provided by community colleges or other training providers. This final report on the implementation of the TST initiative provides a g eneral overview of the programs examines t he scope and focus of both the incu mbent worker training progr ams and OJT programs discusses par ticipant recruitment strategies and explains the differences in employer partnerships and training arrangements. In addition to the overview of implem entatio n strategies the report Identifies key lesson s from the TST grant programs Summarizes site visit information for five TST grantees and Organizes the information and data collected by o Types of industries training strategies and o Number s of particip ants organizations serving as lead agencies employer partners other partners and services offered and certificate and credentials targeted. 4. Research Design and Analytic al Approach . The primary source s of data for this evaluation include grant document reviews e. g. grant applications and agreements as well as quarterly ETA performance an d quarterly progress reports telephone interviews with all 76 TST grantees and site visits to a subset of grantees. The implementation study focused on four key topics of interest to the Department Incumbent worker training programs. Interviews with employers who provide the training provides insight in to how individuals are selected for the trai ning the nature of the trainin g provided including cont ent and intensity the extent to which the training is for job advancement or to prevent job layoffs and their perceptions of the benefits of the grant program. OJT programs. The study also examined OJT for the long -term unemployed populations to under stand how these programs are designed and operated the nature of the OJT and successes and challenges in launching these programs. In particular examin ation of the type of training provided the extent to which it would be transferable to other employe rs e.g. specific skills certificates and experiences in providing p ermanent placements to trainees . Recruit ment strategies and challenges. The target populations recruited for the H -1B TST grants are those individuals who are long -term unemployed o r who need skills and education to move into or advance in mid -to-higher skilled job. The study explains the recruitment challenges for grantees with less experience in recruiting these populations. 3 Partnerships. Interviews and site visits documented the range of partners involved e.g. community colleges employe rs unions workforce agencies and how relationships with partners were established . 5. Final Report Findings . The findings in the final report are identified as lessons derived from the grant ees experiences . Insights from the grantees focus on seven factors to consider when implementing incumbent worker and OJT programs. These factors include Partnerships with employers are critical to the training initiatives and concerted recruitment efforts are needed to engage this community. For the most part the TST grantees established the ne cessary partnerships with employers to operate their incumbent worker training and OJT programs. While some grantees use employer partnerships that were es tablished when the grant was awarded many also found it important to engage in ongoing employer outreach throughout the grant period. This outreach was done through searching job banks contacting employers and industry associations at job fairs conduct ing direct outreach to industry associations and developing targeted marketing materials. The dual target groups for the TST grants have presented recruitment challenges for some grantees and made participant outreach a priority. While most grantees su cceeded in recruiting participants for the employer -based programs some faced challenges in identifying individuals who were both une mployed for long periods and had the experience and educational background required for middle -skill positions. Recruitm ent was particularly challenging for the OJT and classroom training programs and less so for programs targeting incumbent workers who are generally easier to identify. Grantees approached this challenge by establishing strong connections with A merica Job Center s community and four -year colleges and other community organizations. Some grantees relied on reverse referrals where the employer recommends a candidate for the program that it has identified through its own channels. Grantees efforts to est ablish employer partnerships broadened awareness of the public workforce system in the business community. Through their training programs some grantees were able to expand some employers knowledge of and involvement with the workforce system. Some of the larger employer partners involved in the incumbent worker training programs have previous exposure to the public workforce system. However many smaller and medium -sized firms particularly those recruited as partners later in the grant period reporte d that they were not previously aware that this type of public support for training was available. Employer -based training models require ongoing attention. Many grantees that support incumbent worker training programs had employer partnerships and comm itments in place when their grant applications were prepared. By the time the grant was awarded and activities were implemented the training needs of some employers had changed. 4 In these cases the employers either filled fewer training slots than ex pec ted or disengaged entirely. As a result some grantees redistributed funds to existing partners that absorbed additional training slots or to newly identified employers that identified workers and training needs. Reducing the administrative burden on employers helps to gain and maintain their commitment to the program. When interviewed some employers expressed hesitation about participating in publicly funded workforce programs because of the perceived administrative burden. TST grantees worked to a lleviate employer anxiety and addressed reluctance to participate in the program by completing grant -required paperwork and or simplifying the funding application process for employers. Grant funds are useful for leveraging employers specialized trainin g resources. Many TST grantees particularly those supporting incumbent worker training partner with very large Fortune 500 firms that historically relied very heavily on H -1B visas. These firms typically have extensive and customized training operation s to develop their internal workforce and do not need to rely on external providers to create or adapt training offerings. Employer -based training requires balancing the needs of workers and employers. Employer -based training can be challenging to deliver . Workers must make time for training while holding down a job. At the same time employers must maintain productivity levels while their workers learn new skills. Numerous grantees offer asynchronous distance learning such as online coursework which allows training to be pursued during off -hours or without leaving the workplace. Other grantees bring the training directly to the workplace during work hours or allow the employers to rely on the resources and systems they already have in place. The fin al report analysis and findings are descriptive and primarily summariz e the implementation experiences of the TST grants . T he results do not support causal relationships. 6. Inquiries . To view an abstract of this publication as well as download the full report visit the Employment and Training Administration Research Publication Database Website at http wdr.doleta.gov research keyword.cfm . For additional details about the evaluation please contact Gloria Salas -Kos at salas -kos.gloria dol.gov .