CEJA establishes several workforce programs, administered by the Illinois Department of Commerce and Economic Opportunity, to expand the clean energy workforce in Illinois and accelerate the adoption of clean energy sources, electric vehicles, and energy efficiency. Historically, these investments have not benefited all Illinois' communities and workers. The Illinois Clean Jobs Workforce Network Program is one of several programs created by CEJA to grow the clean energy workforce in a more equitable way.

To create a qualified, diverse pipeline of workers prepared for careers in clean energy, the Workforce Hubs provide clean energy and related workforce and training opportunities to participants, engage with potential employers, and form partnerships to ensure participants have dedicated and sustained support to build careers in clean energy and related sector jobs. The main objective of the Clean Jobs Workforce Network Program is to increase access to and opportunities for education, training, and support services to help program-eligible individuals succeed in the labor market generally and the clean energy sector specifically. Upon completion, participants will be prepared for entry-level clean energy jobs.

This NOFO supports the Illinois Clean Jobs Workforce Network Program, a network of Illinois Clean Jobs Program delivery hub sites in 14 CEJA workforce regions (“Workforce Hubs") throughout the State, to provide clean energy and related workforce training to jobseekers. Workforce Hubs will engage with potential employers, community-based organizations, educational institutions, and community-based and labor-based training providers to ensure program-eligible individuals across the State have dedicated and sustained support to enter and build clean energy careers.

This Notice of Funding Opportunity also includes funding from the Energy Transition Barrier Reduction Program services to support participants of the Illinois Clean Jobs Workforce Network Program with “wrap-around" and support services to improve access and successful program outcomes.

This Notice of Funding Opportunity also includes funding from Illinois' Climate Pollution Reduction Grant (CPRG) funded by the federal Inflation Reduction Act of 2022, U.S. Environmental Protection Agency that allocated funds to the Illinois EPA Office of Energy under the Climate Pollution Reduction Grant [FAIN 00E03862] to implement greenhouse gas reduction measures. Illinois will “leverage" Illinois CEJA Workforce Hub networks and provide training funding in targeted occupations outlined in the Illinois CPRG workplan with USEPA. Grantees may apply through this NOFO for additional funds that will be awarded in a second “companion grant" that is selected under this NOFO that includes the specific terms and conditions of the CPRG funding source. Note that applicants are encouraged but not required to apply for CPRG funding.​ 

Program History and Changes to the Clean Jobs Workforce Network Program

The Clean Jobs Workforce Network Program began under a series of Notices of Funding Opportunity that established Workforce Hubs in CEJA workforce regions across the State. This NOFO refers to those awards issued in the first three years of the CEJA program as “Cycle 1". Cycle 1 built the initial statewide network of Workforce Hubs and established demand for clean energy training, supportive services, and employer connections in equity investment eligible communities. This NOFO opens Cycle 2 where the Department will award Clean Jobs Workforce Network Program grants for up to three years to serve the CEJA workforce regions listed in this NOFO.

In order to provide more clarity about the relationship between Workforce Hubs and the Energy Transition Navigators Program, Cycle 2 defines the Workforce Hub role more specifically than Cycle 1 did. In Cycle 1, Workforce Hubs and Navigators operating in the same region each conducted outreach, intake, and eligibility screening. The division of responsibility for case management, Barrier Reduction administration, and training varied by region. Cycle 2 sets a common starting point for these responsibilities and assigns the remainder through the grant negotiation and workplan development process. Cycle 2 changes the Workforce Hub service delivery model in four respects.

• Primary point of entry. The CEJA Navigator serves as the primary point of entry to the Workforce Hub in its region. The Workforce Hub receives participants by referral and does not conduct its own outreach, recruitment, application, or intake.
• Training model. The design and delivery of training must follow the 2027-2029 Clean Jobs Curriculum Framework. (https://dceo.illinois.gov/content/d​am/soi/en/web/dceo/ceja/documents/ceja-2027-2029-clean-jobs-curriculum-framework.pdf)
• The CEJA “Core Competencies" replace the Cycle 1 “Bridge Program", and
• “Career Pathways / Occupations" replaces the Cycle 1 “Job-Specific Training" options.
• Additional Training Funds. This NOFO includes the opportunity for applicants to apply for additional training funds to support training in clean energy jobs included in the State's Climate Pollution Reduction Grants (CPRG). Grantees will follow the Curriculum Framework and program design, but the technical training will be paid by the CPRG grant.
• Post-award planning and coordination. Each Workforce Hub grantee will be required to participate in a post-award planning period with the Department and the CEJA Navigator from their CEJA hub region. The planning period settles work plans, service volumes, and participant handoffs with the CEJA Navigator.
  

This NOFO will award grants to fund Clean Jobs Workforce Network Hub (Workforce Hub) sites located in or near each of the following CEJA workforce regions:

• Chicago (South)
• Chicago (Southwest and West)
• Waukegan
• Rockford
• Aurora
• Joliet
• Peoria
• Champaign
• Danville
• Decatur
• Carbondale
• East St. Louis
• Alton
• Kankakee

Note that the Department may award multiple grants in a workforce region. The Chicago (South) and Chicago (Southwest and West) regions may each support more than one Workforce Hub and more than one Energy Transition Navigator.

The Department will pair each Workforce Hub with an Energy Transition Navigator grantee after applicants are designated as finalists, so that each pair operates as a bilateral partnership.

Each Workforce Hub will serve participants in its proposed hub municipality and surrounding areas, including nearby regions. Applicants must identify the Workforce Hub region they propose to serve, the specific locations where training will be offered, and the equity investment eligible communities in the proposed area. The Workforce Hub activities should be offered within or near the Workforce Hub municipality that is accessible to program participants in the Workforce Hub region. The Workforce Hub municipality and surrounding geographic location define the labor market information, industry and employer based that should be considered when selecting the training that will be offered in the Workforce Hub.

Participant Eligibility. The focus of the Clean Jobs Workforce Network Program and the Energy Transition Barrier Reduction Program is to prepare program-eligible participants to successfully gain employment in the clean energy industry. To be eligible for the Clean Jobs Workforce Network Program, a person must meet both of the following:

1. Be an Illinois resident who is aged 18 or older, or who will reach age 18 on or before the participant's scheduled program completion date; and
2. Meet at least one of the following:
1. Resides in an area that is both an R3 Area, as established pursuant to Section 10-40 of the Cannabis Regulation and Tax Act (410 ILCS 705), and an environmental justice community;
2. Resides in an area that is either an R3 Area, as established pursuant to Section 10-40 of the Cannabis Regulation and Tax Act (410 ILCS 705), or an environmental justice community;
3. Meets the definition of a displaced energy worker; or
4. Is a person who faces barriers to employment, including but not limited to low educational attainment, prior involvement with the criminal legal system, language barriers, or being a graduate or current member of the foster care system.

Item 1 applies to every participant. Item 2 states alternative routes to eligibility, and a person needs to meet only one of them. A person who qualifies under 2(c) or 2(d) is eligible regardless of where that person resides.

Priority of Service. The Energy Transition Navigator Team applies priority of service at outreach, screening, and referral. The Workforce Hub applies it at enrollment and placement. Neither party discharges the obligation alone. Placements are prioritized as follows, in each CEJA Workforce Region where the applicant pool allows:

1. At least one-third of program placements are for applicants who reside in an area that is both an R3 Area and an environmental justice community.
2. At least two-thirds of program placements are for applicants who satisfy item 1, or who reside in an area that is either an R3 Area or an environmental justice community. The two-thirds includes the one-third described in item 1. It is not additional to it.
3. Priority for the remaining program placements is given to applicants who are displaced energy workers, applicants who face barriers to employment, and applicants who are graduates of or currently enrolled in the foster care system, regardless of the applicant's area of residence.

Within items 1 and 2, preference is given to applicants who face barriers to employment, such as low educational attainment, prior involvement with the criminal legal system, and language barriers, and to applicants who are graduates of or current members of the foster care system. Priority of service governs placement. It does not govern eligibility. A person who falls in none of these tiers may still be eligible under PARTICIPANT ELIGIBILITY above.

Program Requirements. The focus of the Clean Jobs Workforce Network Program is: 1) to deliver clean energy training that prepares participants referred by Energy Transition Navigators for entry-level clean energy jobs; 2) to build and maintain the employer and sector partnerships that give participants priority access to work-based learning and hiring; and 3) to move completers into clean energy jobs or further training. Projects funded under this program must include the following program elements:

1. PROGRAM DESIGN AND DEMAND PLANNING: Workforce Hubs will coordinate with Energy Transition Navigators and other local and regional workforce entities to provide training, engage employers, and provide transition services to prepare a diverse pipeline of workers for careers in the clean energy industry. Applicants must focus the program design on the activities that will achieve the CEJA Workforce Hub Program objective of increasing the number of clean energy workers in Illinois. Organizations applying for funding may deliver all program elements themselves or may partner with other organizations to deliver various program elements.
2. EQUITY PROGRAM CULTURE: Workforce hubs must utilize a program model that upholds the core values of diversity, inclusion, accessibility, and equity. These core values should inform all aspects of the program, including partnerships, training, transition services, and barrier reducing supportive services. Programs should consider the unique background and experiences of program participants and pursue policies and practices to support all participants. Applicants must describe how their program will increase access, enrollment, and completion for program eligible persons. Programs should foster a shared identity in the program and a welcoming, inclusive environment for participants with different backgrounds.
3. EMPLOYER AND SECTOR PARTNERSHIPS: Workforce Hubs will develop formal employer and sector partnerships that give participants priority access to employment training, work-based learning opportunities, and hiring activities, as required under Section 5-20(e)(2) of CEJA. Applicants must describe their employer partners, the commitments those partners have made, and how they will maintain these relationships over the funding period. Business engagement is a required Workforce Hub function. The role builds and maintains employer relationships, cultivates hiring commitments, and coordinates work-based learning placements.
4. STAFFING. Staff are required for all key program areas. The eight required key staff roles are program administration and grant management; enrollment, referral, and assessment, including administration of the CEJA Core Competencies proficiency assessment and the test-out determination; case management and career planning; administration and delivery of Energy Transition Barrier Reduction services; instruction, including delivery of the CEJA Core Competencies, Career Pathway training, and academic supports; employer and business engagement; transition services and the one year of follow-up after program completion; and data entry, participant records, reporting, and fiscal administration.
5. RECRUITMENT, ASSESSMENT AND ENROLLMENT: The Energy Transition Navigator is the primary point of entry to the Clean Jobs Workforce Network Program. The Navigator refers participants to the Workforce Hub. Applicants must describe how they will receive referrals, confirm participant fit to the training being entered, and plan training capacity with the Navigator. Outreach and recruitment are Energy Transition Navigator functions and will not be supported by the Workforce Hub grant. Workforce Hubs and their training providers will not conduct their own outreach or recruitment, including through social media, community events, or walk-ins.
6. ASSESSMENT AND PLACEMENT. The 2027-2029 Clean Jobs Curriculum Framework requires a set of pre-assessments before a participant begins CEJA Core Competencies training. The Navigator completes three of these before referral. The Workforce Hub completes the fourth after enrollment. Applicants must describe how they will use the assessment results they receive and how they will administer the CEJA Core Competencies proficiency assessment. The four pre-assessments are:
1. Needs assessment. Identifies the wrap-around supports the participant needs to attend and complete training. Completed by the Navigator before referral.
2. Reading and math assessment. Establishes the participant's reading and math level against the entry requirements for training. Completed by the Navigator before referral.
3. Career assessment. Explores the participant's interest in clean energy jobs. Completed by the Navigator before referral as part of the career exploration orientation.
4. CEJA Core Competencies proficiency assessment. Measures proficiency in the training content and determines whether the participant may test out of part or all of it. Completed by the Workforce Hub after enrollment.
7. CASE MANAGEMENT. Grantees must coordinate case management or career planning services directly with grantee staff or with program partner staff. Case management / career planning is a customer-centered approach to delivering services to prepare and coordinate comprehensive career (employment) plans for program participants, ensuring access to training activities and supportive services during program participation and continuing for one (1) year of follow-up. Successful career planning is a collaborative, ongoing process rather than a one-time activity. 
8. TRAINING. CEJA requires that the Clean Jobs Workforce Network Program utilize a standard 2027-2029 Clean Jobs Curriculum Framework (“Curriculum Framework"), developed through a stakeholder process to identify the career pathways and training curriculum needed for participants to be skilled, work-ready, and able to enter clean energy jobs. The Curriculum Framework includes requirements for training, certification preparation, job readiness, and skill development, including soft skills, math skills, technical skills, certification test preparation, and other development needed. Applicants are encouraged to review the 2027-2029 Clean Jobs Curriculum Framework, posted at https://dceo.illinois.gov/content/dam/soi/en/web/dceo/ceja/documents/ceja-2027-2029-clean-jobs-curriculum-framework.pdf)
9. PROGRAM DELIVERY. Workforce Hubs are encouraged to implement flexible and interactive program delivery methods to improve accessibility and help participants overcome barriers that stand in the way of their participation or success. Applicants must describe the delivery model they propose and how the proposed training holds together as a coherent sequence.
10. SUPPORTIVE SERVICES. Supportive Services are intended to help participants overcome financial and other barriers to participate in and complete the CEJA training program that are paid with the CEJA Barrier Reduction funds. The NOFO summarizes the supports that are integral and must be offered to CEJA participants. Successful applicants will address these supports in their program design proposal. Applicants may also propose additional supportive services that are not listed in the NOFO to meet unique participant needs.
11. PARTICIPANT INCOME SUPPORT / STIPENDS / INCENTIVES: Workforce Hubs must provide income support to help program participants stay financially solvent during the training period. The Department acknowledges that the training offerings will vary in length/duration and in the number of hours each day and each week. Grantee should budget for an average hourly stipend of $15 per contact hour with the program participant. Income support including stipends or incentives are payments made to a program participant that can be used for living expenses. The stipend or incentives are not considered wages, so Social Security or Medicare taxes are not withheld, however, it still counts as taxable income for income tax purposes. This 2026 Workforce Hub NOFO provides more flexibility to Grantees to structure the participant income support budget. 
12. ADVANCED TRAINING: The primary outcome of the CEJA Workforce Hub Program is the placement of a participant in a clean energy job, a clean energy related Registered Apprenticeship program, or in continued training (see program definitions). The CEJA Workforce program is focused on funding accelerated programs that are generally no more than twelve months in duration. Advanced training builds on the CEJA training may be an allowable CEJA cost if other funding sources (such as WIOA) are not available to pay for this cost and CEJA funding is available.
13. TRANSITION SERVICES & FOLLOW-UP: Workforce Hubs are required to assist program participants in transitioning to clean energy jobs, apprenticeships, or continued training opportunities after program completion. Workforce Hubs are required to provide continued case management and transition services to program participants as they complete the program based on an assessment of the participant's needs. Transition services may include, but are not limited to, mock interviews, application preparation, resume writing, referral to a career counselor, and job search assistance. Workforce Hubs should make follow up services available to participants for at least one year following training program completion and offer transition services to help meet the career goals of the participant.
14. CEJA WORKFORCE HUB AND NAVIGATOR WORKPLAN COORDINATION: Each Workforce Hub grantee will be required to participate in a post-award planning process with the Department and the CEJA Navigator from their CEJA hub region. This is an opportunity to coordinate the roles and responsibilities regarding recruitment, assessment, case management, supportive services, training, and job placement with the CEJA Navigator and Hub grantees. Workforce Hub grantees are encouraged to contract all or a portion of these services to the CEJA Navigator if this will optimize the coordination of CEJA Services. It is recognized that capacity varies across the CEJA workforce regions and the grant negotiations will be the opportunity to develop a customized workplan that clearly outlines the roles and responsibilities of the CEJA Navigator and the CEJA Workforce Hub grantee.
15. DATA TRACKING: Workforce Hubs must track the data elements included in the CEJA legislation and provide quarterly reports. Workforce Hubs must also track job retention rates for at least two years after job placement. This is a reporting obligation, and it continues after the one-year follow-up services have ended. Applicants must identify how they will obtain retention data beyond the follow-up period and after the grant period is over, which may include employer verification, participant contact, or data matching as the Department directs.
16. OUTCOME ASSESSMENT: Applicants must describe an approach that will be used to assess the effectiveness of the program and how this information will be used to improve program delivery. This assessment may include surveys of program graduates regarding overall satisfaction with the training activities delivered and appropriateness to the targeted job opportunities, surveys of employers concerning the comprehensiveness of coverage of required job skills, etc. In addition, the assessment plan should indicate how the results of the assessment activities will be used to improve the training program in a continuous manner. Grant recipients will also be required to cooperate with external evaluation efforts, as directed by the Department.
    

• Illinois Clean Jobs Workforce Network Program NOFO
• Uniform Grant Application
  
• Uniform Budget​
• Conflict of Interest Disclo​sure
  
• Mandatory Disclosure
  
• Attachment 1 – Proposed Work Plan​
• Guided Program Application
• Project Work Plan​​
  
• Grantee MOU Template​
• Employer MOU Template​