Demand Driven IT (NEG) FAQ

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Audience

Subjects

General Project Information

  1. Are those served under the JD NEG grant part of WIA performance outcomes?

    ​JD NEG participants enrolled only in the JD NEG grant (1N) will not be included in performance.  However, if a JD NEG participant is co-enrolled in a WIA grant subject to performance, the participant will be included in performance (e.g., a JD NEG participant that is co-enrolled in a DW formula grant will be included in Dislocated Worker performance).

  2. Can we co-enroll with other WIA grants?

    ​​Yes, project participants may be co-enrolled in other WIA grants as necessary and appropriate.  An example of co-enrollment is an individual enrolled in the Dislocated Worker formula grant and also the Job-Driven NEG grant, receiving additional training and/or work-based training services from the JD NEG grant.  Note that co-enrollment must not be used to evade policy restrictions, such as the six-month limit on OJTs.

  3. What services are allowable?

    • ​Comprehensive WIA services are allowed, including Core, Intensive, Training (including work-based training) and Supportive Services (consistent with local policy).
    • Occupational training in high-demand occupations is to be provided utilizing the approved training provider list and is to result in industry-recognized credentials.
    • Customized Training for an employer or group of employers (employer-funded at least 50% with commitment to hire successful completers) is not limited to the approved training provider list.
    • Remedial training may be provided if it is necessary for, and connected to, the attainment of an advanced credential.  Stand-alone remedial training or a General Educational Development (GED) certificate only, should not be provided.

Grant Application

  1. How do we find out how many long-term unemployed and UI profiled individuals are in our local area?

    ​​IDES’ 2013 long-term unemployed data (by LWIA) has been posted to the project web page although the data is for 15+ weeks rather than 27 weeks.  We will post additional data as it becomes available.  Your local IDES office may be able to provide you with numbers of long-term unemployed (27 weeks or more).  You can obtain information about individuals likely to exhaust UI benefits from the IWDS Reporting screens under the Participant section (UI Profilee).

Grantee Reporting and Training

  1. What grantee training and meetings will take place?

    Commerce will provide training (in-person, webinars, and conference calls) on project areas such as work-based training, accelerated training, employment tools, etc.  Conference calls will occur to discuss project implementation, questions, areas of concern and peer-to-peer sharing.

  2. What reports are required?

    • ​​LWIAs will submit monthly project reports along with standard Commerce Quarterly Reports.
    • Costs are to be reported in GRS by the 20th calendar following the reporting month.
    • Services/activities are to be reported in IWDS within ten days of the service/activity.

Participant Eligibility

  1. Who is eligible for the project?

    • ​​All participants must be eligible dislocated workers, with priority/emphasis on serving:
      • long-term unemployed individuals who have been unemployed for a period of at least 27 weeks in aggregate since the recession of December 2007-June 2009.  The individual’s date of qualifying separation to the date of project enrollment will be used to determine the length of time an individual has been unemployed.
      • individuals who have been profiled as likely to exhaust UI benefits.
      • foreign-trained immigrant dislocated workers facing barriers to employment in their trained field or profession.
    • As with other ETA-funded programs, eligible dislocated worker veterans are to receive priority of service.
    • NOTE:  Emphasis on serving dislocated workers that fall into one or more of the three above categories is required and should be the focus of the JD NEG project.  However, this does not mean that all dislocated workers served under the JD NEG must fall into one or more of these categories.  As part of making the emphasized group the focus of the JD NEG project, LWIAs must develop and implement a specific outreach strategy for identifying and recruiting the priority group.  Commerce and DOL will review adherence to the emphasis on recruiting and serving the priority group; however, LWIAs will not be held to a specific percentage of enrollments from the priority group.

Participant Services

  1. Can occupational training be at private schools as well as public schools?

    The list of approved training providers must be used in selecting training providers who may be public or private entities.  Training is to result in industry-recognized credentials.

    Note: Review WIA Policy Letter No. 13-PL-01; WIA Training Options for guidelines and requirements related to training options.

  2. Can Work-Based Training employers be in the public sector?

    ​OJT employers cannot be in the public sector; however, Work Experience employers can be in the public sector.  Work-Based Training positions cannot be developed with the following:  casinos or other gambling establishments, swimming pools, aquariums, zoos or golf courses.

    Note: Review WIA Policy Letter No. 13-PL-01; WIA Training Options for guidelines and requirements related to training options.

  3. What are the guidelines for OJT?

    • ​All OJT requirements found in the Act, Regulations, and DOL and Commerce policy (WIA Policy Letter No. 13-PL-01; WIA Training Options) must be adhered to.  The parameters associated with OJT in DOL’s current OJT NEG guidance, TEGL Nos. 4-10 and 16-12 apply to any OJT opportunities offered under this project.
    • For the purposes of the JD NEG grant, DOL has established an OJT wage cap policy that the OJT reimbursement level is not to exceed a percentage (sliding scale of 50% to 90%) of the State’s Average Hourly Wage.  Illinois’ average hourly wage is currently $22.92.  Grantees may enter into contracts with employers who elect to pay participants more than the state's average wage; however, the employer cannot receive a training reimbursement beyond a percentage of the capped level—the employer must agree to pay any excess amount.
    • The employer reimbursement amount will be negotiated using a sliding scale based on employer size or participant skills gap.

    Note: Review WIA Policy Letter No. 13-PL-01; WIA Training Options for guidelines and requirements related to training options.

  4. What are the guidelines for Work Experience?

    • ​Work Experience must be paid and is limited to six months.
    • Paid Work Experience and Internships must be combined with occupational training to be considered Work-Based Training.

    Note: Review WIA Policy Letter No. 13-PL-01; WIA Training Options for guidelines and requirements related to training options.

Use of Funds

  1. Are CompTIA’s employment tools described in the webinar provided at no cost to the LWIAs?

    ​Various employment tools will be shared with LWIAs at no cost (e.g. customized LMI and employer reports; assessment, job coaching and matching tools).  Costs for participant assistance with certification preparation for IT courses (e.g. CompTIA, Transcender, etc.) will be the responsibility of LWIAs.  Such certification preparation costs are classified as Training—Other.

  2. Are the budget requirements based on actual expenditures or the budget amount?

    ​The expenditure requirements are based on actual expenditures (e.g. Admin is limited to a maximum of 5.7% of actual expenditures).

  3. How can funds be used and what are the parameters?

    • ​Funds can be used for Core, Intensive, Training, Supportive Services (following local policies), Partnership Development and Administration.  Parameters are as follows:
    • Admin: maximum 5.7% of expenditures
    • Partnership Development: maximum 2.8% of expenditures
    • Work-Based Training (OJTs, Customized Training, Work Experience, Internships, Registered Apprenticeships):  minimum 40% of expenditures
    • Program staff costs are allowable if reasonable and necessary.
    • Remedial training costs are allowable if necessary for, and connected to, the attainment of an advanced credential.  Stand-alone remedial training or a General Educational Development (GED) certificate only, should not be provided.
    • Costs associated with the following items are not allowable expenses: incumbent worker training, stipends, system development activities, conferences, staff training and motivational speakers, National Career Readiness Certificate unless it is connected to other training that leads to the attainment of an advanced credential and/or in combination with an OJT placement.