Deliver: Work-Based Learning (WBL) Models and Implementation 

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• Appendix H: WBL Agreement
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Work-based learning connects people to employers through structured workplace experiences. WBL can support youth career exploration, adult upskilling, and reentry pathways when it is planned, supervised, and paired with reflection and supports. 

FHI 360’s WBL guidance emphasizes sequencing, defined objectives, preparation, and reflection as quality elements. [1] 

• Learning objectives and role expectations documented. 
• Participant/job seeker preparation completed (workplace norms, logistics, safety). 
• Host/supervisor preparation completed (agenda, communication, feedback). 
• Reflection activity scheduled (immediate and 1–2 weeks later). 
• Evaluation completed and lessons captured. 

Job shadows provide short, structured exposure to a workplace and role. They work well for youth and adults exploring career fit before committing to longer experiences. 

FHI 360’s WBL Guide’s Job Shadows chapter provides a sample agenda and a detailed implementation timeline emphasizing preparation and reflection. [2] 

Step-by-step timeline  (adaptable)

Timeframe	Workforce partner actions	Employer/host actions	Outputs
6–4 months prior (or earlier for large events)	Identify student/job seeker interests; prioritize employers; begin outreach; confirm dates	Confirm host availability and safety considerations	Employer roster; date(s) confirmed
3–2 months prior	Match participants to hosts; finalize transportation and permissions/consent; prepare participants	Finalize host plan and agenda; identify employee hosts	Match list; agenda draft
1 month prior	Host orientation or briefing; finalize participant preparation; confirm documentation	Participate in host briefing; confirm schedule	Final agenda; materials packet
Week of activity	Confirm logistics; provide materials; troubleshoot	Host experience; provide time for Q&A	Completed observation and evaluation forms
1 week after	Collect evaluations; facilitate reflection; share thanks and recognition	Complete evaluation; provide feedback	Lessons learned; next-step pathway recommendations

Paid work experiences provide time-limited, wage-paid experiences that build work history and skills. They can serve as a bridge to unsubsidized employment, including for individuals with barriers. 

Federal regulations describe internships and work experience for adults and dislocated workers as planned, structured learning experiences in workplaces for a limited time, which may be paid or unpaid consistent with other laws. [8] 

Step-by-step (2–6 weeks to launch) 

26. Define the work experience role, schedule, pay rate, and supervision plan.
27. Document learning goals and performance expectations (Appendix H). 
28. Confirm safety requirements, restricted tasks, and incident process. 
29. Recruit and screen participants/job seekers; confirm readiness supports. 
30. Launch orientation, day 3/day 7 check-ins, midpoint and final evaluations. 
31. Facilitate reflection and transition planning to unsubsidized employment. 

Internships are structured experiences that connect workplace learning to skill development and career decisions. Internships are most effective when paired with learning plans, supervision, and reflection. 

FHI 360’s WBL Guide’s Internships chapter emphasizes learning plans, school/workforce supervision, reflection, and the need for early planning for successful implementation. [3] 

Suggested timeline (compressed for adult programs; expandable for school-year models) 

Timeframe	Key decisions/actions
9–12 months prior (ideal) / 3–6 months prior (minimum)	Define scope (# of internships), paid/unpaid policies, supervision plan, budget and insurance decisions
6–7 months prior	Employer outreach; participation forms; draft learning plan template; student/job seeker preparation supports
3–5 months prior	Finalize employer slots; select supervisors; implement interview and matching process
1–2 months prior	Finalize learning agreements, schedules, and onboarding plans; confirm documentation and safety
During internship	Site visits/check-ins; progress reviews; reflection sessions; troubleshooting
After internship	Employer and participant evaluations; recognition; transition planning to employment or next pathway step

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