Deliver: Hiring Pipelines, OJT, and Transitional Jobs 

Downloads

• Appendix M: OJT Training Plan
  DOCX    PDF
• Appendix N: OJT Employer Pre-Screening and Contract Checklist
  DOCX    PDF
• Appendix O: Transitional Job Plan Template
  DOCX    PDF
• Appendix P: 30-60-90 Onboarding
  DOCX    PDF

This section addresses models that move beyond exposure into employment: hiring pipelines, on-the-job training (OJT), and transitional jobs.

Step-by-step

32. Confirm role profile and hiring requirements (job-related).
33. Define candidate preparation and referral package (resume, readiness notes, schedule feasibility).
34. Set interview scheduling process and decision timeline.
35. Confirm start-date requirements and first-week plan before day one.
36. Launch 30-60-90 retention plan and feedback loops (Appendix P).

OJT is a contract-based training model where an employer trains a participant in a job and may be reimbursed for extraordinary training and supervision costs. OJT can support adults, dislocated workers, and eligible youth depending on program design and eligibility. 

Federal regulations define OJT as training provided under a contract with an employer or registered apprenticeship sponsor, with reimbursement typically up to 50% and in limited circumstances up to 75% of wages for extraordinary training and supervision costs. [10]

OJT eligibility and contract design checkpoints

• OJT contract executed before training starts.
• Training duration aligned to proficiency needs (occupation requirements, participant skill level, prior experience).
• Employer screening includes a review to avoid patterns of failing to retain participants as regular employees.

Step-by-step: Implement

(2-6 weeks to launch)

37. Confirm OJT-eligible role and wage; document training milestones and proficiency criteria (Appendix M). 
38. Complete employer pre-screening and contract package (Appendix N). 
39. Recruit and screen participants; confirm integrated supportive services plan. 
40. Launch OJT and monitor milestones through supervisor progress reports and check-ins. 
41. Process reimbursements consistent with contract terms and documentation standards. 
42. Transition to retention supports and advancement planning. 

Transitional jobs provide time-limited, wage-paid, subsidized work experience for individuals with barriers to employment and inconsistent work history, combined with comprehensive career and supportive services. 

Federal regulations define transitional jobs as time-limited, wage-paid and subsidized work experiences designed to establish work history and develop skills leading to unsubsidized employment for individuals with barriers and chronic unemployment or inconsistent work history. [9] 

Step-by-step: Implement transitional jobs

(3–8 weeks to launch)

43. Define eligibility criteria and documentation consistent with local workforce board policy.
44. Select worksites (public, private, or nonprofit) and define the employer-of-record approach.
45. Document job duties, supervision plan, and supportive services package (Appendix O).
46. Recruit and enroll participants; complete job readiness orientation and expectations.
47. Conduct check-ins and skills tracking; ensure supportive services remain active.
48. Plan transition to unsubsidized employment with employer partners and placement supports.

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