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T <br />North Carolina Division of Social Services <br />Employment Programs Section <br />Job opportunities and Basic Skills Training (JOBS) Program <br />JOBS Program Policy Manual <br />A. Does the objective of the OJT meet the needs of the <br />participant? <br />b. Is there a potential for upward mobility? <br />C. Is the OJT period adequate to meet the participant's needs? <br />d. Is the position a regular year -round position? <br />e. is the wage rate commensurate with the participant's level of <br />skills? <br />f. Can the skills acquired in the position be transferred to <br />other positions? <br />2. When determining the appropriateness of placing OJT participants <br />with a specific employer, consider the following: <br />a. Is the industry stable and have a good reputation for working <br />with its employees? (This can be verified with the Better <br />Business Bureau, JTPA, Chamber of C =*rce, other business or <br />credit groups.) <br />b. Does the employer offer fringe benefits to employees of the <br />company that will contribute to economic security? <br />C. Does the supervisor have the background and experience to <br />train the participant? <br />d. Are the working conditions appropriate for the industry? <br />3. Employers Exclusion Policy <br />County departments of social services (or their agents) are advised <br />not to enter into OJT contracts with those employers who <br />demonstrate a pattern of not complying with the letter or spirit of <br />OJT. Examples of when employers may be excluded.from negotiating <br />future training agreements are: <br />a. The majority of OJT participants are not hired after <br />successful completion of training or are released within 90 <br />days of being hired. <br />b. Participants are laid-off during the agreed upon training <br />period for reasons other than participant performance. <br />c. The participants are performing tasks substantially different <br />from the ones agreed upon in the OJT training plan. <br />XIV -6 <br />