State of Ohio Announces Training Voucher Program

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The Ohio Development Services Agency is launching round two of the Ohio Incumbent Workforce Training Voucher Program.

A pre-application is now available beginning September 4, 2013 for businesses who want financial help to train their current workforce. $27 million in grants will be awarded on a first-come, first-served basis. Applications for the grant program will be accepted for review on September 30, 2013 beginning at 10:00 a.m.

Visit the Ohio Development Services Agency's website to review the guidelines and application instructions for this program and to access the pre-application.

For assistance with the application or additional questions, please contact Kelly Keefe, ERC's Director of Training at 440-947-1284 or kkeefe@yourERC.com

Frequently Asked Quesions

Who is eligible to apply for the Ohio Incumbent Workforce Training Voucher Program?

An eligible employer is one who operates as a for-profit entity in a state-designated targeted industry, with a facility located in Ohio that has been in continuous operation for the 12 months immediately prior to the application submittal.  Targeted industries are: Advanced Manufacturing, Aerospace and Aviation, Automotive, BioHealth, Corporate Headquarters, Energy, Financial Services, Food Processing, Information Technology and Services, Polymers and Chemicals, Back Office, Logistics, or Research and Development.  The company’s NAICS code (http://www.naics.com/search.htm) will determine eligibility as to the targeted industry.

How will the Voucher for the program be awarded?

Vouchers will be awarded in the form of a Voucher Agreement between the Ohio Development Services Agency and the employer.  The program will be administered on a first-come, first-served basis until all of the available funds are committed.  After that time, applications will still be accepted and retained in a “queue” in the event that additional program funds become available.

The program allows for up to $4,000 per employee per fiscal year. What is the timespan of the fiscal year?

The state of Ohio fiscal year runs July 1 through June 30.  Please note, however, that the training period for this program will be between August 1, 2013 and June 30, 2014.

The program allows for $250,000 per employer per fiscal year. How is that calculated?

Each employer (identified by Federal Employee Identification Number/FEIN) will be eligible for up to $250,000 in assistance per fiscal year. The Voucher Agreement and any Supplements to the Master Voucher Agreement issued to an employer during the fiscal year, aggregated throughout all of its State of Ohio locations, will be included in this calculation.  Please note that only one application per employer will be accepted per program year.  If an employer has multiple sites, those sites must work together to submit the one application. An application may include multiple employees and multiple training courses.

What is the employer reimbursement amount for this program?

We will reimburse the employer for up to 50 percent of the cost of the training (up to $4,000 per employee and/or up to $250,000 per company) once the employer pays the full cost of the training.  The employer’s contribution must come from private sources and cannot include any previously acquired public funds.  The match does not include wages.

After the application is submitted, how long does an employee have to begin the training?

Training must begin August 1, 2013 or later and must be completed by June 30, 2014.

When can the employee training begin?

While the Effective Date of the Agreement will be August 1, 2013, any costs incurred or monies expended by the applicant on the project prior to final approval and the execution of the written agreement, is done at the applicant’s own risk.  Applicant’s decision to go forward does not obligate the State of Ohio to provide state assistance that has not received all required approvals or has not been memorialized in a written agreement between the applicant and the state of Ohio.

All training must begin August 1, 2013 or later and must be completed by June 30, 2014.

Does reimbursement apply even when the company has a tuition reimbursement program as part of its benefit package?  Do the courses have to be strictly related to the business?

The OIWTVP will provide reimbursement funds for tuition courses when the course meets the needs of the applicant company.  Therefore, the course must be required by the company and be job related, regardless of the requirement for a degree.  Tuition courses which are for the sole purpose of obtaining a Bachelor’s or Master’s degree are not eligible for this program.

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8 Keys to Managing Training & Development

Strategically investing in your staff's training and development, nurturing their talents, and building their skill sets helps your organization achieve its desired results, enhances your company's culture, and assists your leaders in better managing talent.

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Here are 8 keys to managing staff training and development.
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The results of the 2013 ERC/Smart Business Workplace Practices Survey offer a snapshot of the various approaches to training and developing employees that are being taken by Northeast Ohio employers. Highlights from these methods are outlined below.

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5 Reasons Leadership Development Fails

Plenty of organizations are developing leaders internally and creating their own leadership development programs. Research, however, shows that investing heavily in leadership seminars, workshops, retreats, books, and so on won't necessarily directly create the leaders you want. While these tactics can greatly aid the leadership development process, in the long run, you may still fail to build true leaders.

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Whether an organization is looking to attract new talent, assess/manage developing talent or retain existing talent, “leadership” is a key skill set being sought and nurtured by many employers in the area. The role that leadership skills play in each of those areas is outlined below.

Recruiting for Leadership

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As the figure below illustrates, “leadership” is the competency/characteristic most commonly measured by organizations as they look to identify their top talent. In general, manufacturers appear to be less focused on leadership and employee development skills and more focused on overall performance than non-manufacturers and non-profits.

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Leadership Development Training Courses

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ERC offers a variety of leadership development training programs at all levels of the organization.

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