The Highway to Jobs: On The Job Training (OJT) Programs · FHWA On‐The‐Job Training (OJT) Program requires State Department of Transportations (State DOTs) to establish apprenticeship

The Highway to Jobs: Effective On‐The‐Job Training

(OJT) ProgramsMonday, June 6, 2016

2016 AASTHO National Civil Rights Training Symposium

LO1: Discuss the purpose/requirements of the On‐The‐Job Training Program

LO2: Identify and share innovative approaches and how to support them

Learning Objectives

FHWA On‐The‐Job Training (OJT) Program requires State Department of Transportations (State DOTs) to establish apprenticeship and training programs targeted to move women, minorities, and disadvantaged individuals into journey‐level positions.

23 CFR § 230.111

LO1: Discuss the purpose/requirements of the On‐the‐Job Training Program

1. To address the historical under‐representation of these groups (women, minorities, and disadvantaged individuals) in highway construction skilled crafts

2. To ensure that a competent workforce is available to meet current and future highway construction needs


It all starts with an approved OJT Program Plan:

• How is the State DOT going to administer the program?

– Contract‐specific approach, contractor‐based approach or a hybrid approach

– Guidelines for projects with trainee requirements

– Describe processes/procedures – Provide forms and/or supporting documents– Avoid only stating the regulations



Contract-specific approach:

• State DOTs assign goals in the form of number of trainees or trainee hours into federally-assisted contracts

• Contractors must make good faith efforts (GFE) to meet the goal throughout the life of the contract with minority and female trainees


Contract-specific approach (cont.):

• Other trainees may be accepted if the contractor can show the State documented GFEs to recruit and hire minorities and women

• Contract-specific approaches provide trainees the freedom to find employment with a variety of contractors; however, trainees are released at the end of the contract


Contractor-specific approach:

• State DOTs assign contractors that work on federally-assisted highway projects with an annual trainee goal, usually in the form of trainee hours

• Contractors use GFEs to meet the goal throughout the course of the construction season

• Contractors have the flexibility to choose the projects on which to assign trainees


Contractor-specific approach (cont.):

• Contractors must use GFEs to recruit and hire minority and women trainees, although other trainees may be counted with sufficient documentation of GFE

• This method allows trainees to continue working throughout the season on multiple contracts


No matter whether the approach is Contract-specific or Contractor-based, all OJT Programs require

FHWA approval

Program elements to consider:• Purpose/objectives• Projects/# of trainees selection process/guidelines • Approved classifications• Forms/documents • Reporting • Good Faith Efforts• Termination and completion• Resources • Procedures • Others


Reporting

Federal‐Aid Highway Contractors Annual EEO

Report (1391)

To be completed by each contractor and each subcontractor subject to this part for every month of July during which work is performed and submitted to the State DOT. The employment data entered should reflect the work force on board during all or any part of the last payroll period preceding the end of the month.

Reporting

Federal‐Aid Highway Construction Summary of Employment Data (1392)

To be completed by the State DOTs, summarizing the reports of the 1391 for the month of July received from all active contractors and subcontractors and forwarded to FHWA Division Offices

APPRENTICES 3,665OJT TRAINEES 1,019

JOB CATEGORIES M F M FOFFICIALS 13 0 3 1SUPERVISORS 1 0 3 0FOREMEN/WOMEN 18 5 22 3CLERICAL 13 1 6 16EQUIPMENT OPERATORS 564 73 234 41MECHANICS 22 0 6 0TRUCK DRIVERS 17 4 23 4IRONWORKERS 414 21 4 2CARPENTERS 418 78 79 20CEMENT MASONS 119 14 37 8ELECTRICIANS 463 30 25 1PIPEFITTER/PLUMBERS 36 0 10 0PAINTERS 196 24 48 12LABORERS-SEMI SKILLED 754 84 204 42LABORERS-UNSKILLED 256 32 121 37TOTAL 3,299 366 830 189

APPRENTICES ON THE JOB TRAINEES

Top Apprentices and OJT Trainees by Job Categories (FY15 1392 National Summary)

JOB CATEGORIES

M F M F M F M F M F M F M F M F M FAPPRENTICES 3,299 366 1,179 116 357 62 661 29 65 11 20 2 18 5 58 7 2043 249OJT TRAINEES 830 189 566 71 193 30 285 26 38 6 4 0 3 0 19 9 263 118

NATIVE HAWAIIAN OR

OTHER PACIFIC

TWO OR MORE RACES WHITETOTAL

EMPLOYED

TOTAL RACIAL / ETHNIC MINORITY

BLACK or AFRICAN

AMERICAN

HISPANIC OR LATINO

AMERICAN INDIAN OR ALASKA NATIVE

ASIAN

Capturing Workforce

Tren

ds:

• Supportive Services • Contractors Involvement (i.e. classifications/workforce needs)

• Pilot Programs (i.e. banking, contractor‐specific approach)

• Peer‐Exchanges with other State DOTs• Collaboration with other training programs• Training (webinars, conferences, etc.)


OJT Supportive Services:

• FHWA’s OJT Supportive Services (OJT/SS) program supports State DOT OJT programs

• 23 USC §140 (b) authorizes FHWA to allocate up to $10M annually to State DOTs for the purpose of developing, conducting, and administering surface transportation and technology training and skill improvement programs


OJT Supportive Services (cont.):

• Each participating State DOT is allocated a percentage of the available funds, pursuant to a formula based upon the percentage of its annual federal‐aid apportionment dollars, to administer FHWA‐approved programs that meet regulatory requirements


OJT/Supportive Services should focus on addressing the following objectives:

• Targeting areas with high rates of unemployment;• Encouraging increased participation of minority groups, women and other disadvantaged individuals with historical under‐representation in the industry;

• Providing career pathways that support the movement of targeted populations from initial or short‐term employment opportunities to sustainable careers;

• Leveraging the use of other resources to support the proposed project;


OJT/Supportive Services should focus on addressing the following objectives (cont.):

• Addressing gaps in areas with current or projected workforce shortages in fields related to highway construction;

• Pre‐employment training/preparation/tracking;• Recruitment and hiring; and• Demonstrating the involvement and collaboration with State and local industry partners.


• Program plans are outdated/vague • Administrative challenges (i.e. trained staff, turnovers, unions, tracking of trainees)

• Ineffective supportive services/or lack of supportive services

• Finally, program accountability‐ we all have a role

Lemon Squeeze Discussion

• The purpose of the program and it’s regulatory requirements

• To have a living program plan• To engage your industry partners• To facilitate collaboration • To look at/use the best available data• An effective supportive services program supports the State DOT’s OJT Program

In closing, always remember…

Tracy Duval Program Analyst

DBE & Workforce Development Team Federal Highway Administration

Office of Civil Rights

Phone: 202‐366‐[email protected]

Questions

The Highway to Jobs: On The Job Training (OJT) Programs · FHWA On‐The‐Job Training (OJT) Program requires State Department of Transportations (State DOTs) to establish apprenticeship

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