| With training budgets always under
| |
| | - Technical, IT, ISO, and computer
|
| constant pressure of cuts, where does the
| |
| | systems training;
|
| money come from to invest in
| |
| | - Manufacturing training;
|
| infrastructure, new courseware, and
| |
| | - Sales or customer service training;
|
| people? That dilemma is faced by almost
| |
| | - Soft skills training; as well as
|
| every education and training operation in
| |
| | - Other forms of training...
|
| corporate America when businesses have to
| |
| | ELIGIBLE COSTS FOR REIMBURSEMENT:
|
| "tighten their corporate belts." But
| |
| | - Instructional costs (in-house
|
| don't despair. There actually is a way of
| |
| | employees, or third-party vendors);
|
| potentially adding millions of dollars to
| |
| | - Curriculum development costs (in some
|
| your corporate training budgets by simply
| |
| | cases);
|
| taking advantage of Workforce and
| |
| | - Vendor and some tuition costs;
|
| Economic Development Program funds
| |
| | - Training supplies and materials; and
|
| administered by the various States. All
| |
| | - Trainee wages (in some cases).
|
| of these programs have one of two goals:
| |
| | EMPLOYEE ELIGIBILITY:
|
| to either keep jobs and employers in
| |
| | - "Full-time" workers employed in each
|
| their State, or to increase the numbers
| |
| | State (and generally, most States also
|
| of jobs and employers who want to do
| |
| | require that employees are residents of
|
| business in their State.
| |
| | that State);
|
| There is nearly $600 million dollars
| |
| | - New hires, as well as incumbent
|
| available from the various States, with
| |
| | workers.
|
| only 3 States not offering programs. But
| |
| | TRAINING DELIVERY METHODS:
|
| for many companies whose operations span
| |
| | - Instructor-led classroom, or lab-type
|
| many States, there seems to be a
| |
| | training;
|
| never-ending supply of dollars for those
| |
| | - E-Learning (Interactive or self-paced);
|
| companies who know how to access these
| |
| | and
|
| monies.
| |
| | - Some States will allow on-the-job
|
| As a rule of thumb, and with some
| |
| | training.
|
| guidance from experts in dealing with the
| |
| | STATE PROGRAM CHARACTERISTICS:
|
| multiple State programs, an enterprise
| |
| | - In California, reimbursement amounts
|
| can average around $500 per full-time
| |
| | are driven by trainee hours. These
|
| employee in training reimbursements
| |
| | training hours are then reimbursed at an
|
| across the multiple states in which they
| |
| | hourly rate (varies from $8 to $26 per
|
| operate. A company with a full-time
| |
| | trainee hour);
|
| employee base of 20,000 in the US will
| |
| | - In all other States, reimbursement
|
| usually be eligible for around
| |
| | contracts are determined based upon
|
| $10,000,000.
| |
| | overall worthiness of a company
|
| As you can imagine, each State has
| |
| | application. Reimbursement is then
|
| different rules, so each company's
| |
| | determined based upon training actually
|
| situation might differ, depending on the
| |
| | delivered, and the eligible training
|
| States in which they operate. But
| |
| | costs.
|
| understanding the program details can
| |
| | Are these programs worth a look? Most
|
| yield some very big dollars. Here are
| |
| | definitely. Imagine being able to say:
|
| some of the highlights:
| |
| | "We had no idea where the money would
|
| ELIGIBLE TRAINING TOPICS:
| |
| | come from to invest in our new LMS - and
|
| - Training on new or improved products,
| |
| | still do a revamp of our Corporate
|
| processes or systems;
| |
| | University. Finding out about these State
|
| - Job or occupation-specific workplace
| |
| | training reimbursement programs was the
|
| skills training;
| |
| | best news we ever received...
|
