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Workforce Investment Act

Program Description

The Workforce Investment Act of 1998, is designed to provide quality employment and training services to assist eligible individuals in finding and qualifying for meaningful employment, and to help employers find the skilled workers they need to compete and succeed in business.

Goals
* To increase employment, as measured by entry into unsubsidized employment;
* To increase retention in unsubsidized employment six months after entry into employment;
* To increase earnings received in unsubsidized employment; and
* To enhance customer satisfaction for participants and for employers

Services
Services are provided through NCIDC's three field offices in Eureka, Yreka, and Crescent City. There are three levels of service available to all jobseekers:
Core services - includes outreach, job search and placement assistance, and labor market information;
Intensive services - includes more comprehensive assessments, development of individual employment plans and counseling and career planning; and
Training services - available to those who have been unable to find employment through intensive services. Customers are linked to job opportunities in their communities, including both occupational training and training in basic skills.

Additional Services
“Supportive” services such as transportation, childcare, dependent care, housing and needs-related payments are provided under certain circumstances to allow an individual to participate in the program.
“Rapid Response” services at the employment site for employers and workers who are expected to lose their jobs as a result of company closings and mass layoffs are also available.

Target Population
All American Indian adults, 18 years and older.

On the Job Training

The On-the-Job (OJT) skill development program focuses on increasing and improving the job skills of unemployed, under-employed, and economically disadvantaged American Indian people within Humboldt, Del Norte, Siskiyou and Trinity Counties.

The OJT participant is hired at the beginning of training by the employer, normally in an entry level employment position. The employer agrees to provide the OJT participant with the necessary information and skills training required for a person to become competent in the performance of a specific job or group of jobs.

The employer receives compensation for the additional time, effort, and associated cost of training the new employee. This helps the employer to defray the cost of training the OJT participant with the knowledge and skills essential to achieve the full and adequate performance of the job. By participating in the OJT program an employer can:
* Save training costs - with an OJT contract, the costs of training a new employee are reimbursed by NCIDC.
* Save time - by pre screening prospective employees, for the aptitude, qualifications, minimum experience, and work aptitude desired by the employer, NCIDC reduces the time required to screen applicants. Also the training can be tailored to the specific needs of the employer.

Participants in the OJT program will benefit by:
* Gaining job skills, knowledge and productive in high demand occupations
* Obtaining training for new job skills or to re-enter the work market
* Income while they are learning in jobs that are matched to their aptitude, abilities, and desired occupational goals

Supplemental Youth and Training Program

The Supplemental Youth Employment and Training Program (SYP) is component of the WIA service provided by NCIDC. This program is designed to provide a meaningful work experience for American Indian youth between the ages of 16 and 21. Job sites in local Native organizations are developed to prepare participants for future work environments. A combination of educational and vocational skill development is used to benefit clients. There are three major strategies for linking work and learning:

* Job links which combines learning with work experience or occupational training:
* Functional Context Education, which integrates workplace materials and problems into the basic skills curriculum; and
* Worksite Training, which teaches basic skills through the actual work performed on the job.

The specific strategy used is matched to the needs of the youth being served and the goals of the program. However, there are several key elements common to all three work and learning strategies:

* Some exposure to real work is built into every basic skills program, whether in the form of job shadowing, summer jobs, part-time work, or on-the-job training.
* Quality worksites and supervision are key, including real work for real pay and close, caring supervision.
* Collaboration between business, and employment professionals is also essential - to develop curriculum, arrange credit and flexible work hours, and to ensure communication among instructors and supervisors.