Canonical program record
Chicago Cook Workforce Partnership On-the-Job Training
An eligible employer may enter a case-managed training contract and receive partial reimbursement for an eligible new worker's on-the-job training.
What this mechanism does
- Mechanism type
- Workforce reimbursement
- Economic effect
- Get workforce support
- Administrator
- Chicago Cook Workforce Partnership network
- Amount or value
- Up to 50% of eligible training wages and costs for the first six months or 1,040 hours, subject to case approval and allocation.
- Cash-flow timing
- Employer reimbursement after an approved contract, eligible payroll, training, and required documentation.
- Upfront cash
- Required
- Repayment
- Not a repayable mechanism
- Program lifecycle
- Case-managed
- Visitor treatment
- Confirm this condition first
A case-managed administrator must confirm the current route and sequence.
Important dates and consequences
Obtain OJT approval and an employer agreement before the hire or training
Date or rangeBefore the covered hire or reimbursable training begins
A hire or training that begins before the Partnership completes the required case-managed approval may not qualify for reimbursement.
Date last verified
Project fit and limits
Eligibility conditions to confirm
- The worker must be an eligible Workforce Innovation and Opportunity Act participant.
- The employer, worker, job, training plan, and contract must be approved by a Partnership agency.
- Approval and contracting must be completed before the hire or reimbursable training begins.
Eligible costs described by the authority
- Approved training wages and costs for hands-on occupational training of an eligible new employee
Ineligible or excluded costs
- Wages or training outside the approved contract
- Ordinary orientation and other nonreimbursable activity
Friction to plan for
- Contact the workforce system before hiring or beginning training.
- Participant eligibility, contract terms, documentation, and current allocation must be confirmed.
Stackability evidence
Unknown — ask
Scope: Wage or education costs connected to the same employee or apprenticeship.
Both mechanisms may be relevant, but the authoritative sources reviewed do not establish how the same costs may be allocated.
- Obtain written Partnership and DCEO guidance before attributing the same cost to both mechanisms.
- Preserve wage, training, education-expense, and participant records separately.
Which costs may be supported by each mechanism without double counting, and what approval must precede the hire or training?
Rule last verified