OJT is employment with structured occupational training under an employer agreement. The reimbursement is intended to offset extraordinary training and supervision costs while the participant becomes proficient. The training period should reflect the occupation, participant skills, prior experience, and individualized plan.

Incumbent Worker Training serves workers already employed by the business and should connect to a real skill or competitiveness need. It is not simply a way to reimburse ordinary employer training expenses. Local policy, employer contribution, funding source, worker benefit, and business rationale matter.

Registered Apprenticeship combines paid employment, structured on-the-job learning, related instruction, mentorship, and progressive skill/wage development. The WDB role may include convening, recruitment, supportive services, pre-apprenticeship alignment, employer development, and appropriate WIOA co-investment.

Rapid Response should identify and respond quickly to dislocation, support affected workers, connect businesses in transition to solutions, convene partners, and use data to anticipate economic change. Layoff aversion can include proactive business engagement, assistance to at-risk firms, worker retraining, and connections to other business-support partners.

When the same skill, recruitment, retention, technology, or pathway problem appears across employers, the Board can convene businesses, education, labor, workforce, economic development, workers, and community partners around a coordinated response.