Alaska has a demanding and competitive labor market. Many ATAP clients have strong skills, but for a variety of reasons may not be competitive in the labor market. Other clients may have little experience in the labor market, or the experience they have had may not be consistent or positive. Job Development (JD) is employment advocacy; connecting employers to workers that need assistance to have a competitive edge in getting jobs leading to self-sufficiency.
Job development placements provide the opportunity for individuals to gain work experience and practical workplace skills in a range of occupations. The JD placement can be a chance for people to gain exposure to the workplace or it can be part of career exploration for more experienced workers. It is important for the client, and the work services staff providing support, monitoring, and guidance, to consider the job development placement as employment. These placements offer opportunities to build skills and gain local and current work references.
There are two effective strategies for job development. A work services provider (WSP) may start with the client, and explore their skills and interests first before seeking an appropriate work site. Alternately, the WSP may develop multiple sites and have a variety of options available into which the client may be placed. The most successful JD programs will use a mix of these two strategies.
Federal regulations require that clients who are not working, not exempt, and not otherwise meeting the participation rate by the time they have received their second month of assistance must participate in a minimum of 20 hours a week of one of the job development activities described below (WSPM 1005-1 through 1005-6). If a client is meeting participation through other activities (WSPM 1002 and WSPM 1003-2), they are not required to leave their activity to enter a Job development activity.
Work services providers must describe in their internal procedures manual how they will staff the various roles in the job development process and facilitate the communication between staff to ensure the success of clients and placements.
NOTE: Clients working part-time should be assigned additional work activities so they can meet their 40 hour per week requirement.
1005-1 TYPES OF JOB DEVELOPMENT PLACEMENTS
Displacement
Job development placements must not displace any currently employed worker or position, including partial displacement by a reduction in hours of overtime, wages or benefits. Placements made under these agreements must not prevent an employee in layoff status from filling a similar vacant position, or filling a position created by a layoff or a reduction in workforce.
Selecting Candidates
Work services providers will monitor their caseload for clients who have received two months of ATAP benefits and who are not working and not exempt from work activities (WSPM 1006). The EPI (WSPM 1001) and ongoing assessment will provide the case manager with information pertinent to the individual's work readiness and field of employment interest. Career assessments may provide additional insight and direction to appropriate occupational fields if the client is unsure about their goals.
WSPs should consider the client's childcare, transportation and other employment related needs in determining readiness for a JD placement
Selecting Placements
Different types of JD contracts are required for different types of placements. Private sector businesses (BWE, OJT, JS), nonprofit organizations (CWE, OJT, JS) and non-governmental employers (CWE, BWE, OJT, JS) are eligible to participate in the programs. School districts, local governments and tribal government entities also may be considered (CWE).
The employer must have a Federal Employer Identification Number (FEIN) and a current Alaska business license.
Work services providers will seek placements in a variety of occupational fields and may establish multiple placements at a single establishment with a variety of opportunities. For example, a Site Agreement (TA25) at Head Start may give multiple opportunities for training and skill development including classroom instruction, kitchen operations, custodial, transportation, family advocacy, or administrative placements relevant to their employment goals.
A job development work site should have the interest and capacity to provide training and support to their candidate(s). The WSP will clarify that this is a training program and candidates may not have the full skill set of a regular employee, but through the training they will increase their skills. Ideally, a placement will progress into permanent paid employment
Matching
Making a good match means sending the right person to the placement. This requires a clear understanding of the employer's needs and the job seeker's skills. Matching skills to job requirements and recognizing what will make an employer and a job seeker "click" is the key to a successful placement.
Take special care to be honest about skill deficits, work histories, or backgrounds when these are a concern for the employer. If the client lacks the required skills, but you have confidence that he or she will learn the job and "fit in", be truthful and describe the client's positive attributes that are relevant to the job. The placement should be mutually beneficial to both the placement and the client.
1005-3 COMMUNITY (CWE) AND BUSINESS WORK EXPERIENCE (BWE)
Participants in the Alaska Temporary Assistance Program may participate in either Community Work Experience (CWE) or Business Work Experience (BWE). The differences between these options are described below. However, in general, both activities allow participants to meet their temporary assistance work requirement, acquire job skills and recent work experience and network with potential employers.
Participants acquire knowledge, skills and work ethics that employers look for when hiring new employees. Whenever possible the work assignment includes work duties that match the participant's vocational interests, and enhance their skills and ability to find paid employment. Work experience activities can be a full-time or part-time activity. It can be used to supplement the hours of paid employment, serve in place of paid employment when work is not available, or it can be used in conjunction with other work or self-sufficiency activities to ensure full-time participation. While work experience is a useful activity, paid employment is preferred. The work site supervisor and participant need to be aware that the work experience placement will end when paid employment becomes available.
If the client is being retained in a CWE or BWE, and has good performance, it is appropriate to discuss progression to an OJT, JS, unsubsidized position or obtaining a reference so the client can move forward.
A CWE/BWE placement may be in-house with a WSP. The client must be supervised by someone other than their case manager to avoid conflicts of interest.
Hours of participation are coded in the CMS Work Activity screen as "CW" for Community Work Experience and "WX" for Business Work Experience with associated holiday and excused hours activity codes as appropriate (WSPM 1003).
Site Placement Specifics
All CWE placements and activities must:
Achieve a useful public purpose,
Contribute to the common good of the community, or
Be monitored by a government agency, service provider, or certain types of non-profit organizations.
Community Work Experience Placements may not include:
Union or anti-union activity
religious proselytism or evangelism, or
Partisan or non-partisan political activity or campaigns.
Community Work Experience Placements:
Community Work Experience placements are limited to six specific nonprofit and government agencies by Federal and State law. Placements cannot be made in for-profit businesses.
Community Work Experience placements may be arranged for ATAP clients by a Work Services Provider. While a client may suggest or select their own placement, the Work Services Provider is responsible for establishing and monitoring the placement and completion of all required placement agreements.
Allowable Nonprofit Organizations:
The Internal Revenue Service (IRS) reviews an organization's Articles of Incorporation to determine its nonprofit status qualifications as either an IRS 501 c.3 or IRS 501c.6. For consideration as an appropriate work site, the nonprofit organization must have an IRS 501c.3 status. In addition, the purpose of the 501c.3 nonprofit organization, as recognized by the IRS, is limited to the following six specific nonprofit types:
Religious
Charitable
Civic
Cemetery
Recreational
Educational
Subsistence Activities:
Subsistence activities are considered a CWE work activity when paid employment or other CWE placements are unavailable. Subsistence activities are defined as the non-commercial, customary, and traditional harvest of wild, renewable resources for use as food, shelter, fuel, clothing, tools, or transportation. Subsistence activities must serve a useful public purpose and contribute to the common good of the community to be counted as a CWE.
Individuals participating in subsistence activities do so on a voluntary basis and are not subject to penalties under the Alaska Temporary Assistance Program when they do not perform subsistence activities as expected. Verification of the CWE subsistence activities must be documented by an agency, organization, or individual (WSPM 1003). Please note that due to the voluntary basis of participating in subsistence activities, supportive service funds (e.g., gas for snow machines, bullets, fishing gear) are not available for this purpose.
Court-ordered Community Work Service:
Court-ordered community work service may be considered as a CWE activity that allows a Temporary Assistance client to fulfill the work requirement. The court prepares a formal agreement with the site and verifies completion of the community service hours. The formal agreement must be presented to the WSP. The WSP may use the same document that has been approved by the court to verify hours to verify hours of participation.
BWE Site Placement Requirements:
Business work experience is a work activity assigned by work services providers and approved by the Division of Public Assistance at which the clients work, without wages, at private for-profit business. Business work experience placements can be up to 12 weeks in length and a work site can have one client per position per business.
Business work experience placements may be arranged for ATAP clients by a work services provider. While a client may suggest or select their own placement, the work services provider is responsible for establishing and monitoring the placement and the completion of all required paperwork.
All business work experience activities must:
Provide a supervised work setting;
Allow the client to learn new job skills or enhance existing job skills;
Relate to the client's work experience and employment goals; and,
Provide job experience that leads to unsubsidized employment.
Business work experience may not include:
Union or anti-union activity;
Religious proselytism or evangelism; and,
Partisan or non-partisan political activity or campaigns.
Each unemployed parent or caretaker who is not exempt from work activities must participate in community service employment if he or she has received assistance for two months and is neither engaged in work in accordance with section 407(c) of the Act nor exempt from work requirements.
The following schedule is used to introduce and assign the client to an appropriate CWE/BWE placement:
Week |
5 |
6 |
7 |
8 |
9 |
| Work Experience preparation on activity | Introduce and explain Work Experience assignment | Discuss Work Experience matches to employment interest and job skills/job skill gaps | Interview for Work Experience placement(s) to begin Monday of week 9 | Select or confirm Work Experience placement and update FSSP | Begin 30 hours/week Work Experience placement if paid employment has not been secured |
| Other Activities: | Client continues with assigned work search and appropriate partner activities (counseling, medical, education, training, etc.) (WSPM 1003-2) | Client continues with structured work search and partner agency activities while placed in Work Experience | |||
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The schedule above allows for initial contact, intake, establishing basic work related needs (childcare and transportation) and the work search transition to work experience placement within the federally required timeframe of receiving benefits for two months.
Work services providers must clearly document efforts to secure an appropriate placement.
If a placement within the client's work interest is not available, the WSP should identify a placement with similar skill set needs or a placement that allows for the development of a new skill set in an industry in which employment is available in the community.
Once assigned to a work experience placement on their FSSP, if the client does not participate, a work activity penalty should be requested by the WSP. (WSPM 1007).
FAIR LABOR STANDARDS ACT
The Federal Fair Labor Standards Act (FLSA) protects workers from unfair labor practices and exploitation. It requires that workers receive the appropriate minimum wage as compensation for work performed. The requirements of the FLSA apply to clients in both CWE and BWE activities. However, exceptions to the FLSA include court-ordered community service work through the Department of Corrections; voluntary subsistence activities; and training activities, which meet specific Federal criteria which may also be coded as CWE. All hours count in subsistence and Department of Corrections court-ordered community service work.
The temporary assistance benefit payment for most single parent families is at a level high enough to meet core activity hours, that compliance with FLSA is not an issue. Two-parent families, however, experience a 50% seasonal benefit reduction during the months of July, August, and September when employment opportunities improve. Families serving a penalty also receive a smaller benefit due to their reduced need standard. These circumstances may affect compliance with FLSA if the work experience hours for these households total more than their benefit payment amount divided by the state minimum wage. Other core and work support activities can be assigned and completed to bring the family to the necessary number of hours to meet the participation rate.
Note: To ensure compliance with the FLSA, the number of monthly hours a client is assigned to a work experience placement cannot exceed the recipient's benefit amount divided by the state minimum wage. Service providers may contact WSTA@alaska.gov to confirm the number of hours of participation allowed by FLSA.
COMMUNITY AND BUSINESS WORK EXPERIENCE FORMS
When an organization has agreed to host a CWE candidate, the WSP will meet with the work site representative to confirm that the organization meets the requirements of the program. The site agreement establishes the roles and responsibilities of the WSP and the work site.
Work Experience Placement Agreement (TA33)
The Work Experience Placement Agreement may be used for community or business work experience placements. The form should be tailored to a specific client and the parameters of their participation at the work site. This document establishes the start date and end date, tasks, work schedule and any additional information that may be important for the success of the placement.
Work Experience Timesheet and Evaluation (TA39)
Timesheets are collected from the site supervisor on the 16th and last business day of each month. They document time and attendance as well as performance in 5 categories: Attendance and punctuality, attitude, dependability, progress, and overall. These reviews allow an opportunity for the WSP to check in with the site supervisor and the client about the client's attendance and performance. Conversations may lead to problem solving discussions if there are identified challenges or if the placement is going well, it may be an opportunity to discuss the possibility of progressing to an OJT, Job Start or an unsubsidized paid position within the organization.
Site Specific Required Paperwork
As a standard practice, it is always best to inquire with each agency, business or organization's Human Resource/Personnel department to see if they have any agency required documents outside of the CWE placement documents that must be completed for volunteer positions.
The State of Alaska specifically has three additional documents that must be completed for any CWE placement with a state agency. These documents may be site specific but the most common forms are the:
Confidentiality Acknowledgment;
Volunteer Service Agreement;
Pre-employment Certification; and,
HIPAA Training Certificate.
For questions regarding these required documents contact your agencies' Human Resource office.
1005-4 ON THE JOB TRAINING (OJT)
OJTs are designed to create job opportunities for ATAP clients by supporting employers who hire and train them for permanent employment. The OJT payment reimburses the employer 50% of the client's wage or salary for the costs associated with training the new employee from the ATAP caseload. The contracted wage or salary must be equal to or greater than the Alaska minimum wage. OJT provides and individualized training opportunity designed to meet the employer's specifications. The client gains the skills, knowledge and abilities essential to perform the specific job and becomes a permanent, paid employee after satisfactorily completing the training.
On-the-Job Training hours are coded in the CMS Work Activity screen as "OJ" (WSPM 1003).
ON THE JOB TRAINING SITE REQUIREMENTS
Private sector businesses, non-profit organizations and non-government employers are eligible to participate in the program. School districts, local governments and tribal government entities are not eligible to participate. The employer must have a Federal Employer Identification Number (FEIN) and a current Alaska business license.
Employers must meet the following terms and conditions of employment for OJT contracts:
Provide the employee with training as described in the Worksite Agreement to the degree necessary for the client to perform their duties. Endeavor to provide both job skills and positive work behavior.
Agree to make a good faith effort to retain the employee at the end of the OJT contract.
Pay clients a wage at least equal to the Alaska minimum wage.
Not displace current employees nor reduce their non-overtime hours by using an OJT position.
Pay all clients the wage paid for similar jobs in the same labor market, with appropriate adjustments for experience and training.
Provide sick leave, holiday and vacation absences in conformity to the employer's rules for similar employees. Provide all benefits to the OJT employees that are provided to other employees without regard to their OJT status.
Consider the clients to be full-time employees of the employer who shall be entitled to the benefits required by state or federal law.
Provide Worker's Compensation insurance that meets Alaska law for each client.
Withhold and pay, in accordance with state and federal law, all required deductions including federal income tax, social security tax and unemployment insurance tax, from the clients' wages.
Maintain health, safety and working conditions at or above levels generally acceptable in the industry and at no less than comparable jobs of the employer.
Maintain fiscal and other employer records pertinent to the OJT agreement. The employer shall provide the Department access to all such records. All such records shall be retained and accessible for three years following final payments.
Maintain all records of the client as confidential.
ON THE JOB TRAINING CONTRACT
The duration of initial OJT contracts may not be less than 12 weeks (three months or 480 training hours) nor more than 26 weeks (six months or 1040 training hours). If a longer OJT contract would be in the best interest of the client, the WSP must request an extension of up to three months through WSTA@alaska.gov after internal leadership has reviewed and supported the request for an extension.
Extensions beyond the initial six months can be authorized by the WSP with the prior approval of WSTA. OJT positions can be amended in length or terms of the contract if it is in the best interest of the client. An extension cannot exceed three months per request.
The OJT payment for any individual client may not last more than nine months. On occasion, a client may need additional time to learn a job and become productive enough to be hired permanently. However, if the client has not made enough progress to be hired as a permanent employee after nine months, the WSP should seek other employment options and the employer informed that payments will not be continued.
Full-time employees must work a minimum of 35 hours per week, but not more than 40 hours per week. Whenever possible, employers should be encouraged to schedule 40 hours of work per week to allow clients the opportunity to earn as much as possible. If occasional overtime may be available, it should be noted on the Placement Agreement to be considered for compensation to the employer. If the client is scheduled for, or works less than 35 hours a week for two pay periods during the contract, the change in hours should be explained on the invoice and addressed by the WSP with the employer and client. Overtime is reimbursed at 50% of the overtime wage paid. Clients cannot be required to work overtime.
Part-time employment is allowed under the OJT. Part-time employees must work a minimum of 20 hours per week. If the client is scheduled for, or works less than 20 hours a week for two pay periods during the contract, the change in hours should be explained on the invoice and addressed by the WSP with the employer and client.
OJT can continue for the full period of the original contract even after the client's ATAP case has closed. On occasion, a client will earn enough on the OJT or other changes in the household will occur which will cause the client to become ineligible for Temporary Assistance. In these situations, the OJT contract can be continued until the original end date of the contract. An OJT contract will not be extended past the original end of the contract for a client whose TA case is closed.
If the OJT position becomes vacant through no fault of the employer, the employer may request another client to fill the vacancy.
Employers are expected to retain clients after the end of the OJT contract.
The OJT payment to the employer for any single position may not last more than 12 months. This provides an employer with two opportunities to hire and train at least two clients for six months in a position. The employer is not able to obtain a permanent employee within that amount of time, the position should not be further subsidized.
ON THE JOB TRAINING FORMS
The OJT brochure (TA30) provides basic information for employers to review to consider whether hosting an OJT placement is a good fit for their business. These can be used during employer recruitment or when a site is being established.
The On the Job Training/Job Start Employer Application (TA21) is completed by the WSP with the person who approves and may supervise the client. It is used to confirm that the placement meets the appropriate criteria and to host ATAP clients and to establish a basic understanding of the program parameters. When an organization expresses interest to host an OJT candidate, the WSP will meet with the work site representative to confirm that the organization meets the requirements of the program. The site agreement establishes the roles and responsibilities of the WSP and the work site.
The Employer's On the Job Training Agreement (TA38) is tailored to a specific client and the parameters of their participation at the work site. This document established the start date and end date, tasks, work schedule and any additional information that may be important for the success of the placement.
The Job Start and OJT Amendment (TA29) documents amendments to the work schedule, dates of placement, or job description that become necessary within the timeframe of the contract. The amendment should be completed as soon as the need for changes is identified. The amendment must be completed within the timeframe of the original contract.
The OJT Invoice and Performance review (TA13) is collected from the site supervisor after the final payroll is completed for the month. It documents time and attendance as well as performance in 5 categories; attendance and punctuality, attitude, dependability, progress, and overall. These reviews allow an opportunity for the WSP to check in with the site supervisor and the client about the client's attendance and performance. Conversations may lead to problem solving discussions if there are identified challenges or if the placement is going well, it may be an opportunity to discuss the possibility of progressing to an unsubsidized paid position within the organization.
Pay stubs need to be included with this document. These pay stubs are used to calculate the reimbursement to the employer. Holidays may be reimbursed if the client worked the day. Excused absences may be reimbursed if the client is paid for the day (i.e., sick leave). Unexcused absences will not be reimbursed even if the client is paid for the hours.
OJT PAYMENT TO EMPLOYERS
The OJT reimbursement is based on 50% of the gross wage for the client. For example if the employer is paying $10.00 per hour, DPA will reimburse the company $5.00 per hour for the actual number of hours paid, up to 40 hours per week. Likewise, overtime is reimbursed at 50% of the overtime wage paid i.e. if the client earns $15 per hour in overtime, DPA will reimburse the company $7.50 for the actual overtime hours worked in addition to the 50% reimbursement for the regular hours worked.
The payment for a wage-based position is not a set fee, but a reimbursement based on the actual wage earned by the client for the pay period. If the client misses work and does not get paid, the employer does not get paid.
The payment for salaried positions is 50% of the earning for the pay period.
Employers are not reimbursed for all wages and other wage costs, such as payroll taxes or Workers' Compensation. OJT is not intended to pay the full costs of a new employee, but to reduce the cost to the employer for filling a position.
Employers submit a copy of the client's pay slip to document the gross wages paid to the client.
Employers may be reimbursed for holiday pay if the client actually works on the holiday.
Work Services Contractors will remit payment to the employer within 30 calendar days of receiving a completed On the Job Training Invoice and Performance Review (TA13) and pay stub for the pay period.
DPA Work Services will process OJT payments through JASP. The description of this process will be included in the DPA Work Services internal procedures manual.
OJT Invoicing
Work Services Contractors will submit OJT reimbursement requests on their monthly Supportive Services Invoice (WSPM 1004-6).
Job Start (JS) is an economic development program that promotes self-sufficiency for TA clients. Job Start is federally defined as a wage subsidy because the clients' ATAP benefit is paid to the employer in exchange for the training the client receives. For a typical client, the employer may currently receive approximately $900 per month in wage subsidy. One purpose of the program is to help employers support or expand their businesses by funding jobs.
Employers are paid an amount equal to the temporary assistance cash benefit amount the family is eligible to receive based upon the household size. In order to promote working clients, income or earnings that reduced the TA benefit amount (as long as they are still receiving a TA cash benefit) are completely disregarded when determining the wage subsidy payment to the employer. If the family's TA benefit amount was reduced because of other earnings or income, the Job Start payment is based strictly on the household size. The employer receives a payment equal to what a household that size would have received had there been no income.
Other reductions in the TA cash benefit amount based upon housing/utility costs are also disregarded in computing the payment to the employer.
For two-parent households, there is no reduction in the payment to the employer because of the seasonal reduction for two-parent households (ATAP MS 720-2). Job Start contracts that begin during the period of seasonal reduction use household size, not the actual TA benefit amount to establish the amount of payment to the employer. Likewise, there is no increase in the payment to the employer at the end of the two-parent seasonal reduction, since the payment disregards the seasonal reduction.
Only one parent in a two-parent household can participate in a JS contract since the amount paid to the employer is the household benefit.
The amount of payment to the employer is a set amount based upon the household's full TA benefit, not a direct reimbursement for the actual total costs of employment for that person incurred by the employer during that month. (Exception: if the client worked for only a portion of the month, the payment is adjusted if it would be less than the TA benefit amount, ( i.e. if the first or last month of the contract is a partial month).
Job Starts can:
Promote economic growth and helps to improve the local economy. Strong local economic growth, in turn, increases job opportunities for temporary assistance clients and reduces reliance on welfare;
Be used to fill existing vacancies as new positions, so even more jobs are available;
Target small employers that would not be as likely to expand their workforce without the funding from the program;
Provide a temporary and dependable source of on-going cash that allows the business to expand its workforce so it can increase revenues. For clients, small employers can be a more understanding work site, which increases their rate of success;
Target rural employers. Since there are far fewer job opportunities in rural Alaska, helping employers in small communities and villages create jobs is especially important to rural families, and;
Support faith-based and other not-for-profit organizations that deliver critical services to Alaskans. Because these agencies are located throughout Alaska, they represent as important sources of potential employment for TA clients. Non-profit agencies often struggle for funding;
Provide money to pay for staff, while creating family-friendly worksites for TA clients all over the state, and;
Result in increased employment opportunities for temporary assistance clients because jobs created by Job Start must be filled by TA clients. As a result of Job Start, clients work in real jobs that help their communities grow and prosper.
The months that a client receives Job Start wages instead of TA benefits do not count against the 60-month lifetime limit for TA benefits. The client remains eligible for TA case management and supportive services.
Job Start contracts are paid to the employer at the full household benefit amount (ATAP Addendum 2). Even if the contract is established during or runs through a two parent seasonal reduction period.
JOB START SITE REQUIREMENTS
Private sector business and not-for-profit organizations are eligible to participate in JS. The employer must have a Federal Employer Identification number (FEIN) and a current Alaska business license. Positions must be at least 35 hours a week and clients must be paid a wage (equal to or greater than Alaska minimum wage) that is similar to jobs in the same labor market, with appropriate adjustments for experience and training. Additionally, the client must receive a take-home pay equal to or greater than their ATAP benefit for their household (ATAP Addendum 2). The client must receive the same treatment in terms of benefits, sick leave, holiday leave and personal leave as other employees of the organization.
The employer must provide Worker's Compensation insurance and must withhold all required payroll deductions.
Up to 20% of a private sector business' staff may be filled with JS clients (no limit for non-profit or faith-based organizations). In rural communities, if an employer has reached their 20% capacity, but has need for another JS placement, a waiver to the 20% can be requested through WSTA@alaska.gov.
JOB START CONTRACTS
Job Start positions must be scheduled at 35-40 hours per week and the client's projected take home pay must be equal to or exceed the maximum benefit for the household size, must meet or exceed minimum wage and be commensurate with pay in similar jobs in the company and industry.
Job Start positions are initially established for three to six months. The duration of the JS contract begins with the first full month of employment. For example, if a six month placement begins 7-15-18 the contract will run for 6 months starting with the first full month, i.e. start 7-15-18 and end 1-31.19. A prorated amount is paid to the employer for the partial month(s) of placement.
Extensions beyond six months can be authorized by the WSP with prior approval by WSTA. The subsidy to the employer for any single JS position may not last more than 12 months.
The JS subsidy for any individual may not last more than 12 months, even if the 12 months is completed in different placements or there is a gap between placements.
JOB START FORMS
The Job Start Money to Grow Your Business (TA27) and Job Start for You (TA28) may be used to describe the Job Start opportunity to employers and clients.
The On the Job Training/Job Start Employer Application (TA21) is completed by the WSP with the person who approves and may supervise the client. It is used to confirm that the placement meets the appropriate criteria and to host ATAP clients and to establish a basic understanding of the program parameters. When an organization has agreed to host an OJT candidate, the WSP will meet with the work site representative to confirm that the organization meets the requirements of the program. The Site Agreement establishes the roles and responsibilities of the WSP and the work site.
Job Start Placement Agreement (TA22) establishes the terms of the placement for the specific client. It establishes the accountable parties, the job description and terms of payment. See (TA29) if any amendments to the contract are appropriate.
Job Start Invoice and Performance Review (TA23) is collected from the site supervisor after the final payroll is completed for the month. It documents time and attendance as well as performance in 5 categories; attendance and punctuality, attitude, dependability, progress and overall. These reviews allow an opportunity for the WSP to check in with the site supervisor and the client about the client's attendance and performance. Conversations may lead to problem solving discussions if there are identified challenges or if the placement is going well, it may be an opportunity to discuss the possibility of progressing to an unsubsidized paid position within the organization.
Pay stubs need to be included with this document. These pay stubs are used to confirm the contracted reimbursement (based on the client's household size) to the employer.
Job Start and OJT Amendment (TA29) documents amendments to the work schedule, dates of placement, or job description that becomes necessary within the timeframe of the contract. The amendment should be completed as soon as the need for changes is identified. The amendment should be completed within the timeframe of the original contract.
PAYMENT TO EMPLOYERS
The position is paid based on the maximum household benefit available to the client.
The payment is a set fee based on the household size. Reimbursement is paid to the employer with verification that the client has a monthly take-home pay equal to or greater than the household benefit amount for their family size.
Employers are not reimbursed for all wages and other wage costs, such as payroll taxes or Workers' Compensation. JS is not intended to pay the full costs of a new employee, but to reduce the cost to the employer of filling a position.
Employers submit a copy of the client's pay slip to document the gross and net wages paid to the client.
The work services provider will remit payment to the employer within 30 calendar days of receiving a completed Job Start Invoice and Performance Review (TA23) and pay stub for the pay period.
DPA Work Services will process JS payments through JASP. The description of this process will be included in DPA Work Services internal procedure manual.
INVOICING
Work Services Contractors will submit JS reimbursement requests on their monthly Supportive Services Invoice (WS163) (WSPM 1004-6) using the code WS.
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