12- 597 C.M.R. ch. 1, § 5

Current through 2024-51, December 18, 2024

Section 597-1-5 - TAA TRAINING APPROVAL PROCESS

The following information shall be considered in the training approval process and documented in the Assessment and Individual Service Strategy:

1.Background Information. Information about the individual's previous job, title, skills, specific duties including any supervision of staff, wages , length of tenure, layoff date, and all other supporting information that explains the individual's work history;

2.Education/Training. Information about the individual's educational attainment, highest academic grade completed, other work related or professional training undertaken to enhance or upgrade occupational skills;

3.Assessment and Labor Market Information. Information shall be analyzed in order to relate the process and results of the individual's assessment to the development of the occupational goal and to determine if the occupation shows projected growth. In making this determination, the following factors shall be considered:

A. The types of interest and aptitude tests that were administered. Preferred assessment tools include the O'Net Career Exploration Tools, TABE, and GATB;

B. What the results from these assessment tools revealed;

C. How the results relate to occupational categories;

D. What skills the individual possesses and how these skills relate to the employment opportunities in the local labor market area;

E. Specific difficulties to employment that were identified;

F. The data utilized in the labor market analysis, such as job search listings, specific labor market publications, and industry projections; and

G. If current skills are not in demand in the local labor market, whether the individual explored possible relocation to an area where demand for his/her current skills exists.

4.Training Needs. Identification of the specific training requirements the individual must meet to obtain the minimal skill level necessary to gain suitable employment and minimize his/her time separated from the workplace.

5.Employment Goal. The employment goal should be identified in the following terms:

A. The individual's occupational goal;

B. The expected entry wage/salary;

C. Whether the expected salary meets 80 percent of the individual's average weekly wage and is otherwise suitable employment;

D. Whether the occupational goal matches the needs of the anticipated local job market area; and

E. The expectation for long-term viability in this occupation.

6.Financial Statement. Documentation of the individual's financial ability to support him/herself while in the approved training shall be provided by the individual.

A. The individual must complete a review of his/her financial information to identify the income and expenses for him/herself while in training;

B. The CareerCenter Case Manager shall review the financial information with the individual and document the sources of income in the assessment;

C. If it is determined, based on information provided by the individual pursuant to subsection (A), that sources of income are not sufficient to carry the individual through the training period, the training program shall be denied, and other shorter term training opportunities shall be explored with the individual.

7.Review of Documentation. The BES CareerCenter Manager or his/her designee shall review the assessment, Individual Service Strategy, case notes, financial information, the job search tracking forms and the supporting documentation to ensure that the six criteria for approval of training, as outlined specifically in this Chapter, are met. If the documentation demonstrates that the recommended occupational goal is appropriate for the individual, and there is a reasonable expectation of employment for the occupation in the labor market, and the individual has the capacity to successfully complete the training program, the BES CareerCenter Manager or his/her designee will approve the requested training. An individual's approved training program may only be amended by the State agency to add a course designed to satisfy unforeseen needs of the individual, as defined in this Chapter, such as remedial education or specific occupational skills, as long as the length of the amended training program does not exceed the 104, 130 or 156 week(whichever applies) training limitation.

12- 597 C.M.R. ch. 1, § 5